Top Talent Acquisition Manager Skills

Below we've compiled a list of the most important skills for a Talent Acquisition Manager. We ranked the top skills based on the percentage of Talent Acquisition Manager resumes they appeared on. For example, 18.2% of Talent Acquisition Manager resumes contained Recruitment Process as a skill. Let's find out what skills a Talent Acquisition Manager actually needs in order to be successful in the workplace.

The six most common skills found on Talent Acquisition Manager resumes in 2020. Read below to see the full list.

1. Recruitment Process

high Demand
Here's how Recruitment Process is used in Talent Acquisition Manager jobs:
  • Ensured a consistently positive and professional experience for each candidate by managing the candidate expectations during the recruitment process.
  • Developed and implemented new recruitment processes resulting in improved communication, hiring partnerships and customer satisfaction.
  • Enhanced productivity through the development, implementation & management of a disciplined recruitment process.
  • Implement a centralized recruitment process for a large newly acquired organization.
  • Developed standard recruitment process for the distribution center network.
  • Developed recruitment process and implementation of recruitment innovations.
  • Developed and implemented a streamlined recruitment process.
  • Manage and enforce standardized recruitment processes.
  • Manage the recruitment process and life-cycle, including initial assessments, interviews, and offers, reference checks for entire company.
  • Led overall recruitment process, including initial assessments of candidates, phone screenings, face-to-face interviews, and extend job offers.
  • Implemented new recruitment process and expansion to successfully lower average time to fill from 64 days to 24 by year-end 2012.
  • Work within the recruitment processes while monitoring that process to identify and recommend areas for improvement to ensure best practices.
  • Provide guidance to hiring leaders on HR disciplines; recruitment process, candidate-care, compensation, hiring decisions and policies.
  • Administered full-cycle recruitment process by sourcing passive and active candidates to retain an extensive talent pool for future employment needs.
  • Enhance the recruitment process and work with managers in their recruitment capabilities to ensure best fit candidates are selected.
  • Prepare job descriptions and appropriate interview questions to be used by self and others involved in the recruitment process.
  • Manage the recruitment process and full life-cycle, including performing candidate assessments, interviews, and new-hire offers.
  • Devise strategy and recruitment process, as well as actual execution of the sourcing or recruiting campaign.
  • Deploy and socialize recruitment processes that are efficient, adopted, user friendly, and add value.
  • Evaluated, Improved and facilitated overall process for internal Work Assessments related to the Recruitment process.

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2. Job Descriptions

high Demand
Here's how Job Descriptions is used in Talent Acquisition Manager jobs:
  • Conducted behavioral interview train-the-trainer, improved job descriptions to include competencies, and developed interview guides and candidate evaluation forms.
  • Developed written job descriptions and placed recruiting advertisements throughout various media sources.
  • Assist with compensation administration, including writing and maintaining job descriptions.
  • Partnered with department managers to develop job descriptions and qualifications.
  • Reviewed and developed job descriptions to ensure equal consideration.
  • Develop job descriptions and/or candidate profiles.
  • Partner with the business to develop clear job descriptions and work collaboratively to provide effective orientation, education, and training.
  • Work with program leaders to identify staffing needs, reviews and levels job descriptions to appropriate job category, posts/advertises jobs.
  • Participate in the development and review of job descriptions to attract the best of the best qualified candidates for niche opportunities.
  • Consulted with the senior leadership and various stakeholders of the merging organizations to consolidate job titles and rewrite job descriptions.
  • Worked closely with hiring managers to understand their staffing needs, and developed job descriptions for the recruiters.
  • Partnered with the operating divisions to create and maintain job descriptions and interview questions for each job classification.
  • Assist Hiring Managers with creating effective job descriptions that reflect the skill sets and capabilities of local markets.
  • Collaborate with Department Leaders to conduct job analyses, create job descriptions and identify job competencies.
  • Assessed criteria for performance, wrote job descriptions and expectations, entered data and ratings.
  • Create and edit job descriptions and conduct salary research; evaluate exempt vs. non-exempt status.
  • Write technical job descriptions and marketing of all recruitment material, including graphic arts.
  • Created standardized job description template and assist Hiring Managers with creating new job descriptions.
  • Plan, create and implement; job descriptions, advertisements, templates for recruiting.
  • Conduct Job Analysis including preparing new Job Descriptions for all employees and maintain compliance.

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3. Ensure Compliance

high Demand
Here's how Ensure Compliance is used in Talent Acquisition Manager jobs:
  • Partnered with HR leaders as well as executive and line management to ensure compliance with the recruitment and hiring processes.
  • Developed practices and procedures to ensure compliance with federal, state and local laws and regulations affecting employment.
  • Performed all necessary verifications to ensure compliance with policies and state/federal regulations.
  • Provided training on recruiting topics Trained hiring managers on behavioral staffing/interviewing and employment laws to ensure compliance with government regulations.
  • Collaborated with executive management to ensure compliance with company policies including disciplinary procedures, employment-hiring practices, and compensation regulations.
  • Maintain accurate and well-ordered documentation on all sourcing activities to ensure compliance with all company policies and government regulations

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4. Potential Candidates

high Demand
Here's how Potential Candidates is used in Talent Acquisition Manager jobs:
  • Conducted interviews with potential candidates and made hiring recommendations to program managers and senior leadership.
  • Conduct initial screening interviews and behavioral based interviews with potential candidates.
  • Provided cost effective solutions to maximize reach to potential candidates.
  • Screen, profile and qualify potential candidates to present to the hiring managers with a focus on the passive job seeker.
  • Identified potential candidates according to the core skill area defined by the Hiring Managers, position, and line of business.
  • Consulted with hiring manager to review the position description, social media sourcing, phone screening techniques and potential candidates reports.
  • Determine sourcing strategy based on business needs and identify candidates by preparing job board postings; researching, targeting potential candidates.
  • Source potential candidates for the Associate position (conduct phone and in person interviews to assess candidate viability).
  • Administer first round of interviews for potential candidates and participate in final selection process for referral to client.
  • Screened potential candidates, reviewed resumes, marketed new opportunities, scheduled interviews, and provided feedback.
  • Developed the SNAP story to potential candidates and spread brand awareness among the tough-to-recruit NYC tech community.
  • Sourced potential candidates through traditional networking, social media and other creative methods.
  • Source and screen potential candidates for Executive, Exempt & non-exempt positions.
  • Created written job descriptions for each project and sourced potential candidates.
  • Assist in developing creative ideas and strategies to attract potential candidates.
  • Participate in recruiting events for both active and potential candidates.
  • Send cold emails to potential candidates via LinkedIn.
  • Maintained a database of high potential candidates.
  • Worked with hiring managers to develop job descriptions, schedule interviews, and provide input on potential candidates,.
  • Program was very well received, generated over 150 potential candidates resulting in 12 hired employees during designated timeframe.

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5. ATS

high Demand
Here's how ATS is used in Talent Acquisition Manager jobs:
  • Developed a Talent Acquisition Strategy based upon the implementation of an enterprise-wide ATS and best practice recruiting solutions.
  • Project managed ATS optimization process through needs assessment and collaboration with IT department for operational execution.
  • Implemented full cycle requisition management processes and managed CATS applicant tracking system
  • Implemented ATS and Streamlined requisition and application processes, reducing time-to-fill.
  • Build strong pipelines of candidates through a network of professional contacts, online resources, ATS, and other creative outlets.
  • Assist in the management of ELF and manpower organizational systems with consistent office head counts and correct usage of GBS/ITATS programs.
  • Designed recruiting work flow for new Applicant Tracking Systems (ATS) UltiPro, led implementation, and performed user testing.
  • Developed training programs in Applicant Tracking System (ATS) utilization covering all areas of corporation (US and Canada).
  • Used ATS (Applicant Tracking System) to track applicants and People Soft to enter employee data and manage documentation.
  • Implemented Phase I of the company's career page changes in order to drive better applicant flow to the ATS.
  • Automated the manual internal application process by creating a portal that linked the ATS to the Intranet across multiple sites.
  • Project leader who successfully selected and implemented a global applicant tracking system (ATS) on time and under budget.
  • Major initiatives include driving/owning selection for first ever company ATS implementation, Affirmative Action Plan, recruiting processes and policies.
  • Provided innovative solution for converting the Monster ATS data to TAM (not the conventional data conversion project).
  • Conducted market analysis of the labor market to determine C3 s strengths, weaknesses, threats and opportunities.
  • Evaluated and Rolled out Job Diva (ATS) for the US and European Operations of the company.
  • Project Managed proprietary ATS system coordinating with TCS India development team from idea to implementation and go live.
  • Implemented ATS to ensure Federal and State compliance, maximize operational efficiency, and enhance candidate experience.
  • Established criteria and benchmarks for the selection and implementation of an applicant tracking system (ATS).
  • Engaged with global talent acquisition leadership to identify a new ATS vendor with primary candidate being SAP.

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6. Diversity

high Demand
Here's how Diversity is used in Talent Acquisition Manager jobs:
  • Improved diversity goals by 15% and opened new talent pipelines by developing partnerships with key professional business and university organizations.
  • Create and foster relationships with diverse national and local professional organizations to attract and recruit alumni and diversity candidates.
  • Program developments include diversity training, competency based interviewing training, and six-sigma HR process improvement projects.
  • Developed strategic university relations and diversity programs in support of company brand, initiatives and goals.
  • Developed and implement candidate sourcing and evaluation processes that encourage and support diversity and inclusion.
  • Oversee global inclusion/diversity recruitment program and identify key metrics and processes to ensure success.
  • Increased focus on diversity recruitment by targeting student club events and improved on-campus marketing.
  • Developed and documented recruiting process for enterprise recruiting with emphasis on diversity recruitment.
  • Attracted and retained top talent and dramatically increased diversity hires across all departments.
  • Develop diversity inclusion sourcing strategies to leverage resources and develop best practices.
  • Led and performed strategic recruitment/retention, diversity initiatives, and account management.
  • Led MAXIMUS diversity initiatives and made improvements to candidate attraction strategies regularly.
  • Lead university/college recruitment activities, career fairs, open houses and diversity recruiting
  • Lead diversity recruiting strategy by doubling the size of early identification programs.
  • Developed corporate Talent Acquisition strategy in the inclusion and diversity space.
  • Managed the campus and diversity conference recruitment strategy across the organization.
  • Demonstrated diversity awareness and utilize sourcing techniques to reach diverse populations.
  • Develop recruitment strategies including diversity, college and veteran sources.
  • Increased our visibility on Diversity boards and military career fairs.
  • Established and implemented diversity and intern programs company wide.

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7. Full Life Cycle

high Demand
Here's how Full Life Cycle is used in Talent Acquisition Manager jobs:
  • Engage employees through full life cycle recruiting process to retain and hire exceptional employees for the best possible patient care nationwide.
  • Develop, coach, and lead a team of as many as five full life cycle recruiters and one recruiting coordinator.
  • Provided full life cycle recruiting for Technology (Ruby), Product, Sales, Marketing, and other Corporate positions.
  • Managed full life cycle recruitment process and partnered with HR Manager and VP's to develop long-term and short-term recruitment strategies
  • Worked closely with Hiring Managers to identify the right talent and assist with full life cycle recruiting of IT professionals.
  • Oversee the execution of full life cycle recruiting activities for all positions within the designated location or business unit.
  • Managed full life cycle recruiting process to meet the various staffing goals across all levels within multiple business units.
  • Lead all aspects of full life cycle recruiting to include sourcing, screening and interviewing qualified candidates for positions.
  • Full life cycle recruiting for consulting firm offering world class project services to upstream oil and gas companies.
  • Provide full life cycle recruiting of qualified candidates in Finance, Electronic Trading, Information Technology and Operations.
  • Experience in coaching, mentoring, and guiding candidates on the full life cycle recruiting process and procedures.
  • Managed logistics and processes that drove full life cycle recruiting and achieved budgetary goals for staffing and recruiting.
  • Led global full life cycle recruiting process saving the company more than 1.5 million in staffing firm fees.
  • Coach, mentor and provide direction to a direct report on full life cycle Talent Acquisition processes.
  • Coordinated logistics and processes that drove full life cycle recruiting while managing a $1M annual budget.
  • Full life cycle recruiter for Claims Attorneys, Underwriters and Actuarial professionals on a global scale.
  • Provided full life cycle recruiting, developing recruiting plans and strategic for positions across the US.
  • Set benchmarks and criteria for full life cycle recruitment from workforce planning to on boarding.
  • Own the talent acquisition process; full life cycle recruiting from requisition approval through offer.
  • Conducted full life cycle recruitment for Merchandising, Product Development, Finance and Real Estate.

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8. Linkedin

high Demand
Here's how Linkedin is used in Talent Acquisition Manager jobs:
  • Created a global network of over 4000 individuals in the electronic trading, alternative investment and investment banking industry on LinkedIn.
  • Utilize LinkedIn to attract & source talent, recruit internal Talent Scouts, build talent pipelines, and obtain market intelligence.
  • Identify candidates via LinkedIn, as well as other recruiting platforms such as university career centers and student organizations.
  • Posted vacant positions on various job seeker websites, used resume databases, and LinkedIn to find qualified applicants.
  • Utilized LinkedIn expertise, networking, and identifying target companies and the talent through extensive research of competitive landscape.
  • Used LinkedIn extensively as well as other Social Media and networking to find highly specialized and in demand candidates.
  • Source and attract talent by reaching out to LinkedIn connections, posting openings on social media, networking.
  • Utilize a wide range of sourcing techniques such as LinkedIn Recruiter, job fairs, community resources.
  • Use LinkedIN recruiter to help identify candidates, post job openings, and build talent pipelines.
  • Use LinkedIn Recruiter, SmartRecruiters, Built In Chicago, and Bullhorn to source candidates.
  • Manage business partner relationships, interviews, social media, LinkedIn and candidate experiences.
  • Source candidates through LinkedIn, User Groups, Networking Events, and Blogs.
  • Establish and maintain vendor accounts with Job-Boards, LinkedIn, Indeed, etc.
  • Manage resources including LinkedIn, Indeed, resume boards, and agencies.
  • Developed new business by utilizing company websites, referrals, and LinkedIn.
  • Maintain LinkedIn Recruiter account with 15 job slots and 200+ InMails.
  • Spearheaded first-ever LinkedIn partnership (6-month contract signed).
  • Established 1700+ LinkedIn connections with nationwide top producers.
  • Managed candidate in-flow on Indeed and LinkedIn.
  • Utilized CareerBuilder, AHIMA, Linkedin and other social networking sites as well as cold calling into local and nationwide hospitals.

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9. Workforce

high Demand
Here's how Workforce is used in Talent Acquisition Manager jobs:
  • Manage full life-cycle recruiting for seasonal and year-round positions including workforce planning and special projects related to talent acquisition.
  • Monitored workforce data to identify trends and adjusted recruitment and selection process to anticipate changes in business workforce needs.
  • Participated in quarterly workforce planning meetings assessing doctor talent to establish recruiting priorities in accordance with organizational growth initiatives.
  • Coordinated with account managers on project specifications to identify potential placement requirements and facilitate internal reallocation of workforce.
  • Cultivate and maintain a relationship with our temporary agency to achieve and sustain our temporary non-exempt workforce.
  • Partnered with Human Resource Executives to design workforce planning strategies and sourcing methodologies for their organization.
  • Forged strategic partnerships within industry to foster talent sharing arrangements and minimize impact of workforce reductions.
  • Designed a personnel methodology to restructure the Refinery and implemented actions to downsize the workforce.
  • Provide operational experience into value-added approaches to workforce planning and acquisition, and operational efficiency.
  • Collaborated with hospital leadership in the implementation and execution of recruitment workforce plans and strategies.
  • Developed and implemented workforce plans and recruiting strategies attracting highly qualified candidates for the organization.
  • Participated in creating organizational strategies by conducting workforce studies that identified critical skill gaps.
  • Process Improvement: Established experience-based rate schedules for consultant workforce that improved cost efficiency.
  • Partner with recruiters and hiring managers on forecasting needs/succession planning through workforce planning review/analysis.
  • Partner with business to ensure inclusion during annual workforce planning initiatives and succession planning.
  • Managed global recruiting data, developing and improving reporting for sustainable workforce development.
  • Spearheaded workforce planning efforts within specific divisions utilizing sourcing tools and market research.
  • Administer forecasting process, workforce planning initiatives to drive redeployment of existing personnel.
  • Develop and implement strategic initiatives to ensure appropriate talent/workforce resources for telemarketing departments.
  • Developed innovative recruitment strategies to attract qualified applicants for a diverse workforce.

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10. Business Units

high Demand
Here's how Business Units is used in Talent Acquisition Manager jobs:
  • Worked closely with Upstream Organizational Capability team and HR on development and execution of sourcing strategy for 6 different business units.
  • Recruited for multiple customer business units for Computer Sciences Corporation, a 14.5 billion dollar multinational corporation.
  • Recognized by Divisional Leadership for increased collaboration efforts across business units to achieve success.
  • Communicated with senior level leadership to discuss recruitment strategies for their business units.
  • Provided staffing support remotely for 4 business units in a union/non-union environment.
  • Led socialization and implementation of Talent Management Process across supported business units.
  • Developed strategy and managed transition of business units to brand image.
  • Manage full life-cycle recruitment for all assigned business units domestically.
  • Developed a new employee referral bonus process and tracking system, specifically tailored to each of our 3 different business units.
  • Inform hiring manager of market trends, competitive intelligence and recruiting strategies to support and enhance staffing of business units.
  • Viewed as a subject matter expert for the entire organization and assists in talent acquisition efforts for all business units.
  • Created, conducted and managed the Executives, Directors and Sales Recruiting process for National practices and Local business units.
  • Act as single point of contact for Talent Acquisition, for specialized business units needing an additional level of service
  • Acted as liaison with HR team leaders hone TA strategy and develop organizationally-specific plans for Business units.
  • Led full-cycle recruitment efforts for several business units, including Distribution, Investments, and Legal.
  • Created and 'sold' HR Business Partner function to enable higher-level HR support of business units.
  • Developed base line metrics in order to analyze and provide process improvement for all business units.
  • Inspired confidence and cooperation in business units that had historically resisted working with HR Services.
  • Defined team metrics and built metric dashboards to report out quarterly to various business units.
  • Set up Approval Paths and Steps for multiple business units (group companies).

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11. Human Resources

high Demand
Here's how Human Resources is used in Talent Acquisition Manager jobs:
  • Led development of first enterprise-wide recruiter playbook outlining and documenting Talent Acquisition and Human Resources Centers of Excellence policies and practices.
  • Partnered with human resources and operational management to develop job descriptions and staffing level requirements through job analysis.
  • Partnered with Human Resources Generalists in support of business unit talent acquisition initiatives, including redeployment of employees.
  • Maintained close communication with hiring management and Human Resources to proactively meet recruiting needs.
  • Manage Human Resources business partners supporting Quality and Engineering as well as administrative staff.
  • Worked with human resources and management to determine human capital needs of organization.
  • Implement a standardized interviewing process in coordination with Human Resources policies and procedures.
  • Provided Human Resources generalist support as needed.
  • Implemented effective human resources procedures.
  • Coordinate with managers within Human Resources to ensure new employee's entrance into the organization is at the highest quality level.
  • Provided management and technology-based support for Recruiting, Operations, and Human Resources for US based and overseas DoD government contracts.
  • Partnered with various facets of Human Resources groups within Baker Hughes to ensure candidates have a smooth and positive on-boarding experience.
  • Partner with Human Resources and Claims business partners to build upon the company's talent acquisition inclusion strategy and action plan.
  • Led the full cycle of talent acquisition efforts for InAuth while supporting integration into American Express's Human Resources department.
  • Developed all human resources policies, processes and procedures as well as training my sole recruiter in innovative recruiting techniques.
  • Conducted compensation analysis in collaboration with SVP of Human Resources on market analysis for current and future employees' wages.
  • Partner with other Human Resources team members as well as Hiring Managers to create an exceptional hiring and candidate experience.
  • Work closely with Human Resources and Vice Presidents as well as hiring Managers during full life-cycle recruitment and on-boarding.
  • Work directly with Vice President of Talent Management and Vice President of Human Resources to develop strategic recruiting strategies.
  • Evaluated several ATS's, and made recommendations to the VP of Human Resources based on his requirement list.

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12. Internet

high Demand
Here's how Internet is used in Talent Acquisition Manager jobs:
  • Led the implementation and recruitment efforts for contemporary internet based and social media related recruiting strategies for attracting and recruiting candidates
  • Resourced, implemented and maintain an Internet based applicant tracking system that provides a significant database of qualified candidates.
  • Developed innovative use of recruiting methods including management of Internet recruiting for recruiters in other regions.
  • Implemented internet job postings strategies for internal and external staffing requirements.
  • Manage activation and expiring of internet posting of requisitions.
  • Activated and deactivated internet requisitions.
  • Created and placed ads for employment in newspapers, journals, Internet sites, employment sources, colleges, trade schools.
  • Implemented lower-cost sourcing strategies including utilizing the internet, employee referrals, career fairs and negotiating lower fees for external agencies.
  • Manage third party relationships, negotiate terms of contracts, internet advertising, temporary employment, and track recruiting costs.
  • Hire Automotive Sales Consultants mainly, some Reception, Internet Managers, Finance Managers for the dealerships.
  • Provide sourcing strategy support to sector recruiters utilizing social media, internet research, and advertising campaigns.
  • Identified and generated new clients by delivering sales presentations to potential clients by phone and Internet.
  • Build contract employee workforce through ads, career fairs, Internet relationships and other sources.
  • Sourced candidates via cold calling, heavy internet recruiting, employee referrals and external agencies.
  • Resolved a Resume Mirror Bug with the Internet Explorer V6.0 while installing the Add-ins.
  • Utilize internet searches and social networking sites to attract and recruit top talent.
  • Researched and communicated with community services, colleges and internet sites.
  • Used Internet online recruiting sources to recognize and hire candidates.
  • Utilized the Internet for recruitment to post positions appropriately.
  • Launched a new Coupon Division and Internet Sales Division.

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13. Taleo

high Demand
Here's how Taleo is used in Talent Acquisition Manager jobs:
  • Utilized TALEO to track and manage BOA's full cycle recruiting process.
  • Delivered applicant tracking system (Taleo) training to hiring managers to facilitate seamless applicant processing.
  • Spearheaded the North America Taleo functionality and compliance redesign project.
  • Utilized Taleo for tracking recruiting activities and candidates.
  • Lead Project Manager for national Taleo Implementation.
  • Utilized various applicant tracking systems including Taleo.
  • Act as the Applicant Tracking System Administrator on three different systems including, Taleo, ADP Workforce and SuccessFactors.
  • Research and implemented the companies first Applicant Tracking System (Taleo) for National and International recruiting efforts.
  • Implemented Taleo restructuring to improve sourcing strategies, track candidates, generate business metrics and quantify recruiting costs.
  • Led the HR team in the implementation of the Taleo applicant tracking system, and SalesForce CRM.
  • Establish offer letters through Taleo within multiple countries with different COLA/HOLA rates, bonuses, and incentives.
  • Collaborated with Talent Acquisition team, external subject matter experts and vendors to implement Taleo Enterprise 12C.
  • Trained and supported team members with creation of all Recruiting Metrics reports through Taleo and Business Objects.
  • Led the implementation of the Oracle Taleo implementation at BloodCenter of Wisconsin and Heartland Blood Centers.
  • Use Silk Road Open Hire and Taleo to source candidates, update requisition and candidate activity.
  • Developed and currently manage hiring manager and recruiter training material for Taleo and the recruitment process.
  • Trained recruiters and Hiring Managers' to effectively utilize Applicant Tracking System (Taleo).
  • Completed implementation and customization of Taleo Applicant Tracking System for use by the HR team.
  • Make requested updates to reports, offer letter templates, and system notifications in Taleo.
  • Gained experience with multiple applicant tracking systems (Taleo, Bullhorn, Workday).

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14. Job Boards

high Demand
Here's how Job Boards is used in Talent Acquisition Manager jobs:
  • Manage all third-party vendors associated with talent acquisition operations including; contingent staffing, job boards, advertising and job fairs.
  • Enhanced Diversity and College Programs and participate in the establishment and implementation of job fairs, open houses & job boards.
  • Search various job boards and Membership Associations that would retain those individuals who would possible work in the above related fields.
  • Identify viable candidates from various sources including: job boards, directories, databases, leads, networking and cold calling.
  • Developed and directed the launch of a new sourcing strategy using social media, job boards, and internet sourcing.
  • Placed ads on job boards Assisted managers as how to interview and on occasion work with them on employee issues.
  • Identify candidates via social media, search engines, job boards, referrals and networking events; conduct initial interviews.
  • Uncover top talent through various sourcing channels including internet job boards, social media, campus activities and employee referrals.
  • Reduced annual recruiting costs over $40,000 by eliminating job boards and shifting to passive recruiting and employee referrals.
  • Established relationships with key job boards and other sourcing channels to ensure flow of qualified candidates for organizational openings.
  • Educated the recruiting team how do create videos and use them on social media sites and job boards.
  • Source qualified candidates from job boards, career fairs, advertising, social media, and community events.
  • Manage Company career website, talent network, social media campaigns, ATS, and job boards.
  • Negotiated contracts with a variety of recruitment-related vendors (job boards, agencies, etc.).
  • Negotiate contracts with outside vendors, job boards, and establish buy-in with the BRC consul.
  • Compose job descriptions and place ads daily on various websites and job boards for available positions.
  • Targeted passive candidates through LinkedIn, Twitter, blogs, Boolean searches and job boards.
  • Recruited candidates for current job opportunities through direct recruiting, referrals and internet job boards.
  • Developed and monitored KPI's to ensure sourcing effectiveness of external advertising and job boards.
  • Utilized numerous sourcing strategies including referrals, job boards, database searches and networking events.

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15. Background Checks

average Demand
Here's how Background Checks is used in Talent Acquisition Manager jobs:
  • Conduct reference checks, Background checks and develop additional business opportunities.
  • Required to source, screen, and interview all candidates as well as coordinate and assist with reference and background checks.
  • Processed selected candidates through the hiring process including Behavioral and Skills Assessments, Background Checks, Drug Testing and Orientation.
  • Conducted background checks, including being the liaison for background check disputes and appeals along with drug screens.
  • Revised background checks to be applicant driven and outsourced the reference checking process to a third party vendor.
  • Manage the recruitment life-cycle, including initial assessments, interviews, background checks, offers letters etc.
  • Implemented the use of an Applicant Tracking System as well as the use of background checks.
  • Arrange interviews, reference checks, and background checks for candidates within stages of recruitment.
  • Provided expertise and support to the HRIS Integration team and Policy team for Background Checks.
  • Directed team members in interviewing candidates and running background checks to determine potential for employment.
  • Coordinate background checks, drug tests and conduct reference checks and generate leads.
  • Negotiate vendor contracts for advertising, background checks, job fairs and supplies.
  • Manage all candidate applications, background checks, and extend/generate offer letters.
  • Perform background checks and coach hiring managers on reference techniques.
  • Initiated assessments and background checks, and checked references.
  • Manage background checks, drug testing, assessments.
  • Negotiated offers, conducted reference and background checks.
  • Assisted managers with orientations and drug tests/background checks.
  • Processed drug screenings and ran background checks.
  • Conducted background checks and made job offers.

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16. Business Partners

average Demand
Here's how Business Partners is used in Talent Acquisition Manager jobs:
  • Developed strong working relationships with business partners' at all executive and managerial levels in designated and ancillary groups.
  • Collaborate with hiring managers and business partners within regulatory affairs and medical affairs to create comprehensive staffing strategies.
  • Counseled business partners on innovative candidate management practices, compliance requirements, and diversity & inclusion strategies.
  • Partnered with HR Business Partners, Benefits and Communications to evaluate and enhance current on-boarding/orientation programs.
  • Work directly with senior executives and business partners to establish hiring objectives.
  • Leveraged business partnerships with local, regional and divisional leadership teams.
  • Received recognition/appreciation awards from HR Services and Accenture Interactive business partners.
  • Cultivate strong working relationship with senior executives and HR Business Partners
  • Developed and monitored service level agreements with business partners.
  • Guided and influenced HR Business Partners and business leaders to ensure right people were hired for right positions at right time.
  • Screen and interview candidates to help managers make hiring recommendations to HR Business Partners including compensation packages and career levels.
  • Collaborated with the HR Business Partners regarding transfers, promotions, employee relations related to staffing and new hire process.
  • Partner with HR and Business Partners to discuss Recruiting strategy, Diversity metrics and retention, market trends and challenges.
  • Utilized expertise in partnering with HR business partners to identify and meet all talent needs at business unit level.
  • Developed strategic partnership with business leaders and HR business partners in the U.S., Europe, India and China.
  • Partner with HR Business partners and business leaders to develop recruiting strategies to obtain top talent within the organization.
  • Conducted workforce planning and partnered with HR Business Partners to determine staffing needs based on business projections and forecasts.
  • Partnered and influenced business partners throughout the recruiting process resulting in key hires that moved the business forward.
  • Partnered with HR Business Partners on headcount planning, proactively hire talent and provide transparency on recruiting progress.
  • Partnered with HR Business partners and Training Learning & Development Office to align with succession plan.

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17. Ofccp

average Demand
Here's how Ofccp is used in Talent Acquisition Manager jobs:
  • Trained staff on several compliance regulations, primarily focused on appropriate documentation to ensure proper OFCCP compliance.
  • Managed candidate application process according to OFCCP guidelines.
  • Create innovative recruitment strategies to ensuring compliance with all federal, state, OFCCP regulations, and affirmative action programs.
  • Led Office of Federal Contract Compliance Program (OFCCP) audit of 3000+ positions resulting in zero violations.
  • Participated in the response to nine OFCCP audits, all of which resulted in a no findings letter.
  • Developed a partnership with Hire Our Heroes for veteran and military spouse recruitment increasing OFCCP compliance.
  • Developed curriculum and trained the company's 3,000+ hiring managers in OFCCP compliance and hiring practices.
  • Provided all reporting to OFCCP when notified of audits in the various businesses.
  • Develop and manage a Social Recruiting Strategy that complies with all OFCCP regulations.
  • Supported (7) OFCCP inquires to successful completion avoiding citations and audits.
  • Maintain OFCCP records and prepare annual data for use in an OFCCP audit.
  • Ensured OFCCP, Affirmative Action and SCA compliance as related to recruiting.
  • Led Audit Readiness team in preparation of regional FCC and OFCCP audits.
  • Conduct innovative recruiting sourcing techniques to meet AAP and OFCCP requirements.
  • Ensured OFCCP compliance and proper documentation of all applicant flow logs.
  • Managed the compliance of new OFCCP regulations for over 15 locations.
  • Responded to OFCCP inquires to ensure CCBCC compliance with federal requirements.
  • Insured Direct Alliance was OFCCP compliant in recruiting and hiring practices.
  • Redesigned staffing process to reflect best practices and OFCCP requirements.
  • Manage recruiting compliance programs and reporting requirements, including OFCCP.

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18. Open Positions

average Demand
Here's how Open Positions is used in Talent Acquisition Manager jobs:
  • Provided high volume full-cycle recruitment with responsibility for over 100 open positions with multiple departments and hiring managers.
  • Participated in targeted selection panel interviews with other leadership members to identify the best candidates for open positions.
  • Determine individual hiring requirements and implement recruitment plan to fill open positions within state and local guidelines.
  • Tracked applicable job requisitions and ensured a job requisition existed for all available open positions.
  • Leverage strategic sourcing to identify steady pipeline of qualified candidates for open positions.
  • Assisted in business development by gathering information on open positions when interviewing candidates.
  • Recruited and filled open positions for Director Level and Manager Marketing/Sales positions.
  • Recruited candidates for open positions using various sourcing methods.
  • Ensured timely and accurate fulfillment of current open positions.
  • Own and manage open positions assigned including forecasting, strategic planning, prioritization of new hires, and internal employee relations.
  • Worked on up to 75 open positions at a time with an average of 40+ open positions at any time.
  • Create and distribute monthly Recruitment Metrics, including hires, time to fill, open positions and forecasting.
  • Work in conjunction with Marketing Department to brand the Coliseum Health System image and effectively market open positions.
  • Review, interpret, and understand open positions by working closely with department directors/managers and HR within facilities.
  • Promoted key open positions through special events, print and media marketing search firms, and association relationships.
  • Managed the full-cycle recruiting process for open positions for 30 locations in the state of Washington.
  • Maintain complete ownership and accountability for filling all open positions and complying with the recruiting checklist.
  • Managed a requisition load of between 1400 and 2500 open positions at any given time.
  • Recruited for upwards of 15 open positions with emphasis on time to fill.
  • Work with hiring managers to formulate effective job descriptions for open positions.

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19. High Volume

average Demand
Here's how High Volume is used in Talent Acquisition Manager jobs:
  • Managed high volume valet operations recruitment.
  • Plan and execute recruiting strategy for high volume start-up operations including: candidate supply and demand, compensation, and marketing.
  • Sourced, Screened, and Recruited IT and Accounting Skill sets for a high level and high volume positions.
  • Managed high volumes of job requisitions (20-40), avoiding over $1.3MM in external recruiting fees annually.
  • Full cycle, high volume recruiting for positions that range from entry level to high level management.
  • Experience with handling Employee Relations issues, high volume recruiting, training, and Employee Services/Benefits.
  • Create and implement successful high volume staffing and employment strategies that are aligned with organizational goals.
  • Designed, developed and managed Talent Acquisition Campaigns to deliver high volume and niche skills.
  • Managed high volume shared services model consisting of 234 positions at multiple customer sites nationwide.
  • Developed and execute sourcing strategies to increase applicant flow to support high volume hiring.
  • Manage a team of seven recruiters in a high volume, dynamic environment.
  • Supervised 12 Talent Acquisition Associates in a high volume producing recruiting center.
  • Oversee a team of 7 recruiters in a high volume clinical/non-clinical environment.
  • Managed high volume recruitment initiatives for more than 30 contracted clients.
  • Developed recruitment sourcing strategies to meet the high volume staffing needs.
  • Supervised 7 recruiters in a high volume producing recruiting center.
  • Develop recruitment strategies to achieve required high volume staffing goals.
  • Deployed industry best practices resulting in high volume of hires, while raising the bar on staffing deliverables by 12%.
  • Develop effective and creative recruiting strategies to attract a high volume of qualified candidates in a timely manner.
  • Manage high volume recruiting team for over 25 locations in the US and Puerto Rico.

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20. Process Improvement

average Demand
Here's how Process Improvement is used in Talent Acquisition Manager jobs:
  • Instituted process improvements to documentation flow, standardized application processes, introduced Predictive Index tool, and launched referral rewards program.
  • Championed the process improvement initiative for Talent Acquisition including end-to-end process mapping and process automation for all TA functions/activities.
  • Developed project plan, manage the talent acquisition process improvement project and included all appropriate stakeholders.
  • Partner with Talent Acquisition Senior Leadership on additional projects for process improvement and implementation.
  • Integrated process improvements globally as the Applicant Tracking System administrator.
  • Consulted managers as needed on process improvement.
  • Identify and recommend process improvements to leadership.
  • Analyze and implement process improvements.
  • Identify and manage process improvements.
  • Develop process improvements, prepare and analyze talent acquisition metrics, coach, train and mentor recruiters and support staff.
  • Analyze recruiting metrics to accurately assess the effectiveness of current and previous recruitment strategies as well as drive process improvements.
  • Partner with the enterprise on all issues related to policy enhancement, process improvement and the applicant tracking system.
  • Implemented process improvements resulting in a cycle time reduction from 48 to 35 days position open to offer.
  • Awarded Six Sigma Green Belt Certification by completing 2 projects related to college recruiting and sourcing process improvement.
  • Implemented 22 process improvements, at no cost to the Agency, with our existing Applicant Tracking System.
  • Document process improvements and opportunities in a format that can easily be used by internal and external users.
  • Create and optimize reports, identify trends, and recommend action for process improvement and system optimization.
  • Process improvement committee member during the merger of the three largest blood product organizations in Florida.
  • Implement best practices and process improvements to utilize the most current talent acquisition methods available.
  • Introduced Talent Acquisition leading practices and process improvements to a $10M revenue company.

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21. EEO

average Demand
Here's how EEO is used in Talent Acquisition Manager jobs:
  • Provided direction for recruiting within the Cleveland area to meet staffing and EEO/Affirmative Action requirements
  • Manage Inclusion and Diversity Programs including responsibility for Affirmative Action plans, EEO-1 Reports, Vets 100 and Adverse Impact reports.
  • Research, design and develop comprehensive talent acquisition programs in support of EEO and Affirmative Action and the company strategic vision.
  • Developed and created Diversity sourcing programs and developed OFCCP objectives and managed the compliance of EEOC and OFCCP within sourcing initiatives.
  • Counseled hiring managers regarding hiring practices and procedures and ensured compliance and understanding of EEO, hiring and compensation guidelines.
  • Managed OFCCP compliance including EEOC, diversity outreach programs, applicant/candidate reasonable accommodation requests; assist with Affirmative Action Plan.
  • Created a Job Folder process for each open staffing requisition, including an applicant tracking process for EEOC/AA requirements.
  • Partnered with vendors to develop appropriate processes to ensure compliance with legal requirements - company mandated EEO and OFCCP.
  • Created productivity, advertisement, EEO and various other reports to monitor performance, cost effectiveness and legal adherence.
  • Work with internal Legal team and external 3rd party vendor to document and submit AAP and EEO plans.
  • Monitor compliance with Equal Employment Opportunity (EEO) policies including applicant flow logs and supporting diversity initiatives.
  • Maintain successful delivery and execution while adhering to company guidelines, policies and EEOC compliance.
  • Resolved serious workplace issues, protecting the company from EEO and wrongful termination disputes.
  • Follow OFCCP guidelines and coach the Recruiters for compliance for AA and EEO reporting.
  • Trained HR employees on policies regarding AAP/EEO requirements, ensuring compliance with OFCCP guidelines.
  • Assure that all departments adhere to EEO/AAP policies, procedures and related government laws.
  • Implement the best functionality strategically for immigration, background screening, and EEO/FCC compliance.
  • Coach managers on HR best practices, policies and procedures according to EEOC guidelines.
  • Coordinated and conducted a reduction in force to include EEO assessment and forced ranking.
  • Provided ongoing training to managers regarding EEO, interviewing practices and hiring laws.

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22. Customer Service

average Demand
Here's how Customer Service is used in Talent Acquisition Manager jobs:
  • Deliver exceptional customer service with a primary focus on operational excellence, proactive, competitive and cost-effective recruitment solutions.
  • Provide strategic recommendations for sourcing strategy into 2013, including Military, Disabled, and Customer Service initiatives.
  • Awarded to individuals with demonstrated excellence in customer service and/or internal merit.
  • Initiated and developed in-depth innovative recruiting pipeline planning for customer service professionals.
  • Facilitated company safety and customer service orientation program for new hires.
  • Provided customer service and conducted regular meetings with respective community leaders.
  • Supervised and evaluated full-time Recruiters and Customer Service Specialists.
  • Displayed superb customer service while obtaining new relationships.
  • Hired customer service specialists through management level positions.
  • Lead a team of talent acquisition professionals to meet the company and departmental goals as well as deliver excellent customer service.
  • Recruited for IT, HR, marketing, sales, customer service, and administrative and accounting positions among others.
  • Planned, organized and managed talent acquisitions staff by holding them accountable for exceptional customer service and job performance.
  • Received 3 National Company Based Awards for Recruiting Efforts and exceeding client satisfaction, retention and customer service expectations.
  • Provide continuous customer service internally and externally to ensure successful hire, retention and performance goals are met.
  • Train and mentor recruiting processionals, including recruiters and support staff, in client engagement and customer service.
  • Developed the E*TRADE College Recruiting program for the Technology Development, Customer Service and Operations business lines.
  • Developed strategies that improved both external and internal customer service through detail planning for future staffing needs.
  • Direct customer service, relationship building, and marketing services to prospective and existing clients.
  • Full cycle recruiting for IT, Administrative, Customer Service, and many other positions.
  • Acted as HR customer service liaison for all candidates, employees and managers.

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23. Succession Planning

average Demand
Here's how Succession Planning is used in Talent Acquisition Manager jobs:
  • Worked with assigned business clients to develop annual talent acquisition and talent management business plans for succession planning and promotion processes.
  • Worked cross functionally with internal departments to develop and implement employee retention strategies, including succession planning and career progression.
  • Developed strategies for evaluating and developing internal talent in succession planning for supervisory and field management positions.
  • Create and implement employee life-cycle plan introducing effective recruitment, orientation, development and succession planning.
  • Partnered with VP-Talent Management to assist in directing and administering such programs as career planning, succession planning and performance appraisal.
  • Train, develop and implement succession planning, identifying and setting clear objectives for all levels of Recruiting within an organization.
  • Served as a counselor and confidante to leaders regarding employee development, succession planning, career management, strategy development.
  • Partnered with HR to put more attention on succession planning to improve internal awareness and movement among current employees.
  • Assessed organizational needs and develop strategies to close gaps, including succession planning, recruitment, and training.
  • Assessed talent, contributed to succession planning efforts, and served as member of Hiring Committee Board.
  • Developed an effective pipeline of key talent available for immediate hire as succession planning needs dictate.
  • Utilized PeopleAnswers consulting services to help access employee's strengths and implement succession planning plan accordingly.
  • Collaborated with HR, Leadership and Employees to Input Succession Planning and Human Capital planning.
  • Work with cross-functional team to identify internal talent for succession planning and project assignments.
  • Partnered with HR and other business leaders on tools/techniques to support succession planning.
  • Communicate with Area Directors regarding succession planning, hiring and transfers.
  • Conduct midyear reviews, performance evaluation, and career succession planning.
  • Developed best practice processes including candidate onboarding experience, internal mobility/succession planning, employee referral program and employment branding strategies
  • Conducted new leader and team assimilations, 360 reviews, succession planning, coaching and guiding management and employees.
  • Standardized processes around onboarding, campus recruiting, employee retention and succession planning.

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24. Healthcare

average Demand
Here's how Healthcare is used in Talent Acquisition Manager jobs:
  • Managed the Sourcing function for Executive, Consulting, Information Technology, Legal, HealthCare, and Finance and Actuarial.
  • Worked through Vendor Management Systems to supply qualified candidates to healthcare positions especially clinical trials.
  • Utilized extensive knowledge of healthcare benefits organizations and service delivery components.
  • Reason for Leaving: Recruited by the CEO of Simplex Healthcare to stand up the Network Development function of SmileDirectClub.
  • Attended national and local trade shows and career fair events to educate candidates and the community about Kindred Healthcare.
  • Designed and implemented talent strategy to build a top tier creative team for the healthcare advertising market.
  • Trained, developed and managed staff for healthcare recruiting, without previous recruiting experience.
  • Recruited for two healthcare clients simultaneously: BCBS of Arizona and MMO.
  • Assumed additional recruiting efforts in IRBS utilities and IRBS healthcare.
  • Created business plans for staff augmentation & healthcare initiative.
  • Focus on the healthcare provider side.
  • Created and managed Talent Acquisition processes for healthcare analytics company.
  • Recruited and completed the onboarding process for healthcare license agents.
  • Recruit for Healthcare Industry, working with San Jacinto Methodist, Kindred Hospital, and Kelsey Seybold.
  • Assisted in executing strategic system-wide recruitment effort for all clinical, licensed healthcareprofessionals.

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25. Performance Management

average Demand
Here's how Performance Management is used in Talent Acquisition Manager jobs:
  • Worked closely with Management on special initiatives including Target setting, Performance Management and Succession Planning to meet business needs.
  • Interpreted and implemented regulations and policies through development and refinement of the organization's performance management programs.
  • Provided department executives with org structure, compensation, talent/performance management and HR consultation.
  • Experienced in performance management which includes improvement plan and other developmental plans for employees.
  • Led organization through transformation of the Performance Management Process and Recruiting Process Management.
  • Created and implemented strategic coaching and performance management methodologies, increasing personnel productivity.
  • Manage a team of recruiters, including coaching and performance management, determining training and development needs, and resolving issues.
  • Led the Performance Management Process for the Corporate Office, using Success Factors - supporting an employee population of 4,500.
  • Deployed newly created performance management process, and other talent development initiatives such as the HMH Talent Infrastructure project.
  • Established and oversaw $4.5 million annual recruiting budget and performance management process for the entire recruiting department.
  • Served as the point of contact for on-boarding, employee relations, compensation, and performance management issues.
  • Created and Conducted Management training on HR Laws, Employee Relations, Career Development and Performance Management.
  • Develop and implement HR policies including attendance, performance management, sourcing, staffing and succession planning.
  • Experience with terminating employees, large scale layoffs, performance management, performance reviews, etc.
  • Supported, coordinated hiring decisions, performance management, succession planning, diversity & inclusion approaches.
  • Lead and develop an effective team through coaching, performance management, development plans and training.
  • Develop and execute Performance Management process modeling the principals of Top Grading and Core Competencies.
  • Design, developed and implemented a complete redesign of the employee performance management program.
  • Led talent and team development processes including recruiting, training, and performance management.
  • Coached new leaders and employees on managing difficult conversations with regards to performance management.

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26. Business Leaders

average Demand
Here's how Business Leaders is used in Talent Acquisition Manager jobs:
  • Partner with business leaders regarding strategic plans to support business objectives by sourcing, identifying and retaining high caliber candidates.
  • Partnered with hiring managers and business leaders to create proactive recruitment marketing campaigns to identify and attract passive and active talent.
  • Partnered with business leaders to research, identify and address organizational effectiveness issues and solve with the placement of superior talent.
  • Consulted with national, regional, and local business leaders to initiate and develop in-depth and innovative talent acquisition strategies.
  • Provide training for the team by collaborating with business leaders to participate and discuss their unique business challenges and products.
  • Create full-scope Talent Management strategy to attract and retain top talent, including a pipeline for business leaders.
  • Engaged business leaders to understand intern and college recruiting needs while providing counsel on approach and strategy.
  • Interfaced with business leaders to provide expertise regarding plans, sourcing, forecasts, and results.
  • Worked with TA Sr. Operations Manager on training and strategy sessions with HR and Business Leaders
  • Collaborated with HR and business leaders to drive talent acquisitions across multiple functional areas.
  • Partnered strategically with business leaders to target staffing needs and adjust hiring processes.
  • Collaborate with WSIB business leaders to achieve short- and long-term staffing requirements.
  • Partner with business leaders to identify current and future talent needs.
  • Guide business leaders through hiring processes.
  • Provided strategic direction, talent acquisition expertise, advice and counsel to business leaders within the organization.
  • Lead and manage members of the recruitment team to help business leaders hire top talent to fill positions quickly.
  • Create and conduct various trainings for the business leaders on new Talent Acquisition tools and best practices (i.e.
  • Act as a trusted advisor to business leaders, HRPs and Operations Managers -Consistently recognized for managerial excellence.

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27. Business Development

average Demand
Here's how Business Development is used in Talent Acquisition Manager jobs:
  • Partnered with Business Development and Capture Managers to provide strategic direction on proposal staffing solutions.
  • Conducted research, prepared reports, participated in proposal development and new business development.
  • Conducted comprehensive analysis and review of all business development and internal support processes.
  • Identified business development opportunities and proactively networked with key decision makers.
  • Managed assigned marketing staff to support business development initiatives.
  • Performed business development in Asia.
  • Executed and managed daily business development activities including inside phone sales, cold-calling, client visits, and proposals.
  • Planned, scheduled and attended industry trade shows and business development events, visited client sites and built relationships.
  • Worked with operations and business development leaders in the market to build professional networks to help surface passive candidates.
  • Recruited for a variety of positions including chemists, engineers, manufacturing techs, business development and IT.
  • Hired 30 new General Managers, Directors and Business Development professionals within 1 year of implementation of process.
  • Use technically savvy tools and techniques for staff attraction and business development initiatives.
  • Support business development through researching, prospecting, and developing new clients.
  • Performed Business Development functions to source new clients and candidates.
  • Assist firm on Business Development initiatives as needed.
  • Generated new recruitments through marketing/business development.

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28. TA

average Demand
Here's how TA is used in Talent Acquisition Manager jobs:
  • Developed good working relationships and communication with Bosch's key decision-makers in Germany given broken relationship from previous Talent Management firm.
  • Educated hiring managers on conducting behavioral interviewing, facilitated selection process and discussion, and ensured effective, legal interviewing practices.
  • Designed, Developed and Implemented Talent Acquisition/Recruitment process across DBGT developed as a high end engineering function for global DB technology.
  • Partner strategically with key business stakeholders; develop strong partnerships to identify talent gaps hindering achievement of business goals and strategy.
  • Re-engineered the recruiting process which improved the department's ability to anticipate customer needs and maintain active pipelines.
  • Facilitate Talent Acquisition work group meetings to development standard operating procedures and increase productivity within the hiring process.
  • Partnered with other Talent Acquisition Management on the strategy of recruitment advertising and marketing through all media presentations.
  • Managed key staff activities; coordinated large scale inventory strategy meetings; provided complex information to customers.
  • Develop and execute the organizations nationally recognized military and veteran outreach, recruiting and branding strategies.
  • Facilitate behavioral based interviewing training to leaders resulting in increased skill level & improved hiring decisions.
  • Create standardized recruiting and interview process and develop interview guideline and training material for managers.
  • Conduct behavior based and technical interviews and tailor interview questions to specific requirements of position.
  • Maintained regular contact with customers to understand environments and to identify qualified business resources.
  • Contributed to stakeholder checkpoint materials with Greater China Financial Services Lead around Sourcing topic.
  • Designed a core competency based behavioral staffing model to attract and retain top-level talent.
  • Developed Process Manuals used in training new Recruiters and developed documentation of Recruitment Process.
  • Provide communication between stage manager and President and Audio/Visual/Lighting to produce live events.
  • Conducted follow-up with managers to determine the effectiveness of recruiting plans and implementation.
  • Partnered with Human Resource Management and leadership team to develop Talent Acquisition strategies.
  • Perform detailed reference and background checking on selected candidates and interpret results.

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29. Interview Process

average Demand
Here's how Interview Process is used in Talent Acquisition Manager jobs:
  • Designed new interview process that now includes technical interview, role-specific interviews, and company-culture based interviews.
  • Developed a new interview process to implement video interviewing technology to the entire retail field division.
  • Partnered with hiring managers to determine necessary qualifications, interview process, and sourcing strategies.
  • Develop interview questionnaires and interview process for each individual role within sales and marketing department.
  • Manage interview process by successfully scheduling interviews with Department Managers and candidates.
  • Developed passive recruiting strategy and exploratory interview process for identified areas/positions/ key-skills.
  • Manage Executive and Senior Executive availability to coordinate and conduct interview process.
  • Prepped, briefed and debriefed candidates/managers during the interview process.
  • Refine interview process according to technical requirements per position.
  • Standardized forms including candidate evaluation and exit interview process.
  • Maintained contact with candidates throughout interview process to answer questions and keep them informed with date/times and any changes in interview process
  • Revised behavioral interview process and recruiting policies on an ongoing basis to ensure legal compliance and efficiency of the process.
  • Facilitate interview process including posting, sourcing, screening, interviewing, selection of quality candidates, and extending offers.
  • Provided support to develop a more proficient, timely, and overall seamless interview process for both candidates and clients.
  • Manage candidates seamlessly through the interview process, set expectations, provide feedback, negotiate and close offers.
  • Maintain open communication at all times with clients and candidates to ensure interview process goes smoothly.
  • Counseled of management team regarding what is and is not acceptable in the interview process.
  • Managed entire interview process including posting, sourcing, screening, interviewing and final selection.
  • Introduced video interviewing which shortened the length of the interview process and decreased candidate drop-off.
  • Coordinated and managed the interview process with the appropriate hiring managers and senior management.

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30. Analytics

low Demand
Here's how Analytics is used in Talent Acquisition Manager jobs:
  • Marvel Marketers is a fast-growing marketing automation strategy, insights and analytics consultancy.
  • Delivered recruiting metrics, dashboards and advanced talent acquisition analytics using OBIEE.
  • Recruit and source for Programmatic, Strategy, Analytics, Search, Social Media, Creative, Interactive and Marketing.
  • Created metrics and analytics to track and drive continuous improvements in recruitment decision to ultimately improve the quality of hires.
  • Monitor and evaluate analytics across major search channels in order to improve ranking and number of applications.
  • Worked with divisional president to build out media analytics team within an aggressive 4 month time period.
  • Partnered with HR to create analytics and metrics for candidate tracking and staff performance.
  • Implemented candidate self-assessments for calibration of skills for Media, Search and Analytics talent.
  • Completed training courses in Credit/Risk as well as Marketing Analytics.
  • Implement and monitor staffing metrics and analytics.
  • Use analytics to monitor HR compliance.
  • Measure recruitment metrics and analytics for efficiencies.
  • Core services include: Data Analytics, Cyber Security, Agile Development, Infrastructure, Mobility, and Systems Integration.
  • Track candidate analytics via the applicant tracking system and administer requisition, candidate flow, and recruiter workflow reports.

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31. Internship Program

low Demand
Here's how Internship Program is used in Talent Acquisition Manager jobs:
  • Designed and implemented the first internship program in company history and developed relationships with numerous national universities to ensure its success.
  • Developed and managed internship program, including budget determination, hiring candidates, and conducting classes and performance evaluations.
  • Implemented college recruitment and internship program to strengthen brand awareness and introduced succession plan on historically hard-to-fill positions.
  • Created formal internship program resulting in increased intern engagement and improved new college graduate talent acquisition.
  • Build new relationships with university contacts in effort to pilot internship program for Minneapolis office.
  • Manage various projects including the Summer Internship Program and Celebrating Excellence recognition program.
  • Design and implement strategic Sales Internship Program and build college university relationships.
  • Managed and provided direction for college recruitment and internship program development.
  • Manage college recruiting and internship program for entire organization.
  • Upgraded and implement company's college recruiting & internship program, retaining and growing the program annually by 30%.
  • Planned, coordinated, and managed summer internship program; built out the largest intern class to date.
  • Recruit and facilitate a summer college internship program (LEAPS) with several Universities on a national basis.
  • Managed the INROADS internship program, converting over 70% of interns to permanent employees in 2013.
  • Develop and management of a high volume staffing project that included coop and internship programs.
  • Executed significant additions and revisions to the design and management of TMCF-STEM grant-funded Internship Program.
  • Managed year round internship program, working with preferred universities and colleges for recruiting.
  • Established the foundation for a college internship program and implemented a successful program.
  • Oversee university recruitment and internship programs for all business lines within the region.
  • Created new internship program that promoted company brand and built bench strength.
  • Developed and manage College & Veteran Recruitment and Internship programs nationwide.

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32. Coordinators

low Demand
Here's how Coordinators is used in Talent Acquisition Manager jobs:
  • Implemented global automated background check process to reduce manual data entry of recruiting coordinators.
  • Train other recruiters/coordinators on effective sourcing, closing, and other professional development topics.
  • Partner with hiring managers and recruiting coordinators to ensure a positive candidate experience.
  • Provide leadership and guidance to associate recruiters/coordinators and monitor team requisition load.
  • Supervised day-to-day activities and priorities of Recruiting Coordinators.
  • Supervised $1.5M budget and team of five recruiters/employment coordinators in development/implementation of HR programs and policies in eight locations.
  • Started with myself and within 10 months managed 6 employees including coordinators, recruiters, and college recruiters.
  • Hired and developed a specialty recruiting team of 10 recruiters and 4 coordinators located across North America.
  • Managed and led the team of both Driver and Non-Driver Recruiting Coordinators to meet all hiring objectives.
  • Managed team of up to 18 geographically dispersed full-time and contract recruiters and recruiting coordinators.
  • Provide leadership, coaching & development for a team of recruiters / recruiting coordinators.
  • Oversee team of recruiters and coordinators responsible for all FTE and contingency workforce procurement.
  • Maintain a staff of sixteen, twelve recruiters and four recruiting coordinators.
  • Trained and developed 4 coordinators, resulting in promotions to recruiter roles.
  • Managed two campus recruiting coordinators to assist with interviews and event planning.
  • Managed total staff of 10 including recruiters, coordinators and interns.
  • Manage recruiting coordinators for all new hire paperwork and on-boarding.
  • Lead a team of two recruiters and two recruitment coordinators.
  • Coach and Mentor the team of recruiters, sourcers and coordinators to produce at the highest level.
  • Coordinated and managed a recruiting team which comprised of clerical staff, coordinators and recruiters.

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33. Facebook

low Demand
Here's how Facebook is used in Talent Acquisition Manager jobs:
  • Administered the use of resume database and social networking tools like Facebook and LinkedIn to drive candidates to new stores requisitions.
  • Build pipeline utilizing social media outlets including Facebook, Twitter and LinkedIn to source candidates on local and regional basis.
  • Utilize web-based recruitment strategies to identify active and passive candidates through web technologies such as LinkedIn, Facebook and Twitter.
  • Implemented targeted passive candidate recruitment strategies through Indeed, SimplyHired, LinkedIn Recruiter, Twitter, Facebook, etc.
  • Partner with global talent acquisition teams to create a recruitment brand on LinkedIn, Facebook as well as Twitter.
  • Create and post content for our Social Media platforms (Facebook, Twitter and LinkedIn).
  • Created company Twitter feed, and increased Facebook likes from 200 to almost 500.
  • Utilized social networking (LinkedIn Recruiter, Facebook, Twitter, etc.)
  • Manage company Global Facebook Careers page and LinkedIn Careers page.
  • Utilize Facebook, LinkedIn and Twitter on a regular basis.
  • Created and launched company's Facebook and LinkedIn Recruiting Pages.
  • Implemented company Facebook and Twitter Indeed integrations.
  • Optimize talent recruitment results by aggressively utilizing social networking sites, (LinkedIn, Facebook, Twitter and Plaxo).
  • Created and managed all on campus marketing and social network, including Twitter, Facebook, LinkedIn and Instagram
  • Created, implemented, and managed social media recruiting (Twitter, Facebook, LinkedIn, Glassdoor).
  • Created Facebook and Google pay-per-click recruitment ads targeting pharmacy technicians in the Northeast Ohio area.
  • Developed social media strategy to include Glassdoor, Facebook, Tweeter, and LinkedIn campaigns.
  • Partnered with Communications team in providing recruitment content for Tenaris's Facebook fan page.
  • Created social media presence and branding on Facebook, LinkedIn, and Tweetmyjobs with internal communications department.
  • Managed Corestaff's Temporary Master Service contract Administrator for Apria's Career Opportunity Facebook Page; focused on company branding

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34. Twitter

low Demand
Here's how Twitter is used in Talent Acquisition Manager jobs:
  • Develop good faith efforts strategies by partnering with national and local universities, LinkedIn job groups and Twitter.
  • Created Cox Las Vegas YouTube and Twitter sites.
  • Created a Moody's Twitter Career Page from inception to roll out.
  • Leveraged social media and other sourcing tools to broaden a diverse pool of candidates including LinkedIn and Twitter
  • Utilized social media and online networking for sourcing purposes, including LinkedIn, Twitter, etc.
  • Assessed industry trends using deeper Twitter functions.

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35. Exit Interviews

low Demand
Here's how Exit Interviews is used in Talent Acquisition Manager jobs:
  • Coach managers on effective interviewing techniques, candidate selection and appropriate strategies for conducting exit interviews.
  • Conduct exit interviews and provide staffing recommendations to facilitate staff retention.
  • Conduct employee retention interviews and terminating employee exit interviews.
  • Performed exit interviews and create termination notices.
  • Conducted exit interviews as requested.
  • Execute all HR off boarding, including terminations and exit interviews.
  • Conduct all employee Performance Improvement meetings and exit interviews.
  • Conduct exit interviews and process paperwork for all terminations.
  • Conducted exit interviews with employees leaving the company.
  • Conducted all exit interviews for North America employees.
  • Conduct new hire orientations, exit interviews.
  • Conducted and tracked exit interviews.

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36. RPO

low Demand
Here's how RPO is used in Talent Acquisition Manager jobs:
  • Designed and implemented processes and initiatives to support continuous improvement in recruitment and staffing that met or exceeded corporate goals.
  • Established and leveraged strategic relationships with business leaders and the external vendor community, which supported corporate recruiting initiatives.
  • Collaborated and developed strategic direction for corporate branding and online presence that launched brand recognition in our segment.
  • Trusted resource for numerous departments within the Corporate Office for information/data regarding practices and policies of the manufacturing division
  • Created standardized weekly company-wide New Hire Orientation Program including all materials, PowerPoint Presentation, and itinerary.
  • Participated in the establishment of a corporate recruiting structure through development of recruiting processes and procedures.
  • Interfaced extensively with corporate offshore outsourcing staffing teams in Delhi, India to support recruiting infrastructure.
  • Formulated strategic alternatives for Corporate and Field staffing organizations to ensure a pipeline of qualified candidates.
  • Deployed employee value proposition effectively and globally through corporate growth strategy from within resourcing arena.
  • Hold primary responsibility for integrating corporate recruitment processes and systems to meet critical business priorities.
  • Network with other Lockheed Martin staffing entities including Corporate Talent Acquisition to drive staffing innovation.
  • Created approaches for difficult-to-fill corporate positions and marketing and merchandising field positions in five states.
  • Managed and motivated the recruiting team to source all corporate and operational requisition requirements.
  • Developed sourcing and selection process; implantation of corporate interview and on boarding process
  • Leveraged corporate culture and company objectives to identify the right target and demographic.
  • Initiated a job evaluation process to determine company position levels for equity purposes.
  • Developed new business opportunities by effectively communicating product lines to leading international corporations.
  • Managed corporate-wide training initiatives on new applicant tracking system to office managers.
  • Collaborated with Corporate Recruiting to ensure accurate recruiting methods and best practices.
  • Build an internal Talent Acquisition organization to replace an external RPO engagement.

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37. CRM

low Demand
Here's how CRM is used in Talent Acquisition Manager jobs:
  • Populated and maintain a CRM database to support opportunity pipeline management.
  • Provided recruiting support including maintenance and administration of internal CRM database.
  • Maintained communication and relationships using Bullhorn CRM.
  • Introduced CRM tool to recruiting team to take a more proactive approach to targeting passive candidates and develop stronger talent pipelines.
  • Managed Global Customer Relationship Management & Applicant Tracking System (CRM), and working with HRIS team.
  • Build out included defining structure, staffing team, integration of Candidate Relationship Management (CRM) tool.
  • Instructed design of candidate pipelines of named and known critical talent based on CRM relationship principles.
  • Log all calls and activities in CRM system, including detailed notes on conversations.
  • Utilized MyBig CRM to successfully schedule 10-12 candidates per week for in-person interviews.
  • Leveraged MaxHire CRM to track and manage candidate pool and recruitment life-cycle.
  • Build future prospect CRM database for specialized FAA certified technical professionals.
  • Track processes and candidate status updates using MaxHire CRM.
  • Implemented a CRM program (salesforce.com) that improved organization, accountability and customer retention significantly.
  • Recruited for Fortune 500 accounts in the areas of ERP & CRM software implementation, eCommerce, Database Management and Telecom.

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38. Hris

low Demand
Here's how Hris is used in Talent Acquisition Manager jobs:
  • Implemented, enhanced, and created a new HRIS Applicant Tracking System for best functionality of the company.
  • Collaborated with HR Generalists to capture metrics, perform HRIS and candidate management system audits.
  • Maintained HRIS system by posting new position, updating changes, and tracking applicant information.
  • Report manning levels to business director's monthly statistics in partnership with HRIS team.
  • Reviewed, modified, tested and maintained HRIS applications to validate configuration changes.
  • Researched, purchased and implemented HRIS system to streamline recruitment and on-boarding processes.
  • Rolled out Manager Self Service system to the organization with the HRIS team.
  • Provided end user support and technical guidance on the appropriate HRIS/HRMS applications.
  • Manage the employee information by using HRIS programs and Applicant Tracking System.
  • Develop and Launch web-based HRIS applicant tracking system for recruitment and on-boarding.
  • Managed selection and implementation of HRIS system, projects and vendor selection.
  • Partner with IT and Payroll to enhance SAP/HRIS functionality and improvements.
  • Enter new hires into HRIS system; complete employee verification forms.
  • Evaluated and recommend improvements to companies HRIS systems.
  • Complete E-Verify and enter new hires into HRIS.
  • Maintain all employee files and HRIS database.
  • Manage HRIS applicant tracking system dispositioning all applicants and complete hiring logs.
  • Develop and manage all onboarding and HRIS functions and programs.

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39. Information Technology

low Demand
Here's how Information Technology is used in Talent Acquisition Manager jobs:
  • Managed both the North Carolina and South Florida offices that specialized delivering in Manufacturing Engineering and Information Technology companies.
  • Managed the recruitment, screening, selection & placement for more than 200 Information Technology positions per year.
  • Place high-end technical professionals in the area of Information Technology Industry in contract and full-time positions.
  • Recruit on all types of Information Technology positions in a wide variety of industries.
  • Worked exclusively with Information Technology Hiring Managers to fill all the IT positions for the Port Washington Headquarters.
  • Managed 11 recruiters and 3 contractor headcount supporting Target s Information Technology Teams.

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40. Direct Reports

low Demand
Here's how Direct Reports is used in Talent Acquisition Manager jobs:
  • Delegate work effectively and monitor workload of direct reports to ensure resources are maximized to deliver efficient and effective staffing solutions.
  • Facilitated the development of direct reports through leadership skill and competency model development.
  • Conducted strategy meetings with CTO, trading leads, and their direct reports, proactively sourcing passive candidates for future hire.
  • Managed eBay's North America Marketplaces, Global Functions and Executive Coordination Teams (15 direct reports).
  • Direct reports included the Management Associate Program Recruiter, the Management Recruiter, and a Recruiting Coordinator.
  • Mentored direct reports by providing in depth background, training and exposure to optimize recruiting tactics.
  • Direct reports include 3 Recruiters, 1 College Intern Program Coordinator, and 1 Scheduling Coordinator.
  • Act as a mentor and train direct reports on recruitment and other human resource processes.
  • Manage, coach and develop two direct reports, responsible for training and performance reviews.
  • Direct reports of two Analysts, and set process direction for Headquarters and Field recruiters.
  • Supervised 4 direct reports with indirect influence over North America and Asia Pacific regions.
  • Completed online performance reviews for 16 direct reports within first months in position.
  • Managed a team of 3 direct reports, producing approximately 300 hires/yr.
  • Supervised four direct reports (3 remote).
  • Manage Talent Acquisition function with 6 direct reports.
  • Managed 9 direct reports and first level originators.
  • Mentor, grow and lead 14 direct reports.
  • Supervised a staff of five direct reports.
  • Led and developed two direct reports.

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41. Selection Process

low Demand
Here's how Selection Process is used in Talent Acquisition Manager jobs:
  • Handle and coordinate SavaSeniorCare Leadership Selection Process from beginning stage of Division recommendations to overall Executive interview decisions.
  • Assess recruiting and selection process, identify improvement opportunities and participate in / lead enterprise improvement initiatives.
  • Develop and implement active source recruiting strategies and refine candidate selection process.
  • Managed staffing needs, recruitment, job posting, selection process, and hiring, new hire on boarding, terminations.
  • Designed and implemented multistage, collaborative selection process that resulted in 50+ hires across 4 district schools and the Central Office.
  • Contributed to program enhancement and revamp for 2013 including formalized sourcing & selection process as well as program content.
  • Developed and maintained recruitment and sourcing tools and standardized processes, which support an effective recruiting and selection process.
  • Manage successful College-wide full-cycle recruitment and selection process for five (5) Campuses servicing over 50,000 students.
  • Planned for future needs by conduct recruitment & selection processes (interview, screening calls, etc).
  • Managed the candidate experience throughout the selection process, offer negotiation, and new hire on-boarding.
  • Manage and perform all phases of recruitment and selection process within Orlando Call Center.
  • Foster communication and feedback regarding performance, selection processes, and staffing metrics.
  • Own the recruitment and selection process for faculty and staff employees.
  • Created an RFP selection process, justifying the ROI.
  • Plan and conduct recruitment and selection processes.
  • Implemented assessment and selection processes and tools.
  • Formalize the interview and selection process.
  • Create and facilitate robust selection process.
  • Supervised and trained staff on recruitment policies and procedures, best practice, selection processes, competency frameworks and interviewing techniques.
  • Administered a Fair Selection Process for internal promotion opportunities allowing the company to offer growth for leading employees.

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42. Executive Leadership

low Demand
Here's how Executive Leadership is used in Talent Acquisition Manager jobs:
  • Supported executive leadership in new business development, new market research and marketing/messaging initiatives on domestic and international fronts.
  • Nominated participants work with executive leadership team to expound upon and accelerate development of selected internal associates.
  • Develop and implement strategic initiatives in partnership with executive leadership to ensure talent needs are consistently met.
  • Facilitated annual Strategic Planning and Goal Implementation initiatives with the executive leadership team.
  • Work strategically with Divisional Executive Leadership on staff development and retention.
  • Educated the executive leadership team regarding restructuring their departments to ensure efficiency due to expected growth within the next couple years.
  • Created state of the art recruiting and human capital metrics using business objects and present quarterly to the executive leadership team.
  • Consult with and advise the executive leadership team on the status of the talent acquisition progress on a weekly basis.
  • Participate as an active member in STEP (Staffing through Effective Planning) with Executive Leadership.
  • Worked closely with executive leadership team to hire for top management positions.
  • Manage and Execute all Talent Acquisition reporting to CNO Executive Leadership.
  • Provided weekly recruiting reports to the Executive Leadership team.
  • Manage the entire recruitment lifecycle working with executive leadership and client leads to understand business requirements and deliver talent solutions.
  • Increase retention rates by working with executive leadership to identify and reward top performing IT consultants.
  • Managed onboarding for new executive leadership into Perficient's recruiting process, recruiting strategy and recruitment strategy.

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43. Monster

low Demand
Here's how Monster is used in Talent Acquisition Manager jobs:
  • Sourced candidates on LinkedIn, Google, Indeed, Career Builder, Monster, Facebook, and various career fairs.
  • Created the Monster Interface to submit the job on a daily basis as part of the Interim solution.
  • Used additional recruiting sources such as Monster, LinkedIn, Yahoo User Groups, and networking functions.
  • Designed special pages for PS - Monster Location mappings and PS - Monster Job Category mappings.
  • Sourced passive candidates via LinkedIn, Monster and CareerBuilder and by cold calling competitors.
  • Utilized resources (Monster/Indeed/Schools/Outreach Playbook) to collect, maintain and share talent.
  • Selected as Monster of HR award winner 2014 as voted amongst my peers in Talent Acquisition.https://youtu.be/RkT4Xhduqac
  • Maintain job postings in-house and via web, Monster, LinkedIn, Indeed and Craigslist.
  • Handle and negotiated all vendors contracts for Careerbuilder, LinkedIn Recruiter, Monster and StyleCareers.
  • Sourced and utilized large network from LinkedIn, Dice, Monster, Craigslist, Behance.net, Coroflot.com, etc.

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44. Vendor Relations

low Demand
Here's how Vendor Relations is used in Talent Acquisition Manager jobs:
  • Managed vendor relationships and worked with vendors to identify opportunities for process improvement, which included tracking and escalating issue resolution.
  • Constructed and maintained internal and external networks through vendor relations, community and social media to identify passive candidates.
  • Managed vendor relationships and negotiated reduced fees for contingent and retained searches and contractor services.
  • Exceeded experienced hire targets for CLOUD business unit by improving data organization and vendor relations.
  • Established and maintained vendor relationships, recommended improvements and created service level agreements.
  • Maintained vendor relationships and served as a consultant for business development opportunities.
  • Managed all recruitment agency and vendor relationships for talent acquisition.
  • Implemented Contingency vendor management tool and managed Contingency vendor relationships.
  • Manage all recruitment vendor relationships and invoicing process.
  • Managed vendor relationships for contingent worker program.
  • Managed and negotiated all recruiting vendor relationships.
  • Coordinated staffing and vendor relations.
  • Managed key vendor relationships including contract negotiations, watching expenditures and garnering the highest quality of work to benefit the business.
  • Develop and maintain vendor relations with 3rd parties including, but not limited to, recruiting firms and technology vendors.
  • Assisted in the design and executed Middle East relocation policies and programs; established and managed effective vendor relations.
  • Assessed current vendor relationships, performed ROI analysis, and made recommendations for process improvements.
  • Identified, selected, appointed, and oversaw the management of third-party preferred vendor relationships.
  • Managed external clients, vendor relationships, reporting and sourcing in a remote capacity.
  • Manage external search vendor relationships and adhere to contractual agreements and terms.
  • Managed vendor relationships and their contracts on an as needed basis.

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45. Peoplesoft

low Demand
Here's how Peoplesoft is used in Talent Acquisition Manager jobs:
  • Helped client understand the department chair position management and how to implement in PeopleSoft.
  • Consulted and evaluated the re-engineering of HR business processes related to the PeopleSoft modules.
  • Assisted in design of on-boarding process for oracle-bases PeopleSoft human resource systems.
  • Project Lead for successful transition from PeopleSoft e-Recruit to Oracle Taleo Applicant Tracking System and provided training to newly reporting employees.
  • Utilized ATS systems (PeopleSoft, Kenexa) to its full capacity to ensure compliance and efficiency.
  • Project lead on implementation & migration of Global Talent Acquisition teams to PeopleSoft iRecruit ATS.
  • Modified the Duplicate Applicant Merge process to solve a Peoplesoft Bug.
  • Performed the requirements capture and data mapping of Taleo into PeopleSoft.
  • Move Inc was upgraded to Peoplesoft HCM 8.9 (Core HRMS, Payroll Interface and eProfile) in March, 2005.
  • Screened through candidates in Taleo Actively and passively recruited employees Learned PeopleSoft, Skill Survey, Intellicorp and ADP Time Saver

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46. R

low Demand
Here's how R is used in Talent Acquisition Manager jobs:
  • Co-Authored a comprehensive management training program subsequently implemented organization-wide.
  • Ensured process optimization, leveraged technology to drive automation, handled confidential information, and leveraged team to deliver results.
  • Screen and interview candidates using competency based behavioral interview techniques to ensure candidate matches all specifications of the position.
  • Assisted DBMS/software development technology trainer and integrated professional training plans for both business analyst team and development team.
  • Formulate employment related policies like employee referral program, nepotism, employment eligibility verification, mentor program.
  • Worked with organizational development team to identify the selection criteria & identify key strengths related to roles.
  • Developed and implemented improvements to both Driver and Non-Driver recruitment process including improvements to Applicant Tracking System.
  • Develop and post internal positions according to division policy and in accordance with charter principals.
  • Performed on-site HR audits at all assigned locations annually using prescribed Department of Labor guidelines.
  • Conduct thorough investigative interviews and analysis to determine resolutions for sensitive employee relation issues.
  • Determined tracking indicators based on intent to reenlist utilizing incentive factors and internal motivators
  • Managed administration of international language lab instructors and visiting professors/scholars from various countries.
  • Revised Recruitment strategy and implemented assessment to enhance the quality of teachers hired.
  • Rendered effective and consistent coaching regarding employee performance, and Implemented corrective action.
  • Communicate effectively with others in order to create a productive and diverse environment.
  • Collaborated with the sales department to develop new professional services business opportunities.
  • Developed and implemented a global competency model supporting the overall business strategy.
  • Participated in the selection of organizational, professional and technical job competencies.
  • Developed and deployed expanded recruiting processes for in house recruiting department.
  • Finalize and negotiate offers in accordance with employment and compensation policies.

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47. Entry Level

low Demand
Here's how Entry Level is used in Talent Acquisition Manager jobs:
  • Applied targeted selection principals to execute recruiting and selection procedures for all levels - executive through entry level manufacturing positions.
  • Developed and supervised recruiters while managing hiring process for diverse employee base ranging from entry level to executive positions.
  • Develop and manage entry level leadership rotational programs across organization for Engineering, Operations and Sales.
  • Directed and managed Campus Recruitment Program for intern and entry level requirements.
  • Created New Hire On-Campus program to broaden reach for entry level talent resulting in 25 hires during the first 12 months.
  • Championed Entry Level Program strategy, design, and execution through partnership with leading universities.
  • Recruited, interviewed, screened, and filled positions from entry level to senior leadership.
  • Full cycle recruiting ranging from entry level manufacturing to senior level managers.
  • Initiated and built relationships with several academic partners to pipeline best entry level talent.

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48. Cost Savings

low Demand
Here's how Cost Savings is used in Talent Acquisition Manager jobs:
  • Identified alternatives for time/cost savings and resolved complex issues to continuously meet business objectives.
  • Streamlined TA resources and implemented a newly designed automated processes resulting in an annual cost savings of 1.12 million.
  • Consolidated our management team and roles for a cost savings of more than $450,000 annually.
  • Negotiate fees with vendors, reviewing contracts, and identifying cost savings opportunities.
  • Analyze and approve recruitment budget to identify cost savings and spending trends.
  • Negotiated advertising contracts, resulting in a $125,000 annual cost savings.
  • Source vendor partners to assist in cost savings for the brand.
  • Manage enterprise recruitment budget and execute cost savings.

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49. ADP

low Demand
Here's how ADP is used in Talent Acquisition Manager jobs:
  • Reviewed candidate salaries, approved and negotiated offers, approved HR contractor time sheets in ADP.
  • Insured all new employees were uploaded into ADP Payroll system.
  • Managed Payroll (ADP) and Virtual team members.
  • Helped implement an ADP system upgrade.
  • Completed linkage from ADP V5 to LMS to enable recruiters to assign employee IDs Sales Recruitment:.
  • Headed up recruiting, interviewing, hiring, and onboarding of staff utilizing ADP HRIS.
  • Used ADP for applicant tracking and onboarding.
  • Utilized iCISM applicant tracking system and ADP.
  • Utilize ADP and Paycom systems.
  • Manage tools such as Jobvite, ADP, iPay, LinkedIn, and Excel.

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50. Executive Management

low Demand
Here's how Executive Management is used in Talent Acquisition Manager jobs:
  • Partnered with Executive Management, Director and Line-Managers to design job profiles and candidate evaluation forms.
  • Compile and utilize recruiting metrics to enhance staffing strategies and present to executive management.
  • Established recruiting metrics and provided weekly reports for executive management to review.
  • Worked closely with executive management to maximize effectiveness of recruiting process.
  • Worked directly with Executive Management team on a national sales recruiting campaign
  • Consulted with executive management concerning individual and team development needs.
  • Consult with Executive Management to determine corporate hiring needs.
  • Coached, consulted, and collaborated with Executive Management and HR on staffing process, sourcing strategies and talent assessments.
  • Key responsibilities: * Partner with executive management team to develop process and recruitment strategies to improve overall recruiting.
  • Project staffing levels and needs by keeping abreast of sales and cancellations through interaction with executive management team.
  • Provide reports on key metrics regularly to Senior and Executive management for department planning and budgeting.
  • Authored the end of the year Business Model with the Executive Management Team
  • Meet with members of the executive management team to discuss upcoming staffing needs and develop multi-faceted recruitment program.
  • Partnered with executive management to strategize, identify, and resolve complex issues.

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20 Most Common Skill for a Talent Acquisition Manager

Recruitment Process25.5%
Job Descriptions8.1%
Ensure Compliance6.7%
Potential Candidates6.2%
ATS5.7%
Diversity4.7%
Full Life Cycle4.6%
Linkedin4.3%

Typical Skill-Sets Required For A Talent Acquisition Manager

RankSkillPercentage of ResumesPercentage
1
1
Recruitment Process
Recruitment Process
18.2%
18.2%
2
2
Job Descriptions
Job Descriptions
5.8%
5.8%
3
3
Ensure Compliance
Ensure Compliance
4.8%
4.8%
4
4
Potential Candidates
Potential Candidates
4.4%
4.4%
5
5
ATS
ATS
4.1%
4.1%
6
6
Diversity
Diversity
3.4%
3.4%
7
7
Full Life Cycle
Full Life Cycle
3.3%
3.3%
8
8
Linkedin
Linkedin
3.1%
3.1%
9
9
Workforce
Workforce
3%
3%
10
10
Business Units
Business Units
2.5%
2.5%
11
11
Human Resources
Human Resources
2.5%
2.5%
12
12
Internet
Internet
2.5%
2.5%
13
13
Taleo
Taleo
2.2%
2.2%
14
14
Job Boards
Job Boards
2.2%
2.2%
15
15
Background Checks
Background Checks
2%
2%
16
16
Business Partners
Business Partners
1.7%
1.7%
17
17
Ofccp
Ofccp
1.5%
1.5%
18
18
Open Positions
Open Positions
1.5%
1.5%
19
19
High Volume
High Volume
1.5%
1.5%
20
20
Process Improvement
Process Improvement
1.4%
1.4%
21
21
EEO
EEO
1.4%
1.4%
22
22
Customer Service
Customer Service
1.3%
1.3%
23
23
Succession Planning
Succession Planning
1.3%
1.3%
24
24
Healthcare
Healthcare
1.3%
1.3%
25
25
Performance Management
Performance Management
1.2%
1.2%
26
26
Business Leaders
Business Leaders
1.2%
1.2%
27
27
Business Development
Business Development
1.2%
1.2%
28
28
TA
TA
1.2%
1.2%
29
29
Interview Process
Interview Process
1.2%
1.2%
30
30
Analytics
Analytics
1.2%
1.2%
31
31
Internship Program
Internship Program
1.1%
1.1%
32
32
Coordinators
Coordinators
1%
1%
33
33
Facebook
Facebook
1%
1%
34
34
Twitter
Twitter
1%
1%
35
35
Exit Interviews
Exit Interviews
1%
1%
36
36
RPO
RPO
0.9%
0.9%
37
37
CRM
CRM
0.9%
0.9%
38
38
Hris
Hris
0.9%
0.9%
39
39
Information Technology
Information Technology
0.9%
0.9%
40
40
Direct Reports
Direct Reports
0.8%
0.8%
41
41
Selection Process
Selection Process
0.8%
0.8%
42
42
Executive Leadership
Executive Leadership
0.8%
0.8%
43
43
Monster
Monster
0.7%
0.7%
44
44
Vendor Relations
Vendor Relations
0.7%
0.7%
45
45
Peoplesoft
Peoplesoft
0.7%
0.7%
46
46
R
R
0.6%
0.6%
47
47
Entry Level
Entry Level
0.5%
0.5%
48
48
Cost Savings
Cost Savings
0.5%
0.5%
49
49
ADP
ADP
0.5%
0.5%
50
50
Executive Management
Executive Management
0.5%
0.5%

8,135 Talent Acquisition Manager Jobs

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