HR - Talent Acquisition

End-to-End Recruitment:

• Collaborate with hiring managers to define job descriptions and candidate specifications.
• Source, screen, and interview candidates using various recruitment channels (e.g., job boards, social media, employee referrals).
• Manage candidate pipelines and maintain a database of potential talent.

Sourcing & Screening:

• Utilize various recruitment tools and methods (LinkedIn, ATS, job boards, social media, etc.) to source high-quality candidates.
• Conduct initial phone screens and assess candidates’ qualifications, experience, and culture fit.
• Shortlist candidates and coordinate interviews with hiring teams.

Candidate Experience:

• Ensure a positive candidate experience by providing timely feedback and clear communication throughout the recruitment process.
• Manage interview scheduling, follow-up, and offer negotiation.

Offer Management & Onboarding:

• Assist with offer letter preparation and ensure a smooth handover to HR for onboarding.
• Guide candidates through the pre-employment process, including background checks and reference verification.

Employer Branding:

• Work closely with the marketing team to promote the company’s employer brand and attract top talent.
• Create innovative recruitment campaigns and attend career fairs, networking events, and other talent acquisition-related events.

Process Improvement:

• Continuously evaluate and improve the recruitment process to ensure efficiency and effectiveness.
• Track recruitment metrics (e.g., time-to-hire, cost-per-hire) and report on recruitment activities and outcomes.

Compliance:

• Ensure recruitment practices comply with local labor laws, regulations, and organizational policies.