Talent Acquisition Specialist ENGINEER - TALENT ACQUISITION SPECIALIST Must have: Experience in EPC Hiring's or - Manufacturing Hiring's or - Engineering Hiring's Summary: End to end Talent Acquisition responsibilities from developing long-term recruiting strategies, accountable for the hiring metrics and nurturing trusting relationships with potential hires and reinforcing our employer brand. Will also be responsible for Campus partnerships and creating a steady talent pipeline through fresher hiring and internships. Roles and Responsibilities: 1. Develop Recruitment Strategy and improve the overall efficiency of the recruitment. - To understand the type of resources required in the organization and create a robust annual hiring strategy and execution plan; - Design the recruitment tools for screening, evaluation and selection depending on the role cohorts in the organization; - Leverage technology to improve the hiring metrics and enhance candidate experience; and - Ensure diversity of candidates and an unbiased hiring process. 2. Creating strong talent pipelines for our company's current and future hiring needs. - Source potential candidates through online channels (e.g., social media platforms and professional networks); - Organize and attend job fairs and recruitment events; - Build and maintain a good quality database using the available resources to the optimum viz. Job Portals, Walk-ins, Advertisements, Employee Referrals, Institutes, Consultants, etc.; - Plan interview and selection procedures, including screening calls, assessments and in-person interviews; - Screen, sort, validate and respond to applications on a regular basis in consultation with the reporting manager; - Line up the various interview rounds and close the position within the stipulated time and budget; - Ensure relevant background verification and document screening for the shortlisted candidates; - Conduct offers negotiations and offer role out; and - Maintaining connect with candidates offered till their joining and offer support as needed. 3. Responsible for creating and tracking the hiring metrics to improve the hiring efficiencies. - To track and analyze and evaluate whether recruitment efforts are working as intended. Create the MIS/Trackers - Maintain strong documentation & attention to detail to understand of how recruiting practices relate to overall organization efficiency and operations. - Publish regular updates for company's leadership on key talent acquisition metrics like TAT, quality of hire, sourcing channel mix, build v/s buy/ vs borrow mix etc. 4. Responsible for the overall campus strategy and execution - Work with senior stakeholders for co-creating campus strategy and take accountability of implementation; - Campus plan to be prepared across a spectrum of campuses from Tech, Operations, energy management background, B-School etc.; - Design and deliver Campus/ Internship engagement programs; and - Create the branding strategy to promote the company as an employer of choice amongst target campuses. 5. Process improvement initiatives to ensure robust talent pipeline and improve quality of hire. - Creating and executing the employee referral policy and rewarding the employees giving referrals; - Ensuring the JD repository is updated and partnering with stakeholders to complete the same; - Partner with Hiring Managers, determine the effectiveness and success of current recruiting plans and strategies; and - Design and train hiring managers on effective interview techniques and candidate experience while hiring. 6. Creating the right Employer Branding and networking to build the talent community for the organization. - Serve as brand ambassador at various events, like career fairs or on-campus recruiting events; - Represent company internally and externally at events with a goal of networking and relationship building with potential candidate communities; and - Build long-term relationships with past and potential candidates; and - Create the right communication campaign across all our channels like website, social media etc. to enhance employer brand. Skills & Qualifications: Experience: 4-5 years of lateral hiring experience; Managed/supported a campus hiring cycle Education: PGDM/MBA (HR), Graduate Technical Skills: - Hands-on experience with full-cycle recruiting using various interview techniques and evaluation methods - A keen understanding of the differences between various roles within organizations - Use of Boolean Search and advances search techniques. Functional Skills: - Working knowledge of various niche hiring portals apart from Naukri & LinkedIn such as AngelList, Hirist, iimjobs etc. - Developing Dashboards to track various Hiring metrics. - Proficient in MS Excel & PowerPoint.

Delhi NCR

Smart Joules - Talent Acquisition Role - Engineering Vertical 

Smart Joules - Talent Acquisition Role - Engineering Vertical  ,Job Description for Smart Joules - Talent Acquisition Role - Engineering Vertical  in Smart Joules Pvt Ltd in  Delhi NCR for (4-10) years of experience. Apply Now!

Job Description for Smart Joules - Talent Acquisition Role - Engineering Vertical  in Smart Joules Pvt Ltd in  Delhi NCR for (4-10) years of experience. Apply Now!