Senior Talent Acquisition Specialist

Roles and responsibilities

Source candidates from various sources to match with client requirements.
Conduct various screening techniques to ensure matching with requirements
Manage the assessment process and ensure both client and candidate engagement.
Manage the full cycle from sourcing to onboarding.
1. Strategic Talent Acquisition Planning
Develop Recruitment Strategies: Create and implement effective talent acquisition strategies to attract high-quality candidates in line with the organization's objectives, culture, and long-term goals.
Workforce Planning: Collaborate with department heads and senior leadership to understand current and future staffing needs. Develop recruitment strategies to fill talent gaps, including forecasting hiring demands.
Employer Branding: Enhance the organization’s employer brand by showcasing its culture, values, and opportunities through various platforms, ensuring that the company attracts top talent.
Diversity and Inclusion: Develop and implement strategies that foster diversity and inclusion in the recruitment process, ensuring that the organization attracts and hires a diverse pool of candidates.
2. Sourcing and Talent Pool Management
Candidate Sourcing: Utilize various sourcing methods, such as job boards, social media, networking, referrals, and recruitment agencies, to find top candidates for open positions.
Talent Pool Development: Build and maintain a pipeline of qualified candidates for current and future roles, ensuring that the organization has access to top talent when positions open up.
Passive Candidate Engagement: Identify and engage with passive candidates (those not actively seeking new roles) to build long-term relationships and create a strong candidate pipeline.
3. Recruitment Process Management
End-to-End Recruitment: Oversee the entire recruitment process, including job requisition, job postings, candidate screening, interviews, offer negotiation, and onboarding.
Interviewing and Selection: Conduct or oversee the interviewing and selection process to ensure the best candidates are hired. This includes developing interview guides, screening resumes, conducting interviews, and administering assessments.
Collaboration with Hiring Managers: Work closely with hiring managers and department heads to understand job requirements and ensure that the recruitment process aligns with the specific needs of each department.
Applicant Tracking System (ATS) Management: Use an ATS to manage candidate applications, track recruitment activities, and ensure smooth coordination throughout the hiring process.

Desired candidate profile

Proven minimum 4 years of experience as a Talent Acquisition or recruitment specialist
Preferrable those with experience in headhunting agencies and consulting firms.
A team player with excellent communication and consulting skills
Stakeholder Management and Advisory
Hiring Manager Consultation: Act as an advisor to hiring managers and leadership on best practices for talent acquisition. Provide guidance on job descriptions, interview techniques, and candidate selection.
Leadership Collaboration: Collaborate with senior leaders to understand the company’s talent needs and align recruitment strategies with business goals.
Negotiation and Offer Management: Lead salary negotiations, ensure that offers are competitive, and manage the candidate's acceptance process.
Data Analysis and Reporting
Recruitment Metrics: Track and report on key recruitment metrics such as time-to-fill, cost-per-hire, source of hire, and candidate experience. Use this data to improve recruitment strategies and process efficiencies.
Market Analysis: Analyze labor market trends, compensation benchmarks, and competitor hiring strategies to inform recruitment planning and ensure that the organization stays competitive in attracting talent.
Talent Development and Retention
Onboarding Support: Ensure that new hires have a smooth transition into the organization by overseeing the onboarding process, ensuring a positive experience from day one.
Retention Strategies: Work closely with HR and leadership teams to develop strategies that improve employee retention and engagement, ensuring that the organization retains top talent after hiring.
Continuous Improvement: Continuously review and refine recruitment processes, candidate experience, and talent acquisition strategies to ensure ongoing success.