INT-E4B8956 | TALENT ACQUISITION SENIOR SPECIALIST

The Talent Acquisition Officers are responsible for performing a pre-determined recruitment process to ensure that vacancies are filled with qualified candidates efficiently. They manage the end-to-end recruitment cycle, assist in the development of recruitment strategies, and help ensure the team’s alignment to standard processes and protocols. This role involves building strong relationships with clients, providing strategic insights, and ensuring a positive candidate experience.

• You’ll be interacting with key players such as C-level executives from enterprise-level organizations which can expand your skills and network.
• Making sound decision-making and flexibility to ensure team dynamics and productivity.
• Hybrid work setup
• Competitive salary and benefits
• HMO + free dependent
• Access to KMC's exclusive pantry (MadMax Coffee, Fresh Fridge)
• Diverse learning & growth opportunities
• Accessible Cloud HR platform (Sprout)
• Above standard leaves

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.)

• 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

• 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.