Assistant Manager - Talent Acquisition

As a recruiter, you are expected to be a strong filter and make a decision after your conversations. For this, there is a need to learn how to articulate your gut feeling and provide a 'yes' or 'no' answer.

Responsibilities:

• Source smarter, not louder. Sourcing is a very critical aspect of your role. Scouting passive talent from the industry and using out-of-the-box sources through marketing and networking would help you meet your deliverables within the deadline. Daily, you need to identify great talent from a combination of sources and get them through the door.
• Driving successful referral campaigns; our people are the best sources (yes, there are many different ways of driving referral programs).
• Enabling the business to generate more referrals is a very critical aspect of your role.
• Be a pipeline ninja. Maintaining a constant pipeline (~3x of targets), which ensures a solid talent pool from which we can meet our hiring requirements.
• Hiring priorities shift fast. Agility and business fluency are must-haves. Lead through change.
• Protect the candidate experience. How we treat candidates reflects how we operate as a business.
• You must go beyond requisitions. Understanding the why behind a hire is just as critical as the how. Influence business outcomes.
• Zero tolerance for mediocrity. You raise the bar. You understand the silent cost of inadequate hires and never settle. Because you know that one wrong hire can bring down the energy, efficiency, and performance of an entire team.

Requirements:

• Be courteous, be conversational, be rigorous, and be realistic.
• Being on the same page with your stakeholders is the base starting point of your success.
• Predicting the success of the candidate is your success here; hope is not a strategy.
• You need to be well-versed in the products. You cannot be on the back foot in your conversations.