Introduction to Talent Acquisition

What is Talent Acquisition?

Like any business that is going strong in today’s world, one of the main focuses that they need is talent. But it’s not just about getting any talent, is it about making sure they have the right talent that can do the jobs they want. For this, the position is filled by the talent acquisition manager. Talent acquisition is the process is finding the best person for the job. The process has many factors such as interviewing, application forms and then hiring the right person for the position. This is a position many businesses currently have, usually in the human resources department, in order to facilitate a person or a team to seek out and find the right talent that can be suited for the job.

A Talent acquisition manager uses many tools and techniques at their disposal in order to make their job easier. While the job can be easily done by professional recruiters who spend every day sifting through dozens of application forms and finding candidates for a company to hire, the talent acquisition manager is more personal. It is their job to seek out those who they believe can do the job that is advertised by their company. The issue of a middle man is cut out with the exclusion of a recruiter and gives them the ability to make a lasting relationship with the person. It’s not just about their tactics; it’s about who they are as a person in the role.

Role of a Talent Acquisition manager

The role of a talent acquisition manager is useful I today’s world as it benefits businesses that look at new technologies. Talent acquisition managers mainly work with human resources but their work is different in that what Human Resources does in days, a talent acquisition manager takes weeks or months to do. They work n tangent with Human Resources in what the role that needs to be filled is and how they should plan to go about it to find the right kind of talent. This can be done either as a manager or as a team in talent acquisition.  Their role is to take control of the recruitment process and setting out the template for what they should be looking for. Strategy and sourcing are their main duties as they must look through candidates, research them fully to what they have done and coordinate that with the job in hand. It is also important that the talent acquisition manager know extensive knowledge on not only the recruitment process but also employment law. They must also be a people person as they work researching and meeting numerous people as talent. This is done is establish a lasting effect so that candidates and the company can both trust the manager in what their decisions are and why the talent they want is the right choice. This is so that the actions that they do coordinate with the usual laws that do not infringe the rights of the candidates and the company.  While the role is diverse, it has one simple goal, to find and acquire the best talent possible for the job for their company.

Tactics and Skills of a Talent Acquisition Manager

As a talent acquisition manager, they have many different tactics and methods that they use in order to get their job done. These are skills that they have had to develop in the role that benefits them when they are finding the right talent. The first are their communication skills towards the candidates. This goes into the tactic of building a rapport with people and building that sense of trust with the candidates. The next important skill is researching not just the candidate but the company you work for as well. Researching as a talent acquisition manager means they are the person that should know what the job is like and what working for the business should be like. One of the best tactics that managers do is analyze data in order to understand where the candidate is coming from. Knowing the data helps them coordinate the talent and where they go in the sense of what recruitment websites they use, job adverts they see and understanding why those talented people left their previous job. Being involved is another tactic and skill talent acquisition manager uses in keeping the company involved in what they do. Having one to ones and receiving feedback from the staff and candidates shows a sense of caring in the people they look after.

Advantages and Disadvantages of Talent Acquisition

The strategy of talent acquisition is one that has many upsides and downsides depending on how well the talent acquisition manager does at their job, especially in areas they didn’t think about initially. The use of digital technology is an advantage because it allows managers to teach their company what to look out for in terms of skills. Another advantage is that talent acquisition allows the manager to be at the centre of the company itself. Talent acquisition had become one the best ways to employ new candidates which means the manager is the lifeblood of what makes the company successful. Of course there are disadvantages too, with one being the competition. Since a lot of companies are vying for the same type of talent, the people who do have the skills the company wants may be small. This results in having to compromise to find the best talent that can either be aught quickly or has a passion for the company to want to be their long term. The other disadvantage is that the manager might put their own interests ahead of the company. This is mainly because they are the ones who review and hire the candidate so it’s natural for them to like someone, but in reality their skill set does not meet the company’s needs. These are issues that re a good quality but need check ups like any position for the greater good.