Why I Work in Talent Acquisition

If only my desk was this tidy.

When people think of a Talent Acquisition role, they often think ‘recruitment’. Yes I earn commission for hires, work to monthly ‘starter targets’ and am focused on hiring into a company. I spend the majority of my time on the phone to candidates and embrace the target-driven and incentive-focused nature of the wider company, but I combine this with a strong focus on talent strategy and growing the global brand of my business.

Working in Talent Acquisition means I know my business inside out. I act as the face of the company and am the first impression of the firm to new consultants, so I need to be a reflection of the type of consultant I look to hire. I am responsible for hiring for three offices across the UK and also support our global offices in their hiring processes. I embody not just the businesses’ overall culture, goals, visions, but also the individual needs and requirements of each Sales Manager. The benefit of having such an intricate knowledge of the team means that I’ve developed strong relationships with each Manager I’ve hired for, as well as working on a one-to-one basis with the CEO and COO.

The job certainly isn’t just ‘CV-sifting’. The majority of my hires came from sources such as LinkedIn and referrals which means it isn’t my responsibility to just find someone who needs a job; I need to discover talent and attributes that align with the businesses’ needs and introduce the candidate to long-term career opportunities.

The benefit of working in Talent Acquisition over pretty much any other type of recruitment is that every day, I personally see and contribute to my hires progressing and growing into award-winning members of the team. Yes, working in sales means there’s nowhere to hide, but it also means that when you do well, the entirety of the office is supporting and celebrating your success along with you, but NOBODY cheers louder than the Talent Acquisition Consultant who hired you when you ring the deal bell for the first time!

My biggest achievement to-date has been filling four ‘strategic’ senior-level hires. These aren’t your standard roles and were challenging to fill, but seeing these people thrive in managing teams, devising refreshing training programmes and opening up the reach of the business is a huge motivator to continue to source these types of profiles for the company. The Talent Acquisition team work hard to ensure each consultant we hire adds a positive and fresh dynamic to the team.

The biggest challenge I face is the unreliability in candidates – there’ve been processes which has gone without a hitch right up until the day before the candidate was due to start…only for them to message me the night before they’re due to start saying that they’re dropping out. In my head, I’d already spent the commission and celebrated an early finish on a Friday for hitting target, so to know I needed to start the process again was really demotivating. From this, I’ve learned that no deal is truly closed until the candidate has turned up on their first day. I’ve also learned to listen to my gut feeling – it’s very rarely wrong.

So far, I’ve hired over 50 people into the company spanning three UK offices. I’ve witnessed my Consultants break billing records, receive promotions, earn life-changing money and be part of closing huge deals. I’ve more than doubled my earnings since my previous position and have hired into every team in the company. I’ve written blog posts for external sources and have been part of bringing in brand new processes and social media ideas for the company.

Talent Acquisition, like any recruitment position at my company, is genuinely more than just a job. I’m so invested in not just hitting my targets and making great commission (an inevitable motivation) but also in creating an amazing working environment and group of colleagues around me.

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