Job
Description
The Talent Acquisition Manager will be responsible for overseeing and managing the entire recruitment and hiring process for the organization. This role involves developing and implementing effective talent acquisition strategies, attracting top talent, and ensuring a seamless and positive candidate experience from sourcing to offer management. The successful candidate will be a strategic partner, collaborating with senior leadership and hiring managers to meet the organization's workforce needs. Key Responsibilities: Recruitment Strategy: Develop and execute comprehensive talent acquisition strategies aligned with organizational goals and talent needs. Collaborate with senior management to understand workforce requirements, develop recruitment plans, and establish hiring targets. Job Posting and Advertising: Create compelling job postings and advertisements. Utilize various channels such as job boards, social media, professional networks, and industry-specific platforms to maximize the reach and visibility of job opportunities. Candidate Sourcing: Proactively source and identify potential candidates through online sourcing, networking, direct sourcing, and referrals. Build and maintain a robust pipeline of qualified candidates for current and future hiring needs. Screening and Selection: Review resumes and applications, conduct initial screenings, and shortlist candidates based on qualifications and job fit. Conduct phone or video interviews to assess candidate suitability. Interview Coordination: Coordinate and schedule interviews with hiring managers and interview panels, facilitating the interview process to ensure a positive candidate experience and efficient scheduling. Candidate Assessment: Administer and interpret pre-employment assessments (e.g., technical, behavioral, aptitude tests) as required. Collaborate with hiring managers to evaluate candidate qualifications and potential. Interview Evaluation and Feedback: Collect feedback from interviewers and hiring managers, assess candidate qualifications, and provide constructive feedback to candidates, keeping them informed about the status of their applications. Offer Management: Collaborate with hiring managers and the HR team to prepare competitive job offers. Negotiate offers as needed, ensuring compliance with company policies and market standards. Employer Branding: Promote the organization's employer brand and value proposition to attract top talent. Develop and maintain strong relationships with external partners, including recruitment agencies, universities, professional organizations, and job fairs. Recruitment Metrics and Reporting: Track and analyze recruitment metrics (e.g., time-to-fill, cost-per-hire, quality-of-hire). Prepare regular reports and dashboards to provide insights on recruitment effectiveness and make data-driven recommendations for improvement. Requirements: Bachelor's degree in Human Resources, Business Administration, or a related field (Master's degree preferred). Proven experience as a Talent Acquisition Manager or in a similar role. Strong knowledge of recruitment best practices, sourcing strategies, and candidate assessment techniques. Familiarity with applicant tracking systems (ATS) and recruitment software. Excellent understanding of employment laws, regulations, and compliance requirements. Exceptional communication and interpersonal skills, with the ability to build relationships with candidates, hiring managers, and external partners. Strong organizational and time management skills to manage multiple recruitment processes simultaneously. Data-driven mindset with the ability to analyze recruitment metrics and make data-backed decisions. Experience in employer branding and utilizing social media and online platforms for recruitment. Proactive and creative approach to talent sourcing and attracting passive candidates. Knowledge of interviewing techniques, assessment methods, and behavioral-based interviewing. Ability to work in a fast-paced and dynamic environment, adapting to changing priorities and deadlines. Professional certification in human resources (e.g., PHR, SHRM-CP) is a plus.
