A talent recruiter or talent acquisition specialist plays a niche role in the human resource process. In this job, you actively recruit and attract candidates for general or specific positions in a company. Some recruiters work in the HR department of an organization, while others work for recruiting firms or as self-employed recruiters hired by clients.
When a company uses a talent recruiter, it typically signifies a strong strategic commitment to getting and keeping employees. The first key step in the talent acquisition process is strategic planning. This includes meeting with HR directors or client representatives to go over job needs and potential methods of promoting employment or recruiting individuals. Talent management is often included in a company's strategic planning in 2013, meaning that worker qualities and abilities align with long-term company goals.
Using the strategic plan, you next use various sources to identify potential candidates for employment. This may include interaction with local temp agencies, visits to colleges or career fairs, posting of jobs in online databases and reviews of profiles and resumes of online job seekers. During this process, you want to meet with potential candidates or gain access to their education and work backgrounds to see if they fit the profile of open positions.
As you identify prospects that seem to meet the basic parameters of the company or a given position, the next step is to screen them with an initial application, phone call or in-person interview. This may take place informally through conversations at job fairs or recruiting tables. You may also make calls to prospects to talk more about their experiences and salary expectations. Eventually, you either complete a formal interview yourself or refer a qualified candidate to an internal manager or client for an interview.
In some cases, a recruiter is essentially an HR salesperson. This is especially true when an employer has strong demands for a qualified candidate and the selection pool is minimal. Once a highly qualified candidate is spotted and initially assessed, the recruiter may have to sell him on the benefits of changing careers, moving to a new city and working for a particular employer.
Degree requirements vary by employer. An associate's or bachelor's degree in human resources increases your hiring potential. More critically, employers seek candidates with either the Professional in Human Resources or Senior Professional in Human Resources certification. Completing an internship in an HR department while in school is a great way to get your foot in the door as well. People skills, communication skills, organization, detail-orientation and a willingness to travel are common qualities.
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