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How can I excel in the Talent Acquisition department as an intern currently?

#hr #recruiting #talentacquistion #internship #human-resources

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Jill’s Answer

Be responsive! Get to know your internal and external stakeholders - and giving them both the experience of their life. This is key! You are the first touch to what a candidate is going to assume of a company - make it good. Take that through to your hiring manager/business - make it great!

For you - get what you need out of the internship. It should be a two-way street. Network, ask for mentorship, make sure your internship is "project based" - has a start and an end - so you feel accomplished.
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Diana’s Answer

Each internship is different so talk to your boss about success criteria but here are some general guidelines:

1. Get to know your business and openings well and what are the unique thins that draw people to it. Best TA people can speak as if they are the hiring manager
2. Become well versed in the company’s hiring software and keep all aspects up to date. Proper reporting shows the volume and success of the dept. Inaccuracy or incomplete data will reflect poorly.
3. Learn social sourcing strategies- how to use LinkedIn and other platforms to leverage your strength in social media to advance there TA efforts
4. Do you have a network they can tape into? Interns often have a unique insight into college recruiting. If they are looking for new college graduates talk to people at your college in this field to get a sense how to reach them for these types of opportunities.
5. Document processes. As a new employee you will get to know what are the areas the TA has not completely document their processes. You will need to make notes for yourself just so you have a reference. Make them more professional documents and show them to your boss to see if they would like to keep them to help other new employees get a good start.


Best of luck!
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De'andra’s Answer

To excel in Talent Acquisition, get to know the latest AI tools (https://www.e-zigurat.com/innovation-school/blog/ai-recruitment/) and build your networking and relationship management skills. Historically the best hires come from referrals, so hone your abilities to become a connector. Notice talent around you when you're out and about, then keep them in mind for future roles that may come up. Become that referral for them, and you'll both benefit from the relationship!
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Nino’s Answer

As an internal customer of talent acquisition I would tell you the best answer is good customer service.

How do you help hiring managers understand all elements of the hiring process you are helping with?

Sometimes this is a simple as promptly answering questions and providing guidance.

Chat with your manager and ask what are examples of things you could do to better serve your internal customers who rely on talent acquisition.
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Sara’s Answer

Advice to excel as a Talent Acquisition Intern
- Get to know the company you are recruiting for, research online, check out their Glassdoor rankings, LinkedIn presence, talk to employees internally to learn about the culture of the company. The more you know about the company, the more valuable you will be in identifying strong talent to recruit for them
- Stay organized. Utilize the applicant tracking system (ATS) or other tracking tools (excel, OneNote, etc.) to stay on top of your notes, communications with candidates and where an interviewee is in the selection process at any given time. The better notes you take and always having a sense of organization will help you build good habits as an intern and carry forward in your career.
- Put yourself in the shoes of a candidate applying and interviewing for the company you are interning for. If you put yourself in their shoes and can create a warm and inviting selection process for all candidates and applicants you will be shocked at how fulfilling a career in recruiting can be.
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Morag’s Answer

My advice to make the most out of your internship is to stay curious and get involved in as much as you can! Try to build connections with as many people on the team as possible to gain a deep understanding of what each role entails. Don't be afraid to ask plenty of questions to understand both the positive and negative aspects of the job, as well as the reality of the work. This will help you figure out if it's the right career for you.

Volunteer to support your team wherever you can, whether it's sifting through applications, speaking to candidates, or scheduling interviews. Learn about the end-to-end recruitment process and provide feedback on how it could be improved. Many companies appreciate an external perspective on how things could be simplified or made more efficient. Remember, your internship is an opportunity to showcase your skills and abilities, so make sure you take full advantage of the experience!
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Robert’s Answer

First of all, TA intern should know the company's business and strategies very well. Usually, TA will put up the job posting only after having a recruiting strategy meeting with a hiring manager to figure out what profiles the team wants to tap into first. If TA's understanding level of the business very high, TA can earn the trust and respect from the team as well as clearly identify the right profile of the candidates.

Second of all, many companies have an employer value proposition which indicates what values the company can provide to their employees. TA interns should also fully understanding and take advantage of it in contacting prospective employees.

Next, TA interns should be good at collating and analyzing people data. There are lots of people metrics for interns to learn and utilize for recruiting.

Finally, TA interns should be more proactive in expanding the internal and external network. There are lots of things you learn from the network.
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Julissa’s Answer

You already go some great advice and tips. The one thing I will add is to be curious and ask questions. Ask to attend client meetings of groups you have been assigned to and or within TA. People are interviewing for a job and many times looking to make a career, therefore they are also interviewing the organization. As a recruiter, you are one of the first touch points the candidate has with the organization.
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Drew’s Answer

Find someone who is willing to mentor you. Learn as much as you can from them. Ask if you can sit in on hiring manager meetings, candidate interviews/calls, etc.

Consider learning some sourcing skills on your own time (e.g. AIRS, Linkedin Learning, etc), then maybe ask if you can try and help with some sourcing. Take the time to understand the business and area you are recruiting for, in addition to the company in general. Be relentless, honest, and find ways to add value.
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Santiago’s Answer

Here are a few different tips:

1. Get clear on expectations from your manager. It's important to make sure you are aligning on what you need to deliver.

2. Tips to excel as an intern: Build relationships! Learn from people in and outside Talent Acquisition how your role and TA ties to the organization's mission and vision for success.

3. Become familiar with your team and network so that you can step in different areas where needed and build relationships for future roles.

4. Be proactive in identifying gaps that you can help fill. You have a unique/valuable perspective as an intern and your experience can help improve processes that tenured employees may not have even noticed were inefficient.

5. Build strong relationships with your peers and the business that the team is supporting. Take the time to really learn the systems that are utilized and the different ways recruiters handle their workloads in that department work.
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Layne’s Answer

Great question! To make the most of your time in talent acquisition, try to participate in every step of the hiring process. Participate in creating job descriptions, sit in on meetings between recruiters and hiring managers when they refine job specifications, help managers and recruiters get approvals for jobs, meet with your diversity and inclusion team to see how you can make your team's recruiting more inclusive, partner with your marketing team on branding and advertising your jobs, see if you can sit in on a candidate negotiation, help get approvals for an offer, and draft an offer letter. When it is all done, think about how you can make the overall process smoother and a better experience for all of the parties involved.
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Behrad’s Answer

Great question Rameel!

There are a few things that come to mind:
• Immerse yourself in your area of work – for example, if you work in technology, I will look to get an in depth understanding in the domain you work within. Having a sound comprehension of your “market” will give you buy in from your internal stakeholders and candidates out in the market.
• Clear alignment with your internal stakeholders both in terms of their expectations from yourself and of the candidates they meet with. Strong candidate/hiring manager experiences will work wonders on building your brand within your company.
• Don’t stop learning. You will have the opportunity to work with some great people, treat it as an opportunity to improve your knowledge and become more well-rounded.
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Katrina’s Answer

Similar to De'andra's answer about building your networking and relationship management skills, think about the fact every company is fighting for talent. And at each company, there are probably specific roles that need to be filled. Where do you think you can find these candidates? Where do they hang out? What's missing for your candidate pipeline? For example, if we are looking to hire interns, where do YOU think (since you an intern) should your company be advertising? Think about those questions, or even ask those questions, and think about solutions to those questions and share them with your team. They'll see you've been doing your research and giving serious thought to this because these are questions that TA leaders as themselves as they carry out their tasks.
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Dana’s Answer

Be clear in your intent and actions, make them known to your supervisor or team lead, don't be afraid to ask questions no matter how silly they may sound to you, be brave and take on challenges, enjoy the process of working with and for people. HR can be a very rewarding and fulfilling career, but it can be very demanding and sometimes even frustrating. Manage your expectations, stay curious and be brave!
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