INDUSTRY STATS
According to the U.S. Bureau of Labor Statistics, Talent Acquisition Manager positions are at a 10% growth rate, which is as fast as average. With that said, there are currently 674,800 jobs in the market right now. The total number of jobs is expected to increase by 70,200 to 745,000 in the period of 2020-30.
What’s more, the median annual wage for the Talent Acquisition Manager jobs was $63,490 in May 2020. The lowest 10% earned less than $37,710, and the highest 10% more than $109,350.
Our conclusion? The Talent Acquisition Manager job market is wide open for candidates.
Top talent acquisition manager sections that make the best resume
- Header
- Professional summary
- Experience (with numbers and results)
- Relevant skills
- Education
- Certifications
What to write in your talent acquisition manager experience section
Perfecting your Talent Acquisition Manager resume experience section:
- Focus on results, not responsibilities;
- Use 4-6 bullet points per position;
- List only positions that are relevant to what you’re applying for;
- Include at least some form of quantitative data – it can be linked to the number of people you’ve managed or the - percentage decrease in costs that’s followed from your work - you decide;
- Choose action verbs over buzzwords.
We’ve collected some of the top resume experience sections from real Enhancv users. Check them out when drafting your own Talent Acquisition Manager resume!
- Managing end-to-end recruiting processes for data & engineering
- Assessing candidates through phone and onsite interviews
- Delivering interview trainings to Hiring Managers
- Driving employer branding activities (meet-ups, hackathons, job board)
- Mentoring interns and working students
- Established in-house recruitment in Sydney
- Promoted 3x within 1 year, incl. regional change from Dublin EMEA HQ to Sydney
- Successfully hired 30 Rollers across all areas of business in all AdRoll's offices (APAC, EMEA, US) via direct sourcing
- Doubled down time to hire to 17 days on average in a net new Sydney market while keeping 93% retention rate
- Drove an employer branding project to boost brand awareness and attract talent, incl. interview with StartupCVs.com, Kununu page, blog series and submitted an entry to the Jobadvisor’s Coolest Companies in Tech in Australia (won 6th place, 2nd time in a row)
- Ran a successful referral initiative that increased referrals from 3 in Q1 to 154 in Q2 '16, boomed pipeline, doubled response rates and has brought 3 hires
- Employee coaching and training: made a presentation for Sydney Rollers on how to become a LinkedIn Ambassador that is now being used globally
- Owning, defining and managing the talent agenda of Coca-Cola Hellenic Hungary including; candidate attraction framework, selection toolkit, recruitment processes, HR projects, line manager trainings
- EVP & Branding strategy and delivery: implementing internship programs, campus recruitment, university relationship building
- Reporting and budget: developed and insightful weekly recruitment report and monthly budget control file
- Shared service outsourcing project: project & service delivery manager for local HR team
- Leading the recruitment team, responsible for thought leadership, best practice and innovation in talent acquisition
- Executive search & talent pipelining: end-to-end recruitment ownership of mid-management up to executive level positions including both strategy and delivery
- Handled all market research and announcements for new positions.
- Facilitated interviews and the on-boarding process.
- Provided on-the-job training to all new employees.
- Designed and developed various recruitment programs.
- Maintained contact network for qualified candidate recognition and sourcing. End to end talent acquisition process.
- Social recruiting
- Utilized online recruiting services in researching and contacting candidates.(LinkedIn,Monster,Experteer,Xing,Step-stone etc)
- Social Media and Employee Branding.
- Appointed by the Managing Director Pritesh Jain to lead the acquisition & education to reach great heights.
- Led the acquisition & education hand in hand with our Managing Director Pritesh Jain - the person who believed in providing quality service.
- Aim to reach the globe providing employment & education to all.
- Positioned as remote team manager within a year's tenure
- Led team of 10 recruiters through consecutive years of healthcare client launch seasons, hiring over 1,000 new XBS employees
- Streamlined and automated recruiting processes to become at least 50% more efficient overall
- Established fresh relationships as a partner employer to secondary education institutions in various states
- Developed new enhanced focus on social media to increase internal and external referrals by 35%
- Plan, develop, organize, implement, evaluate and manage talent acquisition function.
- Manage full cycle recruiting; develop and execute a staffing strategy to align with the current and future strategic direction of the City of Atlanta to include sourcing, workforce planning, competitive intelligence, branding, social media, and job fairs.
- Develop and lead strategic initiatives that will attract and acquire high quality candidates and build a pipeline for future skill sets and competencies.
- Build and maintain key stakeholder relationships throughout the business.
- Partner and consult with hiring managers to understand position requirements, identify potential sources, and develop a recruiting and workforce planning strategy.
- Provide update reports and facilitate bi-weekly/monthly meetings with assigned Client Groups to include ongoing education/training to human resources business partners and hiring managers regarding latest Talent Acquisition news, trends and best practices.
- Utilize data analytics and knowledge of complex recruitment issues (i.e. labor market supply/demand, workforce trends, competitive intelligence) to influence and advise business leaders on strategic talent decisions.
- Maintain recruiting process excellence by ensuring the talent acquisition team and hiring managers are: following internal policies and procedures; accurately tracking &/or reporting metrics; and are compliant with EEO/OFCCP guidelines to include all federal, state and local employment laws.
- Regularly follow-up with business leaders and hiring managers to ensure the recruiting team meets their candidate quality and service expectations.
- End to end recruitment for development, design and digital roles from mid to senior level.
- Business Development and Account Management of our Startup client portfolio.
- Managing our corporate partnership with Tank Stream Labs.
- Running and hosting events, writing blog posts and building our brand through linked in and other social media avenues.
- Managing and working with a candidate manager to build strategic talent pipelines with software engineering and design.
- Working with Marketing and RPO teams to cross sell and create new service/product line for Startups.
- Offering pro-bono advice to early stage startups on how and where to invest money when hiring.
- Responsible for managing and execute the Talent Selection strategies for all Leadership and High Volume hirings for Apple Stores in Brazil and Mexico supporting the start- up project in both countries.
- Full cycle recruiting of over 400 top notch talents during the New country openings - Brazil and Mexico.
- Creating a Culture of Talent in the country, coaching leaders on Talent Selection and supporting the most incredible candidate Journey for extenal and internal candidates.
- Responsible for Success Planning of all leaders in the new stores, being the single point of contact for Senior MD and Market Leaders for all Talent and Development needs.
- Building and managing the relationship with a pipeline of talents for future positions in leadership roles and-critical functions for Apple Store in Brazil and Mexico.
- Responsible for launching the ASLP (Associate Leadership Program) for Brazil and Mexico focused on university and campus recruitment, hiring the Future Talents for expansion in Latin America.
- Managing vendor relationships in Brazil and Mexico to ensure high service levels, compliance and engagement.
- Leading & developing a team of 2 with a focus on pro-active sourcing, attracting and hiring talent for senior and hard-to-fill banking roles covering mainly Corporate Business Groups with around 1000 staff;
- Redesigned the TA processes & implemented best practices; defining the Recruitment life-cycle, process maps, drafted the P&Ps;
- Carried out comprehensive market mapping and provided market intelligence to the business lines;
- Driving the Social Media strategy for attraction and branding with focus on LinkedIn, Facebook and career pages.
- Being the point of contact for all recruitment activities related with IT infrastructure profiles
- Improve the recruitment strategy and tools
- Defining short and midterm recruitment strategy
- Managing an international team of 4 recruiters
- Managing and updating performance evaluation, career evolution and salary and compensation for the team
- Directed recruiters through the complete recruitment life-cycle with an appropriate level of candidate and client hiring experiences
- Sustained <5% Agency usage annually with emphasis on pro-active recruitment efforts
- Assessed Annual Performance and consult with Recruiters on their respective yearly goals and performance initiatives needed for measurable success.
- Dispensed Merit pay increases and annual Bonus payouts accordingly.
- Recruited 140+ senior positions in three years
- Participated in developing the HRDF section and its procedures, and successfully refunded 15 million Saudi Riyals
- Completed a full recruitment re-structure by creating and developing the internal recruitment process, procedures and lows
- Eliminated all 3rd party recruiting fees resulted over SAR200,000 saving in 2014
- Reduced overall time to fill from 69 days to 42 days
- Created FB and Twitter sites
- Managed graduate recruitment campaign
- Management of recruitment lifecycle
- Promoted to lead a team and exceeded targets in 2nd month
- Developed strategies for talent development programme and talent acquisition process
- Piloted two successful projects (apprenticeship and work-based learning)
- Implemented apprenticeship induction programme
- Implemented recruitment strategy for WBL
- Implemented assessment centre for apprenticeships
PRO TIP
In writing your Talent Acquisition Manager resume, you will no doubt want to list your previous duties - as you should. But steer clear of just listing your duties, instead of your achievements. Make your resume stand out by communicating what you have done, and not merely what the job needed you to do.
Action verbs for your talent acquisition manager resume
Recommended reads:
Talent acquisition manager resume skills section to impress recruiters
Checklist for a perfect Talent Acquisition Manager resume skills section:
- Make sure to include most if not all essential skills for the job;
- Check the job description and add some keywords to pass ATS;
- List both hard and technical skills;
- When it comes to soft skills – elaborate on them in other sections of your resume (e.g. the experience section).
Top skills for your talent acquisition manager resume
StackoverFlow
Medium
Slack
Textio
Organisation
Communication
confidentiality
Time management
Team work
Adaptability
PRO TIP
Add a Talent Section to your resume, where you can pick your top 3 soft skills and describe how you used them to complete a project or balance departmental communication.
Talent acquisition manager resume header: Tips, red flags, and best practices
Checklist for your talent acquisition manager resume header
- Your name and surname in a legible and larger resume font
- The job title you’re applying for or your current job title as a subheading to your name
- Link to your portfolio or online profile, such as LinkedIn
- Address (City and State for the US; just your city for rest of the world)
- Email address
- Headshot (required or welcomed in the EU; not required and sometimes frowned upon in the US)
Stick to popular email providers such as Gmail or Outlook. And use these professional formats to create your username:
- first.last@gmail.com
- last.first@gmail.com
- firstlast@gmail.com
- f.last@gmail.com
- first.l@gmail.com
Recommended reads:
PRO TIP
Some companies, states, and countries have policies about identifying information like photos on your Talent Acquisition Manager resume. Be sure to check all the relevant rules before submitting yours. If you’re in doubt, you can always try contacting the company’s HR department to ask for their policy.
Writing an effective talent acquisition manager resume summary
Impressive talent acquisition manager resume summary checklist:
- Point out the achievements that make you a valuable applicant;
- Mention the total years of experience you have;
- Highlight the things you believe make you the best fit for the position;
- Keep it short: aim at having no more than 3-5 sentences.
Resume summary formula:
PRO TIP
Your summary section should act as a professional taster. Use it wisely. Effectively convey your professional profile and let the hiring manager know that if they hire you, they won’t be disappointed. Make sure to include keywords from the job description too! Elaborate on your abilities further in your experience section. Again, cater to the job description.
Recommended reads:
Drawing the attention to your Talent Acquisition Manager resume Education section
Crafting a job-winning education section.
- Use the reverse-chronological format when listing your degrees;
- Tailor the classes you’ve taken to the position you’re applying for if you’re an entry-level candidate;
- Mention the awards and honors you’ve received;
- Add your certifications (but only those relevant to the position).
Top Certifications for Your Talent Acquisition Manager Resume
Talent Acquisition & Recruitment: Hiring the Best Fit 2022
What Every Manager Should Know - Effective Interviewing Skills for Getting Your Best Hire
Learn Recruitment & Acquisition Of Effective Sales Talent
Recruiters & Hiring Managers, Learn Talent Acquisition & Recruitment Skills For Recruiting The Best Sales Talent.
[2022] Recruiting: Talent Acquisition & Hiring (Version 3.2)
Be able to hire great people! Learn recruitment in a bestselling recruiting course used by IBM®, eBay®, Lyft® & others.
Strategic Hiring And Talent Acquisition
The hiring process, Hiring strategies, Innovative hiring tools, Measuring return on hiring, talent acquisition process
Recruiting 2021: Hire Top Talent in 20 days Recruiters Guide
Recruitment and selection , Talent Acquisition ,Interviewing skills for Recruiters Hiring Managers Head Hunters (HRM)
Recommended reads:
PRO TIP
There are dozens of certifications that you can claim as a Talent Acquisition Manager. But, some are more effective than others. That’s why you mustn’t include every certificate other applicants might have. Try instead to earn and list a few of the difficult ones.
Choosing the best format for your talent acquisition manager resume
The content of your Talent Acquisition Manager resume is what will get you hired, right?
But even when your content’s amazing and you’re a true over-achiever, recruiters might not think you’re a good fit if your resume looks messy or is not formatted the right way.
In general, there are three basic resume formats we advise you to stick with:
- Reverse-chronological resume format;
- Functional skills-based resume format;
- Combination (or Hybrid) resume format.
Deciding which one to use depends on your experience, the industry, and the company. In short — you need to know what your applicant profile is.
For instance, reverse-chronological resumes are great for people with over 10 years of experience and no employment gaps. Here, you need to list all your relevant experience in a reverse-chronological format, starting from the most recent and going back to less recent positions.
Functional skills-based resumes, on the other hand, are great for entry-level applicants, graduate students, or people who have different kinds of experience. It focuses on skills, education, and character traits, rather than experience.
If none of these work for you, and you dream of adopting a more creative approach that makes a difference, the combination (or hybrid) resume format is exactly what you’re looking for. It allows you to focus on both your experience and your skills, making it a ‘best of both worlds’ format. It’s also suitable for those who want to spice things up by adding different creative sections (e.g. ‘life philosophy’ or ‘what my day looks like’).
Here are some additional tips on perfecting your resume layout and style:
- Go for a traditional resume font sized 12p;
- Use standard 1-inch resume margins for increased readability;
- Make sure your resume fits on a one-page template. In case you’ve got 10 years of experience or more, your resume’s length can reach two pages;
- Avoid unwanted editing and plagiarism – save your resume as PDF before sending it to the recruiters.
Want to take it a step further? Learn how to make your resume stand out without relying too much on creativity.
Recommended Reads:
PRO TIP
Test your draft Talent Acquisition Manager resume by sending it out to peers and mentors in your circles. Ask them to review it as if they are hiring you for a project and implement the feedback afterwards.
Want to include something more to your Talent Acquisition Manager resume?
So you’ve already listed details about your education, experience, and skills. You’ve also crafted an amazing summary.
But now you feel a creative urge to showcase your personality and not just your expertise.
We’ve got you! Thanks to our modern templates, you can now include a chart of what your typical day looks like or even a word or two about your life philosophy. All this without sacrificing your Talent Acquisition Manager resume’s professional feel.
Some non-traditional sections for your resume include:
Making your talent acquisition manager resume stand out
You want to make a strong first impression to all recruiters that get a hold of your resume. Sure you do! But how?
Well, the easiest way to stand out is by adding a bit of creativity to your Talent Acquisition Manager resume. You could do this by going for a colorful layout or adding a creative section or two. It all depends on the industry and the position you’re applying for!
For instance, a position in design would allow for a more colorful resume, while a position in finance would probably not.
What makes a great talent acquisition manager resume: key takeaways
- Choose a resume layout that sends the right message across and fits your current career situation;
- Create a resume header that shows your desired job title, and easy to find contact numbers;
- Be specific about your experience, accomplishments and future goals in your summary;
- Feature detailed metrics and specific examples that show the impact you made in your previous roles when describing your experience;
- List soft skills backed by examples;
- Add all of your technical skills and certifications that you have and match the job description;
- Show off a dash of personality in your resume that will demonstrate your culture fit and the right mix of hard and soft skills.
