Talent Acquisition is the approach of sourcing, attracting, and hiring the right talents based on company requirements. However, the duties and responsibilities may vary depending on each position’s requirements. Aniday is here to help you through this guide!
What Is Talent Acquisition?
Talent acquisition is finding the right people to do the job well for your company. Thus, this team is responsible for finding and bringing on board the best talent with adequate skills based on the requirements.What is Talent Acquisition – Key Roles, Responsibilities, and Requirements
Talent Acquisition is the approach
Sourcing, attracting, and hiring the right talents based on company requirements. However, the duties and responsibilities may vary depending on each position’s requirements.
Aniday is here to help you through this guide!In general, the HR department, team managers, or key staff members handle the entire process, from sourcing and interviewing to onboarding new talent.
What Does A Talent Acquisition Specialist Do?
A Talent Acquisition Specialist plays a vital role in managing the entire recruitment process, from interviews to onboarding. They work closely with teams and colleagues to identify the ideal candidate based on specific job requirements, skills, and cultural fit.
What is Talent Acquisition – Key Roles, Responsibilities, and Requirements-001
What Are The Talent Acquisition Specialist Roles?
Based on the job role, responsibility, experience, and seniority, there is a wide range of talent acquisition specialist roles. Here are they:
Employer Branding Ambassador:
As the Employer Branding Ambassador, the employee acts as the selling point to attract new talent by promoting the company.
Talent Sourcing Expert: The Talent Sourcing Expert proactively reaches candidates based on industry events, networks, etc. This employee will use advanced sourcing techniques to find the right talents.
Candidate assessment and selection: In this role, the employee will arrange the interviews, and assessments, coordinate them, and find the right talent for the position.
Sample Talent Acquisition Specialist Job Description
The job role of a Talent Acquisition Specialist differs based on the organization, industry, and workplace culture. Privacy is one of the major issues to be faced in social media. At present, Samer has increased a lot. They are from getting there to make us lose. So we have to be very jordan whatsapp number data 5 million careful so that they don’t harm us. We must keep our own personal information confidential.
However, here are the critical responsibilities of a Talent Acquisition Specialist that Aniday observed in the market:
Identify and implement ideal recruitment strategies.
Knowledgeable in sourcing methods, such as job boards, networking platforms, social media, etc.
Manage and perform candidate screenings, and interviews and distribute the assessments accordingly.
Identify ideal talents based on the required skills and qualifications.
What Are The Essential Skills of a Talent Acquisition Specialist?
If you want to be a talent acquisition specialist, there are specific skills you need to possess. Identifying these skills will help you improve your current skills and obtain job interviews. Therefore, Aniday has collected certain skills for a talent acquisitions
specialist position:
Analytical skills
Applicant Tracking Systems (ATS) tools
Critical thinking abilities
Effective interpersonal skills
Familiar with social media platforms and online job boards to find talents
Goal-oriented mindset
Strong organizational skills
Strong written and verbal communication skills
Time management skills
What Is The Talent Acquisition Process?
Talent acquisition is a long and responsible process; they attract and sift to find the right candidate based on the company’s requirements. The following is the step-by-step process of talent acquisition:
Employer branding: Employer branding is where the employer showcases their brand and message to the other candidates. It primarily helps to attract talented candidates.
Sourcing: Sourcing is the process by which interested candidates contact the company when the position is available.
Candidate experience: The candidate experience plays a crucial role in helping talent acquisition find the right people, process the application, interview, and negotiate the process accordingly. Thus, the candidate’s experience plays a crucial role in streamlining this step effectively.
Selecting candidates: Identifying the right candidate is essential, but it is not limited to the job application and resume. Nowadays, candidates can add their projects and social media profiles to showcase their expertise in the field. These help recruiters find the right candidate.
Advancements: Improvements to streamline talent acquisition are made based on the candidate’s experience and talent management process. These improvements are identified based on candidate surveys, career website traffic, the number of applications received, and more factors.
Paid Annual Leave: Eligibility and Entitlement in Singapore
Did you know that paid annual leave comes in different forms, each with its own rules and benefits under Singapore’s employment regulations?
Many employees may only be familiar with the standard annual leave, but a range of options are designed to support work-life balance, personal needs, and well-being.
In this comprehensive Aniday guide, we’ll take you through the different types of paid annual leave available, how they work, and what both employers and employees should know to make the most of these entitlements.
What Is Paid Annual Leave?
Annual leave is paid time off (PTO) that an employee can obtain annually from the workplace or employer. Thus, it is considered part of the compensation package, where employees can rest, plan their holidays, or take advantage of it.
The big question here is “Why do companies provide paid annual leave?”. It helps your employees relax, recharge, and enjoy paid time off to spend on their desirable activities. More importantly, it helps maintain a motivated and energized workforce, reducing burnout by ensuring regular breaks and time away from work.
Paid Annual Leave: Eligibility and Entitlement in Singapore-001
Who Is Entitled To Annual Paid Leave In Singapore?
Annual paid leave entitlements country email library vary across countries based on their specific rules and regulations. In Singapore, Aniday makes it simple to determine if you qualify for annual paid leave. Here’s what you need to know to check your eligibility:
If you are in the first year of employment, you are entitled to 7 days of annual leave. If you have newly joined your company, you will be entitled to utilize this annual paid.
leave after three months of employment.
After each year of employment, your paid leave will increase by one day. However, it is limited to 14 days, attained once you are in your 8th year with the same employee.
Apart from that, employees (excluding workmen doing manual labor workers) obtaining a monthly wage of more than SGD 2,600 are entitled to any number of annual leave as specified in the employment contract. However, this number of annual leave should exceed the statutory holiday.
Employees (excluding workmen doing manual labor) obtaining a monthly wage of more than SGD 2,600, must utilize their annual entitlement within 12 months. However, if the employer accompanies them, they can carry forward their annual leave for the next year.
What Are The Types Of Paid Leave In Singapore?
Sick Leave
The eligibility for sick leave depends on the employee and the employment period in Singapore. Here are the specifications applied for sick leave entitlements:If the employee has been working for five months, makes is eligible for 11 paid outpatient days and 45 paid hospitalization days.
If the employee has been working for adb directory six months or more, makes is eligible for 14 paid outpatient days and 60 paid hospitalization days.
In addition, the employee should inform the employer within 48 hours before utilizing sick leave. To be eligible to obtain sick leave under critical circumstances, the employee must submit a medical certificate and get approval.
Maternity Leave
There are a few conditions for eligibility for maternity leave in Singapore. Here’s a breakdown of it:
The employee’s child should be a Singapore citizen.
The employee should have an employment period of 90 days before the child’s birth.
If the employee falls into the above categories, she is eligible for maternity leave. However, maternity leave may vary based on other conditions, as follows:
Female employees are eligible for 16 weeks of paid maternity leave, including four weeks before the child’s birth and 12 weeks after the child’s birth.
The employer should provide paid leave for the first eight weeks of the employee’s first two pregnancies. The government will offer a payment cap of SGD 10,000 for the remaining four weeks.
What happens if the employee’s child is not a Singapore citizen? Then, the maternity leave would be only 12 weeks, and the employer would only pay for the first eight weeks. The remaining four weeks would be unpaid.
Paternity Leave
The paternity leave in Singapore also has some specifications. Here’s a breakdown of it:
The employee’s child should be a Singapore citizen.
The employee should have an employment period of 90 days before the child’s birth.
The employee is legally married to the child’s mother or becomes legally married to the child’s mother within 12 months of the child’s birth.
If the employee falls into the above category, the employee is eligible to obtain four weeks of paid paternity leave. At the same time, this leave would be paid by the government, being cap.
