How to become A Talent Acquisition Coordinator

Talent Acquisition Coordinators play a vital role in streamlining the organisational recruitment process and making sure recruiters and hiring managers make informed decisions in picking suitable candidates for a given job posting.

• Recruitment Coordinator
• Hiring Coordinator
• Human Resource Specialist

What do Talent Acquisition Coordinators do?

A Talent Acquisition Coordinator would typically need to:

• Provide consistent, centralised administrative support to the recruitment team in sourcing and evaluating talent for potential opportunities within the organisation
• Develop a sustainable recruiting strategy based on the organisational goals and objectives; set targets and outcomes for each recruitment cycle
• Come up with and implement a recruitment marketing and employer branding strategy to attract high-potential candidates
• Identify key recruiting key performance indicators (KPIs0 to write and proofread job descriptions
• Draft and submit job postings for open positions to hiring websites and publications
• Use a multi-channel approach to recruit candidates with potential; locate passive candidates, while adhering to personal data privacy regulations
• Search resume databases for the most suitable candidates; sort resumes and applications based on qualifications
• Use an applicant tracking system to monitor the hiring process 
• Review applications and perform background checks to gauge the applicants’ ability to meet the requirements of the position in question
• Communicate with candidates via phone or email to schedule interviews with recruiters and hiring managers
• Make travel arrangements for the candidates, if necessary; meet with interviewees and introduce them to the organisational ethos and culture
• Conduct initial phone screens with job applicants, if required, in strict compliance with prescribed legal and organisational rules
• Ensure hiring managers and recruiters have everything they require, including CVs, cover letters, and references to make informed hiring decisions 
• Follow up with candidates once a hiring decision is made; prepare and send well-crafted offer and rejection letters
• Carry out onboarding activities that may include training, paperwork, and setting up benefits
• Help new hires understand company policies, standards, job responsibilities, schedules, working conditions, promotion opportunities, benefits, and compensation packages 
• Prepare and mantain employment records related to hiring, transfers, promotions, and terminations
• Address pertinent employment relations issues, such as work complaints and harassment allegations; process all personnel actions forms; ensure proper approval
• Prepare regular reports on the tasks completed or in progress and share them with hiring managers and recruiters
• Serve as a liaison between various HR team members in identifying areas for improvement and providing valuable feedback to hiring managers and recruiters
• Work with hiring managers to determine the effectiveness of current recruiting plans and strategies
• Develop talent networks to locate qualified active and passive candidates; assess available suppliers to recommend the best sources for recruitment
• Represent the company at public events, such as recruitment fairs and open days to attract the right candidates for available positions

Talent Acquisition Coordinators work from their offices during regular business hours. Training sessions and meetings may occur in a conference room or similar surroundings. Since most of their work involves a computer or phone, remote work is also possible.

Regular interaction and collaboration with colleagues and candidates via phone or email is standard. Local travel may be required to attend meetings.

Although they can personalise their work schedules as long as they meet set recruitment targets, full-time Talent Acquisition Coordinators may keep core office hours from 9 a.m. to 5 p.m., with deadlines requiring overtime work in the evenings and on weekends. Part-time employees and consultants have more flexible schedules.

Research suggests that flexible hours and generous telework policies appeal more than salary to the younger generation. There has been an incremental increase in employers willing to give promising employees a chance to adjust their schedules per the job demands.

Finding a new job might seem challenging. Talent Acquisition Coordinators can boost their job search by asking their network for referrals, contacting companies directly, using job search platforms, going to job fairs, leveraging social media, and inquiring at staffing agencies.

Talent Acquisition Coordinators are generally employed by:

• Corporate Organisations
• Recruitment Agencies
• Tech Companies
• Healthcare Institutions
• Retail Chains
• Finance & Banking Sectors
• Manufacturing Companies
• Consulting Firms
• Non-Profit Organisations
• Government Agencies
• Educational Institutions
• Startups

Professional associations and organisations, such as the Public Sector HR Association (PSHRA), are crucial for Talent Acquisition Coordinators interested in pursuing professional development or connecting with like-minded professionals in their industry or occupation. 

Professional associations provide members with continuing education, networking opportunities, and mentorship services. Membership in one or more adds value to your resume while bolstering your credentials and qualifications.

• High workloads involving multiple projects, particularly in large organisations or during peak hiring periods
• Time-consuming and tedious screening of a large volume of applications to identify qualified candidates
• Tight deadlines for scheduling interviews, conducting background checks, and making job offers
• Budget constraints that limit using handy tools and running extensive candidate outreach
• Intense competition for qualified candidates in tech and healthcare industries, leading to difficulty in attracting and retaining top talent
• Economic conditions and job market dynamics that hobble the availability and behaviour of candidates, some of who may drop off before the completion of the recruitment process
• Communication breakdowns or delays resulting in less-than-desirable candidate experience and failure to attract top talent
• Skill shortages in certain industries that make finding candidates with the requisite qualifications and experience laborious
• Skilful navigation of anti-discrimination laws and data privacy regulations to ensure a legally-binding hiring process
• Effective mastery of and sustainable employment of tech tools, such as applicant tracking systems (ATS); ability to keep up with technology trends
• Coordination and maintenance of clear communication channels between hiring managers, recruiters, and candidates
• Effective promotion of diversity and elimination of bias in the hiring process, without access to requisite autonomy in decision-making processes
• Failure to adapt existing evaluation criteria and hiring processes for increasingly prevalent remote positions

An ideal academic program typically entails a short, intensive period of supervised practical experiences, such as an internship, to learn about the industry and connect with experienced professionals.

In addition to benefiting from tasks outside the classroom that align perfectly with lessons inside it, interns may also get college credits that help with early graduation, GPA, and tuition.

Besides, one may hear countless stories and obtain valuable hands-on experience from more experienced Talent Acquisition Coordinators who can turn seemingly routine incidents into unique learning moments.

Summer internships or short-term paid/voluntary work as an HR liaison on your college campus or local businesses offer a taste of the career, help build valuable contacts and improve one’s prospects of getting a permanent job. You may also avail of paid or voluntary internships after your graduation.

Attend HR-oriented events, workshops, and conferences to network with professionals and solicit mentorship or lucrative job opportunities. 

The experiences may also help determine whether the public, private or voluntary sector is best suited to realise one’s ambitions. Your educational provider’s career service department can provide information about viable work placements, internships and voluntary work opportunities in diverse sectors.

Smaller companies may accept applicants who have held entry-level positions as HR/administrative/recruiting assistants. Even if they do not have the usual university education in related fields, they would have already acquired the requisite skills and saved their employers considerable expense and time.

Even while in high school, you can check with a teacher or counsellor about relevant work-based learning opportunities available in your school or community that can help you connect your school experiences with real-life work. 

Use the time to build a strong foundation for your future career path. Join student government bodies, debate teams, and clubs related to business and management to imbibe and practice leadership, teamwork, and communication skills. 

Summer jobs or internships in administrative, customer-centric, or retail roles can help develop organisational and interpersonal skills. Volunteer for activities that involve event planning, project management, and working with diverse groups of individuals. 

Begin building a professional network with teachers, counsellors, and HR experts who can provide relevant advice and guidance. Read books, articles, and blogs on HR-related topics to gain a better perspective. Gain familiarity with standard business software tools, such as Microsoft Office.

Attend career fairs, workshops, and seminars to understand career opportunities in HR and talent acquisition and make informed decisions. Interview or job shadow experienced Talent Acquisition Coordinators to prove your commitment to course providers and prospective employers.

Although some positions may require only an associate degree and adequate work experience, most Talent Acquisition Coordinators hold a bachelor’s degree in human resources (HR) management, business administration, or psychology.

Recommended high school courses include business studies, psychology, and mathematics. English and speech classes will help you develop your research, writing, and oral communication skills.

Remember that completing a particular academic course does not guarantee entry into the profession. Be that as it may, professional qualifications and transferable skills may open up more than one door.

Do your homework and look into all available options for education and employment before enrolling in a specific programme. Reliable sources that help you make an educated decision include associations and employers in your field.

Certification demonstrates a Talent Acquisition Coordinator’s competence in a skill set, typically through work experience, training, and passing an examination. Successful certification programs protect public welfare by incorporating a Code of Ethics.

Certification in human resource management, social sourcing recruitment, and medical office management from an objective and reputed organisation can help you stand out in a competitive job market and carry a significant salary premium of up to 18 per cent.

Talent Acquisition Coordinators may also need to undergo an employment background check, including but not limited to a person’s work history, education, credit history, motor vehicle reports (MVRs), criminal record, medical history, use of social media, and drug screening.

Performance, experience, and the acquisition of professional qualifications drive the career progression of Talent Acquisition Coordinators who may be promoted as Recruiters, Senior talent Acquisition Coordinators, or HR Generalists before eventually becoming Human Resources Managers. 

Alternate career advancement opportunities include pursuing positions such as Employment, Recruitment, and Placement Specialist, Training and Development Specialist, or Human Resource Information Systems (HRIS) Analyst.

Many decide to transition to part-time work or become freelance consultants at this juncture. Others may move into lateral professions, such as compensation and benefits management or labour relations.

The desire to accelerate career growth and personal development has an increasing number of millennials choosing to job hop and build a scattershot resume that showcases ambition, motivation, and the desire to learn a broad range of skills.

Studies prove that job hopping, earlier dismissed as “flaky” behaviour, can lead to greater job fulfilment. Employees searching for a positive culture and interesting work are willing to try out various roles and workplaces and learn valuable, transferable skills along the way.

Employers prefer candidates who possess exemplary communication and organisational skills, can source candidates, conduct interviews, and manage applicant-tracking systems, and are familiar with HR laws and regulations, including equal employment opportunity(EEO) and affirmative action.

Continuing professional development (CPD) will help an active Talent Acquisition Coordinator build personal skills and proficiency through work-based learning, a professional activity, formal education, or self-directed learning. 

Larger organisations with requisite resources at their disposal typically offer on-the-job training to new hires on prescribed directives and good practice guidelines regarding hiring and equality.

Forward-thinking incumbents take it forward from there by keeping themselves updated on pertinent industry policies and policy changes to ensure their employer complies with prescribed rules and regulations.

Talent Acquisition Coordinators with an eye on professional advancement would do well to consider an MBA (Master of Business Administration) or a master’s degree in an HR specialisation, such as HR management, organisational development, and HR performance. Advanced and global certifications in HR management from recognised education providers are of equal value.

Join HR groups on social media to continue building an established network of contacts, which can help you land your next job, offer you mentorship, teach you new skills, get you in touch with qualified candidates, or introduce you to renowned organisations.  

In addition to providing the opportunity to continually upskill, regardless of one’s age, job, or level of knowledge, CPD also enables the periodic renewal of desirable certifications, which increase your chances of advancement and becoming an independent consultant.

Prove Yourself Worthy

Exemplary Talent Acquisition Coordinators are proactive, organised, adaptable, and skilled in communicating, collaborating, analytical thinking, and problem-solving. The job also calls for optimum tech proficiency and clerical abilities. 

In addition, they stay abreast of industry trends and best practices in talent acquisition, can put psychometric tests and other assessment tools to good use, and prioritise and complete projects within set deadlines.

Individuals conversant with social media, especially LinkedIn, HR databases, applicant tracking systems, and candidate management systems, can carry out their duties quickly and efficiently.

Current Scenario

Talent Acquisition Coordinators will likely continue to be in demand as long as organisations need to hire and retain talent, particularly in industries experiencing rapid growth or transformation, such as healthcare, technology, and e-commerce.

Coordinators who manage remote recruitment efforts and promote diversity in their hiring processes will attract better jobs. Urban areas with a high concentration of businesses and industries may hold more opportunities. Consultancy and contract work can offer flexibility and potentially better job growth.

However, a slowdown in hiring during economic downturns may hurt job opportunities in this profession.  While ATS and other recruitment technologies can enhance efficiency, they may also change the nature of the role.      

Potential Pros & Cons of Freelancing vs. Full-Time Employment

Freelancing Talent Acquisition Coordinators have more flexible work schedules and locations. They fully own the business and can select their projects and clients. However, they experience inconsistent work and cash flow, which means more responsibility, effort and risk.

On the other hand, full-time talent Acquisition Coordinators have company-sponsored health benefits, insurance, and retirement plans. They have job security with a fixed, reliable source of income and guidance from their bosses. Yet, they may experience boredom due to a lack of flexibility, ownership, and variety.

When deciding between freelancing or being a full-time employee, consider the pros and cons to see what works best for you.

Companies that hire employees of diverse gender identity, age, sexual leaning, religions, abilities, and socioeconomic/educational/professional backgrounds are 70% more likely to capture new markets.

Despite the myriad challenges they face in attracting and retaining the right talent for their employers, Talent Acquisition Coordinators gain immense satisfaction from helping build a strong company culture, advocating for employees’ rights in the workplace, and contributing to the organisation’s long-term success.

“I am convinced that nothing we do is more important than hiring and developing people. At the end of the day, you bet on people, not on strategies.” 

Lawrence Bossidy