Talent Acquisition Specialist

The role of the Strategic Sourcing Associate is to assist in the execution of all activities and initiatives for strategic sourcing to serve global talent acquisition programs and activities across all aspects for both shipboard (global) staffing at all levels.

Key responsibilities include requisition and candidate management, executing sourcing plans and overall sourcing tactics regarding the talent market, as well as seeking out opportunities for continuous process improvement. In collaboration with recruiters, the Strategic Sourcing Associate effectively uses resources to attract, identify, and screen the best talent globally in the most efficient manner.

Ultimately, the goal is to ensure that the organization can consistently proactively deploy the right people, in the right place, at the right time, and for them to be fully engaged.

• Explore Current Trends and Best Practices: Stay up-to-date on recruitment and staffing trends to ensure the company is at par with industry standards.
• Employment Branding: Promote the organization's Human Resources motto "Great vacations start with great employees" to entice a larger pool of candidates.
• Sourcing Talent: Source appropriate talent directly and through various channels to meet departmental and/or vessel needs.
• Talent Pool Development: Develop proactive talent pools that align with short- and long-term business needs through strategic sourcing methods.
• Job Postings: Administer job postings on multimedia platforms, including social media, job boards, and other similar platforms.
• Campaigns and Programs: Assist in executing campaigns and programs for recruiting activities in universities, industry tie-ups, government-assisted initiatives, and other arrangements to build a stable talent pool.
• Recruitment Events: Travel to international or domestic locations as needed to support recruitment events.
• Global Markets: Collaborate with Recruiters to develop global markets and establish relationships with hiring partners, recruiting agencies, executive recruiters, and related sources.
• Talent Acquisition Needs: Work with Recruiters to review forecasted talent acquisition needs and respond to just-in-time requests.
• Candidate Evaluation: Identify suitable applicants meeting specific functional hiring requirements and update statuses in the Applicant Tracking System (ATS).
• Interview Questionnaires: Conduct regular reviews of interview questionnaires and revise as necessary to suit market demands.
• Preliminary Interviews: May conduct preliminary interviews to assess candidates' adaptability to the shipboard environment.
• Recommendations: Assist in evaluating candidates using competency-based interviewing techniques and provide recommendations for best-fit candidates.
• Feedback Mechanism: Promote a feedback mechanism for all processed applications (hired or not) to improve recruitment procedures.
• Determining Applicant Requirements: Determine applicant requirements by studying job descriptions and qualifications.
• Application Disputes: Address and resolve application disputes or concerns affecting company image and sourcing effectiveness.
• New Ship Builds: Proactively ensure capacity increases due to new ship builds are met with proper staffing at all levels.
• Sourcing Targets: Meet sourcing targets and metrics by reviewing productivity reports to measure the effectiveness of sourcing processes and strategies.
• Job Offers: Communicate job offers to approved candidates according to company policy.
• Job Descriptions: Ensure job descriptions are shared with each candidate.
• Workflows: Manage own workflow and comply with recruitment standard operating procedures, processes, and company policies.
• Operational Business Goals: Meet operational business goals and KPIs by utilizing reports and dashboards to monitor productivity, effectiveness, and sourcing candidate management status.
• Cost Controls: Implement cost controls to maximize dollar spent in sourcing without sacrificing quality.