Talent Acquisition Analyst

Roles and responsibilities

• Create, maintain, and analyze key recruitment metrics such as time-to-hire, cost-per-hire, source of hire, and candidate pipeline metrics.
• You will support our team in our data ETL process (mainly Excel based data sources, but you’re curious in exploring other possibilities).
• You will work on data refreshes for our dashboards for the Management team and beyond based on Power BI.
• You will keep track of the timely reports to be delivered and ensure the timeliness of our reporting process by extracting and storing data according to current reporting landscape.
• You will work on our SharePoint organization and suggest improvements aiming at an optimal and clean data structure, avoiding redundancies.
• Develop and present data-driven insights using Power BI, turning complex data into clear, actionable recommendations for stakeholders.
• Analyze recruitment data to identify trends, patterns, and opportunities for optimizing the talent acquisition process.
• Provide insights on candidate demographics, hiring trends, and team performance to enhance decision-making.
• Contribute to improving recruitment processes and efficiency by working on ad-hoc projects and tasks assigned by the Talent Acquisition Lead.
• Participate in projects aimed at driving excellence and innovation within the TA function.
• Last, but not least you will support our team with additional daily tasks.
  

We don’t need superheroes, just super minds.

• You are a Bachelor or Master’s student in Computing, Data Analytics, Business Administration or similar fields with ability to work full-time alongside your studies.
• You are proficient in writing and understanding complex formulae in MS Excel and handles overall MS Office very well.
• Ideally you have a good knowledge of Power BI / DAX.
• You are fluent in English for personal and virtual communication with the international team.
• You’re a proactive, curious, and empathetic team player with very high commitment, motivation and ability to learn.
• Ability to interpret complex data, identify key trends, and present actionable insights.
• Excellent written and verbal communication skills.
• High attention to detail and a strong passion for data analysis and continuous improvement.
  

You’ll benefit from

• 2 to 3 days of mobile working per week as a global standard.
• Diverse and inclusive culture.
• An environment where everyone can bring their whole self and feel a sense of belonging.
• the foundation to develop personally and professionally.
• Extraordinary variety of learning & development opportunities.

Desired candidate profile

1. Data Collection and Management

• Tracking Key Metrics: Collecting and managing data on various recruitment activities, including candidate sourcing, time-to-hire, cost-per-hire, and offer acceptance rates.
• Candidate Data Management: Ensuring that all candidate information is accurately captured and stored in the applicant tracking system (ATS) or other HR platforms, allowing for easy analysis and reporting.
• Data Quality Assurance: Ensuring the accuracy, consistency, and integrity of data across all stages of the hiring process, from application to onboarding.

2. Data Analysis and Reporting

• Recruitment Metrics Analysis: Analyzing recruitment data to measure the effectiveness of various recruitment strategies, channels, and campaigns (e.g., job boards, social media, employee referrals, etc.).
• Predictive Analytics: Using historical data to identify trends and predict hiring outcomes, such as candidate success rates, retention likelihood, and employee performance after hiring.
• Dashboards and Reports: Creating visualizations, dashboards, and regular reports for HR teams and management to present key recruitment data in an accessible and actionable format.
• Talent Acquisition ROI: Analyzing the return on investment (ROI) of different recruiting channels, recruitment software, or vendor services to assess cost-effectiveness.

3. Improving Recruitment Strategies

• Sourcing Optimization: Identifying the most effective candidate sourcing channels and recommending improvements or changes based on data-driven insights.
• Diversity and Inclusion: Analyzing hiring data to assess diversity in the recruitment process and identifying areas for improvement to ensure diverse and inclusive hiring practices.
• Hiring Process Optimization: Identifying inefficiencies or bottlenecks in the recruitment process (e.g., delays in interview scheduling, candidate screening) and recommending solutions to streamline and enhance the process.
• Quality of Hire: Evaluating the performance of new hires and analyzing the correlation between recruitment metrics and employee success in the role.

4. Collaboration with HR and Talent Acquisition Teams

• Stakeholder Engagement: Collaborating with HR professionals, hiring managers, and talent acquisition teams to understand recruitment needs, objectives, and pain points, and to implement data-driven solutions.
• Ad-hoc Analysis: Providing data-driven insights and analysis on specific talent acquisition projects, helping teams make data-supported decisions on talent strategy.