Talent Acquisition Manager
Confidential
Total des années d'expérience :16 years, 5 Mois
Implement and Manage full recruitment cycle for both local & overseas markets to ensure manpower requirements are met while adhering to KPIs, budget and recruitment policies & procedures.
•Develop recruitment strategy including its objectives, targets, and initiatives to support the organization’s strategic goals.
•Monitor of recruitment budget and reducing the cost of the recruitment process while maintaining company’s brand.
•Manage relationships with hiring Managers in the company and work closely with them to have a deeper understanding of the requirements of the role, function, and how it fits into the organization.
•Manage recruitment campaign plans through proper execution & ensure the achievement of the desired result.
•Supervising the recruitment team and providing them with the necessary support and guidance to ensure that work processes are implemented as designed.
•Manage the administration of all recruitment records, ensuring that these are complete, accurate and up-to-date.
•Maintain up-to-date knowledge of labor legislation, implementing required changes to keep company recruitment processes compliant.
•Manage recruiting networks with colleges and universities, executive search and other placement firms, government institutions, and other sources of potential applicants to build talent pipeline.
•Carry out research to benchmark and identify best practice for the end-to-end recruitment process.
•Support other projects, programs, or duties as required in other HR divisions.
•Maintain measurable data to critically evaluate recruitment process & timeline effectiveness, time-to-fill, cost per hire etc. to make the necessary reports to support business decisions.
•Implement and Manage full recruitment cycle for both local & overseas markets to ensure manpower requirements are met while adhering to KPIs, budget and recruitment policies & procedures.
•Develop recruitment strategy including its objectives, targets, and initiatives to support the organization’s strategic goals.
•Monitor of recruitment budget and reducing the cost of the recruitment process while maintaining company’s brand.
•Manage relationships with hiring Managers in the company and work closely with them to have a deeper understanding of the requirements of the role, function, and how it fits into the organization.
•Manage recruitment campaign plans through proper execution & ensure the achievement of the desired result.
•Supervising the recruitment team and providing them with the necessary support and guidance to ensure that work processes are implemented as designed.
•Manage the administration of all recruitment records, ensuring that these are complete, accurate and up-to-date.
•Maintain up-to-date knowledge of labor legislation, implementing required changes to keep company recruitment processes compliant.
•Manage recruiting networks with colleges and universities, executive search and other placement firms, government institutions, and other sources of potential applicants to build talent pipeline.
•Carry out research to benchmark and identify best practice for the end-to-end recruitment process.
•Support other projects, programs, or duties as required in other HR divisions.
•Maintain measurable data to critically evaluate recruitment process & timeline effectiveness, time-to-fill, cost per hire etc. to make the necessary reports to support business decisions.
• Using sales, business development, marketing techniques and networking to attract business from client companies.
• Developing a good understanding of client companies, their industry, what they do, their work culture and environment.
• Advertising vacancies by drafting and placing adverts in a range of media, such as newspapers, websites and magazines.
• Using social media to advertise positions, attract candidates and build relationships.
• Headhunting - identifying and approaching suitable candidates for the vacant positions.
• Using candidate databases to match the right person to the client's vacancy.
• Receiving and reviewing applications, managing interviews and tests and creating a shortlist of candidates for the client.
• Requesting references and checking the suitability of applicants before submitting their details to the client.
• Briefing the candidate about the responsibilities, salary and benefits of the job.
• Preparing CVs and correspondence to forward to clients regarding suitable applicants.
• Organizing interviews for candidates as requested by the client and informing candidates about the results of interviews.
• Negotiating pay and salary rates and finalizing arrangements between clients and candidates.
• Working towards and exceeding targets that may relate to the number of candidates placed, a value to be billed to clients or business leads generated.