Passion vs. Showoff: The True Essence of Talent Acquisition

Chanda Shakya Michael Germano Kelvin Wainaina Elijah Elkins

In recent years, the way we see talent acquisition (TA) professionals has changed. We now focus more on the core of what it means to be a TA professional rather than just job titles or superficial aspects of recruitment. Some people in TA show genuine passion and purpose, while others treat their job title as their most significant achievement. Many associate "talent acquisition" only with doing interviews, but the role is much broader and more complex.

I have had the chance to work with professionals like Chanda Shakya, Michael Germano, Kelvin Wainaina, and Elijah Elkins, who genuinely care about their work in talent acquisition. Working with them showed me the difference between those who are genuinely curious about people and those who see TA as just a title.

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The Rise of Title-Only Professionals in TA

Today, we see a growing number of TA professionals who focus on titles but don't fully understand the job's depth. Some people chase the TA title without having the skills or insights needed to build a robust and people-oriented organization. These title-focused professionals often think their role is limited to doing interviews or screening candidates. However, TA is a long-term strategy centred on people. It involves understanding what both the organization and the candidates need and matching them to benefit everyone involved.

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The Misconception: TA as Merely an Interviewing Role

At its core, TA is not just about finding a candidate for an immediate need; it's about building a talent pipeline that fits the organization's long-term goals. Unfortunately, many people see TA as an operational role focused only on short-term needs. This limited view overlooks the strategic aspects essential for successful talent acquisition, which involves long-term planning and understanding of the organization's future needs.

True TA professionals know that interviews are just one part of a larger strategy. Real talent acquisition includes market research, networking, and creating relationships with potential candidates even before a position opens up. It requires planning for future talent needs and actively finding people with the right skills who will excel in those roles.

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The Role of Communication and Relationship Building

Communication in TA goes beyond standard interview questions. TA professionals act as communicators, brand builders, and advocates for the organization's culture. They explain what the organization stands for to potential candidates while also presenting candidates' interests and potential to the organization. Strong interpersonal skills and the ability to build relationships are not just necessary, but critical for a successful TA strategy.

Throughout my career, working with people like Chanda Shakya, Michael Germano, Kelvin Wainaina, and Elijah Elkins taught me that good TA professionals communicate with empathy, not just efficiency. They genuinely invest in understanding the people they work with. Their passion for the profession goes beyond titles; they are eager to learn, share insights, and make recruitment a true art of building relationships.

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Real Talent Acquisition: Much Bigger than a Title

Talent acquisition professionals need more than the ability to ask the right questions during interviews. They must grasp business needs, industry trends, and the company culture. Influential TA professionals engage with hiring managers, staying informed about team dynamics and growth plans. This knowledge helps them find candidates who fit not only in terms of skills but also culturally.

Chanda Shakya, Michael, Kelvin, and Elijah exemplify the best qualities I have seen in my career and core TA professionals I have came across as a TA. They view recruitment as an investment in the organization's future and focus on building authentic relationships with both candidates and hiring managers. Their holistic approach to TA, considering how each hire fits into the company's overall vision, serves as a lesson for everyone in the field.

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Pitfalls of Early Titles: Lacking Skills and Knowledge

Many early-stage talent acquisition (TA) professionals get significant job titles after only a short time in recruitment. While titles can be motivating, they might give these professionals a false sense of their skills. Some aim for titles like "TA Manager" or "Talent Acquisition Specialist" without truly developing the necessary skills, such as understanding the nuances of different job roles, effective communication, and the ability to assess a candidate's potential beyond their resume.

These professionals often approach interviewing with a shallow understanding, focusing on answering questions instead of assessing a candidate's fit or career path. This can lead to poor hiring decisions, high turnover rates, and a mismatch between the company and its employees, which harms any organization. TA is an important role that requires seeing beyond just filling job vacancies.

....often approach interviewing with a shallow understanding, focusing on answering questions instead of assessing a candidate's fit or career path.

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Learning from the Best: The Passionate TA Professionals

I learned a lot from Chanda Shakya, Michael, Kelvin, and Elijah. Their strategic mindset in talent acquisition inspired me. They didn’t just conduct interviews; they connected with candidates, made them feel valued, and built trust. This approach is essential for creating strong professional relationships. They treated every hiring challenge as a chance to benefit both the organization and the candidate. Their work showed what talent acquisition should be: thoughtful and impactful.

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Moving Towards a Passion-Driven TA Industry

The talent acquisition field needs more passionate individuals who view their roles as meaningful rather than just a title to achieve. Passion-driven professionals realize they shape an organization’s future, one hire at a time. For them, talent acquisition is a calling, not just a status symbol. Their passion not only drives the industry forward but also leads to better hiring decisions, reduced turnover, and a more engaged workforce. We need more people to embrace this mindset to see these benefits realized.

To create a genuinely passionate talent acquisition team, companies should encourage professionals to focus on developing their skills. They should see talent acquisition as a career, not just a stepping stone. Titles matter when they reflect genuine capability and understanding. This focus on real skills can motivate professionals to grow, ensuring their titles match their abilities. Companies can support this by providing training opportunities, fostering a culture of continuous learning, and recognizing and rewarding passion and dedication in their talent acquisition teams.

?Title Fade, Passion Persists

In talent acquisition, as in any job, titles may change, but passion and dedication leave a lasting impact. Job descriptions don’t fully define TA. It is a responsibility and, when done well, a privilege. Let’s not be distracted by titles and appearances. We should build a future where talent acquisition is seen as a strategic and relationship-driven profession. We need to celebrate those who choose passion over mere titles because they are the true pioneers in shaping the future of talent acquisition. Remember, in talent acquisition, titles may fade, but passion and dedication truly matter and create a lasting impact. By focusing on skills over titles, we can empower ourselves and others to make a real difference in the field of talent acquisition.

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