Talent Acquisition Executive

Role & responsibilities

Core responsibilities

• Collaborate with hiring managers:

  Work with managers to understand and define staffing needs and create effective hiring strategies.

• Job posting and advertising:

  Write compelling job descriptions and post them across various platforms like job boards, social media, and career sites.

• Candidate sourcing:

  Proactively find candidates through various methods, including professional networks like LinkedIn, job boards, referrals, and industry events.

• Candidate screening:

  Review resumes and applications to screen for qualified candidates and conduct initial phone or video interviews.

• Interview coordination:

  Schedule and coordinate interviews between candidates and the hiring team.

• Candidate communication:

  Act as a primary point of contact, managing all communication between the candidate and the company.

• Offer and negotiation:

  Extend job offers, manage the negotiation process, and handle pre-employment checks.

• Data and tracking:

  Maintain organized records in an Applicant Tracking System (ATS) and track key hiring metrics like time-to-fill and cost-per-hire.

Strategic responsibilities

• Employer branding:

  Help build and enhance the company's employer brand to attract top talent.

• Talent pipeline management:

  Build and maintain a database of qualified candidates for future openings.

• Process improvement:

  Analyze recruitment strategies and metrics to find ways to improve efficiency and effectiveness.

• Onboarding support:

  Ensure a seamless onboarding process for new hires.

• Legal compliance:

  Stay informed about employment laws and regulations to ensure compliance in the hiring process