:

Vacancy assessment

• Conduct independent intake meetings with hiring managers for the purpose of understanding requirements of new vacancies.
• Review the information provided by hiring managers to ensure that the department has covered everything on the new vacancy including budget, start dates, etc.
• Liaise with HR Business Partners where needed to ensure the hiring process moves smoothly and escalate concerns if necessary.
• Oversee hiring plans developed by the team to ensure timelines are reasonable for submissions, interviews, calibration and updates.

Sourcing

• Oversee publishing of vacancies on the external career section, job boards and agency portals (as needed).
• Ensure job boards are utilized efficiently and measure ROI.
• 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 pipelines.

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 screened shortlisted candidates to the hiring manager for review.

Interviews / Assessments

• Interview candidates for assigned roles to assess for functional and cultural fit.
• Plan and lead assessment centers for various 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.
• Update hiring managers on the status of their open vacancies through reports and meetings.
• Update all necessary information into ATS for all external and internal hires.
• Monitor onboarding timelines for efficiency and flag areas of risks or concerns.

Campaigns

• Plan and lead recruitment trips overseas and /or local open days in different locations as assigned.
• Prepare presentations on the company and job overview for recruitment trips and local open days.
• Work with different agencies on sourcing campaigns.
• Get involved in other projects and initiatives as may be assigned from time to time.

Agency Management

• Review progress on sourcing niche roles to decide on outsourcing to agents.
• Monitor the performance of agents and record placements, quality of submissions, feedback and comments on admin support

Team Management

• Review the team\'s performance and meet for weekly updates on the progress of vacancies, internal transfers and onboarding of external hires.
• Educate the team on company-wide updates and encourage participation in team activities.
• Prepare quarterly performance reports and ad-hoc reports as required.

Essential
- Degree/Diploma/Certificate course in Human Resources
- Five years of Talent Acquisition experience in theme parks/hospitality or agency
- Interviewing experience
- Proven negotiation and interpersonal skills
- Leadership skills
- Ability to work in a fast-paced, fun, and busy environment, managing multiple deadlines.

\xe2\x80\x8bDesirable
- CIPD/SHRM qualified
- Social media sourcing

Farah Experiences