Internal Talent Acquisition Partner

• Shift time: 12:00pm -9:00pm IST - hybrid 3 days a week in Hyderabad*

the position

The Internal Talent Acquisition Partner is a trusted business partner, responsible for the successful completion of proactive and reactive recruitment of high caliber candidates at all levels of experience, on behalf of key stakeholders and hiring managers.

priorities for the role include:

systems
• Maintain effective administrative procedures and 100% of SLAs, to ensure strong data integrity within the Gr8 People ATS.
• Champion the correct administrative behaviors within the ITA ATS.
• Generate required ability tests and personality profiles at the appropriate stages, and ensure these are uploaded to the ATS within agreed timescales.
• Understand and assist in the interpretation of reports either within the ITA team or with internal stakeholders.
• Comply with company policies and procedures including the business principles, misconduct reporting procedure, general data protection regulations (GDPR) and competition law compliance policy to meet Randstad Enterprise’s expectations concerning professional conduct.
• Ensure all candidates that have been engaged are uploaded to the ATS with correct information, details and tags attached.
• Utilize Talent Communities to identify, map and track competitors within that function, ensuring that there is a pool of talent readily available for key performing areas of your business line.
• Maintain the internal vacancies portal with all live jobs.
• Drive LinkedIn engagement by sharing Randstad branded posts, blogs and articles.

mission
• Ensure all relevant time sensitive SLAs are adhered to throughout the hiring funnels.
• Generate supporting MI reports as required.
• Work to all designated KPI’s and SLA’s as agreed by the TA Lead.
• Present MI to stakeholders and partners as and when required.

stakeholder engagement
• Regularly attend any SLT or similar meetings, providing true insight into the recruitment methodology, processes, market trends and talent pool.
• Effectively validate the request to recruit with the hiring manager by completing and uploading a recruitment intake meeting and writing supportive adverts for external and internal engagement.
• Complete monthly stakeholder engagement meetings to cement partnership with stakeholders and to support with valuable industry insights, candidate updates and aftercare information.
• Provide reference details to stakeholders as and when required
• Control the recruitment process from receipt of requisition to start.
• Own aftercare processes and communicate insights to HR, LD and stakeholders
• Ensure fluid and transparent communication and feedback channels with stakeholders and hiring managers
• Travel to required offices and locations across the region in order to carry out assessments, interviews and attend meetings where necessary

internal engagement
• Provide regular status and recruitment updates to internal stakeholders, including HRBP’s
• Ensure that ITA is seen to be a valued partner to all internal stakeholders.
• Communicate the latest developments within the recruitment industry, more specifically your business unit, including articles and attending seminars.

candidate engagement
• Manage the assessment process of top priority roles as discussed with the TA Lead
• Source via various recruitment methods including both passive and proactive streams, pipelining suitable talent for future needs, maintaining contact to ensure a quality talent pool exists
• Utilize a variety of sourcing platforms including but not limited to CV search libraries, legacy candidate communities, LinkedIn, etc.
• Engage with active candidates within the agreed SLAs.
• Become a pioneer and ambassador for new sourcing methods in the ITA team.
• Ensure a first class candidate experience from inception to start
• Efficiently Identify candidates suited to HMs and Randstad
• Maintain consistently high ratios at each stage of the recruitment methodology ( submission to first stage interview 80%, final stage interview to offer 75%).
• Maintain a strong online presence (social media) in order to increase
• candidate networks.
• Keep up-to-date with changes in methodology of candidate attraction and implement accordingly.
• Gather competitor information insights and enrich ATS communities with high profile candidates.
• Complete extensive market research, ensuring consistent and open communication with the ITA team surrounding current trends, movers and shakers within the industry
• Gather competitor information including organograms, top billers, commission schemes and benefits packages where possible, maintaining a strong external network of recruitment professionals
• Maintain contact with new starters within their first 6 months of joining and feedback any necessary information to ensure they have received the best induction to the business as possible.

attitudes and behaviours
• A consistent can do attitude.
• Desire and drive to develop into an ITAP through best practices.
• A superior growth mindset.
• Strong work ethic and a will to win.
• An innovator in the world of campus and early careers hiring strategies.
• Superior relationship building skills.
• Superior communication and organizational skills.
• Inspirational, engaging and articulate communicator.
• An eye for detail and opportunity.
• Highly professional both verbally and in writing.
• Strong executive presence and personal brand.
• Driven by honesty and integrity.
• Passionate about diversity and inclusion in our business, driving engagement from diversity groups on campus and early careers hiring.
• Inquisitive and curious
• Proactive and ambitious
• Unparalleled representation of Randstad Enterprise’s brand externally and internally as per code of conduct
• Held in high regard by new employees and junior business lines.

Randstad enterprise key competencies

Customer focus
• Identifies and meets the needs of internal and external customers, being continually focused on outcomes for customers. Specifically, improves service; for example: by asking for customers feedback and takes action for improvement.

Drive for results
• Focuses on assessing, measuring and improving performance. Shows drive and determination to meet short- and long-term goals. Specifically, takes accountability; for example: by tracking his/her own performance against standards or measures.

Quality oriented

Works without supervision and exhibits exemplary behaviour by not making quality concessions. Encourages others to take action to increase quality.

Commercial acumen

Acts independently to apply comprehensive understanding of the business

environment and objectives developing solutions while providing guidance and

training to others Read more