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How to Format a Talent Acquisition Specialist Resume

You can format your talent acquisition resume in one of three ways. We recommend a work history format like a chronological or hybrid resume if you have steady employment over three years. These two resumes use job-specific entries to highlight your gradual career growth and skills development. Candidate A uses a hybrid resume to showcase how they partnered with universities and career services to identify and recruit valid job candidates.

However, Candidate B is a recent graduate with just a year of formal employment. They use the functional resume to downplay their relative lack of experience and demonstrate job-relevant accomplishments under various skills sections like recruiting and human resources. Use this format if you have less than three years of experience or recently switched careers.

Hybrid Resume

Candidate A

  • 7 years of experience
  • 2 years at this job
  • AS Human Resources

Work History
Talent Acquisition Specialist, Good Life LLC
September 2020 – present Atlanta, GA

  • Provide local recruiting support related to scheduling staff recruiting events, developing interview schedules, managing candidate information and applicant tracking metrics.
  • Develop and maintain professional relationships with local core universities and manage the Associate internship program
  • Manage the day-to-day recruiting process, including candidate relationships and communications, candidate decisions, compensation and all other aspects of the candidate experience.

Functional Resume

Candidate B

  • 1 year of experience
  • 1 year at this job
  • BS Human Resources

Professional Skills


  • Manage the day-to-day recruiting process related to candidate communications, relationships, decisions, compensations and other aspects of the candidate experience.
  • Identify and prepare for regional job fairs, college campus events and industry conventions.
  • Arrange the manager interview process related to resume review, remote interviews and onsite interviews.

Human Resources

  • Participate in offer decision meetings.
  • Oversee offer letter production and negotiations.
  • Coordinate onboarding orientation.

Talent Acquisition Specialist Duties and Responsibilities

In order to identify and recruit successful employees, a Talent Acquisition Specialist performs many different tasks. We analyzed job listings for Talent Acquisition Specialists in order to identify these core duties and responsibilities.

Work with Hiring Managers Talent Acquisition Specialists must work very closely with hiring managers to ensure that they adequately understand the needs of the manager and the requirements and expectations of the job. Once they have a good understanding of the position, they can effectively assess applicants in regard to whether or not they would be able to perform well in the position. It’s critical that they develop and keep strong relationships with the hiring managers.

Source Candidates The Talent Acquisition Specialist must source and recruit candidates using a variety of outlets, such as job postings and social media, while effectively targeting the right kinds of candidates for the job. Throughout this process, they develop relationships with prospective talent. Talent Acquisition Specialists also seek out and recommend creative new ways of sourcing talent.

Screen, Interview, and Assess Candidates Typically, Talent Acquisition Specialists schedule all interviews and then prepare and advise their candidates beforehand. They review resumes, cover letters, and assess interview performance. Talent Acquisition Specialists must also complete all pre-screening and screening activities for prospective employees, which may include calling previous employers and completing background screens and drug tests.

Assist with Hiring Process In order to facilitate a smooth on-boarding process for new employees, the Talent Acquisition Specialist will administer and submit all hiring paperwork for new employees as well as assist with the orientation process. They work closely with the Human Resources department during this phase.

Stay Up-to-Date with Industry Trends Talent Acquisition Specialists must have in-depth knowledge of the industry in which they recruit. This may include having previously worked in that industry or attending educational seminars, networking, and industry events in order to gather such knowledge, as well as learning from hiring managers. It’s important to understand the industry in order to understand the needs of the hiring manager and the qualifications of prospective employees.


Talent Acquisition Specialist Skills

In a way, the Talent Acquisition Specialist provides customer service for prospective employees throughout the recruiting process. In order to facilitate a pleasant experience for job candidates, they must have excellent interpersonal and communication skills and be able to build relationships. Motivated and ambitious, Talent Acquisition Specialists are also results-driven go-getters. They are well-organized and always professional. Core skills: Based on job listings we looked at, employers want Talent Acquisition Specialists with these core skills. If you want to work as a Talent Acquisition Specialist, focus on the following.

  • Obtaining human resources experience
  • Having recruiting or related experience
  • Possessing industry-specific knowledge
  • Proving success in previous positions
  • Demonstrating proficiency in Microsoft Office applications

Advanced skills: While most employers did not require the following skills, multiple job listings included them as preferred. Add these to your Talent Acquisition Specialist toolbox and broaden your career options.

  • Professional in Human Resources (PHR) certification
  • Sector-specific experience
  • Experience recruiting through full lifecycle
  • Prior experience working with Applicant Tracking System (ATS)

Talent Acquisition Specialist Resume FAQ.

How do you describe talent acquisition on a resume?

You can describe your talent acquisition experience under three strategic resume sections — the resume objective/summary statement, work history and skills section. Visit our detailed resume writing guide to learn more about
tailoring each resume section to a specific role, and follow these general guidelines:

  1. Resume objective or summary statement: This introduction sits at the top of your resume. A successful statement uses strategic acquisition skills or accomplishments to get hiring managers’ attention to read the rest of your resume. Include information such as the percentage of successfully recruited applicants of specialized networks related to engineering, construction or marketing.
  2. Work history: This detailed timeline is an informative foundation for your application.
    The work history section is your opportunity to describe your years of experience and job-specific responsibilities, such as researching potential candidates, managing the recruitment process from start to finish, or implementing recruiting management software such as Greenhouse or Workday.
  3. Skills: This brief section uses a simple bullet list of six to eight skills, such as persuasive communication, file organization or scheduling.

How do you write a resume for a talent acquisition specialist opening?

You have to tailor your resume to the needs of each job. For example, one employer may have multiple accountant, finance and legal openings and need a specialist within these networking circles, while another is interested in software engineering.

Your talent acquisition resume needs to include and prioritize the information the hiring manager seeks. Follow these simple resume-writing rules:

  1. Review the job description. Pay close attention to repeated skills or responsibilities; if this information appears multiple times, a hiring manager is most interested in those skills.
  2. Open your resume with a resume summary or objective. After your contact information, this is your first opportunity to appeal to a hiring manager. You can identify one core need from the job posting and use real examples of your relevant experience. Include information like number of candidates you successfully recruited, higher-than-average retention rates or positive staff feedback.
  3. Pad your work history with acquisition skills or accomplishments, such as hiring the
    highest percentage of employees or sourcing potential candidates at conventions and fob fairs.
  4. List your remaining skills. Try to feature unique skills you still need to mention in your
    introduction or work history.
  5. Finish your resume with your education, such as a human resources degree or specialized certifications in management software.