Required Talent Acquisition - Dehradun

Key Responsibilities:

1. Full-Cycle Recruitment

• Manage the end-to-end recruitment process for a variety of roles across the organization, including job posting, sourcing, interviewing, and offer negotiation.
• Develop a clear understanding of the organization 's staffing needs and work with hiring managers to create job descriptions and determine candidate qualifications.
• Conduct interviews (phone, video, in-person) to assess candidates ' skills, experience, and cultural fit.
• Extend offers to candidates, negotiate salaries, and manage pre-employment processes, including background checks and reference checks.

2. Candidate Sourcing and Pipeline Management

• Utilize a variety of sourcing methods, including job boards, social media platforms (LinkedIn, job portals), employee referrals, and networking events, to build a strong talent pipeline.
• Proactively engage with potential candidates to build relationships and generate interest in job opportunities.
• Attend job fairs, campus recruitment events, and industry networking events to attract talent.
• Maintain and manage an up-to-date database of candidates for current and future job openings.

3. Employer Branding and Candidate Experience

• Promote the company 's employer brand through various recruitment channels, ensuring the organization 's value proposition is communicated clearly to potential candidates.
• Ensure a positive candidate experience throughout the hiring process, from initial contact through onboarding.
• Communicate effectively with candidates at all stages, providing timely feedback and guidance.

4. Collaboration with Hiring Managers

• Partner with hiring managers to understand departmental hiring needs, the type of candidate required, and the specifics of each role.
• Advise hiring managers on best practices for interviewing and selecting candidates.
• Maintain consistent communication with hiring managers regarding the status of open roles, providing regular updates and offering advice on hiring strategies.

5. Job Market Research

• Stay up-to-date with industry trends, salary data, and employment market conditions to better advise the organization on talent acquisition strategies.
• Analyze competitors ' hiring strategies and job market conditions to adjust and improve recruitment efforts.
• Provide insights and recommendations based on recruitment metrics and market research.

6. Recruitment Metrics and Reporting

• Track and report key recruitment metrics, such as time-to-hire, cost-per-hire, and candidate quality, to evaluate the effectiveness of the recruitment process.
• Use data to drive continuous improvement in talent acquisition practices and share reports with HR leadership.