If you work in the IT department, chances are you’ve worked with a Talent Acquisition Specialist. But have you heard the term “Talent Acquisition Specialist?” What does this person do? This is a common question in the IT department, so let’s learn more about this interesting role.
A Talent Acquisition Specialist (TAS) specializes in recruiting, managing and supporting talent acquisition and matching of candidates to the best available jobs in the industry. The typical salary for a qualified Talent Acquisition Specialist is approximately $57,666. So is Average Talent Acquisition Specialist salary your ideal job title? Find out what else you could expect to earn in this exciting field.
The average TAS earns a Master’s degree or higher in a related discipline. A full lifecycle talent acquisition specialist makes at least six figures per year, but some as much as ten million dollars a year. For these kinds of money, there are few positions in the industry that offer a higher level of job security.
Full lifecycle talent acquisition specialists have access to cutting-edge technology and innovative sourcing processes. They work with recruiting agencies to identify the best candidates, and use a comprehensive hiring process that screens out marginal applicants. Once they’ve identified the best candidates, the recruiting agency finds them a suitable position on a temporary or permanent basis. Once the temporary or permanent position becomes permanent, the hiring manager uses the same sourcing and screening processes to find qualified candidates for the next opening.
A full-lifetime talent acquisition specialist often works in close collaboration with a qualified sourcing manager, a human resources expert and a recruiter. Because a recruiting agency is looking for the best talent available, they work closely with their employees, providing excellent training on workplace communication skills and developing a positive working environment. They also allow their employees to pursue their own interests and passions without interference from the company, as all activities are conducted in a professional manner.
A full-time talent specialist is likely to be self-employed, working for his employer on a permanent contract. In contrast to an entry-level talent specialist, a full-time recruiter is on a permanent contract and is hired specifically to perform the recruiting tasks. Some entry-level talent acquisition specialists begin working with a recruiting company as an entry-level talent specialist, landing their permanent position once a permanent recruitment process has been established.
The recruitment and work culture practices of a talent acquisition specialist are completely different from those of an entry-level SEO or PPC expert or a full-service online marketing or advertising agency. A talent acquisition specialist works with a small number of clients, working to identify specific business goals, working as part of a small team of highly skilled professionals dedicated to building high quality campaigns, providing consistent client support, and building sustainable relationships with both clients and suppliers. Unlike an SEO expert or PPC manager, a talent acquisition professional’s primary focus is client campaigns rather than organic search engine rankings. While SEO specialists continue to fine tune and update organic listings and pay per click strategies on a regular basis, an acquisition professional focuses on implementing new strategies and improving processes while building new ones.
The job market for talent acquisitionists is expected to continue to grow as the Internet becomes increasingly popular among companies of all sizes. A recent survey showed that more than half of the Fortune 500 had some type of human resources department. This increasing trend represents just one of the many changes taking place in the global workforce landscape. Online technology continues to influence the way people interact with each other on a daily basis, driving change in the field of staffing as never before. In order to stay on top of the trends currently affecting the global labor market, HR professionals need to expand their understanding of the many aspects of the labor market, including the hiring practices of U.S. businesses.