Portfolio for HR: Job Description and Advert for Talent Acquisition Manager at Unilever

This assessment report discusses the job description and job advert of Talent Acquisition Manager at Unilever, along with the strategies to guide the manager during the first three months. It also justifies the required skills and responsibilities of the manager. The report includes the location, reporting, and direct reports of the job, along with the required skills and responsibilities of the manager.

PORTFOLIO FOR HR
DOCUMENTATION
TABLE OF CONTENT.

INTRODUCTION...........................................................................................................................3
MAIN BODY...................................................................................................................................3
Job Description-...........................................................................................................................3
Job Advert-...................................................................................................................................4
Talent Acquisition strategy to guide them for first three months-...............................................4
Justification-.................................................................................................................................4
CONCLUSION................................................................................................................................7
REFERENCES................................................................................................................................8
INTRODUCTION
People and performance are directly related with each other. Performance is the key element for
the achievement of goals and objectives of the organization. This assessment report will discuss
the portfolio of job in the Unilever company. This report includes the job description of Talent

Acquisition Manager as well as the job advert. Further, It has also stated the strategies of the
organization which is provided to them at the three months training period. This report has also
included the justification of the requires skills and the TA managers responsibilities.
MAIN BODY
Job Description-
Summary-
Our organization is hiring candidate for Talent Acquisition Manger. The candidates having much
dedication to work and who is the best multitasker. This role is meant for the candidates who can
manage own work as well as the work of the team.
Unilever
Job Role- Talent Acquisition Manager
Job Description
Location- Bangalore
Reporting to- VP
Skip Reporting- Chief executive officer
Direct Reports- Team of 4 technical recruiters
Required skills-
1. Fluent English both speaking and writing skills.
2. Experience of at least 3 years in recruitment function
3. MBA is must
4. Excellent skills of problem solving of the team
5. Excellent knowledge of talent management systems and software
Responsibilities of TA manager-
1. Developing and management of metrics for the growth of the talent acquisition team by
providing accurate informative dashboard along with the reporting of recruiting
effectiveness.
2. Evaluating the current staffing needs and produce forecasts.
3. Supervision of recruiting the personnel
4. Ensuring employee retention and development
5. Planning and conducting the recruitment and selection processes.

Salary- Not disclosed
Industry- Consumer goods
Functional area- HR, Recruitment and Administration
Employment Type- Full time, Permanent
Job Advert-
WHAT COMPANY OFFER
Company's requirements-
 As a Talent Acquisition Manger, candidate is responsible for conducting the hiring and
selection process in order to fill the vacancies in the organization.
 To motivate the team of talent acquisition for working more effectively
 Innovative skills for the growth of the overall organization.
 A lot of knowledge of talent management systems
 Great job incentives and perks such as travel expenses allowance, pension fund, fun
teams events, reduction in working hours.
Talent Acquisition strategy to guide them for first three months-
Unilever when hires Talent Acquisition Manger it provides its candidates the booklet in
which all the guidelines have been stated which are to be followed by the manager. Other than
this the most effective strategy is to mentor them. It includes helping them in understanding the
culture of the organization, making him work according to the rules and regulations of the
organization as well as making the manger aware about its duties. This mentoring strategy will
help them to work efficiently and will feel free to share any problem and issue they are facing.
Justification-
Unilever is hiring Talent Acquisition Manager for its organization. They want that the
candidate hired must be skilled and talented which the candidate will work productively and
leads to overall growth of the organization. Unilever requires the skills of good communication
and writing skills in English language. This is because it will help in avoiding the
misunderstanding within the organization that is among the employees and will reduce the
conflicts between them. This also helps in improving the relations with the organization clients
as the communication between both will be well then the better relationship builds. Good

communicators as always proved as the important element for profit margin of the organization
and its reputation. It will also help in conveying the clear information about the strategy and
branding. Effective communication skills (Rajhans, 2018) can benefit Unilever organization in
promotion of creative skills and innovation ideas as well.
Maximum three years of experience is required by Unilever as there will be not much time waste
for making them learn each and everything of their duties and responsibilities. This contributes
in encouraging referrals and it enhances branding of the employer. Experience of the
organization boosts the reputation of organization and this also increases the retention rates of
the employees for the organization. MBA is must haves of Unilever organization as Talent
Acquisition Manager is also related to HR department. So, the highest qualification of Talent
Acquisition Manager is MBA qualified candidates.
Problem solving ability (Middleton, 2020) is must for candidate who wants to work as Talent
Acquisition Manager in Unilever. This organization wants this ability in the candidate because it
is very important in achieving the goals and objectives of the organization. This ability will allow
the manager to find the candidate who can perform well even if their jobs is much difficult many
times. Those candidates have this skill can judge, observe and act immediately when any
difficulty arrives. They can manage the time as well. They have the best ability of working under
much pressure as well as they can address the risk as well. This skill of the candidate will help in
overall development of the organization.
Talent management systems (Gallardo-Gallardo, Thunnissen and Scullion, 2020) is must
requires skill by Unilever organization. Talent management systems is the process of
management of resources which helps in fulfilling the career objectives. It enables the
organization to acquire, develop, manage and retaining the resources. Unilever has considered
this as the important skill because practising this management systems helps in reducing the
unplanned attrition as well it also improves the operational efficiency and revenue through
retaining of the key resources. It enables the strategic hiring of the candidates for the
organization as it focuses on the long term goals which means considering the future skills to
survive in the competitive market.
Metrics are very important in talent acquisition for the development. Recruiting metrics are used
to measure hiring success ans optimization of process for hiring people in the organization.
Using these metrics(Garcia-Perez, Gheriss and Bedford, 2019), helps in evaluating the

recruitment process of Unilever and whether the candidates hired are right for the organization.
This is the main responsibility of these Talent Acquisition manager to ensure about the processes
related to hiring and selection process. This is a key responsibility of this manager because hiring
skilled and talented candidates for the organization will help in growth of the Unilever company.
Evaluation of current staffing needs and producing forecasts is the duty of the Talent Acquisition
manger to ensure these. Forecasting the staffing needs is a process of analysing the efficiency of
work in the organization and by this guessing the short and long term needs of the staff in the
organization. It is important to analyse the needs of the staff before hiring the employees in the
organization. This must be ensured by the Talent Acquisition manager so that according to these
needs the candidates can be hired. This will help in hiring those candidates which can be retained
in the organization for long term, so they must be highly skilled.
Supervision of personnel is responsibility of the Talent Acquisition manager in Unilever. It is
very important for the organization because it helps in encouraging the employees to maintain
discipline in the organization which is very important for the successful organization.
Employee retention (Okwakpam, 2019) and development is also the responsibility of the Talent
Acquisition Manager. It is most important to retain the employees in the organization because it
will promote success and health of Unilever company. By hiring new employees to the
organization will cost much time and effort which can have bad impact on the organization so it
is better to retain the employees and development of them. This also helps in motivating the
employees which directly impacts the employees as they will stick to the Unilever company.
Development of employees involves preparing the employee for the uncertain difficulties in the
job. Manager following this responsibility will help in overall development of Unilever as well
as maintaining the brand image in the mind of the customers of the company. This helps in
increasing the productivity level of the employees.
Recruitment and selection (Holm and Haahr, 2018) process involves the stages like identifying
the vacancy in the organization in every department, carrying job analysis in the organization,
creating a job description, designing the person specification, advertising of job, requesting CVs
from the interested candidates. It is very important for the organization because it fulfils the
requirements of the job as well as it ensures that an organization will maintain of giving equal
opportunity to all the employees. This process will let the company to select the skilled and
talented employees for Unilever company. Skilled and talented employees directly contributes

for the organizations as they work effectively and all the requirements of the organization for
surviving the competitive market are fulfilled.
These all responsibilities and required skills will help Unilever company to select the best
candidate for the organization to achieve the goals and objectives as well as lead in the
competitive market as always.
CONCLUSION
This assessment report has discussed the job description and job advert of Talent Acquisition
Manager which the Unilever company is hiring. It has also included the strategies which will
help in guiding the manager at the three months training period. Later on this report has also
included the justification of the Unilever's required skills and responsibilities.

REFERENCES
Books and journals
Carbery, R. and Cross, C. eds., 2018. Human resource management. Macmillan International
Higher Education.
Gallardo-Gallardo, E., Thunnissen, M. and Scullion, H., 2020. Talent management: context
matters. The International Journal of Human Resource Management, 31(4), pp.457-473.
Garcia-Perez, A., Gheriss, F. and Bedford, D., 2019. Metrics for Knowledge Management
Capabilities. In Designing and Tracking Knowledge Management Metrics. Emerald
Publishing Limited.
Holm, A.B. and Haahr, L., 2018. 11 e-Recruitment and selection. e-HRM: Digital Approaches,
Directions & Applications, p.172.
Middleton, H., 2020. Developing problem-solving skills. In Developing vocational expertise (pp.
135-152). Routledge.
Okwakpam, J.A., 2019. Effective succession planning: A roadmap to employee
retention. Kuwait Chapter of the Arabian Journal of Business and Management
Review, 8(2), pp.1-10.
Rajhans, K., 2018. Effective communication management: A key to stakeholder relationship
management in project-based organizations. IUP Journal of Soft Skills, 12(4), pp.47-66.
Taylor, S., 2018. Resourcing and talent management. Kogan Page Publishers.
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