Talent Acquisition Recruiter

Roles and responsibilities

• Talent Sourcing: Utilize various recruiting methods to identify and attract qualified candidates.
• Screening and Interviewing: Conduct thorough interviews to evaluate candidates’ skills, experience, and cultural fit for our organization.
• Collaboration: Work closely with hiring managers to understand their staffing needs and develop effective recruitment strategies.
• Candidate Management: Maintain regular communication with candidates throughout the recruitment process, providing updates and feedback.
• Market Research: Stay informed about industry trends, competitor activities, and changes in the job market to attract top talent.
• Employer Branding: Promote our company culture and values to attract candidates who align with our mission and vision.
  
  

Qualifications:

• Bachelor’s degree in Human Resources, Business Administration, or a related field.
• 3+ years of recruiting experience, preferably in agency or Inhouse

• 1. Sourcing and Networking

• Candidate Sourcing: Proficiency in finding candidates through various channels, including job boards, LinkedIn, social media, employee referrals, and professional networks.
• Networking: Building and maintaining relationships with potential candidates, industry professionals, and networking groups to create a talent pool.
• Employer Branding: Promoting the organization as an attractive place to work by highlighting its culture, values, and benefits, both online and offline.

• 2. Interviewing and Assessment

• Interviewing Skills: Ability to conduct effective interviews (phone, video, or in-person) to assess a candidate’s skills, experience, and cultural fit.
• Assessment Tools: Familiarity with various candidate assessment tools, such as personality tests, skills assessments, and psychometric evaluations.
• Behavioral Interviewing: Ability to ask behavioral questions to understand a candidate’s past experiences and how they would handle future situations.

• 3. Candidate Relationship Management

• Candidate Engagement: Maintaining positive relationships with candidates throughout the hiring process to keep them engaged and informed.
• Candidate Experience: Creating a positive and seamless experience for candidates, from application to offer acceptance, ensuring they feel valued at every stage.
• Offer Negotiation: Effectively negotiating job offers, including salary, benefits, and other terms of employment, to secure top talent.

• 4. Recruitment Marketing

• Job Advertisements: Writing compelling job descriptions that attract the right candidates.
• Social Media Recruitment: Using platforms like LinkedIn, Facebook, Twitter, and Instagram to promote job openings and engage with potential candidates.
• Employer Brand Development: Promoting the company’s culture, mission, and values through various marketing channels to attract quality candidates.

• 5. Data-Driven Recruitment

• Metrics and Analytics: Using recruitment metrics (e.g., time-to-hire, cost-per-hire, candidate quality) to evaluate and improve hiring processes.
• Recruitment Technology: Proficiency with Applicant Tracking Systems (ATS) and recruitment software to streamline the hiring process, track candidates, and improve efficiency.
• Market Research: Conducting research to understand industry trends, salary benchmarks, and talent availability.

Desired candidate profile

• Job Posting and Advertisement:

  • Write and post job descriptions on various platforms such as job boards, social media, and company websites.
  • Develop recruitment marketing strategies to attract top talent to the organization.
  • Utilize SEO and other techniques to ensure job postings are visible to the right audience.

• Candidate Sourcing:

  • Source candidates using a variety of methods, including job boards, social media platforms, direct outreach, referrals, and networking events.
  • Engage with passive candidates (those not actively seeking a job) to create a pipeline of potential hires.
  • Leverage tools like LinkedIn, Boolean searches, and specialized job boards to find qualified candidates.

• Screening and Shortlisting:

  • Review resumes, applications, and portfolios to identify candidates who meet the minimum qualifications for the job.
  • Conduct initial screening calls to evaluate candidate fit, interest, and availability.
  • Provide hiring managers with a shortlist of candidates who best meet the role’s requirements.

• Interviewing:

  • Coordinate and schedule interviews with hiring managers and candidates.
  • Conduct phone, video, or in-person interviews to assess qualifications, experience, and cultural fit.
  • Use behavioral interviewing techniques to assess how candidates have performed in past situations.

• Managing the Candidate Experience:

  • Keep candidates informed throughout the process, providing feedback after interviews and ensuring a positive candidate experience.
  • Answer questions about the job, company, and hiring process, creating a transparent and welcoming environment for candidates.
  • Guide candidates through the offer process, addressing concerns and ensuring a smooth transition into the company.

• Offer and Negotiation:

  • Present job offers to selected candidates, ensuring the terms are clear and understood.
  • Negotiate compensation packages and employment terms with candidates to secure acceptance of the offer.
  • Collaborate with HR and hiring managers to finalize the details of the offer and onboard the new hire.

• Building and Maintaining a Talent Pipeline:

  • Develop and maintain a pool of qualified candidates for future roles, keeping contact with passive candidates.
  • Build relationships with candidates even if they are not selected for a role, for future opportunities.
  • Ensure that the candidate database is up to date with relevant candidate profiles for potential roles.

• Collaboration with Hiring Managers:

  • Work closely with hiring managers and department heads to understand their staffing needs and requirements.
  • Provide guidance and support throughout the hiring process, including interview training, process improvements, and candidate assessments.
  • Keep hiring managers updated on the status of open positions and candidate pipelines.