INT-1565588 | TALENT ACQUISITION OFFICER

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.

• KMC Standard Benefits
• Career Growth

• Recruitment Activities:

   

  • Determine candidate requirement/s by reviewing and understanding the job description
  • Working alongside their respective TA Manager in the development and implementation of recruitment strategies to meet organizational goals.
  • Analyze market trends and provide strategic insights to the TA Manager.
  • Collaborate with the Sourcing Team to identify effective sourcing channels and strategies.
  • Create and post job advertisements according to pre-determined standards.
  • Conducts in-depth interviews (video call or face-to-face) of potential candidates to filter candidates based on client requirements
  • Formatting of resumes and creation of profile summaries according to pre-determined standards
  • Responsible for test administration and interviewing (phone or face-to-face) of candidates for assigned accounts or requirements
  • Draft career offers and/or employment contracts to be presented to identified candidates
  • Explain employment and compensation details to identified candidates and be able to facilitate offer negotiations as necessary
  • Conducts reference/background check of candidates when necessary
  • Ensure that candidates are provided with necessary updates regarding their application status
  • Updating of appropriate databases or platforms used by the team with accuracy
  • Uphold the company’s employer brand by acting in a professional manner when dealing with clients, candidates and co-workers
  • Ensures that all recruitment processes and standards, as stated in the TA Playbook, are practiced consistently
  • Achieve hiring targets set by management in relation to set scorecards and/or metrics

  Client Management Function:

   

  • Build and maintain strong relationships with clients and hiring managers.
  • Manage client expectations regarding timelines and deliverables
  • Lead calibration calls/meetings with clients regarding recruitment requirements
  • Preparation and presentation of salary guides, and market scopes as requested by clients or internal stakeholders.
  • Providing insights to clients relevant to availability of talent and/or skills in the Philippine talent market
  • Providing insights on potential hiring challenges and propose possible solutions or next course of action
  • Endorsement of candidates to clients based on the agreed specifications and timeline.
  • Providing hiring recommendations to clients and/or hiring managers.
  • Provide or request for updates, on a regular basis, to and from clients regarding candidate status, candidate feedback, hiring challenges and employment contract details
  • Respond to client inquiries relating to TA related concerns within reasonable time

  Leadership and Development:

   

  • Acting as a key support to the Talent Acquisition Manager, assisting with strategy development and implementation.
  • Providing guidance and support to junior recruiters, fostering their professional growth.
  • Promoting a collaborative environment within the recruitment team to share best practices and improve processes.
  • Contributing to the development of recruitment strategies, practices and initiatives that align with organizational goals.
  • Ensure adherence to recruitment processes and standards as outlined in the TA Playbook.
  • Assist the Talent Acquisition Manager in driving team performance by providing guidance, and support to junior recruiters.

• 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.

• Graduate of a bachelor’s degree or equivalent
• 4-6 years solid experience in 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