Morgan Baron’s Post

How can recruiters work with hiring managers to identify key skills needed for open roles? Collaboration between recruiters and hiring managers is crucial for successfully identifying and filling open roles. Here are some effective ways recruiters can work with hiring managers to pinpoint key skills needed for specific positions: Initial Meeting: Schedule a meeting with the hiring manager to discuss the open role in detail. Understand the team structure, dynamics, and the role's impact on the overall business. Position Brief: Request a detailed position brief from the hiring manager outlining the role's responsibilities, goals, and expectations. Clarify the must-have skills and nice-to-have skills. Understand Company Culture: Gain insights into the company culture and values to ensure a good cultural fit for potential candidates. Previous Success Profiles: Review profiles of successful employees in similar roles to identify common skills and traits. Discuss with the hiring manager about what has worked well in the past and what can be improved. Market Research: Stay informed about industry trends and changes in skill requirements. Share market insights with hiring managers to adjust expectations and requirements accordingly. Feedback Loop: Establish an open communication channel with hiring managers for continuous feedback. Regularly update them on the progress of the recruitment process. Collaborative Job Descriptions: Work together to create clear and compelling job descriptions. Ensure that the job posting accurately reflects the skills and qualifications necessary for success in the role. Skill Matrix: Develop a skill matrix that outlines the critical and desirable skills for the role. Use the matrix as a reference during candidate evaluations. Candidate Profiling: Collaborate on creating an ideal candidate profile, taking into account both technical and soft skills. Discuss trade-offs between various skills if necessary. Candidate Assessment: Collaborate on designing effective assessment methods, such as interviews, tests, or practical exercises, to evaluate candidates' skills. Continuous Learning: Keep each other informed about changes in the industry and evolving skill requirements. Adapt the hiring criteria accordingly. Data-Driven Approach: Utilize data and analytics to measure the success of past hires and identify areas for improvement in the hiring process. By fostering a strong partnership and open communication between recruiters and hiring managers, organizations can ensure a more efficient and successful recruitment process that aligns with the company's goals and values. #techtalent# #morganbaron#

How can recruiters work with hiring managers to identify key skills needed for open roles? Effective collaboration between recruiters and hiring managers is crucial in pinpointing the essential skills for vacant positions. Here's a rephrased version: Ensuring seamless cooperation between recruiters and hiring managers is pivotal for identifying and comprehending the key skills required for open roles. Below are guidelines for recruiters to collaborate efficiently with hiring managers throughout this process: Initiate Transparent Communication: Kick off the process with a meeting to establish clear communication channels. Grasp the hiring manager's expectations and the intricacies of the role. Jointly Define the Role: Collaborate on crafting a comprehensive job description that delineates the responsibilities, qualifications, and skills needed for the position. Ensure a shared understanding of the role between both parties. Harness Existing Job Descriptions: If the company has filled similar roles previously, review past job descriptions and seek input from hiring managers on what was effective or needs enhancement. Tap into Data and Analytics: Utilize data and analytics to discern trends in successful hires and the accompanying skill sets. This insight can shape more precise and effective job descriptions. Conduct a Skills Gap Analysis: Jointly evaluate the current team's skills, identifying any gaps. Pinpoint the skills crucial for the team to achieve its objectives. Comprehend Team Dynamics: Gain insights into the team's dynamics, working style, and culture. This understanding aids in identifying not only technical skills but also the soft skills essential for success within the team. Stay Abreast of Industry Trends: Keep abreast of industry trends, emerging technologies, and shifts in skill requirements. This knowledge is instrumental in crafting relevant and up-to-date job descriptions. Establish a Feedback Loop: Set up a continuous feedback loop between recruiters and hiring managers. Regularly review the search progress, fine-tune requirements as necessary, and address any challenges encountered. Leverage Recruitment Technology: Make use of recruitment technology tools that offer insights into market demand for specific skills. This assists in setting realistic expectations and understanding the competitive landscape. Involve Hiring Managers in Screening: Engage hiring managers in the screening and interviewing process to ensure alignment between their expectations and the candidates being considered. Encourage Open Channels of Communication: Foster an environment of open communication where hiring managers feel at ease providing feedback on candidate profiles, adjusting requirements if needed, and discussing challenges faced during the hiring process. #techcareers# #morganbaron#

#hiringprocess #clientsatisfaction #timelydelivery #usstaffing #usrecruitment #growingtogether Recruiters play a pivotal role in collaborating with hiring managers to identify the essential skills required for open roles, ensuring a successful recruitment process. Communication lies at the heart of this partnership, as recruiters must actively engage with hiring managers to gain a deep understanding of the role's responsibilities, objectives, and the broader context within the organization. To start, recruiters should conduct thorough intake meetings with hiring managers to gather insights into the specific skills, qualifications, and attributes essential for the position. These discussions should delve into both technical competencies and soft skills necessary for success in the role and alignment with the company culture. Additionally, recruiters can leverage their expertise in talent acquisition to provide guidance and market intelligence on current industry trends, competitor practices, and emerging skill requirements. This proactive approach helps refine job descriptions, ensuring they accurately reflect the role's demands and attract the right candidates. Moreover, recruiters can facilitate skills gap analyses by comparing the desired skill set with the existing workforce's capabilities, highlighting areas where additional training or recruitment efforts may be needed. By fostering open communication, leveraging industry knowledge, and conducting comprehensive analyses, recruiters can effectively partner with hiring managers to identify and prioritize key skills needed for open roles, ultimately driving successful talent acquisition outcomes.

𝗥𝗲𝗰𝗿𝘂𝗶𝘁𝗲𝗿 𝘃𝘀. 𝗧𝗮𝗹𝗲𝗻𝘁 𝗔𝗰𝗾𝘂𝗶𝘀𝗶𝘁𝗶𝗼𝗻 💊👨⚕️ Recruiter and talent acquisition are related terms within human resources and hiring, but they have distinct roles and responsibilities. Here are the key differences between a recruiter and talent acquisition: 𝗦𝗰𝗼𝗽𝗲 𝗮𝗻𝗱 𝗔𝗽𝗽𝗿𝗼𝗮𝗰𝗵 𝗥𝗲𝗰𝗿𝘂𝗶𝘁𝗲𝗿: Recruiters typically fill specific job openings by sourcing candidates, conducting initial screenings, and coordinating interviews. 𝗧𝗮𝗹𝗲𝗻𝘁 𝗔𝗰𝗾𝘂𝗶𝘀𝗶𝘁𝗶𝗼𝗻: Talent acquisition takes a more strategic approach. It involves identifying the company's long-term human resource needs, building a pipeline of potential candidates, etc. 𝗦𝗵𝗼𝗿𝘁-𝗧𝗲𝗿𝗺 𝘃𝘀. 𝗟𝗼𝗻𝗴-𝗧𝗲𝗿𝗺 𝗙𝗼𝗰𝘂𝘀 𝗥𝗲𝗰𝗿𝘂𝗶𝘁𝗲𝗿: Recruiters are often more focused on immediate hiring needs and addressing current job vacancies. Their role is reactive and geared towards filling positions quickly. 𝗧𝗮𝗹𝗲𝗻𝘁 𝗔𝗰𝗾𝘂𝗶𝘀𝗶𝘁𝗶𝗼𝗻: Talent acquisition professionals work on a longer timeline. They anticipate future hiring needs and work proactively to ensure a continuous supply of qualified candidates for various roles. 𝗥𝗼𝗹𝗲𝘀 𝗮𝗻𝗱 𝗥𝗲𝘀𝗽𝗼𝗻𝘀𝗶𝗯𝗶𝗹𝗶𝘁𝗶𝗲𝘀 𝗥𝗲𝗰𝗿𝘂𝗶𝘁𝗲𝗿: Recruiters are responsible for posting job openings, reviewing resumes, conducting initial candidate screenings, coordinating interviews, etc. 𝗧𝗮𝗹𝗲𝗻𝘁 𝗔𝗰𝗾𝘂𝗶𝘀𝗶𝘁𝗶𝗼𝗻: Talent acquisition professionals are involved in employer branding, sourcing strategies, building and maintaining relationships with potential candidates, etc. 𝗥𝗲𝗹𝗮𝘁𝗶𝗼𝗻𝘀𝗵𝗶𝗽 𝗕𝘂𝗶𝗹𝗱𝗶𝗻𝗴 𝗥𝗲𝗰𝗿𝘂𝗶𝘁𝗲𝗿: Recruiters primarily focus on the transactional aspects of hiring and establishing rapport with candidates actively seeking jobs. 𝗧𝗮𝗹𝗲𝗻𝘁 𝗔𝗰𝗾𝘂𝗶𝘀𝗶𝘁𝗶𝗼𝗻: Talent acquisition professionals engage in relationship-building efforts with active job seekers and passive candidates and individuals who might be a good fit for the company in the future. 𝗠𝗲𝘁𝗿𝗶𝗰𝘀 𝗮𝗻𝗱 𝗔𝗻𝗮𝗹𝘆𝘁𝗶𝗰𝘀 𝗥𝗲𝗰𝗿𝘂𝗶𝘁𝗲𝗿: Recruiters are often evaluated based on metrics like how quickly a position is filled, the number of candidates interviewed, and the quality of candidates submitted to hiring managers. 𝗧𝗮𝗹𝗲𝗻𝘁 𝗔𝗰𝗾𝘂𝗶𝘀𝗶𝘁𝗶𝗼𝗻: Talent acquisition professionals are more likely to focus on metrics related to workforce planning, candidate engagement, talent pool growth, diversity hiring, and long-term recruitment success. In summary, while both recruiters and talent acquisition professionals play essential roles in the hiring process, recruiters are more transactional and focused on immediate hiring needs, while talent acquisition professionals take a strategic and long-term approach to building a strong and sustainable workforce for the #recruiter #ta #talentacquisition #hiring #developers

𝗥𝗲𝗰𝗿𝘂𝗶𝘁𝗲𝗿 𝘃𝘀. 𝗧𝗮𝗹𝗲𝗻𝘁 𝗔𝗰𝗾𝘂𝗶𝘀𝗶𝘁𝗶𝗼𝗻 Recruiter and talent acquisition are related terms within human resources and hiring, but they have distinct roles and responsibilities. Here are the key differences between a recruiter and talent acquisition: 𝗦𝗰𝗼𝗽𝗲 𝗮𝗻𝗱 𝗔𝗽𝗽𝗿𝗼𝗮𝗰𝗵 𝗥𝗲𝗰𝗿𝘂𝗶𝘁𝗲𝗿: Recruiters typically fill specific job openings by sourcing candidates, conducting initial screenings, and coordinating interviews. 𝗧𝗮𝗹𝗲𝗻𝘁 𝗔𝗰𝗾𝘂𝗶𝘀𝗶𝘁𝗶𝗼𝗻: Talent acquisition takes a more strategic approach. It involves identifying the company's long-term human resource needs, building a pipeline of potential candidates, and more. 𝗦𝗵𝗼𝗿𝘁-𝗧𝗲𝗿𝗺 𝘃𝘀. 𝗟𝗼𝗻𝗴-𝗧𝗲𝗿𝗺 𝗙𝗼𝗰𝘂𝘀 𝗥𝗲𝗰𝗿𝘂𝗶𝘁𝗲𝗿: Recruiters are often more focused on immediate hiring needs and addressing current job vacancies. Their role is reactive and geared towards filling positions quickly. 𝗧𝗮𝗹𝗲𝗻𝘁 𝗔𝗰𝗾𝘂𝗶𝘀𝗶𝘁𝗶𝗼𝗻: Talent acquisition professionals work on a longer timeline. They anticipate future hiring needs and work proactively to ensure a continuous supply of qualified candidates for various roles. 𝗥𝗼𝗹𝗲𝘀 𝗮𝗻𝗱 𝗥𝗲𝘀𝗽𝗼𝗻𝘀𝗶𝗯𝗶𝗹𝗶𝘁𝗶𝗲𝘀 𝗥𝗲𝗰𝗿𝘂𝗶𝘁𝗲𝗿: Recruiters are responsible for posting job openings, reviewing resumes, conducting initial candidate screenings, and coordinating interviews. 𝗧𝗮𝗹𝗲𝗻𝘁 𝗔𝗰𝗾𝘂𝗶𝘀𝗶𝘁𝗶𝗼𝗻: Talent acquisition professionals are involved in employer branding, sourcing strategies, building and maintaining relationships with potential candidates, and more. 𝗥𝗲𝗹𝗮𝘁𝗶𝗼𝗻𝘀𝗵𝗶𝗽 𝗕𝘂𝗶𝗹𝗱𝗶𝗻𝗴 𝗥𝗲𝗰𝗿𝘂𝗶𝘁𝗲𝗿: Recruiters primarily focus on the transactional aspects of hiring and establishing rapport with candidates actively seeking jobs. 𝗧𝗮𝗹𝗲𝗻𝘁 𝗔𝗰𝗾𝘂𝗶𝘀𝗶𝘁𝗶𝗼𝗻: Talent acquisition professionals engage in relationship-building efforts with active job seekers, passive candidates, and individuals who might be a good fit for the company in the future. 𝗠𝗲𝘁𝗿𝗶𝗰𝘀 𝗮𝗻𝗱 𝗔𝗻𝗮𝗹𝘆𝘁𝗶𝗰𝘀 𝗥𝗲𝗰𝗿𝘂𝗶𝘁𝗲𝗿: Recruiters are often evaluated based on metrics like how quickly a position is filled, the number of candidates interviewed, and the quality of candidates submitted to hiring managers. 𝗧𝗮𝗹𝗲𝗻𝘁 𝗔𝗰𝗾𝘂𝗶𝘀𝗶𝘁𝗶𝗼𝗻: Talent acquisition professionals are more likely to focus on metrics related to workforce planning, candidate engagement, talent pool growth, diversity hiring, and long-term recruitment success. In summary, while both recruiters and talent acquisition professionals play essential roles in the hiring process, recruiters are more transactional and focused on immediate hiring needs, whereas talent acquisition professionals take a strategic and long-term approach to building a strong and sustainable workforce for the company. 🆚 Follow Vishal Sharma for more. #recruiter #talentacquisition #recuiting #hr #hire #job #righttalent

𝗥𝗲𝗰𝗿𝘂𝗶𝘁𝗲𝗿 𝘃𝘀. 𝗧𝗮𝗹𝗲𝗻𝘁 𝗔𝗰𝗾𝘂𝗶𝘀𝗶𝘁𝗶𝗼𝗻 Recruiter and talent acquisition are related terms within human resources and hiring, but they have distinct roles and responsibilities. Here are the key differences between a recruiter and talent acquisition: 𝗦𝗰𝗼𝗽𝗲 𝗮𝗻𝗱 𝗔𝗽𝗽𝗿𝗼𝗮𝗰𝗵 𝗥𝗲𝗰𝗿𝘂𝗶𝘁𝗲𝗿: Recruiters typically fill specific job openings by sourcing candidates, conducting initial screenings, and coordinating interviews. 𝗧𝗮𝗹𝗲𝗻𝘁 𝗔𝗰𝗾𝘂𝗶𝘀𝗶𝘁𝗶𝗼𝗻: Talent acquisition takes a more strategic approach. It involves identifying the company's long-term human resource needs, building a pipeline of potential candidates, etc. 𝗦𝗵𝗼𝗿𝘁-𝗧𝗲𝗿𝗺 𝘃𝘀. 𝗟𝗼𝗻𝗴-𝗧𝗲𝗿𝗺 𝗙𝗼𝗰𝘂𝘀 𝗥𝗲𝗰𝗿𝘂𝗶𝘁𝗲𝗿: Recruiters are often more focused on immediate hiring needs and addressing current job vacancies. Their role is reactive and geared towards filling positions quickly. 𝗧𝗮𝗹𝗲𝗻𝘁 𝗔𝗰𝗾𝘂𝗶𝘀𝗶𝘁𝗶𝗼𝗻: Talent acquisition professionals work on a longer timeline. They anticipate future hiring needs and work proactively to ensure a continuous supply of qualified candidates for various roles. 𝗥𝗼𝗹𝗲𝘀 𝗮𝗻𝗱 𝗥𝗲𝘀𝗽𝗼𝗻𝘀𝗶𝗯𝗶𝗹𝗶𝘁𝗶𝗲𝘀 𝗥𝗲𝗰𝗿𝘂𝗶𝘁𝗲𝗿: Recruiters are responsible for posting job openings, reviewing resumes, conducting initial candidate screenings, coordinating interviews, etc. 𝗧𝗮𝗹𝗲𝗻𝘁 𝗔𝗰𝗾𝘂𝗶𝘀𝗶𝘁𝗶𝗼𝗻: Talent acquisition professionals are involved in employer branding, sourcing strategies, building and maintaining relationships with potential candidates, etc. 𝗥𝗲𝗹𝗮𝘁𝗶𝗼𝗻𝘀𝗵𝗶𝗽 𝗕𝘂𝗶𝗹𝗱𝗶𝗻𝗴 𝗥𝗲𝗰𝗿𝘂𝗶𝘁𝗲𝗿: Recruiters primarily focus on the transactional aspects of hiring and establishing rapport with candidates actively seeking jobs. 𝗧𝗮𝗹𝗲𝗻𝘁 𝗔𝗰𝗾𝘂𝗶𝘀𝗶𝘁𝗶𝗼𝗻: Talent acquisition professionals engage in relationship-building efforts with active job seekers and passive candidates and individuals who might be a good fit for the company in the future. 𝗠𝗲𝘁𝗿𝗶𝗰𝘀 𝗮𝗻𝗱 𝗔𝗻𝗮𝗹𝘆𝘁𝗶𝗰𝘀 𝗥𝗲𝗰𝗿𝘂𝗶𝘁𝗲𝗿: Recruiters are often evaluated based on metrics like how quickly a position is filled, the number of candidates interviewed, and the quality of candidates submitted to hiring managers. 𝗧𝗮𝗹𝗲𝗻𝘁 𝗔𝗰𝗾𝘂𝗶𝘀𝗶𝘁𝗶𝗼𝗻: Talent acquisition professionals are more likely to focus on metrics related to workforce planning, candidate engagement, talent pool growth, diversity hiring, and long-term recruitment success. In summary, while both recruiters and talent acquisition professionals play essential roles in the hiring process, recruiters are more transactional and focused on immediate hiring needs, while talent acquisition professionals take a strategic and long-term approach to building a strong and sustainable workforce for the company. #Talent_Acquisition #Recruitment #Hiring #HR

𝗥𝗲𝗰𝗿𝘂𝗶𝘁𝗲𝗿 𝘃𝘀. 𝗧𝗮𝗹𝗲𝗻𝘁 𝗔𝗰𝗾𝘂𝗶𝘀𝗶𝘁𝗶𝗼𝗻 #Recruiter and #talentacquisition are related terms within human resources and hiring, but they have distinct roles and responsibilities. Here are the key differences between a recruiter and talent acquisition: 𝗦𝗰𝗼𝗽𝗲 𝗮𝗻𝗱 𝗔𝗽𝗽𝗿𝗼𝗮𝗰𝗵 𝗥𝗲𝗰𝗿𝘂𝗶𝘁𝗲𝗿: Recruiters typically fill specific job openings by sourcing candidates, conducting initial screenings, and coordinating interviews. 𝗧𝗮𝗹𝗲𝗻𝘁 𝗔𝗰𝗾𝘂𝗶𝘀𝗶𝘁𝗶𝗼𝗻: Talent acquisition takes a more strategic approach. It involves identifying the company's long-term human resource needs, building a pipeline of potential candidates, etc. 𝗦𝗵𝗼𝗿𝘁-𝗧𝗲𝗿𝗺 𝘃𝘀. 𝗟𝗼𝗻𝗴-𝗧𝗲𝗿𝗺 𝗙𝗼𝗰𝘂𝘀 𝗥𝗲𝗰𝗿𝘂𝗶𝘁𝗲𝗿: Recruiters are often more focused on immediate hiring needs and addressing current job vacancies. Their role is reactive and geared towards filling positions quickly. 𝗧𝗮𝗹𝗲𝗻𝘁 𝗔𝗰𝗾𝘂𝗶𝘀𝗶𝘁𝗶𝗼𝗻: Talent acquisition professionals work on a longer timeline. They anticipate future hiring needs and work proactively to ensure a continuous supply of qualified candidates for various roles. 𝗥𝗼𝗹𝗲𝘀 𝗮𝗻𝗱 𝗥𝗲𝘀𝗽𝗼𝗻𝘀𝗶𝗯𝗶𝗹𝗶𝘁𝗶𝗲𝘀 𝗥𝗲𝗰𝗿𝘂𝗶𝘁𝗲𝗿: Recruiters are responsible for posting job openings, reviewing resumes, conducting initial candidate screenings, coordinating interviews, etc. 𝗧𝗮𝗹𝗲𝗻𝘁 𝗔𝗰𝗾𝘂𝗶𝘀𝗶𝘁𝗶𝗼𝗻: Talent acquisition professionals are involved in employer branding, sourcing strategies, building and maintaining relationships with potential candidates, etc. 𝗥𝗲𝗹𝗮𝘁𝗶𝗼𝗻𝘀𝗵𝗶𝗽 𝗕𝘂𝗶𝗹𝗱𝗶𝗻𝗴 𝗥𝗲𝗰𝗿𝘂𝗶𝘁𝗲𝗿: Recruiters primarily focus on the transactional aspects of hiring and establishing rapport with candidates actively seeking jobs. 𝗧𝗮𝗹𝗲𝗻𝘁 𝗔𝗰𝗾𝘂𝗶𝘀𝗶𝘁𝗶𝗼𝗻: Talent acquisition professionals engage in relationship-building efforts with active job seekers and passive candidates and individuals who might be a good fit for the company in the future. 𝗠𝗲𝘁𝗿𝗶𝗰𝘀 𝗮𝗻𝗱 𝗔𝗻𝗮𝗹𝘆𝘁𝗶𝗰𝘀 𝗥𝗲𝗰𝗿𝘂𝗶𝘁𝗲𝗿: Recruiters are often evaluated based on metrics like how quickly a position is filled, the number of candidates interviewed, and the quality of candidates submitted to hiring managers. 𝗧𝗮𝗹𝗲𝗻𝘁 𝗔𝗰𝗾𝘂𝗶𝘀𝗶𝘁𝗶𝗼𝗻: Talent acquisition professionals are more likely to focus on metrics related to workforce planning, candidate engagement, talent pool growth, diversity hiring, and long-term recruitment success. In summary, while both recruiters and talent acquisition professionals play essential roles in the hiring process, recruiters are more transactional and focused on immediate hiring needs, while talent acquisition professionals take a strategic and long-term approach to building a strong and sustainable workforce for the company. #PC: #SatishKumar

𝗥𝗲𝗰𝗿𝘂𝗶𝘁𝗲𝗿 𝘃𝘀. 𝗧𝗮𝗹𝗲𝗻𝘁 𝗔𝗰𝗾𝘂𝗶𝘀𝗶𝘁𝗶𝗼𝗻 Recruiter and talent acquisition are related terms within human resources and hiring, but they have distinct roles and responsibilities. Here are the key differences between a recruiter and talent acquisition: 𝗦𝗰𝗼𝗽𝗲 𝗮𝗻𝗱 𝗔𝗽𝗽𝗿𝗼𝗮𝗰𝗵 𝗥𝗲𝗰𝗿𝘂𝗶𝘁𝗲𝗿: Recruiters typically fill specific job openings by sourcing candidates, conducting initial screenings, and coordinating interviews. 𝗧𝗮𝗹𝗲𝗻𝘁 𝗔𝗰𝗾𝘂𝗶𝘀𝗶𝘁𝗶𝗼𝗻: Talent acquisition takes a more strategic approach. It involves identifying the company's long-term human resource needs, building a pipeline of potential candidates, etc. 𝗦𝗵𝗼𝗿𝘁-𝗧𝗲𝗿𝗺 𝘃𝘀. 𝗟𝗼𝗻𝗴-𝗧𝗲𝗿𝗺 𝗙𝗼𝗰𝘂𝘀 𝗥𝗲𝗰𝗿𝘂𝗶𝘁𝗲𝗿: Recruiters are often more focused on immediate hiring needs and addressing current job vacancies. Their role is reactive and geared towards filling positions quickly. 𝗧𝗮𝗹𝗲𝗻𝘁 𝗔𝗰𝗾𝘂𝗶𝘀𝗶𝘁𝗶𝗼𝗻: Talent acquisition professionals work on a longer timeline. They anticipate future hiring needs and work proactively to ensure a continuous supply of qualified candidates for various roles. 𝗥𝗼𝗹𝗲𝘀 𝗮𝗻𝗱 𝗥𝗲𝘀𝗽𝗼𝗻𝘀𝗶𝗯𝗶𝗹𝗶𝘁𝗶𝗲𝘀 𝗥𝗲𝗰𝗿𝘂𝗶𝘁𝗲𝗿: Recruiters are responsible for posting job openings, reviewing resumes, conducting initial candidate screenings, coordinating interviews, etc.  𝗧𝗮𝗹𝗲𝗻𝘁 𝗔𝗰𝗾𝘂𝗶𝘀𝗶𝘁𝗶𝗼𝗻: Talent acquisition professionals are involved in employer branding, sourcing strategies, building and maintaining relationships with potential candidates, etc. 𝗥𝗲𝗹𝗮𝘁𝗶𝗼𝗻𝘀𝗵𝗶𝗽 𝗕𝘂𝗶𝗹𝗱𝗶𝗻𝗴 𝗥𝗲𝗰𝗿𝘂𝗶𝘁𝗲𝗿: Recruiters primarily focus on the transactional aspects of hiring and establishing rapport with candidates actively seeking jobs. 𝗧𝗮𝗹𝗲𝗻𝘁 𝗔𝗰𝗾𝘂𝗶𝘀𝗶𝘁𝗶𝗼𝗻: Talent acquisition professionals engage in relationship-building efforts with active job seekers and passive candidates and individuals who might be a good fit for the company in the future. 𝗠𝗲𝘁𝗿𝗶𝗰𝘀 𝗮𝗻𝗱 𝗔𝗻𝗮𝗹𝘆𝘁𝗶𝗰𝘀 𝗥𝗲𝗰𝗿𝘂𝗶𝘁𝗲𝗿: Recruiters are often evaluated based on metrics like how quickly a position is filled, the number of candidates interviewed, and the quality of candidates submitted to hiring managers. 𝗧𝗮𝗹𝗲𝗻𝘁 𝗔𝗰𝗾𝘂𝗶𝘀𝗶𝘁𝗶𝗼𝗻: Talent acquisition professionals are more likely to focus on metrics related to workforce planning, candidate engagement, talent pool growth, diversity hiring, and long-term recruitment success. In summary, while both recruiters and talent acquisition professionals play essential roles in the hiring process, recruiters are more transactional and focused on immediate hiring needs, while talent acquisition professionals take a strategic and long-term approach to building a strong and sustainable workforce for the company. #talentacquisition #hr #humanresources #recruitment #hiring

"They won't let us talk to the hiring managers." "We are banned from talking to hiring managers." "They don't have time to meet recruiters for a job brief." "We'll get thrown off the PSL if we try to meet them." FOR REAL, I hear this all the time!!! How did we get here, folks? 🤨🤨🤨 Companies, you are missing a critical part of the hiring process by not spending time with the people you're paying to represent you and your business. Here is a snapshot of reasons why you need to allow hiring managers to meet recruiters so they can take a detailed job brief… ✔ You are paying us to take a detailed job brief ✔ Telling candidates we've met you gives us and you more credibility ✔ We can only fully represent the team and you if we get to know you ✔ We need to be crystal clear on your deal-breaking competencies ✔ Understanding how you manage and the dynamics of your team is critical to assessing cultural fit ✔ Your JD probably doesn't represent the actual day-to-day job, and that stops us from bringing it to life ✔ We will need more than a role instruction email from your portal to build a credible recruitment marketing campaign ✔ Core competencies so often get missed from JDs, and the unwritten stuff often influences hiring decisions; we need to know about them ✔ Trust is built with your recruiter if you respect us enough to brief us properly ✔ Candidates want us to understand everything about you, the business, the team and the role – we can't get that off the ATS or website ✔ We are trained to spot pain points & can help you avoid them If you think recruiters are wasting your HM's time, you are working with the wrong recruiters, in my opinion. My best results in 17+ years of recruitment came from good relationships with hiring managers and proper job briefs for ALL role levels. When you prevent that, you stop the magic from happening; you may as well use automation, AI, and bots. Let's put the human back into hiring. What do you think? #HumanHiring #ProperConsulting #MeetYourRecruiter