About the function of Talent Acquisition Manager
What does the Talent Acquisition Manager do?
Talent acquisition managers are accountable for leading the company’s recruiting functions, inclusive of team leadership, manpower planning, sourcing candidates & nurturing relationships and optimising the overall talent acquisition process and candidate experience.
Talent Acquisition managers are also responsible for development Employer branding strategies and must present strong business acumen as well as marketing / communication skills. Depending on companies, Talent Acquisition Managers are also responsible for the onboarding experience of the new joiners.
What does the future hold for Talent Acquisition Managers?
According to Linkedin report, the demand for talent acquisition professionals has risen by 63% during the last 4 years, and this trend is expected to continue.
The pandemic has accelerated the transformation of the role, urging recruiters to adopt digital tools & new sourcing methods to reach their target audience. Whether recruitments will be performed through videos, digital avatars or face to face communication, companies need to invest in recruiting tools and technology to keep up with the new expectations of the workforce (link expectations of millennials). The HR tech shouldn’t replace recruiters. Instead, it shall automate and reduce repetitive tasks so their role can re-shift to a more business centric and strategic position.
Talent Acquisition will bring more business strategy. Engaging passive talent, analyzing talent data and business partnering will be key skills for Talent Acquisition Managers. Recruiters will be tooled to better tell the business what talent it needs, rather than the other way around.
Prioritise candidate experience with design thinking and develop HR Marketing skills to attract and engage with talents. To keep a competitive edge, companies shall train their recruiters to digital marketing tactics ( Among others SEO, community management, social selling etc) not only to build and advertise their employer brand, but also to nurture relationships with candidates.
Redesigning candidate and employee experience with design thinking will allow building sustainable talent pipelines, effective assessment methods and onboarding experiences. The notion of customer management shall progressively overwrite the notion of candidate management. As a result, Talent acquisition managers shall train their teams on storytelling techniques and on personalising their approach in order to stand out from the competition.
Competencies of the Talent Acquisition Manager
How to read the competency table and chart?
The percentage score (%) represents the expertise level required for this position, click on score for more details. Future skills, which are important to your organization's competitivity in the long run, are highlighted with a .
Competencies of the Talent Acquisition Manager
Development plan for Talent Acquisition Manager
Remember that all Learning & Development (L&D) activities and trainings should be balanced to achieve maximum results. For all Active Learning you perform, remember to balance with Social Learning and several Stretch assignments for the Talent Acquisition Manager to put in practice newly learned skills.
|Business partnering||Active Learning||E-Learning curriculum||HR Business Partner 2.0 Certificate Program (40 hours, 17 modules)||>> Learn more|
|Business partnering||Active Learning||E-learning course||The strategic HR Business partner||>> Learn more|
|Business partnering||Stretch assignments||Individual assignment||Present an action plan to acquire the organization's top 5 most needed skills|
|Customer engagement||Active Learning||E-learning course||Implement an effective employer branding strategy (6 hours, incl. certificate)||>> Learn more|
|Customer engagement||Stretch assignments||Individual assignment||Segment talent pool and launch targeted campaigns on a monthly basis||>> Get started|
|Customer engagement||Social Learning||Feedback from customers||Survey previous year's applicants and collect customer experience feedback|
|Design thinking||Active Learning||E-learning course||Employee Experience and Design Thinking in HR (12 hours, 4 modules)||>> Learn more|
|Design thinking||Active Learning||E-learning course||Incorporating Design Thinking into HR (1.5 hours, incl. certificate)||>> Learn more|
|Design thinking||Stretch assignments||Individual assignment||Set up a video recruiting project pilot with 3 positions of your choice||>> Get started|
|Design thinking||Social Learning||Feedback from users||Utilize user feedback during video recruiting pilot project to improve recruiting experience|
|Digital marketing||Stretch assignments||Individual assignment||Implement 4 recruitment SEO practices during next quarter and monitor ROI||>> Get started|
|Digital marketing||Active Learning||E-learning curriculum||Search Engine Optimization Fundamentals (30 hours, incl. certificate)||>> Learn more|
|Digital marketing||Social Learning||Feedback from expert||Collect top 10 content marketing tips from your company's Marketing specialist|
|Negotiation||Stretch assignments||Individual assignment||Apply 4 negotiation tactics during candidate offering process||>> Get started|
|Negotiation||Social Learning||Feedback from expert||Discuss winning negotiation practices with your company's top sales manager|
|Negotiation||Active Learning||E-learning course||Masterclass on negociation (3 hours)||>> Learn more|
|People Analytics||Active Learning||E-learning course||Recruitment metrics and analytics (15 hours, 5 modules)||>> Learn more|
|People Analytics||Stretch assignments||Individual assignment||Present company's TA analytics against industry benchmark to top management|
|People Analytics||Social Learning||Networking events||Contact 5 recruitment consulting agencies and update yearly market figures|
|People management||Active Learning||E-learning course||Managing Millennials 3-Day Mini-Course (incl. certification)||>> Learn more|
|People management||Social Learning||Feedback from direct manager||Get your direct manager feedback the quality of your team performance objectives|
|People management||Stretch assignments||Individual assignment||Make 2 Individual Development Plans (IDPs) for each of your subordinates||>> Get started|