Talent Sourcer-Retail & Luxury (Agency)

Job Overview: As a Non-IT Sourcer for our company, you will be responsible for sourcing, engaging, and attracting candidates for roles across Marketing, Sales, Finance, HR Operations, and other Corporate Functions. You will work closely with hiring managers and HR teams to ensure we hire exceptional talent that will drive business success and support our organizational growth.

Key Responsibilities:

Job Boards

2. Screening and Candidate Evaluation: o Review resumes, portfolios, and applications to assess candidate qualifications for roles in Marketing, Sales, Finance, HR Operations, and other corporate functions. o Conduct phone screenings to evaluate candidates' experience, skills, and cultural fit for the organization. o Shortlist candidates based on initial assessments and forward to hiring managers for in-depth interviews.

3. Collaboration with Hiring Managers: o Partner with hiring managers in various departments (Marketing, Sales, Finance, HR, Corporate) to understand their specific hiring needs and ideal candidate profiles. o Act as a strategic advisor to hiring managers, offering insights on the talent market and assisting in refining job descriptions to attract the best candidates. o Coordinate with hiring teams to schedule interviews and manage feedback loops efficiently.

4. Job Advertisement and Employer Branding: o Write engaging and detailed job descriptions tailored to specific roles across Marketing, Sales, Finance, HR Operations, and corporate departments. o Promote the company's employer brand through various channels to attract high-quality talent and maintain a positive public perception of the company. o Ensure that all job postings are aligned with the companys values and cultural fit.

5. Candidate Engagement and Relationship Building: o Engage with potential candidates through personalized messages, phone calls, and emails, fostering strong relationships with both active and passive candidates. o Provide candidates with a great experience by guiding them through the recruitment process and ensuring they are informed about their status. o Keep candidates engaged in the recruitment pipeline for future roles even if they are not selected for current openings.

6. Talent Pipeline Management: o Develop and manage a pipeline of qualified candidates for future vacancies across Marketing, Sales, Finance, HR Operations, and corporate departments. o Maintain a strong database of candidate profiles and update regularly on the progress of each hiring process. o Maintain long-term relationships with potential candidates for future opportunities, ensuring the company always has access to top talent.

7. Market Research and Competitive Analysis: o Stay up to date on industry trends, salary benchmarks, and the competitive landscape within Marketing, Sales, Finance, HR Operations, and corporate functions. o Provide hiring managers with insights on talent availability, trends in the labour market, and compensation expectations. o Use market data to refine sourcing strategies and improve recruitment processes.

8. Reporting and Data Management: o Track and report on key sourcing metrics such as time-to-fill, candidate engagement rates, and hiring manager satisfaction. o Analyse sourcing success and adjust strategies to ensure continuous improvement. o Provide regular updates on sourcing activities and candidate progress to the HR and recruitment team. Qualifications: • Experience: o Proven experience as a Sourcer, Recruitment Consultant, or Talent Acquisition Specialist in non-technical areas o Knowledge of sourcing tools and platforms such as LinkedIn Recruiter Naukri, Indeed, Glassdoor, Talent Acquisition Software, and Boolean search techniques. • Skills: o Strong communication and interpersonal skills with the ability to engage candidates and stakeholders at all levels. o Ability to understand diverse business functions (Marketing, Sales, Finance, HR Operations) and their unique hiring needs. o Excellent organizational skills and the ability to manage multiple hiring processes simultaneously. o Familiarity with candidate evaluation and screening methods. o Proficiency in using recruitment and HR software (e.g., ATS systems, CRM tools).