Corporate recruiting may be one of the few examples where a name change means something. Recruiting has gone through a process of upheaval and transformation over the past ten years which might explain the need for a changing nomenclature. Talent acquisition now comprises a very broad field, since recruitment channels have multiplied and the scope of the recruiters’ job has broadened. Talent Acquisition Managers now head up employment marketing initiatives, branding campaigns, internal referral programs, and develop employee engagement metrics and retention programs. It’s a broad set of responsibilities that cover more internal policy and external communications than individual corporate recruiter jobs did in the past.
The talent acquisition specialist or manager devises strategy and recruitment process, as well as actual execution of the sourcing or recruiting campaign. They may be involved not only in finding and screening candidates, but developing the corporate policy for talent bench-marking, talent assessment, and interviewing policies. Often the talent acquisition department will also either liaise with the legal department or retain their own legal specialists to ensure compatibility with employment law.
Typical Duties of a Talent Acquisition Manager
- Work with internal teams and hiring managers to assist with recruitment efforts.
- Assist with both external and internal hiring efforts
- Develop recruitment strategy
- Identify and source appropriate talent for current open roles within the organization
- Identify future talent needs and proactively recruiting and sourcing; develop talent pool or social engagements.
- Manage the recruitment process and life-cycle, including initial assessments, interviews, and offers
- Counsel the candidate on corporate benefits, salary, and corporate environment.
- Manage and guide development of corporate employment resource
- Develop relationships with third party recruitment agencies and staffing firms and manage the procurement and measurement process.
Talent Acquisition Managers represent the lead conduit of talent into an organization. The scope of their job has changed over the past few years from recruiting to encompass functions which resemble departments from sales and marketing to technology and executive management. Their role does not end with on-boarding of employees; rather, they ensure the ongoing and future organizational talent demands are met, exceeded, and measured.
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