What is Talent Acquisition Partner?
A talent acquisition partner is a strategic role in a company that helps attract, find, and hire new talent to fulfill the organization’s staffing needs and create long-term recruitment strategies. A talent acquisition partner works as a trusted point of contact for both job candidates and hiring managers.
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What is the role of a talent acquisition partner?
The primary goal of talent acquisition partners is to find and connect with top talents across different channels, such as job boards, professional networks, and social media platforms.
They collaborate with hiring managers to understand their company’s staffing needs, assess candidates, and assist throughout the entire hiring process.
They also connect with candidates to understand their expectations and do a pre-screening to share only the top talent with the company.
Talent acquisition partners are also responsible for the employer’s brand promotion to attract the best talent. In addition, they ensure the candidate has a smooth recruitment experience and keep enhancing the recruitment strategies to source and retain top talent.
What is the difference between a recruiter and a talent acquisition partner?
Both the recruiter and talent acquisition partner are responsible for sourcing, evaluating, and hiring new candidates for a company.
The biggest difference between them is that a recruiter works to fulfill the present job openings in a company immediately. On the other hand, a talent acquisition partner has a much broader role to play.
Recruiters help hiring managers find relevant candidates for specific job roles that need to be filled immediately.
Talent acquisition partners are involved in creating long-term recruitment strategies to attract and retain top talent. They assist with overall talent acquisition, management, and workforce planning.
Talent Acquisition Partner Responsibilities
There are 4 key responsibilities of a talent acquisition partner:
1. Sourcing and Hiring
- Promote the company’s open positions via the company’s career page and job boards
- Source candidates using various platforms, evaluate them, arrange interviews
2. Candidate Experience
- Candidate research to understand their needs and opinions and manage expectations throughout the hiring process
- Engage with stakeholders, hiring managers, and leaders to develop a smooth recruitment process
3. Talent Advisory
- Connect with hiring managers to understand the qualifications, skills, and qualities the company expects in new candidates
- Offer training to junior recruiting staff and hiring managers for effective recruitment processes
4. Employer Branding
- Manage the employer’s social media presence and profiles on job boards to maintain consistency
- Collaborate with the marketing department to create effective advertising material to promote job openings