Talent Acquisition Executive

Talent Sourcing

• Pan-India Recruitment: Identify and attract top-tier talent across India for faculty, administrative, and healthcare-related roles.
• Job Posting & Advertising: Develop and post job advertisements on relevant job boards, university websites, and social media platforms.
• Talent Pool Management: Build and maintain a talent pool of qualified candidates for current and future job openings, including faculty members and medical staff.
• Industry Networking: Attend academic and healthcare conferences, seminars, and job fairs across India to network with potential candidates and promote the medical college.

2. Screening and Interviewing

• Resume Screening: Review resumes and applications to identify candidates with the necessary qualifications, experience, and expertise.
• Initial Screening Calls: Conduct phone interviews and pre-screening assessments to evaluate candidates' suitability for specific roles.
• Coordinate Interviews: Schedule and organize interviews for shortlisted candidates, involving relevant stakeholders (e.g., department heads, HR managers, and deans) in the interview process.
• Assess Faculty & Staff Fit: Assess candidates academic credentials, clinical experience (if applicable), teaching ability, and commitment to institutional values and objectives.

3. Collaboration with Departments

• Understand Role Requirements: Work closely with department heads, faculty, and administration to understand their staffing needs and desired candidate profiles.
• Job Descriptions: Collaborate with academic leaders to create and update comprehensive job descriptions for faculty, staff, and medical roles across multiple specialties.
• Customized Recruiting: Tailor recruitment strategies for various roles (such as medical faculty, clinical trainers, lab staff, or administrative personnel) according to specific department needs.

4. Onboarding and Documentation

• Offer Negotiation & Issuance: Extend job offers to selected candidates and negotiate compensation packages in collaboration with HR.
• Onboarding Process: Coordinate onboarding sessions for new employees, ensuring a smooth integration process and introduction to the institution's policies, culture, and expectations.
• Documentation & Compliance: Ensure that all hiring processes comply with institutional policies, legal requirements, and regulatory standards (especially for medical/academic staff credentials).
• Visa and Relocation Support: For candidates from other states, assist with relocation logistics or visa-related concerns (if applicable) to ensure smooth joining.

5. Recruitment Strategy and Planning

• Pan-India Outreach: Implement targeted recruitment campaigns across various states, focusing on key regions for specific talent needs, such as metropolitan areas, Tier-1, and Tier-2 cities.
• University and College Partnerships: Build relationships with medical schools, universities, and healthcare institutions across India to create a pipeline of candidates for faculty and staff recruitment.
• Social Media & Employer Branding: Promote the medical college’s reputation as an employer of choice via social media platforms, university channels, and job boards to attract top talent.

6. Candidate Relationship Management

• Maintain Relationships: Develop and maintain strong relationships with potential candidates, even those not immediately hired, for future recruitment needs.
• Feedback Loop: Collect and analyze candidate feedback after the interview process to enhance the recruitment experience.
• Talent Nurturing: Keep top candidates engaged and informed about ongoing job opportunities and organizational developments.

7. Market Research and Trend Analysis

• Talent Market Research: Stay informed about industry trends, salary benchmarks, and the availability of talent within specific medical disciplines.
• Competitor Analysis: Conduct competitor analysis to understand how other medical colleges or healthcare organizations are attracting and retaining talent.
• Develop Employer Value Proposition (EVP): Analyze what makes the medical college attractive to candidates (such as academic environment, research opportunities, etc.) and work to enhance that proposition.

8. Training & Development

• Continuous Learning: Stay up to date with the latest trends in recruitment, especially in the healthcare and academic sectors.
• Recruitment Training: Train hiring managers and academic leaders on best practices for interviewing and evaluating candidates, ensuring consistency in the hiring process.

9. Travel and Logistics Management

• Travel Across India: Travel frequently across different states and cities to source talent, attend interviews, and participate in recruitment events or conferences.
• Logistical Coordination: Manage travel and accommodation arrangements for candidates who need to visit the medical college for interviews or assessments.