Hiring Strategist
7 days ago
Job Opportunity
About On Spot Global CorporationWe are a dynamic organization committed to innovation and growth. Our mission is to make a meaningful impact in the industry by attracting and retaining top talent.
We are seeking a Hiring Strategist to join our team. The successful candidate will be responsible for developing and implementing effective recruitment strategies, sourcing, screening, and interviewing candidates for various positions.
Your Key Responsibilities:
- DEVELOP AND IMPLEMENT EFFECTIVE RECRUITMENT STRATEGIES TO ATTRACT TOP TALENT.
- SOURCE, SCREEN, AND INTERVIEW CANDIDATES FOR VARIOUS POSITIONS.
- BUILD AND MAINTAIN A STRONG CANDIDATE PIPELINE.
- COORDINATE INTERVIEWS AND FOLLOW UP WITH CANDIDATES AT ALL STAGES OF THE HIRING PROCESS.
- MAINTAIN RECRUITMENT RECORDS AND METRICS.
- COLLABORATE WITH HIRING MANAGERS TO DETERMINE JOB REQUIREMENTS AND IDEAL CANDIDATE PROFILES.
- MANAGE JOB POSTINGS ACROSS MULTIPLE PLATFORMS AND JOB BOARDS.
- ENSURE A POSITIVE CANDIDATE EXPERIENCE THROUGHOUT THE RECRUITMENT JOURNEY.
- ASSIST WITH ONBOARDING OF NEW HIRES AND ENSURE A SMOOTH TRANSITION.
Your Requirements:
- Bachelor's degree in human resources, Business Administration, or a related field.
- MINIMUM OF 3 YEARS IN RECRUITMENT OR TALENT ACQUISITION ROLES, DEMONSTRATING EXPERTISE IN SOURCING, INTERVIEWING, AND HIRING TOP TALENT.
- EXPERIENCE WITH APPLICANT TRACKING SYSTEMS (ATS) AND RECRUITMENT TOOLS.
Your Preferred Qualifications:
- CERTIFICATION IN RECRUITMENT OR HR (E.G., AIRS, PHR, SHRM-CP) IS A PLUS.
- FAMILIARITY WITH EMPLOYER BRANDING STRATEGIES AND SOCIAL MEDIA RECRUITMENT.
Your Skills and Competencies:
- EXCELLENT COMMUNICATION, NEGOTIATION, AND RELATIONSHIP-BUILDING SKILLS.
- STRONG ORGANIZATIONAL ABILITIES AND ATTENTION TO DETAIL.
- PROFICIENCY IN DATA ANALYSIS AND REPORTING FOR RECRUITMENT METRICS.
- ABILITY TO THRIVE IN A FAST-PACED ENVIRONMENT AND MANAGE MULTIPLE PRIORITIES.
- HIGH LEVEL OF DISCRETION AND PROFESSIONALISM WHEN HANDLING SENSITIVE CANDIDATE INFORMATION.
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