Talent Acquisition Specialist
INDEX Holding
Total years of experience :15 years, 3 Months
•Managing complete Recruitment & Employee onboarding cycle for INDEX subsidiaries.
•Coordinating with hiring managers to identify staffing needs.
•Determining selection criteria.
•Sourcing potential candidates through online channels (e.g. social platforms and professional networks.)
•Plan interview and selection procedures, including screening calls, assessments and in-person interviews
•Currently organising and participating in the Panel Interview with the Board members of INDEX Holding.
•Take steps to ensure positive candidate experience
•Ensuring all recruitment policies & procedures are adhered with internal policy & local employment laws.
•Providing Induction & Policies training to new staff.
•Perform sourcing to fill open positions and anticipate future needs
•Preparing Employee letters (NOC’s/Salary Transfer Letters).
•Meeting new staff for feedback and ensuring his smooth transition within the organisation
Designs, develops and maintain the recruitment process in the organization (including
its description, recruitment measurement definitions, regular measurement reporting,
taking proper actions to close gaps)
• Designs the selection matrix for choosing the optimum recruitment channel and
recruitment source
• Explores the market best practices in the recruitment and staffing and implement
appropriate best practices in the organization
• Monitors and constantly reduces the costs of the recruitment process
• Conducts interviews for jobs in the organization
• Monitors the labor legislation and implements required changes to keep the process
compliant
• Acts as a single point of contact for managers regarding recruitment topics
• Prepare manpower plans and budgets for recruitment
• Deliver & manage recruitment campaigns and attraction aligned to our business
demand and recruitment budget
• Develop an innovative and proactive approach to recruitment, with working
knowledge of various direct recruitment channels
• Responsible to develop reports and maintain a factsheet for hiring
• Develop and implement manpower plans and recruitment strategy according to business requirements in partnership with Group HR Manager.
• Proactively search for, identify, network with and directly contact active and passive job seekers, both internally and externally, for hard-to-hire and specific vacancies, sourcing the very best candidates using a variety of channels that are aligned to and effectively communicate the employer brand including:
Online advertising (careers website, external job board postings
Database mining, using social networking sites etc. Contacting potential candidates who have posted their information on the internet, consistently generating leads from applicants over the phone or face to face
Networking at professional and trade events, and careers fairs
Engaging and managing external PSL recruitment agencies, where required
• Conduct preliminary assessments, as required, assessing candidates’ talents, fit and readiness, setting realistic role expectations
• Advise hiring managers on the appropriate assessment tools for different roles, developing relevant interview questions and analysing selection reports (as applicable) to assess the implications of candidates’ strength profiles
• Advise hiring managers on which candidates to progress to the next stage, ensuring the right decisions are made, challenging the business’ recommendations as required.
Ensure effective communication tools are used throughout the recruitment process to communicate with the business and candidates’.
• Complete identification, legal right to work and address verification during interview process
• Ensure all required approvals are obtained before offers are made
• For international moves: work with relevant stakeholders to determine the applicable international move policy type; initiate cost estimate generation and obtain hiring manager approval; prepare the business case for the international move and ensure completion of all move approval requirements (including supporting the business in setting appropriate move objectives and end of assignment plans). Attend new hire assignee briefing calls
• Manage work permit applications and extensions for new hires and in-country transfers, where required
• Planned, developed and implemented strategy for HR management and development (including recruitment and selection policy/practices, discipline, grievance, counselling, pay and conditions, contracts, training and development, attendance and leave management, succession planning, moral and motivation, culture and attitude development, performance appraisal and quality management issues).
• Liaised with other functional / departmental head so as to understand all necessary aspects and needs of HR development, and to ensure they are fully informed of HR objectives, purpose and achievements.
• Audit and authenticate all documents related to legal, salary statements and distribution, policies etc.
• Managed attendance records, leave records, employee database, and other administrative role.
•Overall responsibility for recruitment of freelance translators, editors and transcribers from around the world (multiple openings), In-house foreign staffing.
•Hiring of In-house Expatriates for Client Service and Marketing Team. (Japanese, Chinese, German)
•Sourcing and screening the resume, conducting recruitments, scheduling and interviewing candidates, reference checks, discussing offer and issuing offer letter and handling joining formalities.
•Vendor Management, Data Management -The documentation of Expat Hiring Process.
•Made a complete document for process improvement of Expat
Summary of Responsibilities:
•Extensive hands-on experience in BFSI and BPO Recruitment
•Complete recruitment cycle for multiple positions at the same time:
Thorough understanding of client requirements
Resume screening and skill set identification
Telephonic interviews
Scheduling of interviews for shortlisted applicants
Negotiating salary and notice period
•Implemented sourcing strategies like job sites and portals (Naukri, Monster, Times job), databases, mass mailing, headhunting, referral generation
•MIS: Making daily, weekly & monthly MIS reports like Resource trackers
•On Pay roll of Career Logik - Worked for 3 months contract onboard with Reliance Money:
Recruitment - Middle level and Senior level positions-Pan India
Headhunting, Sourcing, Short listing resume
Telephonic interviews
Scheduling of interviews for shortlisted applicants
Preparing offer letters and documentation
Negotiating salary and notice period