Talent Acquisition Specialist

Candidate Sourcing:

• Proactively source candidates through job boards, social media, and professional networks.
• Utilize various recruitment channels (e.g., LinkedIn, Indeed, employee referrals) to attract talent.
• Partner with external agencies or educational institutions to build a strong talent pool.

Screening & Interviewing:

• Review resumes and applications to identify candidates that match the required qualifications.
• Conduct initial phone screens and in-depth interviews to assess technical and soft skills.
• Facilitate and coordinate multiple interview stages, including scheduling interviews with hiring managers.

Candidate Pipeline Management:

• Maintain and update an active candidate database for current and future positions.
• Create talent pipelines for critical and high-volume positions like customer service representatives, technical support, and sales agents.
• Engage passive candidates and maintain relationships for future hiring needs.

Stakeholder Collaboration:

• Work closely with hiring managers to understand the needs of the role, organizational culture, and specific team requirements.
• Provide regular updates to stakeholders on the recruitment process, challenges, and market conditions.

Onboarding & Compliance:

• Ensure that successful candidates are seamlessly transitioned into their roles through smooth onboarding processes.
• Handle the pre-employment process, including background checks, verification, and other legal requirements.

Recruitment Marketing & Employer Branding:

• Collaborate with the marketing team to develop employer branding strategies.
• Organize and participate in job fairs, open houses, and other talent attraction events.

Metrics & Reporting:

• Track and analyze recruitment metrics (e.g., time-to-fill, cost-per-hire, offer acceptance rates) to continuously improve the hiring process.
• Report on recruitment activities, outcomes, and strategies to senior management.

Educational Background:

• Bachelor’s degree in Human Resources, Business Administration, Psychology, or a related field.
• Certifications in HR or Recruitment (e.g., SHRM, PHR) are a plus.

Experience:

• 1 - 2 years of experience in talent acquisition, preferably in a BPO or high-volume recruitment setting.
• Experience using Applicant Tracking Systems (ATS) and other recruitment software.
• Prior experience recruiting for customer service, technical support, sales roles, or other BPO-related positions is highly desirable.

Skills and Competencies:

Communication Skills:

• Strong verbal and written communication skills to interact with candidates and internal stakeholders.
• Ability to pitch the company culture and role to prospective candidates effectively.

Time Management & Organization:

• Ability to manage multiple open roles simultaneously and prioritize tasks in a fast-paced environment.
• Strong organizational skills for managing candidate pipelines and recruitment processes.

Interpersonal Skills:

• Adept at building relationships with candidates, hiring managers, and external partners.
• Strong negotiation and influencing skills, particularly during the offer stage.

Technical Aptitude:

• Proficiency in using recruitment platforms (e.g., LinkedIn Recruiter, Indeed, ATS).
• Familiarity with digital recruitment tools such as video interviewing software.

Problem Solving & Adaptability:

• Ability to adapt to changes in hiring needs and recruitment strategies.
• Problem-solving mindset to overcome challenges in attracting top talent, especially for niche roles.

Knowledge of BPO Industry:

• Understanding of the BPO sector’s hiring needs, particularly customer support, technical support, and back-office functions.
• Familiarity with the high-pressure and fast-paced nature of BPO work environments.

Other Requirements:

• Willingness to work flexible hours, as BPO environments may require recruiting for shifts that run around the clock.
• Ability to travel for recruitment events or campus hiring when necessary.