What is a Talent Acquisition Consultant?

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What is a Talent Acquisition Consultant?
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Every business needs employees Talent
Acquisition Consultants are focused on finding
and recruiting these candidates. While they are
not the final decision-makers (that falls to
hiring managers), they significantly influence
the entire talent acquisition process. Due to
this influence on available candidates and the
amount of work this professional has, choosing a
Talent Acquisition consultant can be one of the
most critical hiring decisions to make. A lousy
professional in this role can sink the
company. A talent acquisition consultant in a
relatively smaller company will have more
functions. Here is a list of some of the tasks
performed by these professionals
Preparation of job description Job descriptions
should be written by experts in the specific
field and a hiring expert. The hiring manager is
the field-level expert, and the
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talent acquisition consultant is the hiring
expert. Job descriptions must comply with all
applicable laws, as well as contain information
about the vacant position. Depending on where you
reside, references to age, gender, or other
characteristics may be illegal. Also, the choice
of specific words can influence who
applies. Candidate sourcing Talent Acquisition
Consultants find candidates. Sometimes this is an
easy task, post a job description on the company
website and look at the role of applicants to
fill the vacancy. However, for some positions,
the consultant has to go out and find candidates.
This can be in the form of job fairs or college
visits. Most, however, rely on connections made
in the field, working with speciality scouts and
current employees for referrals. Candidate
Selection during Talent Acquisition Once the
Talent Acquisition consultant has candidates,
they must determine which one meets the
requirements and move on. The consultant often
uses candidate tracking systems to manage the
search, focusing on keywords. Once they select a
reasonable number of applicants, the next step
is to provide an additional personal assessment.
Traditionally, this is done through a phone call,
although text messages are starting to gain
importance. Some companies have started to use
artificial intelligence to make a fundamental
candidate selection at this stage, but keep in
mind that the AI is only as good as the
programmer. AI detection robots can be biased
just like humans. A TAC should monitor any such
detection. Video conferencing is also possible.
Typically, a TAC does not meet in person with
candidates at this stage.
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Recommend candidates When Talent Acquisition
Consultants have selected the candidates, they
provide the information to the hiring manager.
This manager can decide who from this list they
would like to interview. Naturally, the hiring
manager can recommend people to come by
non-traditional methods. A TAC should take these
recommendations seriously, as the hiring manager
is the expert in the field. However, you must
also ensure that the company complies with
current laws and that the non- traditional
candidate is a good fit and meets the minimum
criteria. Organization of interviews This task
often falls on the shoulders of a Talent
acquisition consultant. Depending on who has to
participate, it can be challenging to organize
schedules and make arrangements for anyone. Make
formal job offers. This can come from the hiring
manager (and it probably should), but the TAC
ensures that it is spelt correctly, with the
correct information about wages and benefits.
They should work closely with the accounting
department to help determine a market salary for
the candidate. Report writing Many countries
have reporting requirements for recruiting and
hiring, and the Talent Acquisition Consultants
maintains those numbers and performs the
required reports.
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Participate in succession planning Companies must
prepare for the inevitable changes in leadership
positions. As such, planning takes place, which
includes not only training and development but
also recruitment. When a Talent Acquisition
Consultant is part of the succession planning
team, they can hire someone who can fill the
leadership role. Manage the candidate's
experience This is not only important for hiring,
but it is also a social resource role. The
Talent Acquisition Consultant meets routinely
with individuals who won't ever work for the
organization however, who could be likely
customers, either as individual customers or B2B
customers. Therefore, this professional must
treat candidates appropriately, as it ensures a
wider choice of potential future employees and
enhances the company's overall
reputation. Conclusion A Talent Acquisition
consultant manages the entire recruitment cycle.
The process can be a bit more complicated than it
appears from the outside. Of course, what each
person will do varies depending on the size of
the company and the level of responsibility.