Picture yourself as one of the founders of a fast-growing tech start-up.
Business is booming, and now you need to hire 10 to 12 new employees across software engineering, UX design and operations. The data shows this hiring sprint will happen again as your customer base expands and investors keep fueling your growth.
In such a competitive industry, every new hire matters. You’re racing the clock to find the right people fast without pulling focus from the work only you can do. Instead of handling the entire process yourself, you bring in a talent acquisition specialist. This expert creates and runs a hiring strategy that helps you attract, evaluate and hire the best candidates—all within your tight timeline.
This is just one example of how a talent acquisition specialist supports a company’s success.
Talent acquisition vs. recruiting: What’s the difference?
You might think recruitment and talent acquisition mean the same thing, but there are some important differences. If you’ve ever helped hire someone, you probably know that finding the right person isn’t always easy. The truth is that the recruitment process is just one part of the bigger picture.
When you work in talent acquisition, your job goes beyond filling open spots on a team. Instead of just reacting to immediate hiring needs, you build a plan for the future. The talent acquisition process is all about strategy, predicting what skills your company will need, creating a steady pipeline of candidates and making sure your hiring goals match your company’s big-picture plans.
Think of it this way: a recruiter might help a manager fill a single job opening. But as a talent acquisition specialist, you work closely with hiring managers and the entire talent acquisition department to understand long-term needs and support company growth. You help build relationships, support human resources, and play a critical role in the success of your organization.
Talent acquisition specialist responsibilities
A talent acquisition specialist does much more than just fill open positions. In this role, you’re part detective, part project manager, and part brand ambassador. You help build strong teams, guide the hiring process from start to finish, and make sure every new hire supports your company’s goals. Here’s what that looks like in action below.
Partnering with hiring managers
Building a great team starts with knowing what each department really needs. As a talent acquisition specialist, you work closely with hiring managers to understand the exact skills, experience, and personality that will make someone a perfect fit for their team. Before you post any job descriptions, you might sit down with a manager to talk through project goals, must-have abilities and even the team’s culture. This way, your job postings are clear, targeted, and much more likely to attract high quality candidates.
Sourcing candidates
Finding great people means more than waiting for applications to roll in. You use a mix of strategies to attract both active and passive job seekers. For example, you might log into LinkedIn® Recruiter and use filters to find potential candidates who aren’t actively looking for a job but could be interested if the right opportunity comes along.
Maybe you post your openings on niche job boards, share them with your company’s referral program, or even network at job fairs and industry events.
By using all these sourcing tools, you make sure your talent acquisition team always has a strong pipeline of potential hires for open positions now and in the future.
Screening and interviewing applicants
Reviewing resumes and interviewing candidates is where your judgment really shines. As a talent acquisition specialist, you know that titles don’t always tell the full story.
When you’re screening applications, you look beyond job titles and focus on what each person actually accomplished. For instance, if you need someone with a specific tech skill, you check if their experience really matches your job requirements—even if it’s called something different on their resume.
When you move to interviews, you use your communication skills to get to know candidates, assess their fit for the role, and give them a positive experience, whether or not they get the job.
Coordinating the hiring process
The hiring process is a team effort, and you’re the one keeping everything on track. You use applicant tracking systems and other recruitment tools to make sure nothing falls through the cracks.
That means scheduling interviews, sending calendar invites, updating stakeholders, and making sure every candidate moves smoothly from one stage to the next. When new hires start, you might even help guide them through the onboarding process so they feel welcome and ready to succeed.
Building the employer brand
A big part of your job is making your company a top choice for the best talent. As a talent acquisition specialist, you help build your employer brand by sharing stories about company culture, growth opportunities, and organizational values. You work with marketing to boost your organization’s presence on social media, job boards, and sites like Glassdoor® or Indeed® Every candidate interaction—emails, interviews, even rejection notes—shapes how people view your company.
Tracking metrics and KPIs
Finally, you use data to guide your work and improve your results. By tracking key performance indicators (KPIs) like time-to-fill, cost-per-hire and offer acceptance rates, you can show the impact of your recruitment strategies.
You also follow labor trends and reports—like the U.S. Bureau of Labor Statistics and the ADP National Employment Report—to stay ahead of changes in the job market.
For example, you might notice it’s taking longer to fill certain roles in your area. After reviewing the latest data, you realize wages are rising or there’s more competition for those jobs. With this information, you adjust your sourcing strategy or update salary ranges to attract the right talent.
Skills every talent acquisition specialist needs
To succeed as a talent acquisition specialist, you’ll need more than just a knack for finding resumes online. This role combines people skills, business sense, and a strong grasp of the latest recruitment strategies. Here are some of the most in demand skills for this career:
- Excellent communication skills: You’ll spend your days talking with hiring managers, job seekers, and team members. Clear, friendly communication makes every part of the hiring process smoother.
- Organizational skills: You’ll keep track of open roles, interviews, paperwork, and candidate updates. Good organization helps you stay on top of details and meet tight deadlines.
- Tech-savvy mindset: From using applicant tracking systems to finding the best tech talent online, being comfortable with new technology will give you an edge.
- Networking ability: Building and maintaining a strong network helps you connect with high quality candidates, whether you’re filling entry-level or leadership positions.
- Strategic thinking: You’ll need to look ahead, spotting hiring trends and planning for the future—not just reacting to what’s happening today.
- Adaptability: The hiring landscape changes fast. You need to adjust your approach, stay positive, and keep moving forward—even when plans shift.
- Negotiation skills: Whether you’re discussing salary, job offers, or working out details with hiring managers, strong negotiation skills help you find solutions that work for everyone.
With these skills, you’ll be ready to stand out as a successful talent acquisition specialist and help your organization attract top talent.
How to become a talent acquisition specialist
If you want to get started in talent acquisition, there are a few key steps that can help you build a successful career. Whether you’re new to the field or looking to move up, here’s how you can prepare for a talent acquisition specialist job.
Earn the right education
Most talent acquisition specialists begin with a bachelor’s degree in human resources, business, psychology or a related field. This helps you build a strong foundation in human resource management.4
Gain hands-on experience
Start in an entry-level HR, recruiting or administrative role. These positions help you learn the basics of the hiring process and what makes a qualified talent acquisition specialist stand out.
Build your core skills
Practice your communication, organization and negotiation skills on the job. Get comfortable with applicant tracking systems and other HR tools. Look for ways to help with interviews, job postings or onboarding new hires.
Pursue certifications
Certifications aren’t always required, but earning credentials like SHRM-CP®, PHR®, or specialized talent acquisition certificates can show employers you’re committed to the field. Certifications can also help if you want to move up to a talent acquisition manager or another leadership role.6
Grow your network
Connect with other HR professionals through online groups, job fairs, or professional associations. Networking helps you hear about new job openings and learn best practices from others in talent acquisition.
You can work in so many different places
One of the best things about working in talent acquisition is how many directions your career can take. You can work in almost any industry, helping companies find the best talent and build strong teams for the future.
You might start as a talent acquisition coordinator or recruiter, then grow into a talent acquisition manager or even a director. Some specialists move into leadership positions overseeing entire talent acquisition teams or become a talent manager who focuses on developing employees once they’re hired.
Industries that need talent acquisition specialists
- Tech: Companies compete for top tech talent and need experts who can fill fast-paced, highly skilled roles.
- Healthcare: Hospitals and clinics depend on talent acquisition specialists to find qualified nurses, doctors, and support staff.
- Retail: Large retail companies hire for a range of jobs, from store associates to managers.
- Manufacturing: Factories and plants look for people with specialized skills and experience.
- Agency vs. in-house: You can work for a staffing agency, helping many businesses fill roles or work directly for one company as part of its internal talent acquisition team.
No matter where you go, you’ll work closely with hiring managers to plan for future hiring and make sure your company always has the talent it needs to grow.
Is talent acquisition right for you?
If you love solving problems, connecting with people, and helping teams grow, a career as a talent acquisition specialist could be the perfect fit. In this role, you’ll do more than just manage the hiring process—you’ll help your company find and keep the best talent for every role.
Recruitment and talent acquisition are all about building relationships with job seekers and supporting your organization’s long-term goals. If you’re ready to make an impact and enjoy a job that’s never the same day twice, talent acquisition might be right for you.
Check out What is an ATS? Everything Job Seekers Need to Know to learn more about one of the largest technologies talent acquisition specialists use for their work.
1LinkedIn® is a registered trademark of LinkedIn Corporation.
2Indeed® is a registered trademark of Indeed, Inc.
3Glassdoor® is a registered trademark of Glassdoor LLC.
4Rasmussen University does not offer a Bachelor’s degree program in Psychology.
5SHRM-CP® is a registered trademark of Society for Human Resource Management.
6Rasmussen University’s Human Resources and Organizational Leadership Bachelor’s degree program coursework aligns with the standards of the Society for Human Resource Management®(SHRM®), and meets academic requirements to sit for the SHRM Certified Professional® (SHRM-CP) exam. Additional requirements, such as work experience in an HR role, may be required to sit for the SHRM-CP exam. Rasmussen University’s Human Resources and Organizational Leadership Bachelor’s degree program coursework aligns with the standards of the HR Certification Institute® (HRCI®), and meets academic requirements to sit for the HRCI Professional in Human Resources® (PHR) exam. Additional requirements, such as work experience in an HR role, may be required to sit for the PHR exam.
7PHR® is a registered trademark of Human Resource Certification Institute, Inc.
