We are seeking a ‘Analyst - talent acquisition’ with a significant focus on ‘Talent Acquisition’ and be an integral part of reaching our growth objectives. Analyst - TA will be responsible for creation, development and execution of the talent acquisition vision and strategies to hire top-notch people. He would be responsible for the entire life-cycle of technical recruitment at Searce, including strategy, sourcing, shortlisting, pitching, communication, coordination, scheduling and negotiation. The applicant will be our brand ambassador, and evangelise Searce to potential prospects. The primary goal of this position is to manage strategic full cycle recruiting for a fast paced, high volume, and growing organization and deliver upon our mission of hiring those that not only meet the technical skills of the position but also the principles that we live by every day. In addition to Talent Acquisition, the candidate would also be involved in other HR Generalist roles as per company requirement. Roles & Responsibilities: Talent Acquisition focus will not be to identify the top talent from the candidates who apply; it shall be to identify talent from a set of prospects who are so happy with their current organization that they are ‘not-looking’. we are not looking for passive candidates, we are seeking ‘not-looking prospects’. Preferably people who don’t have resumes - they are so successful in their roles that they are too busy to look outside - as they *can* get things done on the inside. Recruitment: Talent Acquisition: Headhunt & search through social media, (India & US experience) Setting up a highly effective recruitment process and conceptualizing an innovative recruitment process to meet company's unique culture and objectives. Leverage out-of-the-box thinking & explore creative avenues to improve recruitment processes and attract most promising talent. Focus on the “hunt” and candidate generation: research and create sourcing strategies to develop talent pipeline. Planning & executing campus hiring and relationship management with premier campuses. Brand building & relationship management to attract potential talent both laterally & at campuses. Develop a strategy document to set-up an effective recruitment team Define a recruitment manual detailing the hiring process across the organization. Alignment with operations to churn out the most appropriate position descriptions. Develop the appropriate metrics and online dashboards for data capture and analysis of recruitment efforts. Understanding the true business requirements - by having periodic meetings with the operations leadership - Influence business and leadership decisions directly affecting recruitment / sourcing strategies. Create and nurture the young organizational culture which promotes energy, enthusiasm and maintains the creative zeal. Cost - benefit analysis of the recruitment, sourcing & retention methodologies. Develop right internal growth strategy for employees and external recruitment strategy to measure and continually improve the existing intellectual potential of the organization. Possess the ability to research or create selection assessments (i.e. Cognitive, Customer Service, and Technical) that best fit within a specific role or the organization. Manage on-campus recruitment activities and events, including campus relationship management, events planning and execution, career fairs, interviewing, and overall candidate management. Develop and maintain relationships with career services centers and various student groups to develop a diverse talent pipeline. Manage and deploy an internal team of “Talent Scouts” to various on campus networking, career fairs, and interviewing events. Manage and define strategies with recruitment vendors including search engines, job boards, and staffing agencies. Participate in vendor evaluation and contract negotiations process Track industry trends and pro-actively look for new social media or vendor platforms that could help advance company visibility. Post recruitment engagement: Enhance Employee Experience: Develop the most innovative post-recruitment process to significantly improve engagement and enhance employee experiences Maintain adequate pre-joining follow-ups to have a dependable pipeline and ensure thorough reference checks Familiarizing the new joiner with the company policies and procedures This position will be responsible for on-boarding Induction, orientation & assimilation of new employees Manage the process of planning the admin and facilities for computers, email passwords, etc. before the joining date Explaining organization structure, defining their KRA's, background checks and on boarding formalities Ensure proper implementation and maintenance of Quality management systems throughout the recruitment, induction and training process Who should apply for this post? You have an innate ability to spot talent and build relationships. You leave no stone unturned in filling a position, and have been known to adopt creative sourcing techniques to find the right match. You firmly believe that an organization is only as good as its people, always have your recruitment hat on, and are always on the lookout for 'A+' players. You are internet-savvy, understand the technology space well and can leverage the web effectively to assist your search. You understand that Talent acquisition is the most important role within an organization, and you possess excellent oral and written communication skills, and the required sales and marketing chops to convince top performers to join our organization. What we offer: An environment that improves efficiency by leveraging technology. Opportunities to lead projects, suggest process improvements and embrace change. Innovative solutions to address the ever-changing demands of recruitment. A casual working environment with results-oriented and collaborative peers. Cutting edge technology. Ability to revolutionize with creative applications of technology. Education & Experience MBA in HR ( Undergraduate in technology background preferred). 2 - 5 years of overall experience in a talent acquisition( International) role in technology & ITES companies. Work experience in startups or high growth smaller organizations is preferred. Prior experience in evaluation and deployment of HR tools and technologies Comfortable rolling up your sleeves to get things done and the next moment being part of deeply complex strategy discussions.
We are looking for a hardcore IT Recruiter at Reed & Willow. Skills Required: Hands-on experience in IT end-to-end recruitment, domestic recruitment, sourcing, screening, interviewing, result-oriented, passionate, ready to learn, unlearn and travel, etc.Contact Person: Aditi Benefits: Paid holidays, Detox leaves, Menstruation leaves, Robust incentive plans, Education allowance and many more!*Note: Need someone with 1+ years of experience in domestic technology hiring, and who can join within 1-3 days.