Talent Acquisition Executive

Roles and responsibilities

The Talent Acquisition Executive is responsible for executing the recruitment plans and to ensure all manpower requirements are met as per the defined recruitment policy.

Core Responsibilities

• Ensures all recruitment policies, processes and templates are adhered to and recommends improvements based on business needs and best practices.
• Conducts research and implements sourcing strategies to develop a pipeline of candidate for key roles and positions anticipated based on business requirements.
• Maintains relationships with universities and participates in university career fairs.
• Stays current on trends in recruitment, use of alternative sourcing channels and innovative methods of recruitment and selection.
• Identifies manpower requirements, verifies manpower requisitions, reviews submitted job descriptions and selects the most appropriate channel of recruitment to source candidates.
• Prepares and posts recruitment advertisements on internal and external job portals and coordinates externally with recruitment agencies to ensure all appropriate recruitment channels are activated for a particular open position.
• Interacts with managers to discuss recruitment requests and to understand other contextual and qualitative information of the job.
• Sources candidates, conducts interviews and coordinates with Business Units to set up interviews with line managers for shortlisted candidates.
• Obtain pre approvals for employment offers and employment contracts (for junior and mid-level positions) in line with the company guidelines and compensation policies.
• Conducts reference checks for candidates and collects required documents for visa processing and employee information filing.
• Manages applicant tracking systems and updates recruitment related reports and assists in analysis to ensure that regular updates and recruitment status is provided to management.

Self Management

• Defines performance goals at the start of the year in discussion with the reporting manager and ensures that the goals are achieved during the course of the year.
• Takes ownership of his/her own learning agenda by identifying development needs in consultation with the manager and agreeing on the individual development plan which goes beyond just training and development.
• Keeps abreast of professional developments, new techniques and current issues through continued education and professional growth.

Requirements

• Bachelor's Degree in Human Resources.
• A minimum of 5 years of relevant experience.
• Strong stakeholder management skills
• Experience in Education Recruitment is a must

Desired candidate profile

1. Recruitment Expertise

• Sourcing and Headhunting: Deep understanding of sourcing techniques, job boards, social media, and headhunting methods to find the best candidates.
• Interviewing Skills: Strong interviewing skills to assess both technical qualifications and cultural fit.
• Candidate Screening: Ability to screen resumes and applications effectively to identify high-quality candidates.

2. Communication and Interpersonal Skills

• Verbal Communication: Ability to articulate job roles, organizational culture, and recruitment processes clearly to candidates.
• Written Communication: Strong written communication skills for crafting job descriptions, offer letters, and correspondence with candidates.
• Relationship Building: Establish and maintain strong relationships with hiring managers, candidates, and external recruiters.

3. Negotiation Skills

• Offer Negotiation: Ability to present and negotiate job offers, including salary, benefits, and other terms, in a way that satisfies both the candidate and the organization.
• Conflict Resolution: Address any conflicts or concerns raised by candidates or hiring managers during the recruitment process.

4. Organizational Skills

• Multitasking: Ability to manage multiple recruitment processes at the same time while ensuring that all deadlines are met.
• Time Management: Effective prioritization of tasks and management of time to ensure a smooth and efficient recruitment cycle.

5. Data Analysis and Reporting

• Recruitment Metrics: Ability to analyze recruitment data to assess the effectiveness of sourcing strategies, interview processes, and overall hiring efficiency.
• Reporting: Experience in preparing recruitment reports for management, showing trends, challenges, and successes in the hiring process.

6. Technology Proficiency

• Applicant Tracking Systems (ATS): Proficiency with ATS platforms (e.g., Workday, Greenhouse, Lever) to manage candidates, streamline the recruitment process, and track data.
• Recruitment Software: Familiarity with job boards, LinkedIn Recruiter, and other sourcing tools to identify and engage candidates.

7. Problem-Solving and Critical Thinking

• Creative Sourcing: Ability to think outside the box to find and attract candidates, especially in competitive talent markets.
• Adaptability: Ability to adapt to changing hiring needs, urgent vacancies, and shifting company priorities.

8. Cultural Fit Assessment

• Company Culture Understanding: Deep understanding of the company’s culture and values to ensure alignment when selecting candidates.
• Soft Skills Evaluation: Ability to assess a candidate’s personality, work style, and cultural fit within the organization.