December 21, 2022
Finding and hiring the right talent is extremely testing in today’s competitive landscape. Amidst rapid innovation and fast-paced growth requirements, over 60% of company leaders say recruiting and retaining employees are the two biggest challenges they face in business.
So having a well-versed and experienced talent acquisition team is a necessity for your organization. Not to forget – we are in the middle of a candidate-driven market with a huge difference between the demand and supply of talent.
The stepping stone to hiring success is building a capable team with deeply skilled talent acquisition specialists. But the big question is – how can you assure hiring the right TA candidates? What should you look out for in talent acquisition specialists while hiring?
In this blog, we will discuss the ins and outs of how to hire a TA specialist and the things you need to consider while hiring and building your recruitment team.
A talent acquisition specialist manages the entire recruiting cycle. The responsibilities distributed among individuals in a TA team vary as per experience, skills, seniority, and company requirements. The role of a TA specialist is largely determined by the size of the company and the overall recruiting team.
The role can be broadly defined as sourcing, attracting, interviewing, hiring, and onboarding employees for your company. By analyzing the long-term business goals, talent acquisition specialists work closely with stakeholders and hiring managers to fulfill talent needs of an organization and support business success.
At a ground level, everything it takes in between finding the most suitable candidates to onboarding them is the job of a TA specialist.
Talent acquisition specialists are instrumental in enabling businesses to source and hire top talent. As you already know about the generic role of a talent acquisition specialist, it’s now time to create and implement a hiring action plan.
Prior to brainstorming, sourcing, and evaluating TA candidates, you need to comprehensively analyze your company’s recruitment requirements and the current hiring team’s capacity.
Suppose you have enough people who screen candidates well. In that case, you need to hire someone specialized and experienced in sourcing candidates. Early-stage startups, on the other hand, need someone who can wear multiple hats.
Having a crystal clear conception about your talent acquisition requirements and organizational goals helps you focus your efforts in the right direction. Let’s now dive into a step-by-step approach for hiring a talent acquisition specialist and building a strong recruitment team.
First things first, decide the type of candidates you want to recruit. From extraordinary communication skills to relationship building, negotiation, engagement, strategic sourcing, and more capabilities must be taken into account. Identify and break down the skill requirements for talent acquisition specialists.
Forming a candidate persona by answering all these questions would ensure you are not shooting in the dark while sourcing candidates. Further, it helps you determine the traits of the ideal candidate, and plan your sourcing and recruitment strategy further.
Next up is identifying and analyzing your role requirements specific to organizational needs and business goals. A talent acquisition specialist is expected to handle any task from sourcing to onboarding successfully – you already know this.
But what about your company’s unique requirements? You might need someone comfortable with tech hiring, or sourcing great sales candidates based on your business status.
Additionally, you can also be asked to fill in the gaps in your current talent acquisition team. SO be prepared for business-specific analysis and plan of action. Before you enter the recruitment funnel, outline your talent acquisition process. Identify various strategies, channels, and other informational insights you would need – and maintain a collaborative document.
As you update the tactics and tweak your recruitment process for meeting hiring requirements optimally – keep your document up to date.
Once you have finalized the role requirements with respect to your current talent acquisition team and business, you can start sourcing candidates. Preparing the job description is the first task you’ll need to do.
Here are the necessary components you must have in your job description:
A Talent Acquisition Specialist is responsible for the sourcing, screening, and hiring of skilled and qualified candidates to fill different positions. They communicate with potential candidates via online and offline platforms and use negotiation skills to help staff bright and talented people. They need to ensure that the company attracts the best experts and professionals in the industry.
Now that you have the JD ready and you understand the role requirements, drafting a job post would be easier. Remember it’s an immensely competitive market and your job post needs to stand out in order to attract quality candidates.
Prepare an impactful job post and job advertisement assets if required. The next step would be posting your jobs on various job boards and hiring platforms. You can leverage the following platforms for hiring talent acquisition specialists:
Additionally with over 73% of the workforce being passive candidates, you cannot miss out on passive talent sourcing as well. Reach out to qualified candidates on LinkedIn, Twitter, and even Facebook and offer them lucrative opportunities. However make sure that you are networking and building rapport first, and selling your job second.
This is one of the most crucial steps of talent acquisition. Assess screened and shortlisted candidates based on various aspects including skills, experience, and personality traits.
Here are 3 of the most common subjects covered in interviewing talent acquisition specialists
Reach out to selected talent acquisition specialists and decide on the compensation. Your negotiation skills come into the picture here.
Next, extend your offer letter to all the candidates who have been selected. In the case of passive sourcing, extend to only those who were aligned with you on the compensation and are willing to move forward.
Ensure having a deadline for the joining date and mention the necessary documents required by your recruiting team.
Hiring talent acquisition specialists is a critical job as the candidates hired would be driving the recruitment and hiring of your organization. The entire business depends on the talent that you acquire and hence the people interacting and assessing with your candidates must be skilled, experienced, and adaptive enough.
Hiring talent acquisition experts is not a piece of cake today. With new-age companies growing astoundingly fast and scouting for skilled recruiters, you need to take a step ahead. To find the best talent acquisition candidates who would further drive your hiring, leverage automation for accelerating passive talent sourcing and engagement.
Nurturebox is a one-stop talent sourcing and engagement automation platform. Take a look at how you can source talent acquisition specialists from LinkedIn using Nurturebox: