Talent acquisition managers actively recruit employees for their company. If talent acquisition managers perform their job well, they help their firms obtain the service of productive workers who add value to the business. Talent acquisition managers work in a variety of environments. For example, they often work in an office setting, interacting with other employees in the company such as a supervisor and various subordinates; however, they also need to go outside of their office to find candidate at job fairs, college campus events, and other events.
In addition to interacting with their office colleagues, talent acquisition managers must also deal with other professionals (such as staffing agency personnel and university administrators) on a regular basis. Talent acquisition managers also deal with candidates for employment directly, and they advise the candidate about the opening and the position's salary and benefits. A typical work day for a talent acquisition manager varies, as some days are spent on routine tasks in an office environment, while others are spent outside the outside the office interacting with candidates and recruiting professionals.
A solid educational background, such as a bachelor's degree in a relevant field, and experience in talent recruitment is required by many companies looking to fill talent acquisition manager positions. Having excellent interpersonal skills is essential for this job. Talent acquisition managers should also be skilled in using the Internet and social media to recruit candidates. Additionally, they should be able to identify any current company employees who meet the requirements for the opening.
Talent Acquisition Manager Tasks
Create methodologies to develop talent pools, assess skills, and comply with goals and regulations.
Coordinate with leaders and managers to identify necessary skills and develop hiring plans.
Partner with vendors and staffing firms, and identify strategies for using their services.
Recruit potential hires and research hiring methods and trends.
Foster communication and feedback about performance, selection processes, and staffing metrics.