What does a talent acquisition partner do?
As a talent acquisition partner, they work closely with HRBPs and hiring managers to ensure sourcing and hiring strategies are followed. They partner with business leaders and hiring managers to evaluate their talent requirements and fulfill hiring plans along with business timelines. They use social media platforms and other job established networks to discover and attract experienced, diverse talent to join our team. It is also their main responsibility to screen and select candidates efficiently by assessing both their previous experience and culture fit.
Talent acquisition partner responsibilities
Here are examples of responsibilities from real talent acquisition partner resumes:
- Implement and lead RPO relationship company-wide.
- Drive and manage ATS (icims), EEO compliance reporting, diversity marketing.
- Develop, manage and ensure implementation of key metrics to measure efficacy and ROI.
- Hire, develop, and manage team of 8 full-time and contract recruiters and recruiting coordinators.
- Manage performance through weekly monitor metrics to improve sourcing efficacy and demonstrate ROI to the business.
- Manage the scheduling and logistics of all interviews between candidates and hiring managers including post-interview calibration/feedback with interview teams.
- Serve as a member of ATS (Taleo) implementation team.
- Update HRIS with applicant and requisition information.
- Research / sourcing / profiling /employment salary negotiations.
- Administer all final disposition notes and hiring activities for each requisition within TALEO.
- Full knowledge of diversity recruitment practices, OFCCP and immigration and visa requirements.
- Lead a team of 5 recruiters and recruiting coordinators, ~375+ annual hires.
- Act as iCims administrator - adding new profiles, updating system reports, etc.
- Maintain current knowledge of EEO guidelines and laws, such as the ADA and AA.
- Engage in system integration projects involving HRIS (Lawson) and applicant tracking system (Kenexa).
Talent acquisition partner skills and personality traits
We calculated that 13% of Talent Acquisition Partners are proficient in Applicant Tracking Systems, Customer Service, and TA. They’re also known for soft skills such as Leadership skills, Organizational skills, and Speaking skills.
We break down the percentage of Talent Acquisition Partners that have these skills listed on their resume here:
- Applicant Tracking Systems, 13%
Provide strategic subject matter expertise regarding candidate recruitment, selection, and applicant tracking systems.
- Customer Service, 9%
Establish and maintain strong relationships with associates and external candidates to identify opportunities for continuous improvement of customer service.
- TA, 7%
Researched and provided solutions to TA Directors regarding recruitment tools
- Excellent Interpersonal, 4%
Demonstrate initiative, creativity, and excellent interpersonal and written communication skills.
- Recruitment Process, 4%
Involved extensively in business development and candidate sourcing/ recruitment process to obtain and fulfill client requirements.
- EEO, 4%
Support EEO Outreach requirements effectively and stay current on legal updates impacting employment processes.
Most talent acquisition partners use their skills in "applicant tracking systems," "customer service," and "ta" to do their jobs. You can find more detail on essential talent acquisition partner responsibilities here:
Interpersonal skills. A big part of what talent acquisition partners do relies on "interpersonal skills." You can see how essential it is to talent acquisition partner responsibilities because "specialists continually interact with others and must be able to converse and connect with people from varied backgrounds." Here's an example of how this skill is used from a resume that represents typical talent acquisition partner tasks: "demonstrate initiative, creativity, and excellent interpersonal and written communication skills. "
Communication skills. Another crucial skill for a talent acquisition partner to carry out their responsibilities is "communication skills." A big part of what talent acquisition partners relies on this skill, since "listening and speaking skills are essential for human resources specialists." How this skill relates to talent acquisition partner duties can be seen in an example from a talent acquisition partner resume snippet: "provide excellent candidate experience by driving speed, quality and effective communication. "
Detail oriented. Another skill commonly found on talent acquisition partner job descriptions is "detail oriented." It can come up quite often in talent acquisition partner duties, since "specialists must pay attention to detail when evaluating applicants’ qualifications, doing background checks, maintaining records of an employee grievance, and ensuring that a workplace complies with labor standards." Here's an example from a resume of how this skill fits into day-to-day talent acquisition partner responsibilities: "develop, analyze, and manipulate detailed weekly, monthly, quarterly team reports using icims reporting/exporting to excel. "
The three companies that hire the most talent acquisition partners are:
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Compare different talent acquisition partners
Talent acquisition partner vs. Staffing consultant
A staffing consultant develops and maintains the accounts of clients through outside and inside organizational activities. Staffing consultants induct, assess, and monitor the job applicants preparing them for their assignments. They match jobs to applicants and the candidates to their jobs. Their duties include helping both employees and employers in their respective responsibilities. They also act as business development and sales consultant to talent acquisition firms.
There are some key differences in the responsibilities of each position. For example, talent acquisition partner responsibilities require skills like "customer service," "ta," "excellent interpersonal," and "continuous improvement." Meanwhile a typical staffing consultant has skills in areas such as "direct hire," "criminal background checks," "human resources," and "linkedin." This difference in skills reveals the differences in what each career does.
Staffing consultants tend to reach lower levels of education than talent acquisition partners. In fact, staffing consultants are 5.4% less likely to graduate with a Master's Degree and 0.5% less likely to have a Doctoral Degree.Talent acquisition partner vs. Human resources coordinator
A human resources coordinator is responsible for cooperating with the company's human resources department, supporting its processes and procedures, and assisting with employees' concerns. Human resources coordinators' duties include maintaining business files and employees' records, processing documents and submitting required reports, administering background checks for the recruitment process, reviewing and referring to company's handbook for corrective action and performance review, scheduling meetings and facilitating events, and advising effective strategies to human resources management. A human resources coordinator requires excellent communication and employee-relation skills to support the company's daily operations.
Each career also uses different skills, according to real talent acquisition partner resumes. While talent acquisition partner responsibilities can utilize skills like "ta," "continuous improvement," "leverage," and "recruitment strategies," human resources coordinators use skills like "process payroll," "data entry," "powerpoint," and "excellent organizational."
In general, human resources coordinators achieve similar levels of education than talent acquisition partners. They're 2.4% less likely to obtain a Master's Degree while being 0.5% less likely to earn a Doctoral Degree.What technology do you think will become more important and prevalent for talent acquisition partners in the next 3-5 years?
Rachel Raymond
Strategic talent acquisition sr. manager, Jack Henry & Associates
Talent acquisition partner vs. Human resources generalist
A human resources generalist is responsible for monitoring the human resources policies and procedures, making adjustments as needed to align with the company's goals and objectives. Duties of a human resources generalist also include improving employee relations system, organizing compliance and knowledge training, reviewing benefit plans, managing compensation inquiries, assisting in recruitment and staffing needs, communicating with department heads in employees' performance reviews, and storing employees' files for reference. A human resource generalist must have excellent communication and decision-making skills to address issues concerning the company and employees' welfare.
There are many key differences between these two careers, including some of the skills required to perform responsibilities within each role. For example, a talent acquisition partner is likely to be skilled in "ta," "eeo," "continuous improvement," and "leverage," while a typical human resources generalist is skilled in "performance management," "exit interviews," "payroll processing," and "fmla."
When it comes to education, human resources generalists tend to earn similar degree levels compared to talent acquisition partners. In fact, they're 1.7% more likely to earn a Master's Degree, and 0.3% more likely to graduate with a Doctoral Degree.Talent acquisition partner vs. Human resources supervisor
A human resources supervisor is an individual responsible for developing and administering human resources programs so that the company can achieve efficient operations. Human resources supervisors coordinate all stages of the hiring process, such as checking all candidates' backgrounds, conducting interviews, and drug screening. They address conflicts among employees, investigate employee problems, and work with management to administer employee discipline or corrective action. The human resources supervisor also develops training and development programs for their salaried employees.
Even though a few skill sets overlap between talent acquisition partners and human resources supervisors, there are some differences that are important to note. For one, a talent acquisition partner might have more use for skills like "ta," "excellent interpersonal," "recruitment process," and "continuous improvement." Meanwhile, some responsibilities of human resources supervisors require skills like "state laws," "payroll processing," "personnel actions," and "iso. "
The average resume of human resources supervisors showed that they earn similar levels of education compared to talent acquisition partners. So much so that theyacirc;euro;trade;re 0.7% more likely to earn a Master's Degree and less likely to earn a Doctoral Degree by 0.2%.Types of talent acquisition partner
Updated January 8, 2025
