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Find out why you should hire a talent acquisition specialist.
4 min read
Sales & Marketing head at Scalestack
There are many key jobs within a company to make it succeed. One of them is the talent acquisition specialist, who works silently and also can be providing the same service to different companies at the same time.
In this article, we will discuss how can one of these talent specialists help you get the best-fitted people for your company, in terms of abilities and similitudes of ways.
A talent acquisition specialist usually takes part in the HR team of the company. Most human resources professionals are responsible for the hiring process. Their role is to identify individuals with potential but that might need training to fill their positions, though. However, the majority of the HR roles do not involve the creation of longer-term staff strategies.
On the other hand, a talent specialist is someone who hand-picks employees who already have most of the job description requirements. If your intention is not to spend the time or money to train new employees, then you should probably start looking for a talent acquisition specialist to find the right hire for you. As part of their job, they must consider both an employee's readiness for their current position and their ability to move into a future position in fast-changing, competitive industries.
For instance, suppose that your company has a senior engineer retiring in the next few years. When you start looking for a junior engineer, you would want to select someone who will do well in the junior role and that eventually would progress into the senior role. In this case, a talent acquisition specialist's role is to look for a skilled junior engineer who already possesses certain skills.
These people are involved at every step of the hiring process. They are usually the ones that make the postings on job boards and the company's social media platforms. They work closely with hiring managers to determine what aptitudes and experience to look for.
The majority of the companies that hire this type of HR rep looking for people who have experience recruiting talent and handling the onboarding process. They also need experience developing different networking strategies and finding potential prospects. An effective talent acquisition specialist must be able to communicate the company's brand identity to candidates. Strong communication mastery is key. Moreover, having experience working with different types of people is also a must.
Knowledge about specific programs is necessary for many jobs as a talent acquisition specialist. If you are currently interviewing, you should be interested also in someone who knows how to manage applicant tracking systems as well as human resource information systems. These systems are indispensable aspects of a talent acquisition specialist job description.
Another essential thing is to possess developed soft skills. Having strong interpersonal skills is something that cannot be avoided. Much of the job part involves interfacing with different personalities in different scenarios. You are going to want someone that effectively communicates with HR reps to make sure you know exactly the type of candidate they are looking for. You also will have to look for someone that knows how to welcome candidates and make them feel comfortable. The majority of what a talent acquisition specialist does is assess people in person and on the phone to determine whether they are the right fit.
Being able to count on a professional, presentable person that has a proper appearance is very important. Successful talent acquisition specialists are well-dressed and well-groomed. After all, they are the first face the interviewees see when they enter the company, so It is critical to show the company in a positive light.
Most people in the area believe that the role of a talent acquisition specialist is quite similar to the function of a recruiter within the same business. Despite the common belief, and it is not wrong to say that the two are similar, there are some key differences between these two positions that might not be that visible but that in the practice are.
On one hand, recruitment is more about filling open positions in the fastest way possible. On the other hand, talent acquisition's function requires implementing a long-term strategy to find the specific people necessary to fill specific job roles.
Talent acquisition is more used to involving carefully-thought planning ahead. Filling specialized roles takes a considerable amount of time. People in this role need to know how to estimate when is it the time that they are going to need a new hire and then start the hiring process earlier. This strategy is most commonly necessary in tech and healthcare niches. Considering that both are highly competitive, also both often require a company to hire people with very specific skill sets.
If you want to contrast these positions, recruitment is more typically a numbers game. It is more generally associated with jobs requiring less specific skills. For instance, if an apparel store is looking for stockers, it will be more likely that they intend to hire a recruiter to set up at a job fair than it is that they will decide to hire a talent acquisition specialist to search for specific candidates. It all depends on what your organization needs and how you want each situation to be handled, in terms of human relationships, time of plans, and resources.
Now that you are more familiar with what a talent acquisition specialist does, you can decide whether one of these people would be a good fit for your company. When talking about the hiring process, often they are the most indicate reps to find the right people for you. The way they do things is much more sophisticated and adaptable to the needs of your business.