Role Proficiency:
Responsible for medium-sized or large-scale recruiting. Coordinate and carry out recruiting activities assuring the right quality of talent by maintaining a network of relationships with the business units and other stakeholders. Work as an individual contributor with minimal supervision
Outcomes:
- Understand job requisition and skills requirements within area of responsibility to optimize searchable skills and refine sourcing channels
- Thorough understanding of search engines deconstructing job descriptions into searchable skills and creating / refining queries to source top candidates
- Manage end to end life cycle of recruiting process from screening scheduling to onboarding.
- Build and create talent pipeline for future roles with both active and passive candidates
- Update and utilize recruiting databases/tools to carry out the job
- Provide analytical and well-documented recruiting reports in a timely manner
- Participate in employer branding activities job fairs employer events
- Maintain current knowledge of trends in recruitment applicable laws ensure overall compliance
- Participate in recruitment projects or initiate new process improvement programs
Measures of Outcomes:
- Quality of candidates sourced & shortlisted
- Source of hire Source quality and Source mix
- SLA Adherence - Fill Rate Time to hire
- Cost Per Hire Offer Acceptance Ratio and Joining Ratio
- Multi-tasking ability based on efficiency in the given assignment
- Proactive implementation and execution of given tasks
- Complete compliance to policies and procedures
- Accurate reporting and data management
Outputs Expected:
Stakeholder Management:
- Develop and maintain strong relationships with Hiring Manager & Account teams to understand the business and staffing needs
- Collaborate with multiple internal stakeholders (Business Units
Workforce management and skilling teams) to initiate pre-requisites such as approvals and job requisition to begin sourcing
- Be an effective sourcing partner who can engage with front line hiring managers and leaders to understand talent needs and execute hiring plans
- Provide timely and effective end-to-end recruitment service to all businesses whilst engaging key stakeholders throughout the recruitment journey
Adherence to SLAs and processes:
- Ensure process compliance and reporting accuracy in the activities assigned
- Manage full life cycle Recruitment process within defined SLAs
- Manage offers
candidate negotiations to ensure requisitions are filled in a timely manner
Sourcing of Candidates:
- Talent mapping through social websites
career blogs
job portals
offline database to socialize the job postings
- Mandatory filling of ‘Intake session’ for the demands assigned
prior to starting the search
- Partner across a variety of functions to create relevant
compelling
personalized and high-touch candidate experiences that align with UST’s values and mission.
- Support in other recruitment activities such as attending job fairs
employer branding activities and submitting job postings on career portal
social media and networking groups
- Support in the development of employer branding
sourcing and social media strategy at colleges/universities. Maintain relationships with regional and local universities to attract talent
- Maintain a strong pipeline/network of candidates
- Collaborate with various vendors/partners to ensure timely delivery and meeting of commitments
- Organize and manage walk-in drives/ recruitment events
Screening of Candidates:
- Timely pre-screening activities to ensure the technical and overall fitment of candidates
- Create and present pre-screening questions to hiring managers for approval
- Manage company approved assessment process to move the candidates through the hiring process
Candidate Communication and Interview Management:
- Manage scheduling of interviews
ensuring candidates and interviewers are fully briefed
- Prepare candidates for interview by providing detailed information about the company
department
job duties and overall expectations
- Organize
and document post-interview feedback from interview teams and candidates
Offer Management:
- Advises the Hiring Manager on remuneration package within approved budgets and market rates
extends offers and negotiate terms with candidates in consultation with C&B and HR team
- Act as Point of Contact for candidate queries
- Execute pre-joining and orientation process by working closely with HR to new/ rehire employees to ensure smooth on-boarding.
Other Operational activities:
- Administer referral process of applicants
- Assists in People Function initiatives like ERP recruitment module implementation
- Actively maintain TA data for statutory and internal audits
- Work closely with the Talent Acquisition Lead to drive special projects and initiatives that align with the overall Talent Acquisition strategy.
- Participate in client meetings at the direction of the Talent Acquisition Manager/Executive and/or Client Relationship Director
Reports and Metrics:
- Preparing and sharing daily
weekly and monthly recruitment reports
- Track and analyse hiring data against targets/metrics
- Regularly manage pipeline activity
maintain data/reporting integrity
and proactively share data driven updates with internal stakeholders
- Leverage data and metrics to ensure alignment
strong candidate experience
and influence a consistent and data-based approach to hiring
Skill Examples:
- Communication Skills: Able to articulate with good listening and communication skills. Must be able to communicate with potential job candidates
- Interpersonal Skills: Must have the ability to work with various departments on filling open positions and fostering teamwork. They must also be able to effectively deal with potential candidates.
- Decision Making Skills: Must be able to review candidate applications and assess if they meet the qualifications to be considered for the position.
- Discretion: Recruiters should be able to deal with confidential information
- Technical: Should have good understanding of IT technologies & skill adjacencies to effectively source the best candidates.
- Business acumen: Should have a good knowledge of search skills talent supply sources analytical skills and Judgement.
- Growth Mindset: Demonstrates curiosity and ongoing drive to understand & learn techniques in sourcing & fulfilment of demands. Takes ownership of the assigned activity and able to deal with ambiguity & uncertainty.
- Collaboration: Should collaborate across teams and functions to execute the given task
- Empathy: Demonstrates empathy while interacting with stakeholders/teams
Knowledge Examples:
Knowledge Examples
- Should have good knowledge with Microsoft Office suite especially Microsoft Excel and Word
- Ability to quickly learn aspects of organization policies and processes
- Orientation towards achievement of team and organizational goals
- Must have knowledge on the business and functional aspects of the processes
- Good knowledge in one or more Application Tracking Systems and guide TA systems team in implementing new programs and processes
- Experience in recruitment sourcing and/or social media is highly preferred
- Strong understanding of recruiting / sourcing processes and procedures
- Should have good knowledge on different methods of recruitment
- Must have good understanding of local laws and regulations
- Ability to quickly understand hiring plans deploy relevant systems and recruiting tools whilst ensuring adherence to policies and local employment laws.
- Candidate management and candidate experience is a key focus area. Responsible for leading the experience utilizing various communication techniques to keep the candidate interested in present and future opportunities.
- Hands on experience in program managing the complete ATS workflow. Should have working knowledge in ATS Recruiting and Reporting.
- Excellent in Advanced Excel: V look up H lookup Conditional formatting Dashboards etc
- Be up-to-date on current recruiting issues trends and best practices
Additional Comments:
Outcomes: Understand job requisition and skills requirements within area of responsibility to optimize searchable skills and refine sourcing channels Thorough understanding of search engines deconstructing job descriptions into searchable skills and creating / refining queries to source top candidates Manage end to end life cycle of recruiting process from screening scheduling to onboarding. Build and create talent pipeline for future roles with both active and passive candidates Update and utilize recruiting databases/tools to carry out the job Provide analytical and well-documented recruiting reports in a timely manner Participate in employer branding activities job fairs employer events Maintain current knowledge of trends in recruitment applicable laws ensure overall compliance Participate in recruitment projects or initiate new process improvement programs
