Talent Acquisition (TA) Coordinator - Hire or get hired
Your complete guide to the Talent Acquisition (TA) Coordinator Role: Duties, salary & hiring tips
Purpose of the Talent Acquisition (TA) Coordinator
The TA Coordinator supports the recruitment function through scheduling, documentation, and system updates to ensure smooth hiring processes and a positive candidate experience.
Talent Acquisition (TA) Coordinator's duties and responsibilities
• Interview Coordination:
Book interviews, manage calendars, and communicate with candidates.
• System Management:
Update ATS records and ensure accurate candidate tracking.
• Documentation:
Prepare contracts, offer letters, and onboarding documents.
• Reporting:
Assist with recruitment activity reports and compliance tracking.
• Support:
Provide administrative support to recruiters and hiring managers.
Book interviews, manage calendars, and communicate with candidates.
• System Management:
Update ATS records and ensure accurate candidate tracking.
• Documentation:
Prepare contracts, offer letters, and onboarding documents.
• Reporting:
Assist with recruitment activity reports and compliance tracking.
• Support:
Provide administrative support to recruiters and hiring managers.
Requirements and qualifications for a Talent Acquisition (TA) Coordinator
• 1–2 years’ experience in recruitment or administration
• Strong organisation and time management skills
• Excellent attention to detail and communication
• Proficiency in Microsoft Office and ATS platforms
• Customer-service mindset and team player
• Strong organisation and time management skills
• Excellent attention to detail and communication
• Proficiency in Microsoft Office and ATS platforms
• Customer-service mindset and team player
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Human Resources Market Update
HR professionals continue to navigate evolving workplace expectations, with employee experience remaining a key priority. Flexibility, work-life balance, and leadership style are top considerations for job seekers, reinforcing the need for organisations to offer compelling benefits and development opportunities. In 2025, 73% of HR leaders prioritise enhancing employee experience, while 67% focus on leadership development and 54% on learning and development. AI is beginning to reshape HR functions, particularly in talent acquisition (25%) and learning and development (19%), though nearly half (46%) report no significant impact yet.
Recruitment challenges persist. While 63% adjust salaries to fill existing roles, counteroffers have declined, with 57% opting not to make them. Staff turnover has stabilised for most organisations, with 40% reporting no change and 32% noting some improvement.
The focus on employee wellbeing is evident, with 81% of organisations offering Employee Assistance Programs and 45% providing health care subsidies. Work flexibility remains widespread, with 78% allowing flexible hours and 69% offering remote work options. As HR leaders refine attraction and retention strategies, investment in leadership, training, and AI integration will be critical to long-term workforce success.
Recruitment challenges persist. While 63% adjust salaries to fill existing roles, counteroffers have declined, with 57% opting not to make them. Staff turnover has stabilised for most organisations, with 40% reporting no change and 32% noting some improvement.
The focus on employee wellbeing is evident, with 81% of organisations offering Employee Assistance Programs and 45% providing health care subsidies. Work flexibility remains widespread, with 78% allowing flexible hours and 69% offering remote work options. As HR leaders refine attraction and retention strategies, investment in leadership, training, and AI integration will be critical to long-term workforce success.
