Good recruitment is essential to build a team capable of meeting the expectations that the company requires of them.
Any process to recruit and hire new personnel requires a person who is able to empathize and read well the candidates who go through the interviews, thus practicing the noble art of empathy.
In order for this context to be carried out, a good talent acquisition manager is needed who has the skills described above and can execute them smoothly and as efficiently as possible, thus ensuring a present and future for the company full of prodigious workers and the best in their field.
What’s a talent acquisition manager?
A talent acquisition manager is the professional responsible for identifying and acquiring skilled personnel that meets our organizational needs. This team, led by the talent acquisition manager, is responsible for identifying, acquiring, assessing, and hiring candidates that fill the open positions found within the company itself.
Other abilities that a talent acquisition manager searches for are future resource planning, diversification of the company’s labor force, and the development of a good candidate pipeline. Those are the main functions of a talent acquisition manager. But, obviously, it’s more complicated than that.
While working in smaller companies, the talent acquisition manager is only an experienced recruiter that handles all the company’s recruitment needs. In a large organization, this role is far more inclined to actual management and being an expert overseer of a professional team.
Some of the main abilities that a talent acquisition manager has to prioritize above anything else are sourcing strategies, assessment of the candidates, having hiring standards and, if possible, fluency in employment branding and corporate hiring plans. All of these combined would help the acquisitor in retaining talented workers.
Although there isn’t one right way to go about talent acquisition, every individual will always have a personalized approach to how a hiring process has to go. That being said, a good TA usually obeys the following guidelines.
Have always an analysis approach
Regardless of the job you have, having an analytical mind, capable of forming a solid strategy, is essential to being a good talent acquisition manager, because at the end of the day you will be making very important decisions that can radically change a person’s life.
After finding the right way to think about and analyze each potential candidate, it will be our job to create a strategy that meets the needs of our company so that it can acquire the best talent in the labor market, one that should not always come from the resume but from their natural aptitudes.
Even having years of experience in an hr department, the talent acquisition manager has always something new to learn about the selection processes to build the best employment brand possible.
Have a true interest in the hiring process
Not everyone is interested in the work they do, and that has never been a requirement or obligation to make our schedule and get paid.
However, when you are a talent acquisition manager it is imperative that you have a real interest in what you do because apart from all the complexity that comes with having to select personnel for a particular company, the factor of having to find the best possible candidate will always come into play.
This interest must always be accompanied by these different characteristics to increase our value as recruiters:
- You must follow all the news and updates about your job and how they are affecting current recruiting.
- Be open to incorporating new recruiting methodologies in order to improve as a professional and make the process more comfortable for all parties.
- Never be afraid to judge your company’s methodology and, if necessary, question or change it to keep evolving into the future.
Passion to find the best workers possible
A talent acquisition manager must always have a natural passion for his or her work, otherwise, it will be impossible for the person chosen to find the best possible professionals in each field. For this, it is necessary that the manager has a degree in Human Resources or similar.
This is the only degree that fits perfectly with what this job requires. Although people with degrees in business management are also accepted, psychology is an essential part of the hiring process. Which is something you will never find in a degree like the one mentioned above.
Although it is also possible to have a degree in psychology and then do a master’s degree in Human Resources, these cases are difficult to find, so we always start by hiring people who have that innate passion to, as talent acquisition managers have the natural talent to create an ideal team of workers.
Talent acquisition manager qualifications
Every talent acquisition manager must have a number of qualifications in order to do his or her job well.
These are as follows:
- Prior experience as a talent acquisition manager.
- Interpersonal communication and human skills.
- Knowledge of human resources.
- Knowledge of job posting sites and social media channels that focus on finding work.
- Various interviewing methods to adapt to each candidate.
- Knowing how to design a branding plan for different employers.
- Empathy with the needs of current employees and understanding the needs that hiring an employer requires.
- Knowing how to conduct satisfaction surveys.
- Visit schools and universities to investigate job fairs and potential workers.
As a final note, a talent acquisition manager’s salary may depend on their specific duties and level of seniority. The company’s size can also be an important factor, although not always final in any context.
In the US, the average salary for a senior talent acquisition manager lies about the $97,000 mark. Although this is only an approximation. Every company has its own salary laws.
And these would be the main responsibilities of a good talent acquisition manager, and although this is only a little fraction of their real functions, it’s enough to understand that this is not an easy job whatsoever.
If you are interested and want to learn more, you can download our WhitePaper.