Responsibilities

- Assisting Talent Acquisition Manager in Manpower Planning and Forecasting: Performing analysis and forecasting the hiring needs of the departments.
- Assisting Talent Acquisition Manager in Manpower Planning and Forecasting: Creating sustainable talent acquisition, recruitment strategies and techniques.
- Assisting Talent Acquisition Manager in Manpower Planning and Forecasting: Identifying skill gaps across the organization.
- Assisting Talent Acquisition Manager in Manpower Planning and Forecasting: Conceptualizing Job Analysis, Job Descriptions, Person Specification, KRA, KPI Reports.
- Preparing initial MRQ for new projects.
- Assisting Talent Acquisition Manager in conducting detailed study for activities involved upcoming projects / possible skillset requirements for positions / client specification etc.
- Understanding of skills sets and experience requirements for various positions.

- Recruitment: Obtaining the recruitment requisition form signed by the BU Head or Department Head.
- Recruitment: Identifying the Job Grade, Designation, Salary Range for the vacancies.
- Recruitment: Finalizing the Job Descriptions / Job Specifications for the vacancies.
- Recruitment: Screening of internal talent pool within BU or across other BUs for any surplus manpower matching the required competencies for the position.
- Recruitment: Attracting more qualified candidates and diversifying the candidate pipeline.
- Recruitment: Speeding up total time to hire and reduce hiring costs.
- Recruitment: Sourcing and discovering top talent for open positions using LinkedIn, other job portals, social media etc.
- Recruitment: Executing recruitment and selection processes designed by Talent Acquisition Manager (e.g., Conducting interviews and screen calls, administer psychological tests, etc).

- Selection:



Conducting initial interviews and administering assessments to ensure individuals are qualified based on the following criteria:
- Candidate possesses required qualification, experience, competencies, and proficiency for the position.
- Candidate s salary expectation is within the internal salary benchmark.
- Candidate s notice period is within the requirement date of a position.
- Candidate s other expectations are within the purview of Afcons Policy.
- Candidate is having right attitude for the position.
- Selection: Conducting candidate s assessment which includes tests to gauge a candidate s hard skills for a specific role, as well as soft skills to evaluate how an individual might work with other team members.

- Visa Processing: Performing complete study of VISA Processes for overseas projects.
- Visa Processing: Processing the documents of New Joinees (Current Offers / Transfers) to the person responsible for VISAs timely (Considering the time taken by authorities for VISA processing) so that candidate can travel immediately after joining.

- Building a Strong Employer Brand: Assisting Talent Acquisition Manager in:

- Identifying ways to strengthen the employer brand and excite top talent about joining the team. Aspects of an organization s employer brand include the company careers page, team member testimonials, corporate social responsibility actions, social media content, and worker review websites. Improving the candidate experience.
- Planning, developing, managing, and overseeing employer branding activities.



Planning procedures for enhancing and Identifying ways to improve the candidate experience.
- Ensuring not to lose the top candidates to competing job offers.

- Developing Personal Skills and Competencies / Engaging Self with Team Members, Superior for Career Development Path: Undertaking proactive measures for self-development.
- Developing Personal Skills and Competencies / Engaging Self with Team Members, Superior for Career Development Path: Ensuring Role Clarity, Targets, KRA s are set and discussed with immediate superior.
- Developing Personal Skills and Competencies / Engaging Self with Team Members, Superior for Career Development Path: Striving for excelling Knowledge, Skills, and Abilities on the given job roles for completions of assigned tasks.
- Developing Personal Skills and Competencies / Engaging Self with Team Members, Superior for Career Development Path: Ensuring open communication with superiors and other stakeholders for work / grievances.
- Developing Personal Skills and Competencies / Engaging Self with Team Members, Superior for Career Development Path: Expansion of technical and commercial skills through continuing education courses, external seminars, webinars and self study.
- Developing Personal Skills and Competencies / Engaging Self with Team Members, Superior for Career Development Path: Identifying learning need areas for self and nominate self for appropriate training programs.
- Developing Personal Skills and Competencies / Engaging Self with Team Members, Superior for Career Development Path: Charting out the career development path in consultation with immediate superior.

Disclaimer: This job posting & Location has been aggregated from external source. Role details, content, and availability are subject to change. Applicants are advised to confirm the latest information directly on the company website before applying.

📌 TALENT ACQUISITION OFFICER - HO (India)
🏢 AFCONS
📍 India