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Talent Development Specialist old

  • Course Overview
  • Learning Objectives
  • Job Description

Talent acquisition continues to be one of the most challenging issues for organizations, and the pressure to hire the right people has fostered a competitive recruiting environment. The Talent Development Specialist is an integral contributor to the success of talent attraction, interviewing, and selection process. The TD specialist will carry out a variety of tasks and be involved in projects including recruitment process support, candidate screening, and new hire processing. The TD specialist also analyzes recruiting metrics and related data to report on the productivity and achievement of the talent acquisition strategy. The specialist works closely with hiring managers to conduct job analyses, understand the required job competencies and skills, set up the recruiting and selection process, and oversee the project through new hire processing. The role is both strategic and tactical, requiring strong prioritization and task management skills.

The course is designed to prepare learners for the SkilledNow Certified Talent Development Specialist test and earn the designation, Certified Talent Development Specialist, SkilledNow-TDS. The goal is for the learner to be job-ready for  an entry level position as a talent development  specialist  qualified  for talent attraction and selection.

  • Understand the basic concepts underlying talent development strategy.
  • Understand and apply the six stages of employee recruitment and selection.
  • Apply good practices for recruiting, interviewing, selecting, and hiring the best candidates.
  • Facilitate effective new employee orientation.
  • Use common communication skills, including active listening, asking questions, and interpreting body language.
  • Embrace a customer service focus.
The talent development specialist works as an integral team player coordinating the talent attraction and selection process among hiring managers, human resources managers, and recruiting partners. They fulfill the following responsibilities for recruiting through new hire processing:

  • Work with hiring managers on job opening requirements, competencies, skills, and qualifications in order to understand the job opening and fill the position with the strongest candidate.
  • Work with human resources supervisors to create the job opening according to internal policy and procedure and initiate the recruiting process.
  • Work with external recruiters, as needed, to fulfill the talent attraction and selection process.​
  • Develop recruiting advertising and place appropriately in local media, online career sites, social media, and other recruiting channels to attract qualified candidates.
  • Plan and coordinate job fairs for internal and external candidates, as assigned.
  • Coordinate and conduct all applicant screening for experience, skills, and qualifications through telephone interviews, resume analysis, and pre-employment testing.
  • Coordinate the interview schedule and appointments with hiring managers, HR staff, and other stakeholders in the selection process and conduct interviews as assigned.​
  • Prepare job offer packages as assigned and directed by the HR Director or supervising personnel, perform reference checks, and related tasks necessary to secure candidate job acceptance and secure a starting date.
  • Create and maintain records of all recruitment and selection activities
  • Prepare a variety of recruitment reports and make recommendations when appropriate​
  • Coordinate new hire orientation activities, benefits enrollment, payroll enrollment, technology access and security, and training during the employee orientation period, including facilitating the new employee review of personnel policies and procedures.
  • Become aware of and apply employment and human rights laws that apply to hiring in the region.
  • Talent Development Specialists may also support other employee-related activities such as processing employee satisfaction surveys, salary increases, transfers and promotions, terminations, benefit enrollment administration, company meetings, training, and other assigned projects.
  • Recommend new approaches, policies and procedures to effect continual improvements in efficiency of the department and services performed.

Course Content

Module 1: Talent Development Strategy
Unit 1: Understanding the Basics of Talent Development
Unit 2: Understanding Employee Recruitment and Selection
Unit 3: Working with Job Requirements
Unit 4: Six Vital Elements of Customer Service
Module 2: Attracting and Screening Qualified Candidates
Unit 5: Finding Qualified Candidates
Unit 6: Organizing Job Fairs
Unit 7: Screening Candidates for Interviews
Module 3: Interviewing and Selecting the Best Candidates
Unit 8: Communication Dynamics
Unit 9: Interviewing Techniques and Questions
Unit 10: Be Aware of Four Interviewing Traps
Unit 11: Interviewing Job Candidates
Unit 12: After the Interview
Unit 13: Making the Job Offer
Module 4: New Employee Processing and Orientation
Unit 14: Setting the Foundation for Employee Orientation Programs
Unit 15: Developing Effective Employee Training
Unit 16: Preparing and Delivering New Employee Presentations
Unit 17: Understanding Privacy Issues
Module 5: Workplace Essentials
Unit 18: Team Work – Being a Team Player
Unit 19: Respecting Others and Embracing Diversity
Unit 20: Conflict Management
Unit 21: Professional Ethics and Accountability
Unit 22: Productivity and Effectiveness – Organizing Your Work
Unit 23: Making the Transition to the Workplace
  • Lessons: 23
  • Quizzes: 10 / Day
  • Duration: 5 Days
  • Students: 977
  • Exam: Yes
  • Lessons
  • Quizzes
  • Duration
  • Students
  • Exam
  • 23
  • 10 / Day
  • 5 Days
  • 977
  • Yes
Self-Learning
Instructor-Led
Career Competency Standards

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