Senior Talent Acquisition Specialist

Duties and Responsibilities

Developing Recruitment Strategies

Work closely with hiring managers and HR teams to understand the staffing needs of the organization.

Develop recruitment strategies to attract suitable candidates, including job postings, sourcing plans, and utilizing various recruitment channels such as job boards, social media, networking events, and employee referrals.

Sourcing Candidates

Actively source candidates through various channels, including online job boards, social media platforms, professional networks (such as LinkedIn), recruitment agencies, and university partnerships. He/She may also utilize advanced search techniques to identify passive candidates.

Screening and assessing candidates

Review resumes and applications to screen candidates for qualifications, skills, and experience.

Conduct initial phone screenings and interviews to assess candidates' fit for the role and the organization. This includes evaluating candidates' technical skills, cultural fit, and potential for long-term success.

Managing the Recruitment Process

Build and maintain talent pipelines for current and future hiring needs.

Establish relationships with potential candidates, maintain contact with qualified candidates for future opportunities, and create a pool of candidates to tap into as needed.

Conduct background check.

Employer Branding and Candidate Experience

Promote the company’s brand and ensuring a positive candidate experience throughout the recruitment process. This includes effectively communicating the organization's values, culture, and benefits to candidates and ensuring a smooth and transparent recruitment process.

Participate in Career Fair in universities.

Offer Negotiation and Onboarding

Extend job offers to selected candidates

Negotiate terms of employment, including salary, benefits, and start dates.

Coordinate the onboarding process to ensure a smooth transition for new hires into the organization.

Data Analysis and Reporting

Track recruitment metrics and analyze data to evaluate the effectiveness of recruitment strategies and make recommendations for improvement. This may include measuring time-to-fill, cost-per-hire, applicant conversion rates, and other key performance indicators.

Exit interview

Conduct exit interviews with departing employees to gather feedback on their reasons for leaving, their overall experience with the organization, and any suggestions for improvement.

Skills and competencies

College/University Education: Bachelor’s degree in human resources, Business Administration, Psychology, or any related field

Industry Knowledge: Familiarity with the IT industry will be a plus

Competencies:

Recruitment Expertise

Communication skills

Organizational skills

Ethical conduct

Data analysis

Adaptability

Decision maker

Relevant Experience and Knowledge

At least 10 years’ experience in recruitment

Note:

The requirements and responsibilities contained in this job description do not create a contract of employment and are not meant to be all-inclusive. They may be changed by the role manager during employment on an as-needed basis.