Growth Trends for Related Jobs
Talent acquisition is the holistic and strategic approach to identifying and attracting top employment candidates to successfully meet business needs. Talent acquisition professionals also help facilitate new employee onboarding, a process in which new hires are introduced to the various social and performance aspects of their jobs so that they may develop a better understanding of how to navigate the culture of their new work environments. Though often confused with recruitment, talent acquisition is a more robust job function that helps organizations attract and retain valuable employees.
Planning and Strategy
It's not enough for talent acquisition professionals to simply recruit new employees. They must also develop, promote and execute complex strategies in order to attract top talent that will support an organization's overarching goals. For instance, they might attend job fairs hosted by organizations such as the National Urban League or Latino Chamber of Commerce in order to support a larger diversity recruitment effort. Doing so may support company initiatives like gaining the support of minority communities when trying to open new business locations in diverse urban areas.
Build and Maintain Relationships
Building and maintaining professional relationships is a critical aspect of being a talent acquisition professional. They must build relationships with external business partners such as university career centers, recruitment websites and government agencies. This is done to create a steady pipeline of potential talent and to ensure that the organization is being recognized as an employer of choice among preferred candidates.
Onboarding New Hires
Because talent acquisition professionals are often responsible for full life cycle recruitment, they are often charged with executing the onboarding process for new employees. During the onboarding process, the talent acquisition team will create a checklist of tools an employee may need in order to perform his duties, such as computer program access or a company-sponsored mobile phone. Then they may organize informal lunches or meetings between new hires and company leaders. This helps new employees learn how different departments contribute to the success of the business and whom they can go to for guidance. By successfully onboarding new hires, talent acquisition teams can help ensure that they remain engaged and satisfied with their new roles.
Most talent acquisition departments comprise multiple levels of employees, with each requiring varying levels of education. For director and above talent acquisition roles, a master's degree in organizational development, organizational psychology, or human resources management may be necessary. For talent acquisition specialist roles, a bachelor's degree will suffice. Bachelor's degrees in psychology or human resources can be beneficial for talent acquisition professionals at this level. Talent acquisition representatives may handle more administrative work, such as answering calls or contacting candidates. These roles may not require a college degree.
M. Skylar Ezell has been writing about politics, entertainment, urban culture and career-related topics since 2007. His communications work for Fortune 500 companies in health care, technology and hospitality has resulted in international recognition, including the Association for Talent Development BEST Award and Achievers Global Award. He is a graduate of Georgia State University, where he received a Bachelor of Arts in journalism and public relations.