Talent Acquisition Officer

The main responsibilities of a TALENT ACQUISITION OFFICER include:

Leadership Function:

• Collaborates with the Talent Acquisition Manager in strategic planning and project management
• Leads and manages a team of 5 recruiters
• Serves as the main point of contact for escalations from the candidates and the hiring managers
• Works closely with the Talent Acquisition Director in monitoring and updating the team's SLA and KPI/KRAs
• Suggests innovative ideas in regard to process improvements related to the recruitment and onboarding procedure
• Updates existing policies to ensure that processes are aligned with recruitment trends
• Leads, motivates and develops a creative and persuasive team

Client Management Function:

• Communicates with clients, hiring managers and/or internal stakeholders to ensure that recruitment processes are aligned and efficient
• Coordinates directly with the internal stakeholders to ensure all requirements are captured
• Initiates, facilitates and leads calibration calls/meetings with the hiring managers regarding recruitment requirements
• Analyzes job descriptions to come up with a proposed salary guide based on market rates
• Participates in market salary research and benchmarking for ad hoc projects and client calibration
• Endorses candidates to client based on the agreed timeframe
• Provides or requests for status updates to and from the hiring managers regarding candidates, feedback, approvals, etc.
• Sets the hiring manager's expectations regarding timelines and deliverables

Recruitment Function:

• Develops recruitment plans to organize and lead recruitment campaigns alongside the Talent Acquisition Manager
• Determines job requirement/s by reviewing and understanding the job description
• Sources potential candidates with the use of traditional and/or non¬traditional recruitment channels
• Ensures that reports and databases of the Internal Recruitment Team is updated on a real¬ time basis
• Creates and posts job advertisements through the different job portals (i.e. Jobstreet, LinkedIn, etc.)

To apply, you must be an expert on the following requirements:

• Graduate of a bachelor's degree or equivalent
• 4-6 years of solid experience in PH end-to-end recruitment
• Exposure in recruiting for foreign clients or hiring managers
• Experience in handling hiring requirements for multiple clients
• Recruited for both technical and non-technical roles for foreign clients/hiring managers

It will also be favorable if you are knowledgeable in:

• Communication: Excellent English (verbal and written) communication skills
• Candidate Profiling: Analyzing resumes and applications to shortlist candidates effectively.
• Interview Techniques: Conducting thorough interviews to evaluate candidates' skills, experience, and cultural fit.
• Candidate Management: Ensuring a positive candidate experience from initial contact through onboarding.
• Time Management: Ability to handle multiple open positions and manage the recruitment process efficiently.
• Detail-Oriented: Ensuring accuracy in job descriptions, candidate information, and application processes.
• Role-Specific Knowledge: Understanding the specific requirements and qualifications for roles within the industry.
• Technical Understanding:Having a foundational knowledge of technical terms, tools, and processes relevant to the roles being recruited.
• Continuous Learning: Staying updated with the latest technological advancements and trends in the industry to understand technical job requirements better.
• Client Management: Ability to establish and maintain positive relationships with clients, hiring managers, and other stakeholders.
• Organizational Skills:
• Ability to handle multiple open positions and manage the recruitment process efficiently.
• Ensuring accuracy in job descriptions, candidate information, and application processes.
• Offer Negotiation: Ability to negotiate offers and manage counteroffers effectively.
• Conflict Resolution: Addressing disputes and concerns between candidates and hiring managers professionally.
• Problem Solving: Understanding and addressing the needs and concerns of candidates and clients.
• Critical Thinking: Making informed decisions about candidate selection and recruitment strategies.
• Adaptability: Ability to adjust strategies based on changing hiring needs and market conditions.
• Planning and Coordination: Managing the end-to-end recruitment activities and coordinating between different parties.
• Continuous Improvement and Innovation: Recommending potential innovations to streamline recruitment workflows and enhance efficiency.