Search and Selection Consulting Professional|| Talent Acquisition || Recruitment || Work from Home || Bangalore
Greetings from Pivotal!
We are looking for search consultant// Recruiter for
our organization prospective candidate should have experience in networking,
mapping and head hunting. And should have exposure to interact with CXO level
Position is based out of Bangalore and work from home
option is available for right attitude candidate.
Interested candidates can get in touch with us
at surendra@pivotal.co.in || H/P: +65 9165 5825 ||H/P: +91 99867 39628
Position Summary:
Career Opportunity: Talent
Acquisition.
This is
a proposal directed to prospective candidates seeking to leverage their
talents, skills & ingenuity to realise their career ambitions, financial
goals and enhance their professional reputation.
Talent
Scout Management Services Pvt. Ltd is a focused Talent Management Company that
employees young and energetic graduates and employs their productive efforts to
deliver superior result oriented , time bound and cost effective talent
acquisitions mandates.
Our client’s
portfolio is comprised of marquee MNC and Fortune 500 technology majors as well
as exuberant, exciting high quality, high potential start-up companies seeking
to augment their businesses with Talent Capital investments.
We are
already a high growth sought after Search and Selections firm with a verifiable
track record of delivering on the discerning mandates of talent location and
acquisition charters for more than half a decade catering our satisfied clients
from across India and Singapore.
Job Description: Search and Selection Consulting Professional.
The job
entails distinct areas of thrust and focus:
1.
Identify
Clients Pain Points, Connect with LoB, Establish Relationship, Trust and Secure
buy in of clients and manage the relationship through the entire life cycles of
talent acquisition.
a.
Understand
Clients Business Background, Identify their competitors.
b.
Secure
Hiring Managers top 3 preferences and expectations. Budgets for the positions
and room for additional leverage. If there is any joining bonus or other hiring
sweeteners?
c.
Get
the Master Service Agreement Signed and Circulated among key stake holders.
d.
Meet
the stakeholders in the client company and forge a strong rapport.
e.
Understand
the recruitment process
i.
Shortlisting
Process
ii.
Interview
Process
iii.
Number
of rounds before offer stage.
iv.
Offer
roll out process.
v.
Invoice
Submission and Payment Process
2.
Identify,
Reach out, Attract, Assess, Acquire & place selected candidates with our
clients.
a.
Prepare
a search approach documents and discuss the same with the immediate hiring
manager at the clients end as well as reporting manager at TSMSPL.
b.
Identify
a target company long list. (Sync this data with internal & client hiring
team)
c.
Arrive
at a Candidate long list. (Sync this data with internal & client hiring
team)
d.
Post
which secure the clients concurrence before proceeding to next level?
e.
Arrive
at a candidate short list from the long list provided.
f.
Position
TSMSPL Candidates with high degree of confidence after through scrutiny of the candidate
credentials and detailed interview of their skills, experiences and aspirations
encapsulating the same in a well worded crisp candidate summary brief.
g.
Schedule
and orchestrate meticulous interview process.
h.
Once
client short lists candidates – Prepare a candidate brief for each of them and
represent to the recruitment leader and the LoB leader in the client
organisation.
i.
Identify the top candidate and simultaneously
prepare a backup candidate.
j.
Ensure
smooth roll out of offers post candidate negotiations on comp & ben and other general terms and
conditions.
k.
Once
offer is rolled out, secure candidates commitment on joining date and recheck
if he/she has any apprehensions, doubts, clarifications etc on the offer.
l.
Informally connect with the candidate and seek
if he/she is pursuing other career options.
m.
Stay
closely connected with the candidate and reminds him on the joining date with
details on joining formalities and document preparations needed for on
boarding.
n.
Once
the candidate joins the company m diligently prepare an invoice and submit the
same with the clients’ accounts team.
o.
Follow
Up for Payments and also check if the candidate is finding his way through the
new organisation thru his/her early days. Identify alarm signals and alert the
hiring manager if you find any analogies that
could jeopardise the search engagement.
p.
Secure
Payment and Close the Hiring Process while documenting all the steps for TSMSPL
records
3.
Develop
and proliferate an active professional network of potential candidates.
a.
Curate
an active list of potential candidates and assort them by select competencies,
skills, and experience and cost brackets.
b.
Prepare
a contact plan and schedule to keep abreast of their potential progress.
c.
Identify
key candidates who can be nurtured as strong reference sources.
d.
Seek
their motivations and expectations and advise
TSMSPL management on a incentive
and reward plan for references.
e.
Connect
and collate the above list through both online social networks as well as an
offline excel database sheet.
4.
Connect
with hiring managers across the industry and develop them as strong reference
sources. You could also leverage their relationships to seek an informal
background checks for our candidates.
Summary:
“Modern recruiters make the
company’s talent brand come to life through the candidate’s experience and
interactions with them”
We at
TSMSPL believe that recruitment process is akin to a high pressure sales
process and top class recruiters have all the qualities of top class sales professionals. In our view we see the process of recruitment
involving relentless follow up, focus and drive to overcome all kinds of
challenges posed to the recruiter during the recruitment process.
There is
a high degree of disciplined process adherence needed to ensure that all the
stages of recruitment process are duly exercised by the recruiter. Proper documentation and securing of
approvals are seen as vital elements of the recruitment process.
The
recruiter needs to possess a strong persuasion skills and convincing ability
that is expected to be employed frequently with both the hiring teams as well
as candidates.
Compensation:
We
believe that the recruitment profession is a vital business discipline that in
many ways brings the economic forces to action. Without high quality talents,
business ideas and financial capital are mere dormant assets. It is the talents
that when employed to Ideas, Ideals and Capital that they bring productive
outcomes.
Hence we
are willing to pay the recruiters top remuneration and have various modes of
incentivising a disciplined dynamic and aggressive resulted oriented
recruitment professional. The recruitment results and rewards are directionally
proportional.
Since we
see the recruitment profile as a sales profile, adequate incentives will be
devised to motivate you to hit higher targets which by the way are never capped
allow you to set your own lofty high goals.
TSMSPL
is a SmartWorkPlace.We have set up a highly productive workplace where 8 X
returns to cost to company is expected as a norm.
Candidates
interested in joining us either as full time employees or freelance consultants
from experience levels of 2 to 20 years can feel free to drop by for a career
discussion. We have an extremely open
and democratic work place where you are allowed to structure you career the way
you choose or prefer.
Looking
forward to discussing with you soon.