Assistant Service Manager - Talent Acquisition

FILINVEST COMPANY: HOSPITALITY ENTERPIRSE RESOURCES CORP.

Position Summary

The Assistant Manager Talent Acquisition shall be responsible in overseeing the daily operations of the Talent Acquisition function ensuring seamless execution of recruitment activities. In addition to managing the endtoend hiring process the role will involve the administration and implementation of HR policies procedures and programs. The Assistant Manager Talent Acquisition will play an active role in developing and coordinating HR initiatives while working collaboratively with Property HR Business Partners Department Heads and other key stakeholders to fulfill workforce needs and organizational goals.

Scope and Responsibilities

• Develop and execute effective sourcing strategies to attract top talent utilizing job boards social media platforms employee referrals professional networks and recruitment agencies.
• Build and maintain a pipeline of qualified candidates for current and future roles through proactive talent mapping and market research.
• Design innovative sourcing plans to target both active and passive candidates across various industries and job levels.
• Leads the creation of recruiting and interviewing plan for each open position.
• Conducts initial interview and endorses prequalified applicants to the requesting department for further assessment and next interview schedule.
• Collaborate with hiring managers to define interview objectives key competencies and rolespecific criteria.
• Conduct comprehensive initial screenings to assess qualifications experience and alignment with organizational values.
• Utilize various interview techniques such as behavioral competencybased situational and technical assessments to gauge candidate capabilities.
• Administer skillbased tests case studies or roleplaying exercises when applicable to evaluate candidates technical and problemsolving skills.
• Solicit feedback from candidates through the Candidate Experience Form (CEF) postinterview to identify areas for improvement in the hiring process.
• Conducts trainings to hiring managers and interview panel members on structured interview techniques to reducing unconscious bias.
• Regularly review and refine interview processes to improve efficiency and outcomes.
• Benchmark interview practices against industry standards to ensure competitiveness.
• Develop compelling and inclusive job advertisements that accurately reflect the responsibilities qualifications and benefits of the role.
• Collaborate with the marketing team to align job advertisements with the organizations overall employer brand.
• Post job advertisements on a mix of platforms including mainstream job boards niche industry sites and social media platforms.
• Partner with professional organizations universities and alumni networks to advertise job openings.
• Establish and maintain relationships with universities colleges and vocational institutions to develop talent pipelines for internships fresh graduates and entrylevel roles.
• Partner with recruitment agencies executive search firms and RPO (Recruitment Process Outsourcing) providers for niche or highvolume hiring needs.
• Organize and participate in campus recruitment programs career fairs and information sessions to engage with students and recent graduates.
• Build and nurture online talent communities through regular engagement on platforms like LinkedIn Groups Reddit forums and Slack channels.
• Leverage employee advocacy programs to encourage team members to refer candidates from their professional networks.
• Explore unconventional methods such as attending hackathons meetups and webinars to connect with potential candidates. Engage in talent forums blogs and discussion groups to establish a presence and attract candidates organically.
• Regularly update and maintain the ATS to ensure it is functioning effectively and capturing accurate data.
• Conducts regular ATS data inputs audit to ensure data completeness and correctness of job posts as well as other relevant information for the job vacancies.
• Maintain a centralized database of candidate profiles resumes and records for easy access and retrieval.
• Prepares recruitment updates/reports related to talent acquisition data analytics: ontime fulfillment hiring rate job offer acceptance rate hardtofill positions and other recruitmentrelated report.
• Use insights from analytics to refine and improve the talent acquisition strategy over time.

Competencies and Skills required

• Good communication and facilitation skills
• Organizational skills
• Time Management
• Problem solving skills
• Recruitment marketing
• Networking and relationship Management
• Data analytics and reporting
• Knowledge in using Applicant Tracking System (ATS) and HRIS

Qualifications

• Graduate of Bachelors degree in Psychology Human Resource Management Communications or relevant field.
• 5 8 years of proven experience in talent acquisition recruitment or human resources.
• 2 3 years of leadership or supervisory experience managing recruitment teams or HR staff.
• Experience in managing endtoend recruitment processes for diverse roles and levels (entrylevel to executive positions).
• Experience in employer branding recruitment marketing and strategic hiring initiatives.
• Work experience in hospitality sector is an advantage
• Certification in Recruitment and Selection is an advantage
• Knowledge of some Philippine local dialects and other foreign languages is an advantage