Talent Acquisition Senior Executive

Adissia Developers

6 - 9 years

5 - 9 Lacs

coimbatore

Posted:-1 days ago| Platform:

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Skills Required

interviewing shortlisting hrms screening hiring job portals networking linkedin hr operations sourcing job posting staffing employer branding talent acquisition it recruitment recruitment screening resumes onboarding interview scheduling

Work Mode

Work from Office

Job Type

Full Time

Job Description

I. Planning and Execution:
Talent Acquisition:
Manage the end\-t-end recruitment process, including job postings, resumescreening, interviewing, and hiring.
Utilize various channels (job boards like Indeed, Naukri, LinkedIn, manpoweragencies, social media, and networking) to identify and attract potentialcandidates.
Develop and maintain a pipeline of qualified candidates for current andfuture job openings.
Create compelling job advertisements to attract a diverse pool of applicants.
Review resumes and applications to identify candidates who meet the jobrequirements.
Conduct initial phone screenings to evaluate candidates qualifications andcultural fit.
Schedule and coordinate interviews with hiring managers and otherstakeholders.
Conduct in\-depth interviews and assess candidates skills, experience, andalignment with company values.
Partner with hiring managers to understand their specific staffing needs andjob requirements.
Provide guidance on interview best practices and assist in designinginterview processes.
Keep hiring managers updated on the status of open positions and candidateprogress.
The entire Recruitment Process mentioned above will have to be done andprocessed on the internal HRMS application.
All communication with the candidate for scheduling interviews, offer releaseand collection of documents form the candidate will also have to happen throughthe internal HRMS application.
Candidate Experience:
Ensure a positive candidate experience throughout the recruitment process.
Communicate regularly with candidates to keep them informed about theirapplication status.
Build and maintain relationships with potential candidates and industryprofessionals.
Keep Track of candidates for whom we have released an offer and ensure thatthey join on the committed date without fail.
Recruitment Strategy and Metrics:
Track and report on key recruitment metrics such as time\-t-fill,cost\-per\-hire, and source of hire.
Use data to analyze recruitment effectiveness and identify areas forimprovement.
Maintain accurate records of all recruiting activities and candidateinformation.
Liaise with the Internal marketing team to post job advertisements on variousplatforms, including job portals, social media, and the companys internalintranet.
Onboarding:
Coordinate the onboarding process with the HR Operation team for new hires,ensuring a smooth transition.
Assist new employees with the completion of necessary paperwork andorientation before their date of joining.
Follow Up with HR Operations, IT, Admin and other stakeholders to ensure allthe necessary arrangements are done for all candidates before their joiningdate.
Employer Branding and Networking:
Promote the company\employer brand through various channels andinitiatives.
Attend job fairs, career events, and networking opportunities to promote theorganization.
Develop and implement strategies to enhance the companyeputation as anemployer of choice.
Vendor Management:
Manage relationships with recruitment agencies and other external vendors toensure a steady flow of suitable candidates.
Have a tie up with more than one consultant so we have created a backup incase of any back out by any candidate at the last minute.
Compliance and Documentation:
Ensure all recruitment activities comply with company policies and legalrequirements.
Maintain accurate and up\-t-date records of candidate interactions and hiringdecisions.
Prepare and present recruitment metrics and reports to senior management.
II. Professional Development:
Industry Certifications programs, Attending Online Courses and Webinars
Attending conferences and other ongoing learning programs
Join HR and recruitment professional groups on platforms.
Internal Training and Development.
III. Documentation:
Detailed job descriptions for various positions.
Job specifications outlining required qualifications and skills.
Standardized templates for job advertisements.
Criteria and guidelines for screening resumes.
Standardized interview questions for different roles.
Evaluation forms to assess candidate responses.
Email templates for various stages of candidate communication (e.g.,acknowledgment of application, interview scheduling, rejection, offer letters)
Records of all communications with candidates.
Forms to collect feedback from candidates about their recruitment experience.
Spreadsheets to track offers made, accepted, and pending.
Regular reports on time\-t-fill, cost\-per\-hire, source of hire, etc.
Analytical reports identifying areas for improvement in the recruitmentprocess.
Records of job postings and their performance on various platforms.
Checklists for HR, IT, Admin, and other stakeholders for new hires.
Forms and documents required for new hires (e.g., tax forms, companypolicies).
Documentation of attendance and participation in job fairs, career events,and networking opportunities.
Contracts and agreements with recruitment agencies and other vendors.
IV. Behavior and Safety:
Establishing a safe, purposeful and stimulating environment for workers andcolleagues
Maintaining good relationships with colleagues and subordinates
Being a positive role model and demonstrating consistently the requiredtraits and attitudes

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