Talent Acquisition Manager
|Job Title:||Talent Acquisition Manager|
|Location:||Not Specified, Not Specified|
|Job Published:||April 12, 2019 13:40|
About Standard Chartered
We are a leading international bank focused on helping people and companies prosper across Asia, Africa and the Middle East.
To us, good performance is about much more than turning a profit. It's about showing how you embody our valued behaviours - do the right thing, better together and never settle - as well as our brand promise, Here for good.
We're committed to promoting equality in the workplace and creating an inclusive and flexible culture - one where everyone can realise their full potential and make a positive contribution to our organisation. This in turn helps us to provide better support to our broad client base.
The Role Responsibilities
Scope of the Role:
Designing and delivering innovative sourcing strategies and solutions to meet business growth needs and generate diverse pools of applicants whilst closely controlling cost bases;
Proactively searching for, identifying, networking with and directly contacting active and passive job seekers, both internally and externally, for hard-to-hire, evergreen and specific vacancies, sourcing the very best candidates using a variety of channels that are aligned to and effectively communicate the employer brand including:
(Where possible) conducting pure research and name generation activities;
Online advertising (careers website, external job board postings) and automated electronic candidate searches;
Contacting potential candidates who have posted their information on the internet, consistently generating leads from applicants over the phone or face to face;
Searching the in-house CV database, creating hot lists, keeping high quality declined candidates warm and on potential prospect lists;
Networking at professional and trade events, and careers fairs, and partnering with Government Labo u r Agencies;
Engaging and managing external PSL recruitment agencies, where required;
Developing multi-hire sourcing approaches and working in partnership with colleagues across the network to tap in to overseas sourcing channels and co-ordinate global campaigns;
Participating in intern, graduate and MBA recruitment events and activities (e.g. careers fairs), as required. Referring any direct hire applicants who would have strong potential for a programme role;
Continuously attracting candidates to work for the Bank by promoting the organization as an employer of choice in the market place, partnering with internal and external stakeholders to drive both short and long - term employer branding initiatives.
Developing effective pre-screening questions in PeopleSoft to maximize process efficiency, short listing CVs against the JR requirements, actively reviewing and challenging the diversity of talent pools;
Efficient end to end applicant management for each JR i.e. timely review and short listing of applications, promptly updating applicants and responding to any queries, liaising with Resourcing Coordinator regarding interview and assessment arrangements, briefing and preparing candidates for interview (directly or via agencies);
Conducting preliminary and behavioural interviews, as required, assessing candidates to ensure cultural fit for the bank, values alignment, long term potential, and technical fit for roles (via telephone or face to face where possible), setting realistic role expectations;
Advising hiring managers on the selection tools available for different roles (e.g. Gallup interviews), developing relevant interview questions and analysing structured selection interview reports (as required) to assess the implications of candidates' strengths profiles;
Advising hiring managers on which candidates to progress to the next stage, ensuring the right recruitment decisions are made, challenging the business recommendations as required;
Completing legal right to work and address verification during interview process;
Managing any rejections who may be potentials for other roles, ensuring that rejections are handled appropriately and candidate contact is maintained (via Resourcing Coordinators, as appropriate);
Co-coordinating timely provision of feedback between the hiring manager, suppliers (where relevant) and candidates. Responsible for updating interview notes in PeopleSoft and ensuring timely and appropriate completion of the same by co-interviewers.
Negotiating offers between hiring managers, suppliers (where relevant) and candidates, assisting in the negotiation of release dates and backfill requirements where applicable. Working in partnership with Reward and hiring managers to establish competitive, effective total reward packages in line with budgets and global policies;
Liaising with Resourcing Coordinator to ensure timely contract issuance following verbal offer;
Managing work permit applications and extensions for new hires and in-country transfers, where required;
Improving candidate conversion rates (first offer made to acceptance ratio) through effectively diagnosing and selling the most relevant points for each individual about the role, the Bank, the brand, benefits etc.
Ensuring pre-employment checks are completed in line with global minimum standards, managing any discrepancies or delays etc highlighted by the Resourcing Coordinator with the vendor, candidate or hiring manager (as appropriate);
Responsible for ensuring all Resourcing related Right Start pre-employment global standards are met or exceeded for candidates under remit (i.e. issuing of contracts and induction packs, timely Bank ID creation and issuing notifications to hiring managers, HR RMs and OEs where appropriate confirming start dates and their Right Start responsibilities);
Developing innovative pre-joining strategy, maintaining regular contact with candidates and keeping them warm post offer acceptance.
Effectively interacting with, and responding to, colleagues, candidates, customers and suppliers, building sustainable relationships, setting and managing expectations clearly, identifying and resolving the root cause of any issues and escalating as required;
Building strong relationships with hiring managers and HR RMs, coaching them to deliver best practice recruitment and prompt feedback, ensuring that credibility is earned quickly and the role holder is sought out for advice and engaged at the outset of all recruitment;
Working collaboratively and sharing knowledge with Resourcing professionals in other countries.
Using PeopleSoft to drive the end to end resourcing process, recording all relevant details associated to job requisitions and candidates in a timely manner, ensuring applicants are categorized effectively in the CV database for easy and fast retrieval, and regularly conducting any required system housekeeping;
Analysing recruitment data, reports and balanced scorecard performance data to proactively monitor and interpret internal and external conditions / trends, using these findings to identify areas for improvement in delivering Resourcing solutions that meet business needs e.g. more effective and / or efficient channel management, candidate conversion;
Regular updates with HR RMs regarding JRs raised, work in progress etc.
Responsible for developing appropriate resource acquisition strategies, and managing the end-to-end resourcing process to deliver agreed targets for roles within assigned business areas, ensuring that the right candidates are recruited, at the right time, at the right price. Partnering with the business, the role holder will provide both consultative and transactional Resourcing support to deliver a comprehensive and value - added service, covering the recruitment of all employed worker (internal and external) hires.
Our Ideal Candidate
Proven recruitment experience (in-house or search firm) of retained search and selection, or contingency and multi - channel recruitment, with a successful track record in effective job filling within a complex recruitment model / environment;
Able to deal with high recruitment volumes as well as more specialist vacancies, managing multiple vacancies at any time across a variety of disciplines;
Understanding and some experience of developing sourcing strategies and managing multiple recruitment channels to deliver recruitment targets within budget. Some experience of managing / working with PSLs and non-PSLs and good knowledge of the market place, competitors and best practice;
Consulting / diagnostic skills (e.g. probing to identify underlying needs, effective questioning to provoke broader thinking about resource requirements, capability gaps etc);
Sound communication and influencing skills, enabling the role holder to network effectively, establish credibility quickly, build sustainable relationships, relate to candidates and hiring managers, push back on hiring managers / agencies and effectively sell Standard Chartered Bank to individuals;
Ability to deal with conflict, and remain positive when under pressure;
Sound reasoning skills and the ability to screen and interview applicants while making sound judgments on suitability for the role / organization;
Track record of working in a very organized way, multi-tasking, prioritizing, managing data, and setting and achieving deadlines (both short and medium term);
Experience of analysing recruitment management information and using this to identify and initiate improvements;..... click apply for full job details
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