Talent Acquisition Manager Job Description Template

Use this Talent Acquisition Manager job description template to advertise the open roles for free using Longlist.io. You can use this template as a starting point, modify the requirements according the needs of your organization or the client you are hiring for.
Talent Acquisition Manager Job Description Template

Job Brief

We are looking for an experienced Talent Acquisition Manager to help our company find and retain excellent employees. You will be entrusted with an ongoing quest to discover talent, build a strong employment brand and ensure great relationships with both candidates and employees.

Responsibilities

  • Determine current staffing needs and produce forecasts
  • Develop talent acquisition strategies and hiring plans
  • Lead employment branding initiatives
  • Perform sourcing to fill open positions and anticipate future needs
  • Plan and conduct recruitment and selection processes (interviews, screening calls etc.)
  • Take steps to ensure positive candidate experience
  • Assist in employee retention and development
  • Supervise recruiting personnel
  • Organize and/or attend career fairs, assessment centers or other events
  • Use metrics to create reports and identify areas of improvement

Requirements

  • Proven experience as talent acquisition manager
  • Experience in full-cycle recruiting, sourcing and employment branding
  • Understanding of all selection methods and techniques
  • Proficient in the use of social media and job boards
  • Willingness to understand the duties and competencies of different roles
  • Working knowledge of Applicant Tracking Systems (ATS) and databases
  • Excellent communicator
  • Well-organized
  • A leader and strategic thinker
  • BSc/BA in business administration, human resources or relevant field

What does Talent Acquisition Manager do?

A Talent Acquisition Manager is responsible for overseeing and managing the recruitment process within an organization. On a day-to-day basis, their tasks may include:

  1. Strategizing and planning: Developing recruitment strategies and plans in collaboration with hiring managers and HR team to meet the organization's talent needs and goals.
  2. Job postings and sourcing: Writing and posting job advertisements on various job boards, social media platforms, and professional networks, as well as actively sourcing potential candidates through direct sourcing, referrals, and networking.
  3. Screening and evaluating candidates: Reviewing resumes, conducting initial phone screens, and assessing candidates against job requirements. They may also conduct pre-employment tests or assessments to evaluate candidates' skills and abilities.
  4. Interviewing and selection: Coordinating and conducting interviews with candidates, either alone or with hiring managers, to assess their qualifications, cultural fit, and potential. They may also facilitate candidate assessments and coordinate interviews with other team members or stakeholders.
  5. Candidate relationship management: Building and managing relationships with candidates throughout the recruitment process, ensuring timely communication and providing updates on their status. They may also provide feedback to candidates who were not selected.
  6. Collaborating with hiring managers: Working closely with hiring managers to understand their recruitment needs, clarify job requirements, and provide guidance on the selection process. They may also advise on job descriptions, salary ranges, and market trends.
  7. Applicant tracking and documentation: Managing applicant tracking systems, maintaining accurate and up-to-date records of applicants, resumes, and interviews. They may also handle the necessary paperwork, such as employment contracts or background checks.
  8. Employer branding and recruitment marketing: Collaborating with the marketing and HR teams to develop and execute employer branding strategies to attract candidates. This may involve enhancing the organization's online presence, attending job fairs, or conducting employer-focused events.
  9. Data analysis and reporting: Analyzing recruitment metrics and data to evaluate the effectiveness of recruitment strategies and identify areas for improvement. They may generate reports and provide insights on recruitment trends, cost per hire, time to fill positions, and candidate demographics.
  10. Keeping up with industry trends and best practices: Staying updated on the latest trends, technologies, and best practices in talent acquisition and recruitment. This includes attending industry conferences, participating in networking events, and continuously learning through professional development opportunities.

Overall, a Talent Acquisition Manager plays a crucial role in attracting and selecting top talent for an organization while ensuring a smooth and transparent recruitment process.

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