Talent Acquisition Executive

ROLES AND RESPONSIBILITIES

1. Recruitment and Selection - Hiring Plan & Strategy, hiring plan and process

• Input into the overall hiring strategy of TEAM to ensure teams consist of a diverse set of qualified individuals.
  • Ensure the manpower needs of the TEAM are being met, with a long-term talent strategy in mind.• Coordinate with hiring managers to identify staffing needs in different areas and all departments.• Determine selection criteria for candidates by consulting with managers and other members of staff.• Sourcing (Job boards, Recruitment Vendors, Internal References, and social Platforms) Screening and selecting candidates to fill the Job openings. This includes screening resumes, conducting interviews and selecting the best candidates.

2. Sourcing & Implementing Sourcing Strategies and shortlisting and Process documentation

• Formulate and implement sourcing strategies to build and map the potential applicants through branding.
  • Create and implement end-to-end candidate hiring processes to ensure a positive experience.• Use Candidate sourcing platform, professional media LinkedIn and socialmedia (Facebook, twitter) for finding suitable candidates.• Shortlisting candidates for technical evaluation and processingdocumentation as per process for offer release.

3. Conducting & Scheduling Interviews

• Plan interview and selection procedures, process including screening through telephonic calls, assessments, and in-person interviews.
  • To provide a simple and efficient interview feedback form to assess a candidate's suitability for a particular job based on their skills, experience, and personality. Developing a list of key competencies and skills required for the role, as well as identifying the specific behaviors and traits that are desirable in candidates.• Assess candidates information, including CVs., portfolios and references. references to be obtained from the candidate for the position manager and above. Reference check to be completed before releasing the offer.• Any concerns from the reference check to be brought to the notice of the HOD and discussed.• Organize walk-in, participate in Job Fair, recruitment events, campus hiring.Etc.

4. Onboarding employees and Induction

• Continuously in touch with the candidates and ensure the joining.
  • Plan the joining well in advance and work with IT for laptop and email, arrange office / workstation with HRBP.• Complete the joining formalities, create the master data in HRMS and handover all the documents to HRBP for payroll and maintaining records.• Designing the Onboarding process for new employees includes creating the schedule and coordinating with various departments and facilitating the induction program.• Process documentation and driving the onboarding process to new employees and ensuring they have the necessary tools and information to succeed in their new role. This includes completing necessary paperwork, providing training and orientation, and introducing new employees to the company culture.

5. Learning & Development

• Monitor all the scheduled Training (Internal / External / Induction) programs
  are conducted as per the schedule

These are our Values which the incumbent must be following in letter and
spirit:

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