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.