What Makes a Person a Good Talent Acquisition Specialist?

The world has undergone a drastic change over the past couple of years. A pandemic, fluctuating economy, and people's changing priorities have paved the way for a volatile society like never before.

During the past year, over 11 million people quit their jobs. However, companies are finding it difficult to fill in open job positions. There is an acute shortage of talented people in the tech industry. Quiet Quitting and the Great Resignation have only made the matters worse.

Over the years, talent acquisition (TA) has grown to be a critical part of the human resources (HR) department, and today it plays a major role in the success of a company. 

A wrong hire can cost your company several thousands of dollars, and replacing a bad hire can cost you about 2-3 times the employee’s salary. If you fail to hire people on time, it affects the company's productivity, and ultimately bottom line takes a hit. Deciding whom to hire is not an easy task. 

Ever wondered, who are these people who make the hiring decisions in a company? What makes a person a good talent acquisition (TA) specialist? What do they do and what are the capabilities a good TA specialist should have? 

Featured in the November edition of Talent Acquisition Excellence are expert write-ups by TA and HR specialists, who touch upon the questions mentioned above, along with other latest happenings in the TA world. 

Featured on the cover is How I Fell Into Recruiting, where Bluehouse Consulting Group's Jennifer Allen Newton shares the stories of three talent acquisition professionals, who made the switch from completely different careers to TA.

In Exciting Opportunities In Talent Acquisition, isolved's Dustin Stipanovich goes in-depth into the world of talent acquisition and explores what makes a person a good talent acquisition specialist. 

Also, read Talent Shortage? Job Requirements Might Be To Blame, where Cengage Group's Rya Conrad-Bradshaw lists down the 3 strategies companies can use to expand their talent pool.

Also, featured in this edition is an exclusive research report, Employee Identity Verification: From Nice-to-Have to Need-to-Have, that explores familiarity and satisfaction of HR with background screening and identity verification, personal and/or organizational encounters with identity fraud, the role of identity verification in background checks, factors influencing the use of identity checks, and more.

That is not all! Also, check out the other articles included this month. We hope this edition of Talent Acquisition will help you find excellence in your recruiting, hiring, and onboarding efforts.

Happy Reading!
 

---