Talent Acquisition Consultant-Job Description 2 Assignment 1 – Job Description Talent Acquisition Consultant HRM 500 – HR Management Foundations Dr. R. Douglas Waldo, SPHR, SHRM-SCP October 24, 2018 Naomia Curtis Job Description Summary Consults with business leaders during the recruiting process to support the development of workforce and recruiting plans to best meet critical business objectives. Proactively partners with specific business areas to source, screen and provide guidance to select the best candidate for an open position. Leverages experience, knowledge and expertise to ensure the value of the position is realized through the quality of hire, cost of hire, and consistency of the hiring process. Job Description • Supports the development of workforce plans to maximize human capital assets through utilization of industry and internal trend data. • Develop sourcing strategies to generate a pool of diverse candidates based on market availability. • Proactively consult with management on departmental needs, position description selection, recruiting process, candidate selection and compensation requirements. • Manage the full life cycle of job requisition and offer generation process. • Consult and educate hiring managers on effective recruiting plans that support the current staffing needs and to proactively identify key talent to support future business development. • Encourage strong, long-term relationships with key decision-makers within organization and develop an in-depth knowledge of the client organization. • Supports hiring managers through guidance on the recruitment function and direction setting that is consistent with BCBSNC hiring principles. • Research and join industry-specific job boards, professional organizations and associations to build and maintain a strong candidate pipeline. • Create and foster relationships with colleges/universities to attract and recruit potential candidates. Represent BCBSNC at job fairs and/or college recruiting events. • Develop and maintain an extensive network of contacts to help identify and source qualified candidates. • Ensure hiring initiatives are in compliance with Equal Employment Opportunity (EEO) laws and with the Office of Federal Contract Compliance Programs (OFCCP) regulations and educate managers on these laws and regulations. • Maintain accurate recruitment records and documentation in the applicant tracking system. • Maintains high visibility within client organization. • Supports or participates in project work with an impact to the recruiting function. • Negotiates with and manages third-party vendors as needed. Hiring Requirements/Qualifications • Bachelor’s degree • 3 years of Human Resources experience, including a solid recruiting background • If no degree, 5 years of Human Resources experience, including a solid recruiting background • Proven experience consulting with management staff regarding recruiting needs and strategies. • Knowledg.

1. Talent Acquisition Consultant-Job Description 2
Assignment 1 – Job Description
Talent Acquisition Consultant
HRM 500 – HR Management Foundations
Dr. R. Douglas Waldo, SPHR, SHRM-SCP
October 24, 2018
Naomia Curtis
Job Description Summary
Consults with business leaders during the recruiting process to
support the development of workforce and recruiting plans to
best meet critical business objectives. Proactively partners
with specific business areas to source, screen and provide
guidance to select the best candidate for an open position.
Leverages experience, knowledge and expertise to ensure the
value of the position is realized through the quality of hire, cost
of hire, and consistency of the hiring process.
Job Description
• Supports the development of workforce plans to maximize
human capital assets through utilization of industry and internal

2. trend data.
• Develop sourcing strategies to generate a pool of diverse
candidates based on market availability.
• Proactively consult with management on departmental needs,
position description selection, recruiting process, candidate
selection and compensation requirements.
• Manage the full life cycle of job requisition and offer
generation process.
• Consult and educate hiring managers on effective recruiting
plans that support the current staffing needs and to proactively
identify key talent to support future business development.
• Encourage strong, long-term relationships with key decision-
makers within organization and develop an in-depth knowledge
of the client organization.
• Supports hiring managers through guidance on the recruitment
function and direction setting that is consistent with BCBSNC
hiring principles.
• Research and join industry-specific job boards, professional
organizations and associations to build and maintain a strong
candidate pipeline.
• Create and foster relationships with colleges/universities to
attract and recruit potential candidates. Represent BCBSNC at
job fairs and/or college recruiting events.
• Develop and maintain an extensive network of contacts to help
identify and source qualified candidates.
• Ensure hiring initiatives are in compliance with Equal
Employment Opportunity (EEO) laws and with the Office of
Federal Contract Compliance Programs (OFCCP) regulations
and educate managers on these laws and regulations.
• Maintain accurate recruitment records and documentation in
the applicant tracking system.
• Maintains high visibility within client organization.
• Supports or participates in project work with an impact to the
recruiting function.
• Negotiates with and manages third-party vendors as needed.
Hiring Requirements/Qualifications

3. • Bachelor’s degree
• 3 years of Human Resources experience, including a solid
recruiting background
• If no degree, 5 years of Human Resources experience,
including a solid recruiting background
• Proven experience consulting with management staff regarding
recruiting needs and strategies.
• Knowledge of EEO laws, OFCCP regulations and general HR
industry practices
• Attention to detail, organization and follow up skills are
critical.
• Resourceful, decisive and proactive. Leads by example in
supporting change.
• Ability to deal with unusual or unexpected issues
independently.
• Ability to work well with others and approach job
responsibilities considering all team members within and
external to the department.
• Excellent problem solving, influencing, negotiating,
facilitation and strong partnership skills required.
• Ability to work in a fast-paced, deadline driven environment
• Effective verbal and written communication skills
• Excellent interpersonal skills
The laws that were considered while creating the job description
and role requirements, are the Equal Employment Opportunity
(EEO) laws, and the Occupational Safety Health Act (OSH Act).
Both of these laws help to ensure that there is no discrimination
against the candidate applying and also that there will be safe
and healthy working conditions in the workplace.

4. REFERENCES
Careers. (2018, September 14). Retrieved from
https://www.bluecrossnc.com/about-us/careers
Indeed- https://www.indeed.com/q-Independent-Virtual-
Recruiter-jobs.html, Title:Independent Virtural Recruiter Jobs,
Employment –Indeed.com, Date Accessed: October 24, 2018
Noe, R., Hollenbeck, J., Gerhart, B., Wright, P.
(2018). Fundamentals of Human Resource Management, 7th
Edition. [Strayer University Bookshelf]. Retrieved
from https://strayer.vitalsource.com/#/books/1260537730/
Do not attempt to take notes during the performance, or between
pieces. If you have paper and pen tucked away in a pocket or
purse, you can write notes during the intermission (if there is
one). Otherwise, wait until the concert is concluded before
writing about the concert. The point is not to create any
disturbance during the performance itself.
After the performance, as soon as you can, write notes about
your experience: your recollections, impressions, and thoughts
relating to the performance, and your experience attending the
performance.
You have considerable liberty as to what you write about. We
recommend something like this:
Your experience of attending the performance can serve as a
"frame" for your review. This can most easily be done by
writing in "first person." (We recommend writing in first
person, but that is not a requirement.) The performance venue,

5. the people you see, the performance hall--briefly describe these
aspects of the experience that take place before the concert
itself.
The performance--the performers, the instruments, the music--
this is the heart of what you are writing about! Select the piece
that most impressed you. Describe the performance and your
response to the music. Highlight individual performers, if that
was one of the impressive aspects of the concert. Describe as
best you can what you hear and how it affects you.
Consider, too, whether you recognize any aspects of tonality in
the music. Has our study thus far allowed you to perceive tonal
aspects of the music that you might not have observed before
studying? For example, melody, harmony, rhythm, texture,
timbre--are there aspects of these musical elements that stand
out for you that you can describe?
Finally, reflect on the value of attending a live performance of
classical music. Did you enjoy the music? Has the experience
changed you in any significant way? Offer a conclusion to your
paper that conveys your "take-away" from the experience.
Assignment 2: New Supervisor Training on Performance
Evaluations
Due in Week 6 and worth 300 points
Now that the position has been created, you’ve taken the
opportunity to create a PowerPoint
presentation to train new supervisors on how to conduct
performance evaluations.
Whether you use an annual evaluation, real-time feedback, or

6. quarterly evaluations, it is
important that new supervisors understand:
The PowerPoint presentation should be a minimum of 10 slides
with graphics and Notes
Pages.
NOTE: One of the positions the new supervisors will be
conducting performance
evaluations on is the job in your description from Week 3. Find
creative ways to
incorporate your work from that assignment into this one.
Your assignment must follow these formatting requirements:
in detail the
thoughts you want to convey in each slide, only in more depth.
: graphics (required) should be appropriate
for the environment
and audience. Text should be visible from 18 feet away
(generally considered 18
pt. font or larger).

7. Points: 300 Assignment 1: Job Description
Criteria
Unacceptable
Below 70% F
Fair
70-79% C
Proficient
80-89% B
Exemplary
90-100% A
1. New supervisors
understand the rationale
for a performance
evaluation in general
Weight: 15%
Did not submit or
incompletely
discussed the
rationale for a
performance
evaluation in
general, in such a
way that new
supervisors can
understand.
Partially discussed
the rationale for a
performance

8. evaluation in
general, in such a
way that new
supervisors can
understand.
Satisfactorily
discussed the
rationale for a
performance
evaluation in
general, in such a
way that new
supervisors can
understand.
Thoroughly
discussed the
rationale for a
performance
evaluation in
general, in such a
way that new
supervisors can
understand.
2. PowerPoint
presentation discusses
type of evaluation used
so that new supervisors
understand
Weight: 15%
Did not submit or
PowerPoint

9. presentation
incompletely
discusses type of
evaluation used so
that new
supervisors
understand.
PowerPoint
presentation
partially discusses
type of evaluation
used so that new
supervisors
understand.
PowerPoint
presentation
satisfactorily
discusses type of
evaluation used so
that new
supervisors
understand.
.
PowerPoint
presentation
thoroughly
discusses type of
evaluation used so
that new
supervisors
understand.

10. 3. PowerPoint
presentation discusses
Did not submit or
incompletely
PowerPoint
presentation
PowerPoint
presentation
PowerPoint
presentation
the rationale for the
specific performance
evaluation in use
Weight: 15%
discusses the
rationale for the
specific
performance
evaluation in use.
partially discusses
the rationale for the
specific
performance
evaluation in use.

11. discusses the
rationale for the
specific
performance
evaluation in use.
thoroughly
discusses the
rationale for the
specific
performance
evaluation in use.
4. PowerPoint
presentation discusses
the instrument used so
that new supervisors
understand
Weight: 15%
Did not submit or
incompletely
discusses the
instrument used so
that new
supervisors
understand.
PowerPoint
presentation
partially discusses
the instrument used
so that new

12. supervisors
understand.
PowerPoint
presentation
satisfactorily
discusses the
instrument used so
that new
supervisors
understand.
PowerPoint
presentation
thoroughly
discusses the
instrument used so
that new
supervisors
understand.
.
5. PowerPoint
presentation explains the
process for the
evaluation so that new
supervisors understand
Weight: 15%
Did not submit or
incompletely
explains the

13. process for the
evaluation so that
new supervisors
understand.
PowerPoint
presentation
partially explains
the process for the
evaluation so that
new supervisors
understand.
PowerPoint
presentation
satisfactorily
explains the
process for the
evaluation so that
new supervisors
understand.
PowerPoint
presentation
thoroughly explains
the process for the
evaluation so that
new supervisors
understand.
6. PowerPoint is a
minimum of 10 slides
long

14. Weight: 5%
Did not submit. PowerPoint did not
meet standards.
PowerPoint meets
standards.
PowerPoint
exceeds 10 slides
and the slides are
an informative and
thoughtful addition.
7. Notes Pages are used
Weight: 5%
Did not submit. PowerPoint did not
meet standards.
PowerPoint meets
standards.
PowerPoint uses
Notes Pages to
their fullest
advantage.
8. PowerPoint is visually
appealing
Weight: 5%
Did not submit. PowerPoint did not

15. meet standards.
PowerPoint meets
standards.
PowerPoint is not
only visually
appealing but the
visual design
strengthens
understanding of
audience.
10. Clarity, writing
mechanics, and
formatting requirements
Weight: 10%
More than 6 errors
present
5-6 errors present 3-4 errors present 0-2 errors present