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Get to know about the duties, responsibilities, qualifications, and skills requirements of a talent acquisition consultant. Feel free to use our job description template to produce your own. We also provide you with information about the salary you can earn as a talent acquisition consultant.

 

Who is a Talent Acquisition Consultant?

Talent acquisition is the process of locating and hiring qualified workers to satisfy an organization’s demands. A talent acquisition consultant is therefore a human resource (HR) practitioner with expertise in identifying an organization’s recruiting needs and locating appropriate people to fill those needs. These consultants frequently handle the entire recruiting lifecycle for businesses, which includes publishing job ads, screening applicants, and choosing and interviewing qualified ones. This job places emphasis on both finding fresh talent for a business and keeping that talent.

Recruiters that specialize in filling openings for clients can work for staffing firms or as in-house recruiters for corporations. To fill unfilled jobs within a company, the talent acquisition team is in charge of finding, obtaining, evaluating, and employing individuals. The pillars of talent acquisition are employer branding, future resource planning, workforce diversification, and building a strong candidate pipeline. In some instances, a company’s human resources division houses the talent acquisition team. In some organisations, talent acquisition functions independently while coordinating with HR. Effective talent acquisition professionals are proficient in employment branding strategies, candidate assessment, compliance and hiring standards, and corporate hiring initiatives. These are just a few of the skill sets they possess.

The development and implementation of a hiring procedure that includes fair hiring practices is a key duty for talent acquisition consultants. These consultants’ main duty also entails training organisational management on current hiring trends and the most effective recruiting strategies. Consultants in talent acquisition will need to be familiar with and use a range of recruiting strategies, such as using social media platforms and search engine optimization for job postings. Other duties may include taking part in budget-setting and producing recruiting materials, running a thorough applicant monitoring system, and ensuring that every applicant has a favourable hiring experience. The consultant in talent acquisition identifies candidates. Posting a job description on the company website and watching the candidates apply is sometimes a simple procedure. The talent acquisition consultant must physically go out and recruit applicants for some jobs. Visits to universities or employment fairs are two examples of this. The majority, however, rely on contacts developed in the industry, engaging with professional headhunters, and asking present workers for recommendations.

A talent acquisition consultant must choose which candidate matches the criteria and should advance after receiving candidates. Multiple applicants for a position may result in more time being spent rejecting applicants than accepting them for further assessment. Using application tracking tools and a keyword-focused approach, talent acquisition consultants frequently oversee the search. After narrowing down the pool of candidates to a manageable amount, the talent acquisition consultant makes contact to offer further, one-on-one screening. Traditionally, a phone call is used for this, though texting is becoming more popular. At this point, some businesses are using AI to perform very rudimentary candidate screening, but bear in mind that AI is only as good as its coder. Following the selection and evaluation of candidates, the talent acquisition consultant provides the hiring manager with the results. The recruiting manager can choose which candidates to interview from this list. Naturally, the recruiting manager may suggest candidates who apply in unconventional ways. Given that the recruiting manager is the subject-matter expert, a talent acquisition consultant should strongly consider following these suggestions. She must take care to make sure the business complies with local legislation and that the unconventional candidate would be a suitable fit and meet the minimum requirements.

Talent acquisition consulting can be a very lucrative career path. It gives you the chance to collaborate with numerous businesses from different sectors to locate the most qualified applicants for their vacant vacancies. You must be well-versed in the hiring process and know how to successfully match candidates with positions if you want to succeed as a talent acquisition consultant. Additionally, you must possess excellent communication skills with recruiting managers and candidates. Developing your understanding of the recruiting sector is the first step in becoming a talent acquisition consultant. Attend recruiting conferences and networking events, read articles and watch videos about recruiting best practices, and sign up for newsletters that include recruitment news and advice.

A bachelor’s degree in human resources or a closely related field is necessary for a consultant in talent acquisition. Candidates will need to have extensive experience with recruitment tactics, including the ability to network and study and analyze current salary trends. A minimum number of years of relevant job experience may also be required by many employers. People should have strong communication skills if they want to work as talent acquisition consultants. They must be able to communicate with internal coworkers, connect with others in the field, and cultivate bonds with potential hires. To design and put into practice diversified sourcing strategies, these consultants need also to have excellent critical thinking skills. Additionally, advisors for talent acquisition will require strong project management abilities. These consultants may have to manage multiple projects at once, and they must be able to satisfy project deadlines. To properly carry out their professional responsibilities, talent acquisition consultants need also to possess technological acumen. In addition to using electronic recruiting techniques, they will need to input candidates’ information into a tracking database.

 

Talent Acquisition Consultant Job Description

Below are the talent acquisition consultant job description examples you can use to develop your resume or write a talent acquisition consultant job description for your employee. Employers can also use it to sieve out job seekers when choosing candidates for interviews.

• Recognize and comprehend the staffing needs of the various departments.
• Create and implement procedures and strategies for acquiring fully secure talent.
• Develop a strong employer brand for the company.
• Post-employment ads on numerous career portals, job boards, and social media sites.
• Find potential applicants and look through their applications
• Create and organize the selection procedure.
• Maintain the recruiting and advertising process utilizing applicant systems.
• Advise on how to increase the company’s ability to retain employees.
• Call and/or email candidates to assess their suitability.
• Report on important talent acquisition data every month.
• Keep your relationship with the potential applicants positive and healthy.
• Follow the latest staffing sector talent acquisition trends.
• Support all sales meetings and help discover the best internal and external resources for managing all talent by offering support.
• Design, implement, and document all business recruiting team processes by the needed business unit recruitment team process.
• Maintain the effectiveness of all programmes, oversee all hiring procedures, train managers and recruiters as needed, and improve all programmes.
• Create varied hiring practices, formulate plans for every client group, and aid all personnel working in human resources.
• Prepare the necessary talent acquisition plans, assist in choosing the best applications for all business units, make use of different assessment tools, and administer examinations using those tools.
• Interview all candidates, address all client questions, and assist with pre-screening of all internal candidates.
• Implement all recruitment plans effectively, create and maintain a talent database, and assist with candidate interviews and evaluations.
• Work along with the talent acquisition coordinator to administrate all activities, do all background checks, and establish a productive rapport with recent grads.

 

Qualifications

• A minimum of a Bachelor’s degree in organizational psychology, human resources management, or another pertinent discipline.
• Experience in a comparable position in the human resources division, such as talent acquisition consultant, recruitment manager, or HR manager.
• Extensive knowledge of and comprehension of methods for finding and evaluating candidates.
• Possession of certification from the HR Certification Institute is beneficial.
• The capacity to coordinate with internal departments and create hiring plans and profiles.
• Knowledge of efficient hiring platforms that draw qualified candidates.
• Capable of using Jobsoid and other applicant tracking systems, as well as HR databases.
• Working knowledge of internet job boards, resume databases, and applicant tracking systems
• Knowledge of running centres for skills evaluation and conducting interviews with candidates
• Adequate familiarity with candidate sourcing and evaluation methods
• A thorough understanding of all labour laws and regulations Effective verbal and nonverbal communication abilities
• Outstanding organizational and time-management abilities
• Outstanding judgment and decision-making abilities

 

Essential Skills

• Industry knowledge: In-depth knowledge of the industry they work in is common among talent acquisition consultants. They might collaborate with organizations from a range of sectors, so they must comprehend the demands of each and know where to look for the best candidates for each opening. So that they can give their clients advice on the best ways to recruit and keep people, talent acquisition consultants must also be aware of current employment trends.
• Communication skills: Any job requires this skill to succeed, but talent acquisition consultants especially need it. The role’s emphasis on individuals is mostly to blame for this. It’s critical to have strong oral and written communication skills. It is incredibly helpful for creating appealing job postings, reaching out to potential candidates on social media, and communicating with both applicants and hiring managers via a variety of channels. A talent acquisition consultant must be able to speak clearly, bargain wisely, and mediate successfully in their role as the organization’s and the candidate’s go-between. The act of communicating, however, involves more than just what we say and write. To better control their overt behaviour and comprehend the behaviour of others, a talent acquisition consultant needs to be aware of the significance of body language and implicit nonverbal indicators. Interviews can benefit from having this ability to look beyond words. With the advent of social media recruiting, mobile-focused hiring procedures, gamified tests, and virtual presence tools, the number of channels available for communicating with and engaging with candidates has grown and become more diverse.
• Problem-solving skills: When problems develop throughout the hiring process, a consultant for talent acquisition employs their problem-solving abilities to discover solutions. A talent acquisition consultant, for instance, may develop strategies to maximize the company’s resources if it has a tight budget. Additionally, they could assist the business in figuring out how to entice more qualified job prospects.
• Research skills: Talent acquisition consultants use their research abilities to learn more about job opportunities, hiring requirements of the organisation, and the labour market at large. They employ their research abilities to discover details about the company’s hiring procedure, such as the kinds of questions they ask during interviews and the kinds of exams they administer to evaluate applicants. Additionally, they apply research skills to learn more about the kinds of abilities and credentials hiring managers to look for in candidates.
• Business acumen: Knowledge of how to comprehend a business’ demands and how to address them is known as business acumen. Business-savvy talent acquisition consultants can assist customers in creating successful hiring strategies by drawing on their understanding of business procedures. In addition, they can use their business savvy to determine the most economical ways to find and hire people.
• Knowledge of social media: Modern talent acquisition consultants must develop the ability to engage candidates on various social platforms given the increase in social media-based recruitment. In addition, social media brings up a range of communities and channels where the employer brand may be efficiently promoted, discussions about the workplace culture can be begun, and prospective employees can be directly contacted. Furthermore, as was already noted, being able to evaluate a candidate’s social media presence is also a crucial ability because it may help you connect the candidate personas you are aiming for with the individual’s social media persona.

 

How to Become a Talent Acquisition Consultant

Step 1. Obtain a bachelor’s degree

The majority of employers set a bachelor’s degree as the bare minimum for talent acquisition consultants. Human resources and business are two of the most useful majors for people looking to work in talent acquisition, but before starting classes, it’s crucial to know your interests and what each degree includes. Other business-related disciplines, including marketing or finance, can also be beneficial. But if selecting one of those, obtaining a certification or graduate degree is also beneficial.

Step 2. Obtain a master’s degree

Some organisations demand a master’s degree in the industry for senior-level employment like a talent acquisition consultant. When a bachelor’s degree may not be directly related to talent acquisition, a master’s degree can be extremely beneficial. A master’s degree in organisational development or human resource management is a common course of study for people who want to work in talent acquisition.

Step 3. Earn a certification

Although certifications are not often necessary for talent acquisition consultant positions, they can assist applicants to show their subject-matter competence. For the position, very few employers need certification. However, deliberately pursuing certification might assist your resume and show potential employers how committed you are to your job. There are numerous helpful credentials available in a variety of sectors, including project management and hiring. When searching for certification programmes, take into account those that emphasize crucial talent acquisition competencies like customer satisfaction, talent identification, and candidate experience optimization. To determine which qualifications could be most beneficial for you, it’s also a good idea to examine the specific requirements for the industry or firm where you intend to work.

Step 4. Join a professional associations

You can meet people in your field or job through professional associations. You may expand your network by getting in touch with other talent acquisition experts. You can meet people who can introduce you to influential figures in the industry, teach you practical skills for your career, let you know about job openings, and provide references when you apply for talent acquisition positions by developing relationships with people in your professional organisation. You may find a mentor by connecting with people who have experience in talent acquisition. A mentor can offer career advice, assist you in locating employment in the field, and provide feedback on your work so you can advance in your profession.

Step 5. Acquire work experience

Most firms prefer that senior-level employees and supervisors have prior expertise in the industry. The typical minimum is one to two years of experience, however, each organization has different requirements. Finding entry-level jobs on talent acquisition and recruitment teams can help you obtain the experience you need to develop in your career if you’re looking to become a manager. Additionally, it’s advantageous if you obtain expertise in the sector where you want to manage. Consider joining a team that specializes in hiring technologically oriented people if you want to run a talent recruitment team for a budding tech company. This might give you knowledge about how to carry out the task you desire in the particular field in which you hope to work.

 

Where to Work as a Talent Acquisition Consultant

Every organization that needs human resources employs a talent acquisition consultant. They work with clients to assist in locating the most qualified applicants for their open vacancies. They collaborate with clients to fully grasp their requirements before utilizing their connections to track down the most qualified applicants. A consultant for talent acquisition interacts with a variety of clients, therefore relationship-building skills are essential. Additionally, they must be able to operate under duress because they frequently have to meet arbitrary deadlines. In addition to working in an office setting, talent acquisition consultants may travel to meet with customers or visit job fairs.

 

Talent Acquisition Consultant Salary

The typical monthly salary for a talent acquisition consultant in Nigeria is roughly 299,000 NGN. The lowest paying salary is 140,000 NGN, and the highest paid is 472,000 NGN. Housing, transportation, and other privileges are included in these sums. Junior TAC/recruiters in the US make an average salary of $48,719 a year, while senior talent acquisition consultants make an average of $80,169 annually, according to Indeed Salaries. Location, background, and educational level can all affect this.

Consulting and Strategy

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