Talent Acquisition Manager
Znane również jako: Head of Talent Acquisition · Recruitment Manager
Leads the recruitment team, sets sourcing strategy and selection methodology and is accountable for time to hire, quality and cost of intake.
The talent acquisition manager leads recruiters and owns the recruitment process, channels and selection methodology of the organisation. Unlike the corporate recruiter, this is about design, measurability and suppliers rather than filling individual vacancies. Selection stalls on past hiring success as the criterion, while the role requires introducing structured selection against the habits of hiring managers and calculating cost per hire.
Kompetencje, które należy oceniać
Oto konstrukty behawioralne i kompetencyjne zawarte w tym profilu. Przy każdym z nich podano, który kwestionariusz hrmforce służy do jego pomiaru.
| Kompetencje, które należy oceniać | Poziom docelowy | hrmforce narzędzie | Metoda oceny | Kotwica behawioralna na poziomie docelowym |
|---|---|---|---|---|
| Directing and steering people Kompetencje (50-ramowe): Management | N5 | Big Fifty, Competency Check, 360 Feedback | Assessment centre | Designs the management line for the whole organisation, addresses managers on their style and defines what good steering means here. |
| Listening and probing Kompetencje (50-ramowe): Listen | N5 | Big Fifty, 360 Feedback | 360-degree feedback | Picks up sensitive signals in conversations with directors and supervisors and uses them to adjust organisational policy in good time. |
| interpersonal sensitivity Kompetencje (50-ramowe): Sensitivity | N5 | Big Fifty, 360 Feedback, Colour Profile (Jung) | Personality questionnaire | Trains others in recognising social signals and uses that insight when designing sensitive change processes across the organisation. |
| organisational awareness Kompetencje (50-ramowe): Organizational Sensitivity | N5 | Big Fifty, Competency Check, 360 Feedback | Situational Judgement Test | Sees through relations between organisational units and external parties and steers decision making by organising support at an early stage. |
| integrity and dependability Kompetencje (50-ramowe): Integrity | N5 | Big Fifty (Integrity Scale), 360 Feedback, Structured interview | Personality questionnaire | Sets the organisation's integrity standards, enforces them also with influential parties and explains the resulting choices publicly. |
| independence Kompetencje (50-ramowe): Independence | N4 | Big Fifty, 15PF | Personality questionnaire | Takes a decision that departs from the group line, explains the reasoning behind it and accepts the consequences. |
Krótki profil
Dziesięć najważniejszych umiejętności w tym profilu. Pełny profil zawierający wszystkie umiejętności, punkty odniesienia behawioralne i metody oceny znajduje się w pliku do pobrania.
| T | Umiejętności | Poziom docelowy | Waga | Knockout | Metoda oceny |
|---|---|---|---|---|---|
| V | Advisory skill | N5 | 5 | tak | Assessment centre |
| G | Directing and steering people | N5 | 5 | nie | Assessment centre |
| V | Recruiting and selecting | N5 | 5 | tak | Structured interview |
| K | HR policy and instruments | N5 | 5 | tak | Knowledge test |
| V | Employer branding and recruitment | N4 | 5 | nie | Work sample test |
| K | Assessment and selection methodology | N4 | 5 | tak | Certificate or diploma |
| G | Listening and probing | N5 | 4 | nie | 360-degree feedback |
| G | interpersonal sensitivity | N5 | 4 | nie | Personality questionnaire |
| G | organisational awareness | N5 | 4 | nie | Situational Judgement Test |
| G | integrity and dependability | N5 | 4 | nie | Personality questionnaire |
Zobacz wszystkie 25 umiejętności w pełnym profilu
Narzędzia oceny dla tego stanowiska
Competency Check
Behavioral-Level Competency Assessment
Knowledge test (client-specific)
Professional knowledge test, customized for each client
Work sample test
Representative work sample under standardized conditions
360 Feedback
Multiple assessments based on behavioral anchors
Big Fifty
Personality questionnaire, 150 items, 25 factors
Structured interview
Behavioral interview with a fixed structure
Portfolio
Evaluation of prior work against fixed criteria
Development Review
Structured development interview
Colour Profile (Jung)
Four color types, linked to Big Fifty factors
Big Fifty (Integrity Scale)
15PF
Personality Profile, a shorter alternative to the Big Fifty
Ability Scan
Aptitude Test: Verbal, Numerical, and Abstract Reasoning Skills
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