Portfolio of HR Documentation for Talent Acquisition Manager - Desklib

This report focuses on HR documentation for Talent Acquisition Manager, including job description, person specification, job advert, and talent acquisition strategies. It highlights the importance of HR documentation for a company's growth and provides insights into the role of Talent Acquisition Manager in finding and retaining talented employees.

Portfolio of HR
documentation

Contents
INTRODUCTION....................................................................................................................3
Documents..................................................................................................................................3
Job description........................................................................................................................3
Person specification................................................................................................................4
Job advert for recruiting Talent Acquisition manager............................................................6
Justification.............................................................................................................................8
Conclusion..................................................................................................................................9
References................................................................................................................................10

INTRODUCTION
HR documentation plays keen role in developing specific learning goals, and
performance parameters connected to improvise new extended learning efficiency. The talent
acquisition manager tends to bring new talent in the company as well as retain the previous
ones.
Present report will be evolving focus on job description, person specification for Talent
Acquisition manager, job advert which helps in recruiting new position effectively. Study will
be also analysing HR procedures for improvising working procedure, competitive skills
development and determining rapid improvement.
Documents
Job description
Gxo logistics
Job Description
Job Brief
Talent acquisition manager is expected to have experience in Full Cycle Recruiting. TAM
should be compatible to retain employees and find new talented people for our Gxo logistics.
You should be motivated to help the new employees achieve success. TAM is trusted with
the maintaining a good relationship with both employees & applicants. You are required to
build a strong strategy to achieve effective Talent Acquisition. You are also required to build
a powerful employment brand.
Job Responsibility
Your responsibility will be:
 Finding out the staffing needs
 Making strategies for talent acquisition
 Preparing and executing various activities for employer branding
 Establish process by which candidate can have good experience
 Evaluate what are the needs of employees and make changes in benefits provided by
Company
 Study satisfaction of employees

 Oversee any placement activities of Colleges and Universities
 Make strategies to retain talented employees
 Evaluating recruitment and selection process criteria
Job Skills & Qualifications
Talent Acquisition Manager should have:
 A Human Resource or business administration degree
 Experience in Talent Acquisition Manger or related role
 Should have good communication skills
 Knowledge of various job related sites and social media platforms
 Have a good technological skill related to HR
 Understanding of Employment Laws
 TAM should be good in Teamwork
Additional requirement
Candidates should have following documentation:
• BRP Card
• National Insurance Number
• Proof of citizenship
• Previous employment details
• Current Council Tax Bill (for address proof)
Person specification
Gxo logistics
Person Specification
Skills Requires
 Good communication skills
 Have strong negotiation skills
 Knowledge for planning strategies for future
 Loyal and dedicated to the company

 Effective listening skills
 Technological skills for HR software
 Multitasking ability
Knowledge
 Degree in Human resource
 Strategies for retaining employees
 Planning selection and recruitment process
 Have a sharp eye for talented people
Personal Attitude
 Sympathetic
 Have patience
 Impartial while making decision
 Adaptable
 Time Management
Experience
 Have been a talent acquisition manager
 Should have done an employer branding
Additional
 Vehicle
 Driving Licence
 previous employment details
 Marksheet for proof of education
 Address proof

Job advert for recruiting Talent Acquisition manager
JOB ALERT!
Talent Acquisition Manager for GXO Logistics
GXO Logistics provides outsourcing facilities for warehousing and supply chain. Company
headquarter is in Greenwich, Connecticut. There are approximate 906 offices in various cities. GXO
Logistics is looking for a Talent Acquisition Manger who should have experience in HR role or
related role.
Talent Acquisition Manager is required to manage the workforce of the company. TAM is
required to find new talent by various ways and those people should be able to contribute to the
success of the company. Manager is also responsible for assessing the needs of the current
employees and provide benefits accordingly.
Personal attributes
 Should be sympathetic to
employees
 Soft spoken to the candidates
 Should be patient with the
employees
 Able to manage time effectively
Skills required
 Degree in Human resource
 Strategies for retaining employees
 Good communication skills
 Have strong negotiation skills
 Knowledge of various job related sites
and social media platforms

Talent acquisition strategies in guiding managers
 The acquisition of new talent should be based on the business goals so that they will
help the business to achieve success in their goals.
 Company HR department should consult with the marketing department to publish
various advertisement for the job requirement. This should have deep research about
the areas from where the company gets their best talent.
 GXO should have better employer brand so that candidates will choose this company
amongst others. TAM should focus on the culture, values and various other features of
the company so get more talented candidates.
 Company career site should be enhanced and fast as it is basically a 1st impression of
the company on the candidates. The site should enable the candidate to easily access
and apply for jobs. Talent acquisition manager should consult IT department of the
company to do SEO Audit on the site of the company to find the loopholes which will
draw candidates away (Walford-Wright, and Scott-Jackson, 2018).
 Manager should use an application tracking system so that they can track the
application of candidates. This will also help in sending schedules mails and
scheduling interview. It also helps to compare and rank the candidates.
 In the covid-era the HR should be comfortable with using the online platform to
conduct interview. TAM should also advertise their job opening on various social
media platforms as many people are trying to find job on various platforms. This will
help them attract the candidates from various places.
 Scanning the application and resumes can be done with the AI after setting some
standards. This will reduce the work level of the HR manager. It will help the TAM to
focus more on where to get the talented candidates.
 Current employees should be satisfied with the working pattern and culture. Changes
should be made wherever necessary so that the company can retain the talented
employees.
 Proper training is to be given so that they can enhance their skills and contribute to the
success of the organisation. This will ensure that the employees are dedicated towards
the organisation goals.

 TAM should get the feedback of the candidates after the process. This will help them
to understand what are the areas which require corrections and new techniques. This
will also give an idea about their decision effectiveness.
Justification
Talent acquistion manager helps in finding the appropriate talent for the compnay which
helps the company to grow. Talent manager also have a responsibility of retaining the talented
employees in the organisation so that they will have to focus more on retaining and less on
recruiting new people. While managing the talented employees they feel motivated to work
as they conduct various activities to help the company. Talent acquisition manager is inclined
towards the goals of the company which helps them to know which type of employees they
should select (Hongal, and Kinange, 2020).
HR documentation is very essential for a company as it provides various framework for the
satisfaction of employees and introduce new people in the organisation. It also act as a proof
whenever there is any legal law suit are filed against the company. The documentation also
depicts various things about the company such as the culture, employees behaviour criteria,
employees needs from company and various others. This documents also disclose various
company expectation from either current or former employees so that the HR can
commnnicate the same to the employees. It also contains what is the employer's brand in the
market while the candidates are choosing between various companies (Alves, and et.al,
2020).
Documentation also helps whenever a new HR manager is appointed as it contains various
details about training, on boarding, criteria for every department, details of employees, etc. It
also contains various Performance management criteria to evaluate the employees as well as
their previous performance. HR documents share various information of the employees such
as their birth date, previous employment details, family details, etc.
Job description helps to get the candidates which the organization require. As job description
contains various details of jobs and company, responsibility, roles, attitudes of the person and
various others. This helps the candidates before applying for the job to know that this job
matches to their qualifications. Job designs is similar to the job description which tells the
company about various additional details. Job description provides qualifications requirement
such as Driving licence, television licence and various other identity proof. If the organisation

deliver the job description it reduce the unfit applications as the person will apply based on
the information provided (Switasarra, and Astanti, 2021).
Talent acquisition management strategies also help the organization to grow. As this strategies
are made for the improvement in workforce of the company which are the ones who
contribute to the growth. This helps both managers and the employees to know what are the
supposed standards on which they have to work. These are the strategies which are very
usefull so that manager can perform upto their standards and understand the employee's.
Talent acquisition management strategies help to achieve satisfaction of the employee's as it
consider their needs. Talent acquisition management strategies also oversee that the
candidates which come are happy with the organisation working. This strategies lay various
border line regarding the selection process of the new employee's which help the manager to
appoint suitable candidate in the company (Shet, S.V., 2020).
Conclusion
It is concluded from this report that HR documents are very essential for the company as they
help when law suit is filed, job description helps to target suitable candidates and various
others. With the help of TMA the company growth can be increased as talented candidates are
retained and appointed in the company.

References
Books & Journal
Alves, P. and et.al., 2020. Strategic talent management: The impact of employer branding on
the affective commitment of employees. Sustainability. 12(23). p.9993.
Hongal, P. and Kinange, U., 2020. A study on talent management and its impact on
organization performance-an empirical review. International Journal of Engineering
and Management Research, 10.
Shet, S.V., 2020. Strategic talent management–contemporary issues in international context.
Human Resource Development International. 23(1). pp.98-102.
Switasarra, A.V. and Astanti, R.D., 2021. Literature Review of Job Description: Meta-
analysis. International Journal of Industrial Engineering and Engineering
Management. 3(1). pp.33-41.
Walford-Wright, G. and Scott-Jackson, W., 2018. Talent Rising; people analytics and
technology driving talent acquisition strategy. Strategic HR Review.