(G92) | Talent Acquisition Specialist

(G92) | Talent Acquisition Specialist

13 Nov
|
Smart Joules
|
NCT

13 Nov

Smart Joules

NCT

Job Description



Summarise in one statement why this job exists; and how it contributes to the overall mission/objective of the organisation. The structure of this statement should be (1) What does this job do; (2) What does it affect or provide; and (3) Why does it do this



End to end Talent Acquisition responsibilities from developing long-term recruiting strategies, accountable for the hiring metrics and nurturing trusting relationships with potential hires and reinforcing our employer brand. Will also be responsible for Campus partnerships and creating a steady talent pipeline through fresher hiring and internships.





3. Organizational Chart:



(Only Job Titles)





4. Job Duties & Responsibilities:





The expected end results that must be achieved in order to fulfil the job purpose and the activities that help in achieving these results.





Accountability Cluster Major Activities / Tasks



1. Develop Recruitment Strategy and improve the overall efficiency of the recruitment To understand the type of resources required in the organization and create a robust annual hiring strategy and execution plan

Design the recruitment tools for screening, evaluation and selection depending on the role cohorts in the organization

Leverage technology to improve the hiring metrics and enhance candidate experience

Ensure diversity of candidates and an unbiased hiring process





2. Creating strong talent pipelines for our companys current and future hiring needs. Source potential candidates through online channels (e.g., social media platforms and professional networks)

Organize and attend job fairs and recruitment events

Build and maintain a good quality database using the available resources to the optimum viz. Job Portals, Walk-ins, Advertisements, Employee Referrals, Institutes, Consultants, etc.

Plan interview and selection procedures, including screening calls, assessments and in-person interviews

Screen, sort, validate and respond to applications on a regular basis in consultation with the reporting manager.

Line up the various interview rounds and close the position within the stipulated time and budget

Ensure relevant background verification and document screening for the shortlisted candidates

Conduct offers negotiations and offer role out

Maintaining connect with candidates offered till their joining and offer support as needed





3. Responsible for creating and tracking the hiring metrics to improve the hiring efficiencies To track and analyse and evaluate whether recruitment efforts are working as intended. Create the MIS/Trackers

Maintain strong documentation & attention to detail to understand of how recruiting practices relate to overall organization efficiency and operations.

Publish regular updates for companys leadership on key talent acquisition metrics like TAT, quality of hire, sourcing channel mix,



build v/s buy/ vs borrow mix etc.





4. Responsible for the overall campus strategy and execution Work with senior stakeholders for co-creating campus strategy and take accountability of implementation.

Campus plan to be prepared across a spectrum of campuses from Tech, Operations, energy management background, B-School etc.

Design and deliver Campus/ Internship engagement programs

Create the branding strategy to promote the company as an employer of choice amongst target campuses





5. Process improvement initiatives to ensure robust talent pipeline and improve quality of hire Creating and executing the employee referral policy and rewarding the employees giving referrals

Ensuring the JD repository is updated and partnering with stakeholders to complete the same

Partner with Hiring Managers, determine the effectiveness and success of current recruiting plans and strategies.

Design and train hiring managers on effective interview techniques and candidate experience while hiring





6. Creating the right Employer Branding and networking to build the talent community for the organization Serve as brand ambassador at various events, like career fairs or on-campus recruiting events

Represent company internally and externally at events with a goal of networking and relationship building with potential candidate communities

Build long-term relationships with past and potential candidates

Create the right communication campaign across all our channels like website, social media etc. to enhance employer brand.





5. Key Interactions:



Who (internal/external) does this position interact with on a regular basis to perform this role? How often and for what purpose?





Internal External



Leadership team at SJPL including CEO, COO & CPO Candidates and potential talent pool



Interacting with departmental teams to identify their



talent needs.



Communicating with Job consultants and various vendors as per



need.





Hiring Managers Maintaining relations & communicating regularly with various



universities for campus-hiring.





6. Decision Making:



List the key decisions this job can take on its own and some key recommendations made to reporting manager (or others) for approval.





Decisions Suggestions



Finalization of the JDs with concerned stakeholders Strategic suggestions based on analysis of recruitment data and



devising a plan to improve the overall efficiency.





Selection and offer negotiation for junior to mid roles



in the organization



Recommend job consultants and vendors to partner with for our



requirements





Selection of campuses we wish to partner with





7. Dimensions of the job:



The data which will reflect the scope and scale of activities concerning the job. (Quantifiable & numerical amounts; Volume/Geographical spread/No of sites/Financial/Budgets, etc)



Handling recruitment on a Pan-India across all roles and teams (40-50 nos). Campus hiring and engagement (10-15 nos across tech, non tech and MBA colleges.





8. Skills & Qualifications:



Minimum acceptable proficiency for this job.





Particulars Non-Negotiables Good to Have



Years of experience 4-5 years of lateral hiring experience Managed/supported a campus hiring cycle Leadership hiring





Educational



Qualifications



PGDM/MBA (HR), Graduate Additional HR certification on Analytics, BEI.



Core/Technical Skills Hands-on experience with full-cycle recruiting using various interview techniques and evaluation methods

A keen understanding of the differences between various roles within organizations

Use of Boolean Search and advances search



techniques



Knowledge of psychometric tools, other assessment instruments





Functional Skills Working knowledge of various niche hiring portals apart from Naukri & Linkedin like AngelList, Hirist, IIM jobs etc.

Developing Dashboards to track various Hiring metrics.

Proficient in MS. Excel & PowerPoint.



HR Analytics

Working Knowledge of ERP systems.





Personal Attributes High Analytical thinking

Strong communication & presentation skills.

Negotiation skills

Sound judgement & decision-making skills

Collaboration and ability to partner with different stakeholders

High level of ownership and respect for timelines

The original job offer can be found in Kit Job:
https://www.kitjob.in/job/25376136/g92-talent-acquisition-specialist-nct/?utm_source=html

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