Talent Acquisition

Job Requirements

Role Purpose: The Talent Acquisition Executive will be responsible for managing end-to-end recruitment activities for EPC and Infrastructure projects, ensuring timely hiring of quality talent across project and corporate roles. The role involves sourcing, pipeline creation, volume hiring, project-based hiring, stakeholder coordination, recruitment tracking, ATS management, and delivering an excellent candidate experience.

Key Responsibilities

• End-to-End Recruitment
• Manage the complete recruitment lifecycle from requisition receipt to candidate onboarding.
• Source, screen, shortlist, interview coordinate, negotiate offers, and facilitate candidate joining.
• Ensure timely closure of assigned positions within defined turnaround timelines.
• Maintain a high-quality candidate experience throughout the hiring process.
• Volume & Project-Based Hiring
• Support bulk hiring requirements for ongoing and upcoming EPC/Infrastructure projects.
• Execute hiring drives for project-based manpower requirements across multiple locations.
• Recruit talent for functions such as:
• Civil Engineering
• Mechanical Engineering
• Electrical Engineering
• Planning & Contracts
• Procurement
• QS & Billing
• QA/QC
• Safety
• Plant & Machinery
• Project Management and Corporate Functions
• Participate in walk-in drives, job fairs, and recruitment campaigns.
• Talent Pipeline Creation
• Build and maintain a strong talent pipeline for current and future hiring needs.
• Develop and manage talent pools through job portals, LinkedIn, employee referrals, and networking.
• Maintain an active database of shortlisted candidates for recurring project requirements.
• Track market availability of key skill sets and niche talent.
• Recruitment Tracker Management & MIS
• Maintain recruitment trackers with accurate and up-to-date hiring information.
• Publish periodic recruitment reports and hiring status updates.
• Track key recruitment metrics including:
• Open Positions
• Ageing Positions
• Interview-to-Selection Ratio
• Offer-to-Join Ratio
• Source Effectiveness
• Hiring Status Reports
• Ensure data accuracy and timely reporting.
• Stakeholder Management
• Coordinate with hiring managers, project teams, and department heads to understand manpower requirements.
• Schedule interviews and provide regular recruitment updates.
• Ensure smooth communication between candidates and stakeholders.
• Build positive working relationships with internal business teams.
• ATS & Recruitment Systems Management
• Manage candidate records through Applicant Tracking Systems (ATS).
• Update requisition status, interview feedback, and candidate progression in the ATS.
• Ensure compliance with recruitment processes and data management standards.
• Utilize recruitment technology for sourcing and hiring efficiency.
• Sourcing & Market Mapping
• Leverage multiple sourcing channels including:
• Job Portals
• LinkedIn Recruiter
• Employee Referrals
• Social Media Platforms
• Recruitment Consultancies
• Internal Databases
• Conduct market mapping for critical and recurring project roles.
• Identify passive candidates and build strong talent networks.
• Employer Branding & Candidate Experience
• Represent the organization professionally during candidate interactions.
• Promote the company's employer brand through recruitment campaigns and social media initiatives.
• Ensure a seamless and engaging candidate experience from sourcing to onboarding.
  
  

Key Performance Indicators (KPIs)

• Number of positions closed within TAT.
• Hiring fulfillment percentage.
• Offer acceptance and joining ratio.
• Candidate pipeline readiness.
• Tracker accuracy and reporting compliance.
• Stakeholder satisfaction.
• Quality of hires.
• ATS data accuracy and process adherence.
  
  

Preferred Industry Experience

EPC | Infrastructure | Construction | Roads & Highways | Metro | Railways | Power | Renewable Energy | Industrial Projects | Data Centers | Manufacturing

Work Experience

Desired Candidate Profile

Educational Qualification

• Graduate in any discipline.
• MBA/PGDM in Human Resources will be preferred.
  
  

Experience

• 2-6 years of experience in Talent Acquisition.
• Experience in EPC, Infrastructure, Construction, Manufacturing, Power, Renewable Energy, Engineering, or Industrial sectors preferred.
• Exposure to volume hiring and project-based recruitment is mandatory.
  
  

Technical Skills

• Strong understanding of recruitment lifecycle management.
• Experience in ATS platforms and recruitment tools.
• Recruitment tracker and MIS management.
• Sourcing through job portals and LinkedIn.
• Candidate pipeline building and talent mapping.
• MS Excel and data reporting skills.
  
  

Behavioral Competencies

• Excellent communication and interpersonal skills.
• Strong stakeholder management capability.
• Ability to manage multiple positions simultaneously.
• Good negotiation and candidate engagement skills.
• Attention to detail and process orientation.
• Ability to work in a fast-paced project environment.