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Job Description:
Job description
Implements employee recruitment policies, practices and programs.
assigned business groups on appropriate solutions to address employment related business needs.
Responsibilities
- Sources and recruits qualified candidates based on approved SLGS PH workforce plan within published service delivery standards. Prepare assessment reports on shortlisted candidates using various psychometrics and targeted selection interview results. Endorse qualified candidates to hiring managers. Implement service delivery metrics and SLA.
- Handles full lifecycle recruitment with a focus on sourcing and hiring for technical/niche positions
- Employ various and innovative sourcing strategies to ensure sufficiency and currency of the talent database for timely endorsement of qualified candidates to hiring managers. Implement the vendor accreditation policy in sourcing, and evaluating service providers, negotiates terms and recommends which ones to engage. Work closely with accredited vendors to ensure that required services are delivered as stipulated in the contracts.
- Work with leaders and managers of assigned functional area in diagnosing staffing-related business needs; recommend appropriate interventions; implement as approved with some guidance.
- Acts as subject matter expert in recruitment/employment-related internal courses, particularly in the area of IT/Technical Recruitment
- Implement the hiring process for assigned functional area which includes but not limited to role calibration with hiring managers, candidate sourcing, selection, job offer and new hire on- boarding. Ensure that required resources are on-boarded as planned and pre-employment processes, documents and on-boarding forms are all completed prior to on-boarding. Conduct 30- 60-90 follow thru program for all new hires of assigned functional area and ensure closure of issues and/or concerns raised.
- Prepare staffing reports and presentations as assigned for informed management decision- making.
- Conduct research on various staffing strategies and recommend applicable approach. Contribute to staffing policy development and strategy formulation by providing analysis and research support. Implement approved policies and programs with minimal guidance.
- Work collaboratively within the SLGS HR team to ensure effective staffing service delivery to the organization .
- Assists in sourcing and evaluation of service providers, negotiates terms and recommends which ones to engage.
Qualifications
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5 – 8 years in HR/Talent Acquisition, with 3 – 4 years in IT/Technical Recruitment
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Strong preference for candidates working in IT, BPO, and/or software development companies or
agencies
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Experience in behavioral interview techniques and various sourcing strategies are also required.
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Experience in stakeholder management, functional recruitment reporting, vendor management
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Acts as a talent acquisition advisor by developing a strong knowledge of the talent pool we seek to recruit from.
Skills
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Strong background in End to End Recruitment, with strong focus on Sourcing for IT/Technical Recruitment
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Competent in implementing various sourcing channels for technical and Niche recruitment
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Competent in behavioral interviewing techniques
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Ability to understand the latest developments in recruitment/employment practices and apply
this learning to address business needs, particularly in the IT Industry Sector
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Excellent oral and written communication skills with well-developed presentation skills
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Very good planning and organizing skills and is comfortable working in a team environment
requiring high
collaboration
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Strong sense of urgency, resourceful with good analytical and problem solving skills
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Good interpersonal and negotiation skills
Knowledge
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Knowledge of major developments and practices in recruitment and hiring in the IT shared services to fully competent level.
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Market competition for quality talents – incumbent should be able to articulate clearly to the approved value proposition for candidates to choose ASCP over competition; continuous promotion both within and outside ASCP of organizational offerings
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Attrition – incumbent needs the capability to discern and assess potential attrition risks among applicants; should be able to maintain a healthy pool of qualified candidates; work with Technology management and Staffing Manager in profiling of candidates with high staying power
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Low applicant foot traffic – incumbent needs to tap various sourcing channels to increase applicant funnel
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Potential misrepresentation among applicants – incumbent should implement thoroughly the approved selection process
Job Category:
Human Resources
Posting End Date:
02/12/2024
What We Do
A UK company, Sun Life Financial of Canada is focused on building excellent customer service by offering the highest levels of customer care. We have been serving customers in the UK for over 100 years
