Salary for talent acquisition specialist: Talent Acquisition Specialist Salary | Salary.com

Talent Acquisition Specialist Salary in Ca, US – Comeet

Updated July 25, 2023

California, US

Average Base Pay

$105,000/yr

Additional Cash Compensation

Average: $105,000

Range: $87,000-$126,500

&nbsp

How much does a Talent Acquisition Specialist role make in California, US?

Career Ladder Pay for Talent Acquisition Specialist Roles

A person in an entry-level Talent Acquisition Specialist role with under one year of job experience can expect to make an average annual salary of $87,000. A Talent Acquisition Specialist candidate with 1-4 years of experience makes an average total salary of $90,000. A person in a mid-career Talent Acquisition Specialist role with 5-9 years of experience makes an average salary of $105,000 a year. Talent Acquisition Specialist with 10 or more years of experience make an average of $120,000. In their late career (over 20 years of experience), a person in a Talent Acquisition Specialist role’s annual salary averages $126,500 per year.

What is the average Talent Acquisition Specialist salary in California, US?

Average base salary, as of 2023 : $105,000

Salary Breakdown

Where can a Talent Acquisition Specialist role earn more money?

select locationAlaskaAlabamaArkansasArizonaCaliforniaColoradoConnecticutDistrict of ColumbiaDelawareFloridaGeorgiaHawaiiIowaIdahoIllinoisIndianaKansasKentuckyLouisianaMassachusettsMarylandMaineMichiganMinnesotaMissouriMississippiMontanaNorth CarolinaNorth DakotaNebraskaNew HampshireNew JerseyNew MexicoNevadaNew YorkOhioOklahomaOregonPennsylvaniaPuerto RicoRhode IslandSouth CarolinaSouth DakotaTennesseeTexasUtahVirginiaVermontWashingtonWisconsinWest VirginiaWyoming

VS

select locationAlaskaAlabamaArkansasArizonaCaliforniaColoradoConnecticutDistrict of ColumbiaDelawareFloridaGeorgiaHawaiiIowaIdahoIllinoisIndianaKansasKentuckyLouisianaMassachusettsMarylandMaineMichiganMinnesotaMissouriMississippiMontanaNorth CarolinaNorth DakotaNebraskaNew HampshireNew JerseyNew MexicoNevadaNew YorkOhioOklahomaOregonPennsylvaniaPuerto RicoRhode IslandSouth CarolinaSouth DakotaTennesseeTexasUtahVirginiaVermontWashingtonWisconsinWest VirginiaWyoming

FREQUENTLY ASKED SALARY QUESTIONS

Will extra certification for Talent Acquisition Specialist roles boost salary?

While certifications are not required for every Talent Acquisition Specialist position, they can certainly increase your salary and lead to an easier recruitment process when applying to enterprises that favor candidates with additional certifications.

Is the Talent Acquisition Specialist position in high demand?

The current Bureau of Labor Statistics states the salary is $105,000 higher than the national average for Talent Acquisition Specialist positions.

Is there advancement potential for a Talent Acquisition Specialist role?

Yes, there is strong potential for promotion — either with an additional educational degree or with continued years of experience. There are a multitude of other positions Talent Acquisition Specialist roles that can advance both internally and with another company.

Talent Acquisition Specialist Salary Los Angeles, California, United States

Average Base Salary

Average Hourly Rate

$35.40 (USD)/hr

Average Bonus

$2,732 (USD)/yr

Compensation Data Based on Experience

The average talent acquisition specialist gross salary in Los Angeles, California is $73,639 or an equivalent hourly rate of $35. This is 12% higher (+$7,709) than the average talent acquisition specialist salary in the United States. In addition, they earn an average bonus of $2,732. Salary estimates based on salary survey data collected directly from employers and anonymous employees in Los Angeles, California. An entry level talent acquisition specialist (1-3 years of experience) earns an average salary of $53,264. On the other end, a senior level talent acquisition specialist (8+ years of experience) earns an average salary of $90,572.

Quickly search for salaries in other careers and locations in our salary database.

Job Title

City, State, Country or US Zip Code

This page is a promotion for SalaryExpert’s Assessor Platform and is not intended for professional use.

Professionals should subscribe to SalaryExpert’s Assessor Platform.

ERI’s compensation data are based on salary surveys conducted and researched by ERI. Cost of labor data in the Assessor Series are based on actual housing sales data from commercially available sources, plus rental rates, gasoline prices, consumables, medical care premium costs, property taxes, effective income tax rates, etc.

DO YOU WORK IN HR OR COMPENSATION?

Try our professional compensation software to generate detailed salary and cost of living reports.

Try a Free Demo

Estimated Salary in 2028:

$82,910 (USD)

5 Year Change:

13 %

Based on our compensation data, the estimated salary potential for Talent Acquisition Specialist will increase 13 % over 5 years.

This chart displays the highest level of education for:
Talent Acquisition Specialist, the majority at 100% with high schools.

Typical Field of Study: Human Resources Management/Personnel Administration

See how education can impact your salary

Los Angeles, California

The cost of living in Los Angeles, California is 63% more than the average cost of living in the United States. Cost of living is calculated based on accumulating the cost of food, transportation, health services, rent, utilities, taxes, and miscellaneous.

View Cost of Living Page

Los Angeles (US: (listen) lawss AN-jəl-əs; Spanish: Los Ángeles [los ˈaŋxeles], lit. ’The Angels’), often referred to by its initials L.A., is the most populous city in the state of California. With roughly 3.9 million residents within the city limits as of 2020, Los Angeles is the second-most populous city in the United States, after New York City, and is the commercial, financial, and cultural center of the Southern California region. Los Angeles has a Mediterranean climate, an ethnically and…

Sourced from Wikipedia

Are you paid fairly?

Calculate your market salary rate to find out

Calculate Salary

Publishes job openings on multiple job sites. Maintains a database of candidates. Reviews resumes and selects the best candidates for interviews. Heads the entire interview process including final offer negotiations.
Read More

Learn About Our Products

SalaryExpert, powered by ERI, provides verified salary and cost of living data to the public with a comprehensive platform for evaluating compensation, career, relocation, and education decisions.

Access Our Assessor Productsarrow_right

• 
  Specialist Talent Acquisition
• 
  Acquisition Specialist Talent

With a PhD-level research team in house, SalaryExpert, provides up-to-date salary and compensation data. Download our free white papers to learn more.

View All White Papers

Quickly search for salaries in other careers and locations in our salary database.

Job Title

City, State, Country or US Zip Code

This page is a promotion for SalaryExpert’s Assessor Platform and is not intended for professional use.

Professionals should subscribe to SalaryExpert’s Assessor Platform.

ERI’s compensation data are based on salary surveys conducted and researched by ERI. Cost of labor data in the Assessor Series are based on actual housing sales data from commercially available sources, plus rental rates, gasoline prices, consumables, medical care premium costs, property taxes, effective income tax rates, etc.

Learn About Our Products

SalaryExpert, powered by ERI, provides verified salary and cost of living data to the public with a comprehensive platform for evaluating compensation, career, relocation, and education decisions.

Access Our Assessor Productsarrow_right

How Much Should You Be Paid?

Calculate your market salary using our salary calculator.

• 
  Specialist Talent Acquisition
• 
  Acquisition Specialist Talent

Talent acquisition manager average salary

Posted on 2023-03-14 20:16 by HR-Portal Magazine

The average salary for a talent acquisition manager in the US is $75,857, according to Payscale.com, while the average salary at Glassdoor is $86,932. Ninety percent of talent acquisition managers make up to $110,000, and 75 percent make less than $91,000. The lowest paid ten percent receive up to $48,000.

How much does a talent manager earn?

Career Opportunities

According to Payscale, first-time talent managers can expect an average salary of $59,000.com. After they gain more than five years of experience, their average salary rises significantly and is around $80,000. Ten years later, there is another small increase in the salary of talent managers to $9.3,000. After that, the average salary does not change significantly throughout the career.

Talent Acquisition Managers are usually part of the Human Resources department and report to the Director of Talent/HR or Vice President of Talent Acquisition/HR. They belong to the recruiting & selection function, so often they have to manage senior recruiters, recruiters and research recruiters.

Highest paying cities in the US

• Houston: $93,957
• San Francisco: $89,528
• New York: $81,760
• Seattle: $81,001
• Atlanta: $80,000

Job Description & Interview Questions

The Talent Acquisition Manager’s job description includes all aspects of hiring and often developing and retaining talented employees. Some of their responsibilities involve searching databases, social media, or external agencies and events for the right people to staff the organization. Talent Acquisition Interview Questions can reveal important candidate skills by focusing on recruiting processes and experiences.

Skills & Qualifications

Talent acquisition skills are closely related to talent acquisition and selection. Full-cycle recruiting, search and branding of personnel are key skills for a talent acquisition manager. People management and strategic planning are also very important for finding and developing talent outside and inside the organization. Having a bachelor’s degree and experience in recruiting is a prerequisite.

Category:

• Recruitment

Keywords:

• Labor market

Author:

• Nikoletta Bika

Source:

900 23 workable.com

Popular

Staff adaptation stages

How to combine work and vacation: TOP-7 recommendations

Rostrud clarified how to pay for weekend work with irregular working hours

best strategies, software, manager and coordinator

When hiring competent workers, a special method is used, called talent acquisition. Recruiters must evaluate applications to evaluate shortlisted candidates and hire new employees for a particular firm according to their needs. In addition to describing a talent acquisition strategy, this post will also provide a clear definition of what a talent acquisition specialist and coordinator is and examples of their responsibilities.

What is Talent Acquisition

The process of finding and hiring qualified people to meet your firm’s requirements is known as talent acquisition. To find, acquire, evaluate and hire candidates to fill vacancies in the business, the talent acquisition team is in charge. The cornerstones of attracting talent are employer branding, long-term resource planning, workforce diversification, and building a robust candidate roster.

What is a Talent Acquisition Specialist

The Talent Acquisition Specialist is responsible for identifying, sourcing and interviewing job applicants to find the best match for the organization’s long-term goals. They consider how important people are to this process and how important they will be in the future.

The tasks and responsibilities of talent recruiters are relatively simple due to their experience. They are responsible for managing and overseeing all organizational matters related to talent acquisition. Finding the best candidates and ensuring they are retained once hired are equally important skills for a successful talent scout.

Below is a list of some of the key responsibilities of a talent recruiter.

#1. Identify talent using a range of methods

According to a talent consultant, a job should be advertised as widely as possible in all places of employment. The pool will be more diverse the more candidates they have, which is to their advantage. It also increases the likelihood of selecting and hiring talented people.

Thus, the talent recruiter must use every means at his disposal to promote the position and job description. They have access to job fairs and online job boards where they can post resumes. They also need to keep an eye on their job postings and keep an eye on candidates using their communication skills.

No. 2. Create a Successful Hiring Plan

Many firms have trouble finding qualified candidates and often suffer as a result. In order to select the best candidates, the talent acquisition specialist makes sure that their strategy is well planned and includes all the necessary data. They also receive more attention when determining the best hiring strategy due to how important they are to the HR team.

#3. Iteratively develop effective long-term hiring methods.

Goals change as the firm grows, requiring adjustments to the way people work. Many companies set long-term goals and use long-term methods to determine their future recruitment needs. A talent recruiter who understands the nature and culture of business can help create such a plan. They successfully apply their skills to improve job descriptions and recruitment procedures, creating a significant pool of candidates.

No. 4. Practice your persuasion skills before the interview.

The interview, which is the first meeting between the job seeker and the recruiter, is an important step in the hiring process. The Talent Acquisition Specialist will use this as an opportunity to assess the candidate’s technical and social skills, so it is imperative that you prepare thoroughly.

Talent Acquisitioners must be able to conduct successful interviews to understand the prospects and determine whether to continue with the full recruiting cycle. They also need to ask the right questions to make sure the candidate fits in with the company culture.

No. 5. Create selection criteria after reviewing the CV.

Much of the recruiting process is spent selecting the best candidates and excluding others solely on the basis of their resumes. As a result, the talent recruiter should be informed about the resume drafting and be able to assess the candidate’s suitability for the job. Technological knowledge and a deep understanding of human resources are required.

What is a Talent Acquisition Coordinator

The Talent Acquisition Coordinator (HR Coordinator) recruits new employees for the organization. They are primarily responsible for posting vacancies, finding the most suitable candidates, reviewing resumes, and conducting interviews. Most of the time, a talent acquisition coordinator is responsible for recruiting new employees. Negotiation skills, a bachelor’s degree in human resources management or a closely related discipline, and professional experience in human resources are the three most important requirements. This role requires an understanding of the labor supply market.

How to become a Talent Acquisition Coordinator

A Talent Acquisition Coordinator must hold a high school diploma or equivalent, with no specific education requirements. To increase their employability, some people pursue an associate’s or bachelor’s degree in human resources or marketing. Employers prefer those with experience in HR, recruiting, or other HR disciplines where you need to generate leads and interview people. Proficiency in Microsoft Office and other basic computer applications is required. Additional requirements are self-motivation, attention to detail, and strong communication and problem-solving abilities.

Talent Acquisition Coordinator Responsibilities

The Talent Acquisition Coordinator is responsible for assisting our recruiting team with administrative tasks, writing job descriptions, and maintaining databases of candidate information.

• Organize several departments to determine labor needs.
• Create and post job postings on online job boards.
• Attend job fairs to hire talented people directly.
• Stay in touch with candidates while interviewing.
• Provision of competent persons to heads of departments.
• Assistance in the process of adaptation of new employees

What is a talent acquisition strategy

A talent acquisition strategy is a customized method that a company uses to find, evaluate and hire the best candidates to achieve its long-term goals.

Now that you know what it is, let’s look at the most successful talent acquisition strategies.

Use this talent acquisition strategy to find the most suitable candidates…

#1. Increase the department’s budget.

Fairness, inclusiveness and diversity are essential for acquiring talent. Bestselling author Dan Schoubel runs a New York-based HR research and consulting firm. He said that 70% of candidates want to work for a company that values ​​diversity and inclusion.

The demographic composition of the workforce has changed over the past 50 years. Schaubel predicts that more women and people of color will be looking for work in 2022 than ever before, and most of them will want to work for a diverse company.

DE&I training proves that your company can meet market demands. Retention is the key to ROI in training. Get rid of prejudice when reviewing resumes. Diversified recruitment and the removal of names and photographs from resumes and applications prior to screening reduces bias.

No. 2. Encourage internal diversity.

Women are underrepresented in many industries because they are dominated by men. Despite the increase in the number of women in the labor market, men still occupy a leading position. American business is also racist. HR departments encourage inclusion and diversity by creating internal alliances to boost morale. Give different employees a voice to promote an inclusive culture.

An organization should model diversity from the top. Learn about other cultures. Encourage diversity at work. This can increase internal volatility in your firm because most employees imitate their managers or supervisors.

#3. Use nearby universities to recruit people

Companies and universities connect applicants. It helps in communication between student and employer. The IT company supplies research and teaching systems for Notre Dame, Virginia Tech, and Florida State University. IBM plans to collaborate on research with Duke and Harvard Universities.

Instead of waiting for candidates, IBM builds relationships with potential employees. This attracts recent graduates and retains employees.

No. 4. Integrate talent acquisition with business goals.

Adjust your acquisition plan to meet your business goals over a period of one to five years. Talent acquisition is about long-term growth and hiring people who can help you grow, as opposed to recruiting, which fills departmental positions.

Have you thought about expanding into South America? If so, your HR department should target regional or global applications. If you are launching a new product, hire talented programmers and developers.

Consider the kind of people you will need to achieve your organization’s long-term goals, even if certain positions don’t exist yet. Remember that hiring the best people will benefit your firm in the long run.

No. 5. Expand your outreach programs.

If you need more talented people, expand your sources. Different skills require different coverage methods. Diversify your talent acquisition strategy because your best marketers and programmers won’t be in the same place.

Instead of relying solely on LinkedIn, try other niche job forums, academic programs, or networking events to find the right candidates. Using a tool might help. SmartRecruiter is a CRM for recruiting and scheduling candidates.

It is essential to find your greatest talent through networking, conferences, online forums and social media. After that, create relationships and networks. You will strengthen your company brand and talent pool by making it easier to hire the best people.

No. 6. Create your company’s identity.

There are millions of millennials and Gen Z candidates working today. These potential employees are natives of the Internet and social media. They scour your company’s websites, social media, and job boards.

Candidates will ask questions after learning about your business. How is your workplace? Are the workers happy? Can he grow? Use the fast broadcasting capabilities of your employees, website and social networks. Share photos and videos of office workers. Personnel must use the company’s Internet resources.

Focus on work. Health-focused companies attract talent. Building a brand that represents success and growth can help your talent acquisition strategy.

No. 7. List of current vacancies.

COVID-19 has changed American business. Talented professionals have changed their processes to enroll candidates digitally rather than in person. Technology will improve work-life balance and the workplace will change.

Goldman Sachs employees asked questions on Blind, a network of private finance professionals. Do you want to stay at WFH after COVID or change careers and earn $30k more in the office? Question. According to the network, 64% of professionals would prefer full-time homework for a $30K raise. Airbnb (71%), Lyft (81%), Twitter (89%) and Zillow Group (100%).

Workers want remote work. Remote work improves productivity. Homeworkers are 13% more productive. As technology advances, your firm must adjust to remote or hybrid work. This should increase the cost of finding talent and reduce outdated recruitment methods.

No. 8. Increasing incentives

Large and medium-sized companies offer bonuses and privileges to compete in the global market and hire the best people.

Qualified candidates will be sensitive to the employer’s values, culture and work-life balance. Build a strong employer brand to attract the best talent and achieve long-term success.

To hire, you must answer “Why your company and not everyone else?” Therefore, employer brand is critical to hiring.

Refocus your employment brand to showcase your company’s culture and values. Discuss your compensation, health benefits, and a great work culture where everyone gets along and enjoys spending time together. See how your organization emphasizes the benefits of work and personal life, such as flexible remote work and expansion.

Highlight these unique features on your company’s About Us page and on Glassdoor. Such endorsements may tempt qualified people to prefer your firm over your competitors.

As you create your talent acquisition plan, you may be asking how the two approaches differ and if they overlap. People can coexist with different views.

What is Talent Acquisition Software

Talent Acquisition Software is used by sources, recruiters, talent scouts, and hiring managers to automate and streamline recruitment processes such as recruiting, vetting, evaluating, and onboarding candidates.

Talent Acquisition Software is designed to help with various hiring responsibilities such as sourcing, selection, recruitment and onboarding.

This review will help you choose the best software by giving you an overview of the current talent acquisition software market and the latest developments in AI.

#1. Source

Finding candidates who meet job requirements is called sourcing.

Sources often work with recruiters to set up a search strategy and initiate initial contact with candidates.

Social media, resume databases, and social media searches are examples of traditional vendor sourcing software.

The scope and speed with which a large number of candidates can be considered, as well as the accuracy of matching a candidate’s competencies with job requirements, are improved by the latest talent acquisition technologies for search.

Examples include Ideal, CareerBuilder, and LinkedIn.

No. 2. Selection

CV screening, evaluation, planning and interviewing are all included in the selection process.

ATS is the main component of the talent search software for selection. KPIs and statistics such as applicant-to-interview ratio, source of hire, and completion time should be included in the dashboard of a successful Application Tracking System (ATS).

A few examples of technological advances that aid the hiring process include software that uses AI to automatically scan resumes, scheduling software that simplifies interview setup, and technologies that reduce bias in assessments and interviews.

Ideal, Calendly and Interviewing.io are some examples.

#3. Engagement

Communication with potential employees by phone, email, SMS and social media is considered attractive.

Engagement is the process of converting prospects into applications, applicants into employees, or applicants into candidates for future job openings.

CRM, recruitment marketing platforms, and employer branding are some examples of software that is used to communicate with candidates.

Chatbots for recruiters are one of the newest technologies offered for interaction.

Avaature, Glassdoor and Smashfly are a few examples.

No. 4. Onboarding

To familiarize new employees with company policies, introduce them to their colleagues and develop a plan for them to improve their performance in a new position, onboarding involves training and coaching.

ATS or HRIS often have built-in functions. A few examples of onboarding resources are movies, workshops, online training, and templates.

Examples are iCIMS Onboard, BambooHR and Breezy HR.

What is the difference between HR and talent acquisition?

Understanding the difference between talent acquisition and human resources is critical. Finding and hiring the best prospects for the company falls under the task of attracting talent, while HR is responsible for managing the workforce and all employee-related issues.

What is the role of talent acquisition?

The Talent Acquisition Manager is responsible for identifying, sourcing and interviewing potential positions to find the best fit for the organization’s long-term goals.

Is the acquisition of talent a skill?

Yes, it is traits and aptitudes that enable experts to recognize and select suitable candidates for available positions.

What skills are needed to acquire talent?

Active listening ability

The talent acquisition expert must pay close attention. This also applies to the steps that follow the first phone call or interview involving genuine face-to-face contact.