Talent Acquisition Specialist Salary
Job Description for Talent Acquisition Specialist
The talent acquisition specialist has the role and task of recruiting talented new employees to a given company. This job requires the individual to have excellent communication skills. The primary responsibility of a talent acquisition specialist is screening, sourcing, interviewing, and determining the ideal candidate for a position in their company. The specialist may also have the responsibility of creating a recruiting policy for the company. The job is generally indoors, where the majority of time is spent making phone calls or doing internet research to try to find potential candidates. Relationships are built with employment agencies and professional associations, as they will be able to resource these contacts when doing the recruitment process. You will generally find talent acquisition specialists in high-demand industries where having the best talent is important. People who have this job interact and liaise with human resources, operations, and other departments that are responsible for new candidate hires. As a whole, talent acquisition specialists will report to a manager who will give them guidelines regarding what they are looking for. They generally work on their own, and subsequently it is important for them to take initiative.Read More...
The schedule for talent acquisition specialists can vary. Some work standard daytime office hours, while others may work well into the night. Sometimes the specialist may have to go on recruitment trips that will take them outside of the office. Depending on the industry that the talent acquisition specialist is working in, companies will require these specialists to have at least a bachelor’s degree in human resources, business, finance or a related field. There are no certifications needed, but what is required is an innate knack for spotting talent.
Talent Acquisition Specialist Tasks
- Facilitate recruitment from defining skill needs to building the talent pool and hiring.
- Document interactions, outreach, and screening results as well as staffing metrics.
- Evaluate and screen potential hires, and assist them through the interview and hiring process.
- Develop social media and event-based recruiting opportunities to identify applicants and secure referrals.
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Popular Employer Salaries for Talent Acquisition Specialist
Popular Skills for Talent Acquisition Specialist
Survey results imply that Talent Acquisition Specialists deploy a deep pool of skills on the job. Most notably, skills in Full-Cycle Recruiting, Sourcing, Benefits & Compensation, and Training are correlated to pay that is above average, with boosts between 3 percent and 6 percent. Those listing Customer Service as a skill should be prepared for drastically lower pay. Interviewing and Microsoft Excel also typically command lower compensation. It is often found that people who know Recruiting are also skilled in Human Resources.
Pay by Experience Level for Talent Acquisition Specialist
Median of all compensation (including tips, bonus, and overtime) by years of experience.
Talent Acquisition Specialists with a lot of experience do not necessarily enjoy more money. The average worker who claims fewer than five years of experience earns around $50K. In contrast, however, individuals who report five to 10 years in this occupation see a much larger median of $60K. After working for 10 to 20 years, Talent Acquisition Specialists make a median salary of $64K. Veterans who have worked for more than two decades do tend to make the most in the end; the median pay for this group is $72K.
Pay Difference by Location
With a pay rate for Talent Acquisition Specialists that is 24 percent greater than the national average, Denver offers a comfortable salary for those in this profession. Talent Acquisition Specialists will also find cushy salaries in New York (+23 percent), Washington (+17 percent), Austin (+16 percent), and Los Angeles (+13 percent). Falling short of the national average by 16 percent, the area with the worst salaries is St. Louis. Employers pay around 13 percent less in Dallas and 4 percent less in Tampa, below-median salaries for those in this field.
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