The Talent Acquisition and Operation Specialist will be responsible for initiating and leading talent acquisition andoperations efforts to include full life cycle recruiting, onboarding, developing and executing a broad-based sourcingstrategy and ultimately delivering a viable talent pipeline for the business. Responsibilities will also include trackingand reporting on key metrics, driving process improvements, leading recruiting and HR effectiveness initiatives andbuilding a strong relationship with functional business leaders, vendors and hiring managers. DO — Key Responsibilities I 1. Prepare and submit recruiting planning.2. Establish recruiting requirements by studying organization plans and objectives.3. Meeting with managers/department heads to discuss hiring needs.4. Prepare and submit the hiring budget to HR Head.5. Determine applicant requirements by studying job description and qualifications.6. Attract applicants by placing job advertisements, recruiting consultants, using newsgroups and job sites.7. Post positions to appropriate internet sources.8. Research new ways of using the internet for recruitment.9. Utilize social and professional networking sites to identify and source candidates.10. Determine applicant qualifications by interviewing applicants; analyzing responses; verifying references;comparing qualifications to job requirements. II 11. Arrange management interviews by coordinating schedules, blocking calendar, sending video links (asrequired). Rescheduling + communicating to stakeholders as and when required.12. Fill open positions efficiently and effectively within the agreed timelines in line with the budget (manage andsave budgeting cost through word-of-mouth, referrals, walk-ins).13. Develop a pool of qualified candidates in advance on a regular basis.14. Update the required trackers and orientation (Training) Plan.15. Create a database of recruitment consultants. Manage the use of recruiters and headhunters appropriately.16. Create contacts within the HR/recruitment industry.17. Maintain all pertinent applicant and interview data in the HR System – Online/Offline.18. Create process to perform reference and background checks for potential employees.19. Create a process/culture of replying with a Thank you, Rejection mails/letters for every candidate.20. Prepare SOP/guidelines on recruitment process. III 21. Ensure ‘Manpower requisition form’ is updated on a regular basis, filled and approved by the approvingauthority before filling a position.22. Ensure, ‘Interview feedback form’ is updated, filled and signed by the interviewing manager in the correctformat.23. Position Job description is attached and provided for all the interviewing positions. If not available, to becreated in coordination with the hiring manager/department head.24. Coordinate with HR operations to ensure Job offer, orientation plan, welcome mail, joining dockets are/isprepared for the shortlisted candidates.
