Technical Recruiter

JOB SUMMARY/POSITION DESCRIPTION (OVERVIEW):

The primary purpose of this role is to identify and attract potential employees to a diverse global customer base. To be successful the candidates will undertake applicant generation, maintaining applicant status, and applicant job choice/decision.

To apply for this role, you should have experience making permanent, contract and partner hires.

We are looking for candidates that have proven Recruitment and HR skills, are self-starters, highly motivated and eager for their next challenge. You should be target-driven, with the enthusiasm and learning capacity that will ensure that we succeed. You will be working as part of our team, where the main focus will be to fill global vacancies.

DUTIES AND RESPONSIBILITIES:

Work closely with the Recruitment and HR Teams, and hiring managers to source suitable candidates within agreed SLAs.

Feedback information on all positions using a variety of medium to include referrals; social media; pipelined candidates as well as international CV databases and job adverts to source candidates.

Share information across the team to ensure that candidates are placed according to customer requirement.

Interview and technically assess potential candidates to build a pool of people ready to fill vacancies by matching candidates to current and future vacancies

Qualify candidate thoroughly to ensure suitability into the role, preparing them, as required and complete a candidate submission form with candidate details.

Manage the candidate from start to interview/offer stage, keeping in regular contact and requesting regular updates from them and informing the business.

Update the global recruitment report on a daily and weekly basis to show productivity and outputs.

QUALIFICATIONS AND EXPERIENCE:

3 years in an recruitment role with international scope, preferably India, UK but FAR EAST or Europe Recruiters also considered.

Exceptional communication skills and level of English both written and spoken in order to communicate with candidates whose first language may not be English.

Professional, pro-active, with good negotiation and people skills.

Confident and positive with the ability to work well under pressure.

Good organisational and administrative skills

Maintain proactive communication and daily reporting.

Additional Information:

Pre-Planning

Before beginning the recruitment cycle, it is important determine the following:

Appropriate authorisations and costs agreed

Accurate job profile

Candidate profile (e.g. entry-level, experienced)

Applicant Generation

Having determined the pre-planning phase, it is necessary to agree a recruitment strategy for each position:

Existing employees

Referrals

Pipelined candidates

Cost effective recruitment medium

Agree information provided to prospective candidates to include

Information on Allied and the Customer

Job profile

The application process

Maintaining Applicant Status

This is the part of the process that focuses on the applicants who choose to remain in the application process and it is the role of the Recruitment team to maintain the applicants interest in the role and the company so that the applicant will accept the job offer.

Given the goals of both the company and applicant, the initial recruiter-applicant contact is important. First impressions revolve around the recruiter assessing the applicant and the applicant's relationship with the recruiter.

During this phase, particular focus should be given to the interview process itself. There are three important issues to take into account: interview focus, structure, and content.

Administrative procedures all take place after the initial screening interview. These additional processes take both time and energy for the applicant and it is important to keep the candidate informed there is evidence that as the time between initial screening and offer increases, the chance that the applicant will decline the offer also increases. The recruiter has to decide how to sell the job, the customer and Allied to the applicant.

Closing the role

This is the final stage of recruitment where offers are accepted or rejected and critical to the process.

Based on the company recruitment model, it is important that other means than compensatory alone are targeted as a method of attraction for candidates.