Lead - Talent Acquisition - Manufacturing/Healthcare (5-6 yrs)

Lead - Talent Acquisition

Job Analysis and Requirement Gathering:

Understand the Job Description:

- Meet with hiring managers or department heads to understand the job requirements, responsibilities, and qualifications needed for a role.

Create Job Descriptions:

- Develop clear, concise, and attractive job postings for various non-IT roles, including sales, marketing, HR, finance, healthcare, manufacturing, etc.

Talent Sourcing:

- Utilize Job Portals and Social Media: Post job openings on job boards, social media platforms (LinkedIn, Indeed, etc), and internal systems to attract candidates.

- Direct Outreach: Search for potential candidates through networking, cold calling, and connecting with industry professionals or passive job seekers.

- Employee Referrals: Encourage employees to refer qualified candidates from their professional network.

Candidate Screening and Shortlisting:

- Resume Screening: Review resumes and applications to shortlist candidates based on their qualifications, experience, and skills.

- Phone Interviews: Conduct initial phone or video screenings to assess candidates' communication skills, cultural fit, and overall suitability for the role.

- Assess Soft Skills: Evaluate interpersonal skills, problem-solving abilities, and emotional intelligence during interviews.

Interview Coordination:

- Schedule Interviews: Coordinate interview schedules between candidates and hiring managers.

- Prepare Candidates: Brief candidates on the interview format, company culture, and the role expectations.

- Conduct Interviews: Depending on the position, recruiters may participate in interviews to evaluate a candidate's skills and experience.

Offer Management:

- Make Job Offers: Once a candidate is selected, the recruiter extends a formal offer letter, explaining compensation packages, benefits, and other relevant job details.

- Negotiation: Handle salary negotiations and other terms of employment between candidates and the hiring company.

Onboarding Support:

- Prepare Onboarding Documents: Help new hires complete necessary paperwork, including contracts, tax forms, and benefits enrollment.

- Orientation and Introduction: Ensure the new hire has all the tools and information needed to start their job successfully, including an introduction to team members and company policies.

Database and Record Management:

- Maintain Recruitment Databases: Keep track of candidate profiles, applications, and resumes in a database for future reference or follow-up.

- Track Hiring Metrics: Monitor and report on the recruitment process, including time-to-fill, cost-per-hire, and other performance metrics.

Building Relationships:

- Networking: Build and maintain relationships with potential candidates, industry professionals, and organizations.

- Employer Branding: Represent the company at job fairs, networking events, or industry conferences to build the company's brand and attract top talent.

Compliance and Reporting:

- Ensure Legal Compliance: Stay up-to-date with employment laws and regulations to ensure hiring practices are legally compliant.

- Candidate Feedback: Provide feedback to candidates regarding their application status or interview outcomes.

- Reporting: Maintain reports on recruitment activities, including positions filled, time-to-hire, and diversity metrics.

Continuous Improvement:

- Assess Recruitment Strategies: Evaluate and refine recruitment strategies and processes for improving efficiency, attracting better candidates, and reducing hiring time.

- Industry Trends: Stay informed about industry-specific hiring trends, compensation benchmarks, and talent acquisition best practices.