In recognition of the key role being played by talent acquisition professionals in today's challenging environment, the Society for Human Resource Management (SHRM) has developed a new Talent Acquisition Specialty Credential. Targeted to launch in June, this credential from SHRM is designed to help talent acquisition professionals distinguish their expertise and build their credibility within their organizations.
"SHRM's Talent Acquisition Specialty Credential addresses the specialized, rapidly changing universe of the talent acquisition professional," said Nick Schacht, SHRM's chief global development officer. "Even more importantly, it develops participant skills to ensure that successful talent acquisition efforts lead to a sustainable, high-performing workforce."
Recruiting and retaining the best talent continues to be a top priority for organizations, said Sharlyn Lauby, an industry-recognized author, speaker and consultant. "CEOs want to know that their talent acquisition teams are up to the task," she said. "The SHRM Talent Acquisition Specialty Credential allows professionals to show their organizations that they have the knowledge and skills to hire the best. It also demonstrates to candidates that the recruiter they're working with is committed to developing an excellent candidate experience."
To earn the credential, individuals must enroll in SHRM's Talent Acquisition: Creating Your Organization's Strategy seminar, available in-person or online; participate in six comprehensive SHRM eLearning courses on talent acquisition-specific topics including recruiting, analytics and hiring trends; and pass an online 50-question knowledge exam.
Participants do not have to be SHRM-certified to earn the specialty credential, but will receive 25 professional development credits toward a SHRM-CP or SHRM-SCP recertification upon completion of the program.
The credential is the latest SHRM resource focused on talent acquisition. In 2015, SHRM research found that the recruiting segment of the HR market was not being equally represented within SHRM at the same levels as other specialty areas, and as a result, many recruiters and talent acquisition professionals didn't see SHRM as addressing their needs. After holding focus groups and developing a plan to better serve this population, SHRM created the Talent Acquisition newsletter—reaching more than 80,000 subscribers twice a month—developed a special expertise panel of industry thought leaders, and modified the Talent Conference & Exposition held each spring to ensure that at least half the sessions cover talent acquisition tactics and strategies.
"SHRM has spent the past two years working hard to address the needs of talent acquisition pros, and developing our Talent Acquisition Specialty Credential is a goal we've been planning for since we launched this initiative," said Tony Lee, SHRM's vice president of editorial, who also leads the effort to boost talent acquisition content across the organization.
SHRM now publishes hundreds of articles each year on talent acquisition topics; offers a talent trends presentation at SHRM chapter events across the country; produces key research reports on developments within talent acquisition; and advocates on behalf of the underrepresented workforce, including veterans, people with disabilities, older workers and people with criminal records.
SHRM's first Recruiter's Handbook, authored by Lauby, is fresh off the press and available in the SHRMStore. And on June 20, SHRM will hold its first Diversity & Inclusion Job Fair in Chicago on the last day of the 2018 Annual Conference & Exposition.
Was this article useful? SHRM offers thousands of tools, templates and other exclusive member benefits, including compliance updates, sample policies, HR expert advice, education discounts, a growing online member community and much more. Join/Renew Now and let SHRM help you work smarter.
​An organization run by AI is not a futuristic concept. Such technology is already a part of many workplaces and will continue to shape the labor market and HR. Here's how employers and employees can successfully manage generative AI and other AI-powered systems.
Related Content
HR must always include human intelligence and oversight of AI in decision-making in hiring and firing, a legal expert said at SHRM24. She added that HR can ensure compliance by meeting the strictest AI standards, which will be in Colorado’s upcoming AI law.
The proliferation of artificial intelligence in the workplace, and the ensuing expected increase in productivity and efficiency, could help usher in the four-day workweek, some experts predict.
Learn how Marsh McLennan successfully boosts staff well-being with digital tools, improving productivity and work satisfaction for more than 20,000 employees.