Talent Acquisition Specialist/Talent Acquisition Executive

Job Summary:

As a Non-Technical Recruiter, you will be responsible for identifying and recruiting top talent in the field of Consumer goods,BFSI, Manufacturing,etc except IT companies. You will work closely with clients hiring managers / HR personnel and play a crucial role in finding the right candidates to fill technical positions for the client.

Key Responsibilities:

1.

- Collaborate with client’s hiring managers to understand their staffing needs.

- Create detailed job descriptions / checklists based on these discussions.

2.

- Utilise various sourcing methods, including job boards like Naukri/Monster, LinkedIn, social media, and referrals, to identify potential candidates.

- Maintain a robust candidate pipeline for both current and future openings.

3.

- Conduct in-depth initial screenings of candidates to assess their domain skills and cultural fit.

- Evaluate resumes, portfolios, and conduct technical assessments where necessary.

4.

- Submit high quality and relevant profiles to the team leader as per the time schedules

5.

- Schedule and coordinate interviews between candidates and hiring managers.

- Provide timely feedback and updates to candidates throughout the interview process.

6.

- Present shortlisted candidates to hiring managers with detailed summaries.

- Address any questions or concerns from both candidates and hiring teams.

7.

- Assist in salary negotiation and benefits discussions between candidates and hiring managers.

- Ensure that offers align with market standards and company policies.

8.

- Collaborate with HR and hiring managers to facilitate a smooth onboarding process for new hires.

- Ensure all necessary documentation is completed.

9.

- Maintain accurate records of candidate interactions, job requisitions, and recruitment activities in the Dashboard Sheet / Applicant Tracking System (ATS).

- Continuously build a pipeline of candidates to meet future client needs and respond quickly to new requirements.

10.

- Cultivate strong relationships with both clients (hiring managers) and candidates.

- Ensure a positive experience for all parties involved in the recruitment process.

Competencies required for the above role

1. Skills:

- Sourcing Skills: The ability to effectively source candidates through various channels, including job boards, social media, and professional networks.

- Candidate Assessment: Proficiency in evaluating skills, domain knowledge, qualifications, and cultural fit of candidates.

- Communication Skills: Strong communication skills to effectively engage with candidates, hiring managers, and team members.

- Interviewing Techniques: Skill in conducting interviews and assessments to gauge a candidate's competencies related to skills and domain knowledge.

- Negotiation: Capability to negotiate job offers, compensation, and other employment terms.

- Telephone Etiquette: The ability to effectively communicate with candidates and clients over the phone.

2. Knowledge:

- Domain Understanding: A solid understanding of the domain they are recruiting for, including relevant knowledge and industry trends.

- Market Information: Knowledge of the job market, industry demands, and competitive landscape for Non tech market and Domain.

- Microsoft Word Excel & PowerPoint: Hands-on ability to use Microsoft tools for data capturing and analysis, documentation and presentation.

- Company Knowledge: Understanding of the organisation's culture, values, and business objectives.

3. Self-Image:

- Professionalism: A self-image that reflects professionalism, integrity, and trustworthiness.

- Adaptability: The willingness to adapt to changing recruitment needs and strategies.

- Confidence: Self-confidence in their ability to attract and assess top talent in the respective domain.

- Persistence: The determination to overcome challenges and setbacks in the recruitment process.

4. Traits:

- Analytical: The ability to analyse resumes and identify relevant skills and experience.

- Organised: A structured approach to managing multiple candidate profiles and job requisitions.

- Detail-Oriented: A keen eye for details in candidate assessments and job requirements.

- Empathetic: The capacity to understand and connect with candidates and assess cultural fit.

- Team Player: The inclination to collaborate effectively with hiring managers and colleagues.

5. Motives:

- Achievement: A motivation to excel in sourcing and selecting top talents.

- Learning: A desire to continuously learn about different domains and recruitment best practices.

- Service Orientation: A focus on providing excellent service to both candidates and the organization.

- Challenges: A willingness to embrace the challenges of Non Tech recruitment and overcome obstacles.