Tech Talent Acquisition Specialist

Job Summary:

The Talent Acquisition Specialist is responsible for sourcing, screening and recommending candidates for Dafater positions as well as onboarding new hires. This person must understand & represent the Dafater employment value proposition.
He or she will identify opportunities to build applicant pools, establish trust and partnerships with the managers, identify potential “fit” through effective interviewing and testing, effectively administer the interviewing and onboarding process, and ensure a positive new hire experience.
Developing and executing recruitment plans and strategies are primary responsibilities to ensure hiring goals are met with the best possible talent. All activities must be in compliance with Equal Employment Opportunity laws and other regulations, as appropriate.

Job Description

Recruitment Planning:

• Collaborates with hiring managers to identify and draft detailed and accurate job descriptions and hiring criteria and expectations of the job.
• Create job descriptions and interview questions that reflect the requirements for each position
• Research and recommend new sources through taking a part in assessing the effectiveness of recruitment websites, sources and staying up to date with the latest trends in the market (Suggesting creative ideas to reach out calibers are always welcomed).

Managing the recruitment process:

• Prepare internal and external job advertisements, in accordance with manpower plans and the set-forth due dates/criteria.
• Plan interview and selection procedures, including screening calls, assessments, and in-person interviews (CBI) by setting dates for interviews and informing applicants of the scheduled dates in order to achieve the employment plan and provide feedback to all candidates based on the job’s competencies and requirements.
• Arrange pre-employment testing, background & references screenings and get the approval of the selected candidates on the job offer.
• Take part in following up with recruitment agencies as well as keeping a record of successful calibers provided.

New employee onboarding:

• Conduct new employee onboarding, ensuring process is engaging and that processes are followed and accurate by sending the names of the new appointees to the hiring Department to prepare and implement orientation training programs for the company's new recruits
• Follow up with the line manager regarding the performance of newly hired employees during the probation period and take necessary actions when needed.

Employees exit management - Offboarding:

• Hold end-of-service interviews and document them and update related reports accordingly in order to analyze the reasons for resignations and work to find a solution to the resignation, if possible.

Maintain a Recruitment Database:

• Maintain a database of candidate records, including active and passive prospects, and other candidate relationships by following up on interview process status and update records.

Note: The following list of Key Performance Areas and job activities are not exhaustive. Dafater may instruct the employee at any time to carry out additional duties or responsibilities, which fall reasonably within the ambit of the job, or in accordance with operational requirements.