Hiring the right Talent Manager
for your organization

What does a Talent 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 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.

Career Development

This position is similar to

HR Business Partner

Human Resources Business Partner

Senior HR Manager

Talent Manager


How to succesfully hire a Talent Manager?


Create a job description with the desired competencies.

Make a list of the Competencies and Skills you are after and feature them prominently in your job offer. Basing your criteria on skills rather than experience will help you reach a larger talent pool.

Check skillset

Test your shortlisted candidates to check behavior fit.

Hiring assessments are great at spotting behavior traits and get an idea of how candidates will fit in your organization. They also help you to run better interviews with candidates.

Check assessments

Skillset of a Talent Manager

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★★★★ Proficient level required
 Business partnering  Business acumen Employee Relations Business partner
Strategic future skill

 Talent & Career Management  Talent Management Process Career development planning Succession planning Employee retention Skills management Employee Engagement Internships
★★★☆☆ Competent level required
 Strategic Workforce planning  Strategic Workforce Planning Talent Strategy

 Change Management  Driving change and innovation Influencing others towards change
Strategic future skill

 People Analytics  People Analytics
Strategic future skill

 Communicating information  Influencing and persuading others

 Developing others  Coaching others to succeed Enhancing individual and professional development Sharing knowledge, skills and expertise to others

 Learning & Development  Learning Development Individual Development Plans


A skills-based approach based on the lastest market data ensures you will look for future-proof candidates

By focusing on skills, not experience, you widen the potential talent pool to a larger set of individuals

Set realistic expectations: don't loose time looking for a "unicorn candidate" and move forward to behavior assessments. Unlike behaviors, skills are easy to be taught once they are clearly identified.



Ability to solve complex business challenges. A competency is typically made of several interconnected sub-skills.


A hard skill or technical ability required to perform a task. Skills are more fine-grained than competencies and easier to be taught.


A set of attitudes and soft skills expected of an individual to suceed in her/his position and organization.

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