KEY ACCOUNTABILITIES/KEY RESPONSIBILITIES
1. Strategic Planning and Execution:
- Develop and execute a comprehensive talent acquisition strategy aligned with the company's objectives and growth plans.
- Utilize data-driven insights to continuously optimize recruitment processes and enhance efficiency.
2. Employer Branding and Positioning
- Enhance the firm's employer brand to attract top talent through various channels such as social media, industry events, and networking.
- Collaborate with marketing teams to develop compelling employer branding materials, including job postings, employee testimonials, and company profiles.
- Ensure consistency in messaging and branding across all talent acquisition touchpoints.
3. Talent Sourcing and Pipeline Management
- Proactively source, identify, and engage passive and active candidates through various channels, including online job boards, professional networks, and referrals.
- Build and maintain a robust talent pipeline to ensure a steady flow of qualified candidates for current and future needs.
- Leverage innovative sourcing techniques and tools to stay ahead of industry trends and competitor activity.
4. Candidate Assessment and Selection
- Design and implement effective candidate assessment methodologies, including interviews, assessments, and reference checks, to evaluate candidates' skills, experience, and cultural fit.
- Collaborate with hiring managers to define job requirements and develop job descriptions that attract top talent.
- Ensure a positive candidate experience throughout the recruitment process, from application to onboarding.
5. Stakeholder Management and Collaboration
- Build strong relationships with hiring managers, senior leadership, and cross-functional teams to understand talent needs and align recruitment efforts with business objectives.
- Provide guidance and support to hiring managers throughout the recruitment process, including interviewing techniques, candidate evaluation, and offer negotiation.
6. Vendor Management
- Identify, evaluate, and manage vendor partnerships, including recruitment agencies, job boards, and technology providers, to augment internal recruitment efforts.
- Negotiate contracts and service agreements with vendors to ensure cost-effective and high-quality services.
- Monitor vendor performance and track key metrics to assess the effectiveness of vendor partnerships and make data-driven decisions.
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