A talent acquisition manager is in charge of an organization’s recruitment and retention efforts. To establish and utilize connections, this human resources position requires excellent communication and networking skills. When a company has openings, the talent acquisition manager is part of the team that identifies candidates, conducts interviews, and finally makes a hiring decision. Once hired, training and retention efforts are required to integrate the employee into the organization and encourage them to stay.
Maintaining detailed files on job candidates is one aspect of the job. These include not only applications for specific positions, but also people who have asked to be considered for future job openings, as well as talent identified by the recruiter as potentially interesting. There are software utilities available to help businesses better manage their human resource needs, including programs designed specifically for talent acquisition managers. They can use the program to keep track of notes, schedule meetings, assign priorities, and create individual files for new hires.
The talent acquisition manager may be involved in the development of marketing campaigns to attract new employees as part of the recruitment process. A hospital, for example, might be looking to hire new nurses. It could target nurses with strategic ad placement to pique their interest and encourage them to apply. These campaigns must be meticulously planned in order to project the right image and attract the best candidates.
As part of their job, talent acquisition managers attend job fairs and other recruitment events. They can conduct interviews for specific job openings or make contact with people who may be good future prospects. Many organizations use tools like social networking to keep track of candidates and conduct outreach to keep people interested in their parent company. Familiarity and comfort in a variety of environments can be beneficial in identifying top talent and assisting businesses in developing sound recruitment policies.
As candidates progress through the interview process, the talent acquisition manager may be able to advise on whether additional interviews should be scheduled, ultimately leading to a job offer. This could include a meeting with the candidate to go over the pay, benefits, and other aspects of the job. Once hired, the trainee may collaborate with the talent acquisition manager on scheduling and placement, as well as ongoing retention issues such as promotion applications. Depending on the structure of an organization, other members of the human resources team may be able to take over at this point.