Talent Acquisition Specialist

Roles and Responsibilities

Talent Acquisition Specialist responsibilities include sourcing candidates through various channels, planning interview and selection procedures, and hosting or participating in career events. Ultimately, this role will create strong talent pipelines for the company’s current and future hiring needs.

Job Scope:

1. Vacancy Assessment: Meets the hiring manager for intake meetings with the purpose of understanding requirements of the new vacancy.
2. Creates the hiring plan with agreed timelines for submissions, interviews, calibration, and updates.
3. Sourcing: Publish vacancies on the external career section, job boards, and agency portals. Source for candidates in the ATS and job boards. Approach passive candidates for niche and difficult to source roles. Maintain a network of industry contacts to identify potential candidates for the pipeline. Submit approved internal applications by liaising with the Service Centre and hiring departments.
4. Screening: Screen applicant CVs received through different channels to shortlist for tele-screening. Tele-screen external candidates to determine interest in company openings, qualifications (skill set and cultural fit), availability, etc. Update candidate status on ATS and send relevant correspondence. Submit tele-screened shortlisted candidates to hiring manager for review.
5. Interviews / Assessments: Administer skill assessments to candidates directly and/or through agencies. Arrange for skill-based tests (swim tests) at the parks for specific roles with candidates directly and/or through agencies. Schedule internal and external interviews for Talent Acquisition and/or hiring manager’s rounds. Interview candidates for assigned roles to assess for functional and culture fit. Organize assessment centers for frontline roles. Share feedback on interviews and assessments with hiring managers. Conduct calibration meetings with hiring managers to close out the interviewing process and move to a final candidate for their vacancy. Participate in internal assessment centers as required and provide feedback to hiring managers. Ensure continuous follow-ups with hiring managers, agencies, and candidates through the hiring process. Update hiring managers on the status of their open vacancies through reports and meetings.
6. Campaigns: Lead recruitment trips overseas in different locations as assigned. Present the company and job overview during recruitment trips and local open days. Work with different agencies on sourcing campaigns. Get involved in other projects as may be assigned from time to time.

Desired Candidate Profile

1. Recruitment and Sourcing

• Job Description Creation: Collaborate with hiring managers to write clear, detailed job descriptions and specifications for open positions.
• Sourcing Candidates: Proactively source candidates using a variety of methods, including job boards, social media, networking events, career fairs, and employee referrals.
• Screening Resumes and Applications: Review resumes and applications to assess candidates’ qualifications, skills, and experience against job requirements.
• Cold Calling/Outreach: Reach out to passive candidates (those not actively seeking a job) via LinkedIn, email, or phone to generate interest in job openings.

2. Interviewing and Selection

• Conducting Interviews: Perform initial phone screenings, video interviews, or in-person interviews to evaluate candidates’ qualifications, skills, and cultural fit for the company.
• Skills Assessment: Develop or utilize relevant assessment tools to evaluate candidates’ technical skills, personality traits, and ability to meet job expectations.
• Coordinating Interview Schedules: Manage the logistics of the interview process, including scheduling interviews with hiring managers and ensuring candidates have a smooth experience.
• Reference Checks: Conduct reference checks to verify a candidate's past employment, qualifications, and performance.

3. Candidate Experience

• Candidate Engagement: Ensure a positive candidate experience throughout the hiring process, providing timely communication, feedback, and a transparent process.
• Employer Branding: Help promote the company as an employer of choice by communicating the organization's culture, values, and work environment to potential candidates.
• Onboarding Support: Once candidates are hired, assist with onboarding activities such as orientation, benefits enrollment, and initial training.