Have you always wanted to know what a Talent Acquisition Specialist does in a day? How do they source and attract talent? What qualities do they look for when screening candidates? 

We interviewed Nikki, a Talent Acquisition Specialist at Mappedin, to find out. 

What does a Talent Acquisition Specialist do? 

As a Talent Acquisition Specialist, my role involves attracting and evaluating potential candidates for current and future job opportunities. This includes managing both inbound and outbound recruitment efforts, conducting interviews to identify the best-fit candidates, and collaborating with hiring managers to create job descriptions and define the hiring process.

I also play a key role in negotiating offers and presenting them to candidates in a professional and positive manner, ensuring a smooth and positive candidate experience throughout the entire recruitment process.

What does your typical workday look like?

Morning 

I start my day by attending to any admin tasks. This includes responding to emails, scheduling interviews, and updating the recruitment trackers we use. 

I also communicate daily with hiring managers to convey any updates in the recruitment pipeline. 

Afternoon

I start by screening our applicants in the Applicant Tracking System (ATS). I request HR screens to applicants whose skill sets are best aligned with our open roles. 

I also spend my day sourcing candidates using Linkedin Recruiter (my favourite tool). I prioritize my day by focusing on the higher-priority roles and updating the recruitment tracker accordingly. 

A huge part of my day is also spent conducting interviews.

And most days, I’m closing job requisitions and taking part in offer negotiations. 

What’s your go-to lunch? 

A nice good old cold-cut sandwich. With my busy schedule, it’s easy to make and tastes amazing! It’s also the only thing I can make.

What tools or resources do you use?

I use Jazz HR and Linkedin Recruiter. 

How do you source and attract candidates for open positions?

To begin the candidate sourcing process, I conduct extensive research on the current job market, including recent layoffs and industry trends. I also pinpoint companies with a similar tech stack and size to our organization, while paying close attention to those that offer SaaS solutions.

Next, I conduct targeted searches tailored to the specific role, prioritizing must-have qualifications over nice-to-have skills. After carefully reviewing each candidate's profile, I reach out to potential candidates with a personalized email to initiate a conversation. If a candidate is not interested in the current opportunity, I request to connect with them for future opportunities or ask for a referral.

What roles are you looking to fill now?

We’re currently hiring for several roles including a UI Designer, Senior Accountant, and Accounts Receivable Specialist. If you’re interested in any of these roles, please don’t hesitate to reach out to us for more information. We’d be happy to hear from you! 

What are the most important things you look for in a candidate? 

When it comes to finding the right candidate, there are a few things I look for. When screening candidates, I look for good tenure — have they been in a position for a long time and are looking to grow with a company? Also, do they have the relevant skill sets? Recently, for example, when hiring for the Staff Software Developer Team Lead position, I looked for candidates with relevant tech experience, team leadership skills, and again, good tenure. 

When interviewing candidates, I also look for someone that embodies our company values — play for the team, learn fast, focus on customers, and be honest and accountable. 

What are some tips for those who make it deeper into the interview process but can't seem to get the job?

At that point when you’re struggling, it’s incredibly valuable to understand where you can improve. Definitely reach out for feedback from the recruiter or hiring manager. They may help you identify areas where you may not be answering questions as effectively or confidently as you could be, for example. And remember, don’t give up! Understand what you can improve, and most importantly, try again. The willingness to learn and grow can make all the difference. 

What advice would you give someone looking to make a career pivot?

If you’re looking to make a career pivot, start by reaching out to your connections and see what opportunities are out there for you. It’s also helpful to have a mentor that can guide you toward the direction you want to take. Try attending networking events or joining Linkedin groups to connect with others in your field of interest. 

Also, take an online course or program! It’s a great way to explore a new career path and evaluate if it’s something you really want to pursue. And of course, embrace the change and have confidence in yourself! 

As someone who has just joined Mappedin, how would you describe your experience working here over the last 3 months?

My experience has been amazing! From day one, everyone has been incredibly kind and helpful. For instance, the Engineering team went above and beyond to automate many processes in the ATS, making the recruitment process so much easier. 

Also, the hiring managers have been really involved and supportive in the recruitment process. Whenever I need feedback on a candidate, they are quick to respond and provide insights, which has made the hiring process much smoother. 

What advice would you give to someone who is interested in joining Mappedin?

I would say apply! Don’t be discouraged by a lack of experience or specific skill sets. We’re always on the lookout for talented individuals with a passion for growth and learning. Even if you don’t have all the qualifications for a particular role, still apply. We’re an ever-changing and growing company, so if you’re willing to grow, learn, and adapt, we’re all ears! We’ll do our best to find a home for you here.

What advice would you give to someone who is interested in pursuing a career in talent acquisition? 

If you're considering a career in talent acquisition, my advice is to focus on developing your communication and relationship-building skills, seek out a mentor, and be confident in your abilities. In talent acquisition, it’s important to be organized, attentive, and able to build strong relationships with your hiring managers in order to understand what they’re looking for in a candidate. And again, be confident — you got this! 

Work with us! 

We're always on the lookout for talented individuals to join our team and help us shape the future of indoor mapping. If you're passionate about innovation and want to work with a fun and driven group of people, we'd love to hear from you! 

Head over to our Careers Page for all open roles, or send an email to our recruitment team at careers@mappedin.ca.