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Become A Talent Acquisition Partner

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Working As A Talent Acquisition Partner

  • Communicating with Supervisors, Peers, or Subordinates
  • Interacting With Computers
  • Getting Information
  • Staffing Organizational Units
  • Establishing and Maintaining Interpersonal Relationships
  • Deal with People

  • Unpleasant/Angry People

  • Mostly Sitting

  • $58,350

    Average Salary

What Does A Talent Acquisition Partner Do At Aaron's Inc.

* Recruitment of highly qualified applicants for successful operations.
* Ensuring Company compliance and hiring guidelines are followed.
* Direct recruit applicants to ensure high end applicant flow supports growth.
* Updating staffing charts weekly, budget worksheets monthly and reviewing turnover reports with Regional
* Managers and Divisional Vice Presidents.
* Manage recruitment advertising to ensure applicant flow, cost effectively, use of Internet Job Boards, newspapers, and other sources of applicants.
* Schedule and attend open house events, career fairs, college and minority recruitment opportunities and any other sourcing events, as needed.
* Travel to areas in need of staffing assistance.
* Ensuring management teams are up to date with sourcing materials, screening tools, Taleo, new hire paperwork, and support training on changes as they occur.
* Maintain a supply of marketing materials, brochures, CIA Cards, for recruiting events in a cost effective manner.
* Review and evaluate applicant sourcing tools and advertising venues to ensure they are up to date and are cost effective with Associates Resources Representative.
* Track resumes through hiring process and utilize staffing reports to evaluate needs weekly & monthly.
* Assist Associate Resources Representative with retention of new hires.
* Referral Program, Birds of a Feather, training issues.
* Conduct New Hire welcome calls, and surveys (New Hire, 30 & 60 day surveys)
* Track training and promotion of Fast Track Hires for Divisional VP.
* Develop and manage minority recruitment plans i.e.; Spanish, Latino markets job boards, newspapers, job fairs.
* Assist with store training on interviewing and hiring as needed.
* Complete other tasks as assigned by management

What Does A Talent Acquisition Partner Do At Oregon Health & Science University

* Manages all phases of the recruitment process consistent with law, collectively bargained provisions and organization policies and procedure to assure high quality candidates are provided to the hiring manager timely, to include including advertising and other sourcing, applicant screening, confirming a qualified applicant pool, credential verification, reference checks, calculation of offers, offer letters, responding to applicant queries, and recordkeeping, etc.
* Coordinates the implementation and assessment of recruitment strategies for positions, including identifying sourcing tools, developing and deploying campaigns, etc. to assure effective, efficient and cost sensitive recruitment solutions.
* Participates in execution of events/activities with colleagues to include attendance at targeted events for CHH2 recruitment, job fairs, school visits and other special recruitment activities.
* Serves as a resource to managers on recruitment related law, rules, and collectively bargained provisions.
* Escalates interpretation issues to the appropriate HR Business Partner as appropriate to ensure information and/or solutions are consistent with the intent of the specific reference or documentation.
* Develops position recruitment plans with the hiring manager and CHH2 stakeholders considering the diversity goals of the organization.
* Participates with other HR staff in the deployment of processes and systems to support an effective hiring and selection process.
* Participates in the implementation and monitoring of management tools to assess the effectiveness of activities, and to provide data sufficient to determine compliance with metrics

What Does A Talent Acquisition Partner Do At CSC Serviceworks

* Build upon and develop recruitment process and strategy with hourly workforce as a priority
* Develop and execute hourly level searches via direct and indirect outreach efforts.
* Lead and conduct searches at all levels for positions such as drivers, installers, and technicians
* Work closely with CSC leaders and hiring managers in developing an understanding of their current and future hiring needs
* Generate hard to find leads and potential candidates through recruiting and networking/cold calling
* Identify sources and channels to surface qualified candidates for active requisitions.
* Track intel and research (name generation) for future needs
* Develop and maintain extensive and effective network of professional associations within the industry to ensure a continuous flow of candidates.
* Leverage all resources, including professional networking tools, and apply advanced internet mining techniques to source candidate
* Report market intelligence and trends, both national and international, as appropriate

What Does A Talent Acquisition Partner Do At Kforce

* Develop a deep knowledge of the business lines and their competitive landscape, and guide hiring managers through talent acquisition processes by maintaining on going, pro-active communications regarding status of open positions/candidates
* Establish position requirements utilizing knowledge of organization plans and objectives, job descriptions, and by meeting with hiring managers and/or HR Business Partners to discuss needs
* Provide market and competitive intelligence
* Sourcing and Candidate Identification:
* Educate hiring managers on tools/methods/resources available and proactively provide guidance as to tools and methods most appropriate for their open requisitions
* Proactively identify candidate sources, using them to build applicant pipelines through a wide array of candidate channels
* Partner with candidates to understand their career goals and through deep business unit knowledge and knowledge of Company careers, works to align candidates with appropriate opportunities
* Utilize behavioral interviewing techniques, screen and/or interview candidates and provide recommendations regarding applicant consideration and candidate selection
* Bachelor's degree
* At least 5 years of experience recruiting for exempt-level positions in a Talent Acquisition setting
* Strong verbal and written communication skills
* Advance usage of applicant tracking systems and sourcing tools
* Experience with social media, career boards and other on-line resources to attract and interact with applicants
* Attributes:
* Presence; Should be able to engage with all levels inside and outside of the company
* Ability to listen to what a leader and manager needs, structure the thinking, develop an approach and drive forward fast
* Flexible and differentiated thinking; ability to pivot without challenge and create a new solution to the problem

What Does A Talent Acquisition Partner Do At Randstad

* To perform this job successfully, an individual must be able to perform each essential duty and responsibility satisfactorily:
* Proactively create and maintain an effective pipeline of key talent using passive sourcing strategies for current or planned openings; this includes developing and implementing a communication strategy to members, and maintaining ongoing relationships with potential future candidates
* Implement new and innovative recruiting strategies to attract top talent to the organization
* Develop and implement search strategies for targeted positions
* Leverage internet sourcing tools (eg, social networks like Linked In), professional organizations, and colleges/universities to look for and connect with potential candidates
* Coordinate with corporate marketing department to enhance online presence through Careers Site or other recruiting-related websites
* Lead the full lifecycle recruiting process with hiring managers, human resources, and candidates from start to finish in a timely and cost-effective manner
* Conduct scoping meetings with HR Business Partners and hiring managers
* Coordinate all logistics of the interview process, including scheduling interviews, booking candidate travel, etc.
* Prepare candidates for interviews by providing detailed information on the company, business strategy, department background, job description, and interview process
* Manage outside resources such as external search firms and solution vendors
* Compiles weekly recruiting and talent pool report for leadership's review
* Manage the review, interview, and offer process for the college internship program and plan programming events for summer interns

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How To Become A Talent Acquisition Partner

Human resources specialists must usually have a bachelor’s degree.

Education

Applicants seeking positions as a human resources specialist must usually have a bachelor’s degree in human resources, business, or a related field.

Coursework typically includes business, industrial relations, psychology, professional writing, human resource management, and accounting.

Work Experience in a Related Occupation

Some positions, particularly human resources generalists, may require previous work experience. Candidates can gain experience as human resources assistants, in customer service positions, or in other related jobs.

Licenses, Certifications, and Registrations

Many professional associations that specialize in human resources offer courses intended to enhance the skills of their members, and some offer certification programs. For example, the Society for Human Resource Management (SHRM) offers the SHRM Certified Professional (SHRM-CP) and SHRM Senior Certified Professional (SHRM-SCP).

Although certification is usually voluntary, some employers may prefer or require it. Human resources generalists, in particular, can benefit from certification because it shows knowledge and professional competence across all human resources areas. 

Advancement

Human resources specialists who possess a thorough knowledge of their organization, as well as an understanding of regulatory compliance needs, can advance to become human resources managers. Specialists can increase their chance of advancement by completing voluntary certification programs.

Important Qualities

Decisionmaking skills. Human resources specialists use decisionmaking skills when reviewing candidates’ qualifications or when working to resolve disputes.  

Detail oriented. Specialists must be detail oriented when evaluating applicants’ qualifications, performing background checks, maintaining records of an employee grievance, and ensuring that a workplace is in compliance with labor standards. 

Interpersonal skills. Specialists continually interact with new people and must be able to converse and connect with people from different backgrounds. 

Listening skills. Listening skills are essential for human resources specialists. When interviewing job applicants, for example, specialists must pay careful attention to candidates’ responses, understand the points they are making, and ask relevant followup questions. 

Speaking skills. All specialists need strong speaking skills to be effective at their job. They often give presentations and must be able to clearly convey information about their organizations and jobs within them.

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Talent Acquisition Partner jobs

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Real Talent Acquisition Partner Salaries

Job Title Company Location Start Date Salary
SR. Talent Acquisition Partner Inmobi Inc. San Francisco, CA Aug 01, 2016 $120,000
SR. Talent Acquisition Partner Inmobi Inc. San Francisco, CA Jan 08, 2016 $120,000
Talent Partner The Talent Business (Us) LLC CA Jan 06, 2016 $100,000 -
$150,000
Talent Partner The Talent Business (Us) LLC Redondo Beach, CA Aug 26, 2016 $100,000 -
$150,000
Talent Partner Airbnb, Inc. San Francisco, CA Oct 01, 2015 $100,000

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Top Skills for A Talent Acquisition Partner

HRPartnersRecruitmentStrategiesLinkedinRecruiterBusinessPartnersEnsureComplianceATSFullLife-CycleRecruitmentDiversityJobBoardsTaleoJobDescriptionsJobFairsRecruitmentProcessOpenPositionsBusinessUnitsResourceHighVolumeBackgroundChecksBusinessLeadersPassiveCandidates

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Top Talent Acquisition Partner Skills

  1. HR Partners
  2. Recruitment Strategies
  3. Linkedin Recruiter
You can check out examples of real life uses of top skills on resumes here:
  • Develop strong relationships with hiring managers, HR partners, and support teams to create a seamless hiring experience.
  • Work closely with team to ensure their sourcing and recruitment strategies are aligned with hiring managers' needs and business expectations.
  • Executed searches through varied channels including extensive use of LinkedIn Recruiter.
  • Collaborated with Strategic Business Partners and hiring managers to determine job specifications and develop recruiting strategies.
  • Work collaboratively with Headquarters to ensure compliance with company policies, reporting and procedures.

Top Talent Acquisition Partner Employers

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Talent Acquisition Partner Videos

Marketing for Talent Acquisition Professionals | Webinar

I am a Talent Acquisition Partner

#PhilipsHRtalks Talent Acquisition Partners discuss Diversity in Hiring

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