Talent Acquisition Comes of Age with its Very Own SHRM Credential - American Society of Employers - Anonym

Talent Acquisition Comes of Age with its Very Own SHRM Credential

As the unique demands of both employers and candidates have evolved, the discipline of Talent Acquisition has shifted from recruiting, a fairly transactional exchange between employer and potential candidate, to that of true Talent Acquisition (TA).  With that change, the role of a TA professional expanded in function to include onboarding, global considerations, analytics, technology and social media. As the role expanded the knowledge and skills required has grown increasingly complex and specialized, and SHRM has taken notice.

Starting in June, Talent Acquisition takes its rightful place amongst its credentialed peers with a designation all its own – the SHRM Talent Acquisition Specialty Credential.  To earn the credential, one must enroll in SHRM's Talent Acquisition: Creating Your Organization's Strategy seminar which is offered both live or online.  Participation in six comprehensive SHRM eLearning courses on talent acquisition-specific topics including recruiting, analytics, and hiring trends is also required.  The final step is passing an online 50-question exam.  You are not required to currently hold a SHRM designation to attain the credential, but completion is worth 25 credits toward recertification.

Not only is the credential an affirmation of the critical role Talent Acquisition plays, it also signifies to internal and external customers that they are working with a TA professional who has proven they have relevant and comprehensive knowledge.  For more information on this new credential that will be available soon, visit the SHRM website.

Recruiting and hiring the right people is by far the most important part of any organization’s business plan. People are the largest investment organization’s make in its future.  Talent acquisition goes beyond simply recruiting.  It encompasses a complete talent strategy for filling all future positions.  It involves building relationships with talent so that when positions open, the organization already has a pipeline of talent to call on.

According to the 2018 Recruiting Benchmark Report by Jobvite, the average number of applicants per open requisition has declined from 59 in 2015 to 52 in 2016 to only 36 in 2017.  In addition, the percentage of applicants who move forward to the interview stage decreased in 2017, to 12%.  With the current benchmark at 12%, that means out of eight applicants, only one will get an interview.  The role of Talent Acquisition is more important than ever. 

Having a strategic, experienced, and educated Talent Acquisition team in place is crucial to remaining competitive in today’s pursuit for talent.  Job openings cost organizations money, so it’s important to have a team in place that can fill positions quickly and with qualified talent.  Consider the new SHRM credential for your team.

 

Sources:  SHRM, hcmworks.com, jobvite.com

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