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7 Steps to Building a Successful Talent Acquisition Team (+Netflix Case Study)

Written by Catherine Scott

9 minutes read

The success of any organization hinges upon its ability to attract and retain top-tier professionals, making the formation of a successful talent acquisition team more crucial than ever before. Unfortunately, a staggering 75% of HR leaders struggle to find skilled candidates for open positions, significantly impacting business growth and productivity.

With the pressure mounting, HR leaders must develop effective strategies to overcome these challenges and build a talent acquisition team that excels in sourcing, evaluating, and securing top talent. Establishing a strong talent acquisition team allows you to leverage innovative techniques, streamline processes, and tap into a wider pool of qualified candidates.

Contents
What is a talent acquisition team?
What are the key responsibilities of a talent acquisition team?
Talent acquisition team structure
Examples of organizations’ talent acquisition team structures
7 Steps for building a talent acquisition team
How to measure the success of a talent acquisition team
Case study: Netflix’s talent acquisition team

What is a talent acquisition team?

A talent acquisition team is a group within an organization responsible for sourcing, attracting, and hiring top talent. Building an effective talent acquisition team is crucial for your organization as it directly impacts your ability to acquire and retain skilled employees.

According to a study by Bersin, high-impact talent acquisition functions are 1.3 times more likely to achieve financial performance above their industry average. Moreover, research by McKinsey found that companies with more diverse workforces are 35% more likely to outperform their industry peers.

An effective talent acquisition team ensures a competitive advantage by bringing in skilled individuals, improving retention rates, and promoting diversity and inclusion, leading to enhanced innovation and financial performance.

What is the difference between talent acquisition and recruitment?

Talent acquisition and recruitment are distinct but interconnected processes within an organization’s hiring strategy. While they share common objectives, there are key differences in their focus and approach.

Recruitment typically refers to attracting, sourcing, and selecting candidates to fill open positions within a company. It involves posting job advertisements, reviewing resumes, conducting interviews, and making hiring decisions. The recruitment team primarily works on filling immediate job openings and focuses on short-term staffing needs.

On the other hand, talent acquisition takes a more strategic and proactive approach. It encompasses a broader scope of activities to identify, attract, and nurture top talent to meet long-term organizational goals. Talent acquisition teams focus on building relationships with candidates, employer branding, developing talent pipelines, and succession planning.

While recruitment teams are often responsible for executing the day-to-day hiring tasks, talent acquisition teams take a broader view, aligning talent strategies with business objectives and proactively sourcing talent even when there are no immediate vacancies.

What are the key responsibilities of a talent acquisition team?

The talent acquisition team is crucial in finding and attracting the right candidates for an organization. Their key responsibilities include:

Conducting market research: The talent acquisition team is responsible for conducting market research to stay updated on the latest trends, demands, and changes in the job market. This involves analyzing industry data, job market reports, and competitor analysis to understand the current talent landscape.
Creating job descriptions: Job descriptions play a crucial role in attracting suitable candidates. The team creates comprehensive and accurate job descriptions that outline the role and responsibilities, requirements, and qualifications for each position. They collaborate with hiring managers to gather the necessary information and ensure that job descriptions are compelling, transparent, and aligned with the company’s culture and values.
Identifying potential candidates: The talent acquisition team is responsible for identifying potential candidates who match the requirements of the job positions. They use various sourcing methods, such as online job boards, social media platforms, professional networks, and employee referrals, to build a diverse pool of qualified candidates. They also proactively search for passive candidates who may not be actively seeking employment but possess the desired skills and experience.
Managing the interview and hiring process: The talent acquisition team manages the entire interview and hiring process. They coordinate and schedule interviews, communicate with candidates, and ensure a smooth experience for all parties involved. The team also provides timely updates and feedback to candidates throughout the process, maintaining a positive employer brand.
Ongoing optimization of talent acquisition strategies: The talent acquisition team continuously optimizes its strategies to attract and retain top talent. They analyze recruitment metrics and data to identify areas for improvement, such as streamlining processes, enhancing candidate engagement, or leveraging new technologies.
Attracting high-quality candidates: The talent acquisition team focuses on attracting high-quality candidates who are the right fit for the organization. They develop effective employer branding strategies that showcase the company’s values, culture, and benefits.
Improving candidate experience: Providing an exceptional candidate experience is crucial for talent acquisition. The team ensures that candidates have a positive and seamless journey throughout the recruitment process. They communicate clearly and promptly, provide feedback, and address candidates’ concerns or questions.
Enhancing diversity and inclusion: The talent acquisition team actively seeks diverse candidates and implements strategies to minimize unconscious bias in recruitment. This includes developing diverse sourcing channels, promoting inclusive job descriptions, and ensuring diverse interview panels.

Talent acquisition team structure

The structure of a talent acquisition team can vary depending on the size and needs of the organization. However, some common roles and responsibilities are found in a talent acquisition team structure. Here is a general framework:

Role	Description
Talent Acquisition Manager/Director	This is the leader of the talent acquisition team who oversees the entire recruitment process. They are responsible for setting the team’s goals and strategies, managing budgets and resources, and ensuring the team meets hiring targets. They also collaborate with other departments to understand their talent needs and align recruitment efforts accordingly.
Recruiters/Sourcers	Recruiters are responsible for sourcing and attracting qualified candidates for open positions. They typically screen resumes, conduct interviews, and assess candidates’ qualifications and fit for the organization.
Recruitment Coordinators	Provide administrative support to the talent acquisition team. They schedule interviews, coordinate candidate communications, and manage applicant tracking systems (ATS) or recruitment software.
Employer Branding Specialists	Focus on building and promoting the employer brand to attract top talent. They create and execute strategies to enhance the organization’s internal and external reputation. They may manage social media accounts, organize recruitment events, and develop employer branding campaigns.
Talent Acquisition Analysts	Gather and analyze recruitment data to identify trends, measure the effectiveness of hiring strategies, and provide insights for continuous improvement.

Examples of organizations’ talent acquisition team structures

Here are three examples of company talent acquisition team structures:

Example 1: A large corporation

A large company’s talent acquisition team is designed to handle diverse hiring needs. The unit comprises:

Talent Acquisition Director
Recruiters (divided into teams based on business units or specialized roles, such as engineering, marketing, and sales)
Sourcers (dedicated team or embedded within each recruiter team)
Recruitment Coordinators (centralized support for the entire team)
Employer Branding Specialist (focused on promoting the company’s brand and values)
Talent Acquisition Analysts (responsible for data analysis and reporting)

Example 2: Small company (startup)

A startup’s talent acquisition team is lean and agile. The unit consists of:

Talent Acquisition Manager who oversees the recruitment process
Full-Cycle Recruiters who handle end-to-end hiring
Recruitment Coordinator for administrative support
Employer Branding Specialist to attract top talent
Talent Acquisition Analyst for data analysis and optimization

These examples demonstrate how talent acquisition team structures can differ based on the company’s size and specific needs.

Build a Talent Acquisition Team in 7 Steps

7 Steps for building a talent acquisition team

Building a successful talent acquisition team requires careful planning and execution. Here are seven essential steps to guide you through the process. Following them allows you to create a team that is efficient, effective, and aligned with your organization’s goals.

1. Assess organization’s talent needs

Before assembling your team, identify the skills, competencies, and experience required for different roles within the company. This assessment helps you understand the skills gaps and determine the kind of individuals your team needs to attract and hire.

2. Define team goals and objectives

Establish clear goals and objectives for your talent acquisition team. Consider factors such as hiring timelines, diversity and inclusion initiatives, candidate experience, and quality of hires. Defining these goals will guide your team’s actions and ensure alignment with the organization’s overall strategy.

3. Determine the essential team structure and roles

Create a well-defined team structure by determining the roles and responsibilities of each team member. Use a roles and responsibilities template to clarify expectations and facilitate effective collaboration. This tool allows you to document each role’s tasks, skills, and key responsibilities, promoting clarity and accountability within the team.

4. Recruit and hire

Once the team structure is in place, focus on recruiting and hiring talented individuals who align with your organization’s culture and values. Develop a comprehensive recruitment strategy that includes sourcing channels, interviewing techniques, and assessment methods. Prioritize diversity and inclusion to foster a more inclusive and innovative workforce.

5. Develop and implement processes

Develop efficient and streamlined processes for your team. Create a structured hiring process that includes job descriptions, interview templates, and evaluation criteria. Implement an applicant tracking system to manage candidate data effectively. Document each step to ensure consistency and scalability as your team grows.

6. Leverage tech and data within the team

Embrace technology and data to enhance your talent acquisition efforts. Utilize applicant tracking systems, AI-powered sourcing tools, and people analytics to streamline processes, improve candidate selection, and measure the effectiveness of your recruitment strategies. Leverage data to identify trends, optimize sourcing channels, and make data-backed decisions.

7. Upskill your team for better results

Invest in continuous learning and development for your talent acquisition team. Provide training on sourcing techniques, interviewing skills, diversity and inclusion, and emerging recruitment trends. Encourage knowledge sharing and collaboration within the team to foster growth and innovation.

How to measure the success of a talent acquisition team

Measuring the success of a talent acquisition team allows you to assess the effectiveness of your recruitment efforts and make data-driven decisions. You can assess your team by focusing on key performance indicators (KPIs) and leveraging analytics.

Some common KPIs for talent acquisition include:

Time-to-fill: Measures the time it takes to fill a vacant position. A shorter time to fill indicates a more efficient recruitment process.
Quality of hire: Assesses the performance and retention of new hires. HR leaders can analyze metrics such as employee productivity, engagement, and tenure to evaluate the effectiveness of the team’s selection process.
Cost-per-hire: Calculates the average cost incurred to fill a position. This metric helps HR leaders assess the efficiency and cost-effectiveness of their recruitment strategies.
Source of hire: Identifies the most successful channels for attracting quality candidates. This KPI helps allocate resources to the most effective sourcing methods.

Use analytics to identify patterns and trends in recruitment data, evaluate the effectiveness of different sourcing channels, and assess the impact of various recruitment strategies.

Case study: Netflix’s talent acquisition team

Netflix’s talent acquisition team has demonstrated remarkable effectiveness in attracting and acquiring top talent, contributing to the company’s continuous success in the highly competitive entertainment industry.

The team’s success can be attributed to the following key factors:

They prioritize cultural fit, seeking individuals who align with Netflix’s unique and forward-thinking work environment.
They leverage data-driven approaches to identify candidates with exceptional skills and potential.
The team maintains strong relationships with external networks, fostering connections and sourcing talent globally.
They employ a rigorous and thorough evaluation process to ensure the right fit.

Netflix’s talent acquisition team exemplifies the importance of a strategic and holistic approach to talent acquisition, resulting in a diverse and high-performing workforce that fuels the company’s innovation and growth.

Key takeaways

A successful talent acquisition team is essential for HR leaders and involves more than just recruitment, focusing on strategic planning and long-term talent acquisition goals.
The key responsibilities of a talent acquisition team include developing sourcing strategies, building a strong employer brand, conducting effective candidate assessments, and maintaining a positive candidate experience.
When building a talent acquisition team, HR leaders should consider factors such as team size, roles and responsibilities, and the integration of technology and data analytics.
Measuring the success of a talent acquisition team involves tracking key metrics such as time-to-fill, quality of hires, candidate satisfaction, and the team’s contribution to overall organizational goals.

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Catherine Scott

Catherine is the Manager, Editorial Content & Strategy at AIHR. She manages the content for AIHR's blogs. Catherine aspires to provide content that is relevant, insightful, and unique to the HR audience.