Technical Recruiter-Talent Acquisition

Recruitment Strategy and Planning: Develop and implement effective recruitment strategies aligned with the organization's goals and workforce needs. Manage the talent acquisition process, which includes coordinating interview schedules and hiring qualified job applicants to fulfill open positions for both internal projects and client projects. Create annual, quarterly, and monthly recruitment plans. Following SOP for long-term workforce planning is crucial to ensure the organization has the right talent at the right time. Talent Sourcing and Pipeline Building Identify and implement effective channels for sourcing top talent. Build and maintain a strong talent pipeline to meet current and future staffing requirements. Explore innovative sourcing techniques to attract passive candidates. Mentoring a candidate before their official start date (DOJ) - engaging with a prospective employee before their actual date of joining. Quality of Hire Measure the effectiveness of salary negotiations and notice period management as part of the Key Result Area (KRA) for assessing the quality of hires. Implement strategies to improve the quality of candidates selected. Stakeholder Engagement Collaborate with accounts managers/ department heads to understand their talent needs and align recruitment strategies accordingly. Maintain open and effective communication with key stakeholders. Evaluate and manage relationships with external recruitment agencies, suppliers, and other vendors & career site Process Improvement Continuously review and improve the recruitment process for efficiency and effectiveness. Implement best practices and technology solutions to streamline hiring processes. Team Management and Development (depend on interview & experience, if hired for TA Lead) Supervise and mentor a team of talent acquisition professionals. Implement training and development programs to enhance team capabilities. Monitor team performance and provide regular feedback.