Senior Talent Acquisition Specialist

hace 2 semanas

Buenos Aires, Argentina Cielo Talent A tiempo completo

Job Description

Work Location: Buenos Aires, Argentina
Work Arrangement: Hybrid model, requiring onsite presence at the client location twice per week.
Language requirements: Spanish and English.

The Senior Talent Acquisition Specialist is responsible for delivering exceptional recruitment services throughout the hiring cycle. This role acts as a brand ambassador for Cielo Talent and partners with hiring managers in a consultative capacity. The Senior Talent Acquisition Specialist is focused on delivering top talent for their hiring managers while providing proactive and timely communication on the status of the search. They stay abreast of industry and market-specific information or trends that could impact the search. They will act as a mentor to recruiters as well as other team members. They demonstrate innovation and outside-the-box thinking with their search techniques.

Responsibilities

Finding Candidates:

  • Complete a detailed job scope conversation with the hiring leader to determine position specifications.
  • Timely review of applicants who have applied via the applicant tracking system.
  • Build and deploy effective recruitment marketing campaigns specific to the job opening.
  • Source candidates via resume databases and networking sites using sophisticated Boolean search language.
  • Source candidates via social media channels and deep web sourcing techniques.
  • Generate targeted lists of passive candidates using member subscriptions and technologies.
  • Solicit and pursue referrals from business networks and/or internal referrals.
  • Utilize proprietary software for mobile and email campaigning to talent communities.

Engaging Candidates:

  • Use a sophisticated mix of media to connect with talent community (phone, email, campaigning, network introductions, and social media).
  • Provide value propositions uniquely tailored to each candidate situation and interest level in the job.
  • Prepare candidates for interviews, providing logistical information, interview schedule, appropriate attire, and expectations for follow-up from the recruiter, additional counsel as needed.
  • Ensure all candidates are provided with timely updates concerning the status of their applications and interviews.
  • Throughout the process, keep a strong pulse on the interest levels and/or concerns of top candidates.

Assessing Candidates:

  • Conduct professional and thoughtful phone interviews that are infused with industry/role-specific probing questions as the conversation/interview dictates.
  • Navigate difficult conversations in order to gather appropriate information.
  • Compare candidate phone interview notes and skills assessments with requisition specifications to determine if the candidate is a match for the role.
  • Apply consideration for factors relative to candidate fit to team and cultural fit.
  • Issue skills testing as needed and evaluate results (if process dictates).
  • Review background and reference information (if process dictates).

Influencing the Hire:

  • Keep candidates engaged throughout the process.
  • Continuously build talent pipeline to ensure there are multiple candidates in play at all times.
  • Keep hiring manager up to date on any market changes that would impact the hiring process or talent community.
  • Articulate a job offer and drive for candidate acceptance.
  • Partner with the hiring manager to ensure the offer is accepted by the candidate.

Service Excellence:

  • Strict adherence to all regulations (OFCCP and all other compliance standards set forth).
  • Demonstrate segment/practice/industry expertise.
  • Work to deliver a strong candidate slate for each requisition.
  • Provide accurate and regular reporting of recruiting activities.
  • Identify perceived difficulties with searches and research solutions by collaborating with leadership (and hiring manager as appropriate).
  • Proactively and regularly communicate the status of each search to the hiring manager.

Qualifications

Education:

  • Bachelor's degree in business, management, human resources, or related field required. Equivalent experience may be considered.

Experience:

  • Minimum of five or more years results-oriented recruiting experience working in an in-house, RPO, or agency setting.
  • Experience in recruiting for multinational companies is required.
  • Previous experience within the pharmaceutical industry is preferred.

Functional/Technical Knowledge, Skills, and Abilities Required:

  • Ability to showcase niche segment or industry expertise.
  • Ability to employ technologies in the recruiting process that create efficiencies.
  • Adhere to documentation and processes for compliance.
  • Experience utilizing deep web sourcing techniques.
  • Language requirements: Portuguese and English. Spanish is preferred.

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