AVP/VP - Talent Acquisition Lead - Financial Services (8-14 yrs)

AVP/VP - Lead Talent Acquisition with a leading financial services group - Mumbai (work from office)

- Experience in Talent acquisition in the BFSI segment

- Will have the Talent Department members reporting into the incumbent

- Spearhead the talent acquisition planning

Key Roles & Responsibilities -

- Understand the need of the firm in its various hiring requirements on a pan India level before candidate search commences, identifying the key role and candidate requirements, and agreeing the sourcing and selection strategy.

To proactively search for, identify, network with and directly contact active and passive job seekers, both internally and externally, for hard-to-hire, evergreen and specific vacancies, sourcing the very best candidates

(i) Conducting pure research and name generation activities

(ii) Contacting potential candidates & consistently generating leads from applicants over the phone or face to face

(iii) Searching the market for relevant candidates, creating hot lists, keeping high quality candidates warm and on potential prospect lists

(iv) Networking at professional and trade events, and careers fairs.

(v) Engaging and managing external recruitment agencies, where required

- Develop multi-hire sourcing approaches

- Participate in intern, graduate and MBA recruitment events and activities, as required.

- Continuously attract candidates to work for the firm by promoting the organization as an employer of choice in the market place, to drive both short and long term employer HR branding initiatives

- Develop effective pre-screening question, short listing CVs against the JD requirements, actively reviewing and challenging the diversity of talent pools

- Efficient end to end applicant management for each JD i.e. timely review and short listing of applications, promptly updating applicants and responding to any queries.

- Conduct preliminary and strengths based interviews, as required, assessing candidates to ensure cultural fit for the firm, long term potential, (via telephone or face to face where possible), setting realistic role expectations

- Effectively shortlist of which candidates to progress to the next stage, ensuring the right recruitment decisions are made

- Complete internal pre employment and pre engagement verifications checks during interview process

- Manage any rejections who may be potentials for other roles, ensuring that rejections are handled appropriately and candidate contact is maintained

- Negotiate offers with candidates keeping in mind the benefit of the organization.

PRE-EMPLOYMENT

- Ensure pre-employment checks are completed , managing any discrepancies or delays with the candidate

- Develop innovative pre-joining strategy, maintaining regular contact with candidates and keeping them warm post offer acceptance.