Talent Acquisition Specialist

Purpose of the Role

The Talent Acquisition Specialist is responsible for attracting, engaging and hiring high-quality talent to support the organisation’s business objectives and growth. The role oversees the full recruitment lifecycle, optimises recruitment processes through effective use of Applicant Tracking Systems (ATS), strengthens the employer brand, and develops early-career talent pipelines through strategic partnerships with educational institutions and industry networks.

Key Responsibilities

1. Talent Acquisition & Recruitment

• Manage the end-to-end recruitment lifecycle, from requisition approval and candidate sourcing to selection, offer management and onboarding.

• Partner with hiring managers to understand workforce requirements, role specifications, hiring priorities and talent needs.

• Develop and implement effective sourcing strategies through job portals, professional networks, social media platforms, referrals and direct search.

• Conduct candidate screening, interviews and assessments to evaluate suitability against role requirements and organisational needs.

• Coordinate interview arrangements and ensure a positive, professional and seamless candidate experience throughout the recruitment process.

• Prepare offer recommendations and support salary benchmarking, compensation discussions and offer negotiations.

• Monitor recruitment progress, analyse hiring metrics and provide regular recruitment reports and insights to management.

2. Applicant Tracking System (ATS) Management

• Administer, maintain and optimise the organisation’s ATS to support efficient recruitment workflows and effective hiring management.

• Ensure the accuracy, completeness and integrity of candidate records, recruitment data and system documentation.

• Develop and maintain recruitment dashboards and reports covering key metrics, including time-to-fill, source effectiveness, candidate conversion rates and recruitment costs.

• Identify opportunities to enhance system functionality, automate recruitment processes and improve operational efficiency.

• Provide guidance and training to hiring managers and recruitment stakeholders on ATS usage, system processes and recruitment best practices.

3. Employer Branding & Recruitment Marketing

• Develop and implement employer branding strategies to strengthen the organisation’s positioning as an employer of choice.

• Plan and execute recruitment marketing initiatives across relevant digital and social media platforms.

• Create engaging content that showcases the organisation’s culture, employee value proposition, career opportunities and achievements.

• Coordinate participation in career fairs, industry events, networking sessions and other employer branding activities.

• Collaborate with Corporate Communications, Human Resources and business leaders to ensure consistent employer branding and recruitment messaging.

• Monitor employer branding initiatives and recommend improvements to enhance talent attraction and engagement.

4. Early Careers & Talent Pipeline Development

• Establish and maintain relationships with universities, polytechnics, ITEs and relevant professional institutions to build sustainable talent pipelines.

• Develop and coordinate internship, graduate trainee and other early-career talent programmes to support current and future workforce needs.

• Organise campus recruitment activities, career talks, networking sessions and engagement initiatives with educational institutions.

• Build and maintain talent communities to nurture relationships with high-potential candidates for future opportunities.

• Identify emerging talent trends and recommend initiatives to attract early-career professionals in relevant technology, cybersecurity, digital infrastructure and other business-critical fields.

• Evaluate the effectiveness of early-career recruitment programmes and recommend enhancements where appropriate.

5. Stakeholder Management & Continuous Improvement

• Provide recruitment market intelligence, talent availability insights, salary benchmarks and hiring recommendations to business leaders.

• Build strong working relationships with hiring managers and internal stakeholders to align recruitment strategies with business priorities.

• Ensure recruitment activities comply with applicable employment legislation, fair employment guidelines and organisational policies.

• Support diversity, equity and inclusion initiatives by promoting fair, objective and consistent hiring practices.

• Review recruitment processes and identify opportunities to improve efficiency, quality of hire, stakeholder satisfaction and candidate experience.

• Stay informed of recruitment trends, sourcing technologies and industry best practices to strengthen talent acquisition capabilities.

6. Other Duties

• Undertake any other duties, projects or responsibilities as assigned by the Head of Human Resources or Management from time to time.

Requirements

Education & Experience

• Degree or Diploma in Human Resources, Business Administration or a related discipline.

• Relevant experience in talent acquisition, recruitment or talent management.

• Experience recruiting across technical, sales, corporate and leadership positions would be an advantage.

• Prior experience in employer branding, recruitment marketing and campus recruitment programmes is preferred.

• Hands-on experience with ATS platforms such as SAP SuccessFactors, Workday, Oracle, Greenhouse, Lever or equivalent systems.

Knowledge & Skills

• Strong knowledge of recruitment best practices, talent sourcing strategies and Singapore employment legislation.

• Proficiency in ATS administration, recruitment workflow management and recruitment analytics.

• Strong sourcing capabilities using LinkedIn Recruiter, job portals, professional networks and other talent acquisition platforms.

• Practical experience using LinkedIn Recruiter licences for talent sourcing, pipeline management, talent mapping, candidate engagement campaigns and recruitment market intelligence.

• Excellent stakeholder management, communication and influencing skills, with the ability to engage effectively with hiring managers and candidates at different levels.

• Strong written and verbal communication skills, including the ability to prepare recruitment reports and present data-driven insights.

• Analytical and results-oriented, with the ability to interpret recruitment metrics and translate findings into actionable recommendations.

• Excellent organisational and project management skills, with the ability to manage multiple vacancies and recruitment initiatives concurrently.

• Proactive, adaptable and collaborative, with a strong focus on service delivery and continuous improvement.