Talent Research & Sourcing:

• Identify Potential Candidates: Research and identify top talent for open positions using platforms like LinkedIn, job boards, and social media channels.
• Utilize Sourcing Tools: Use advanced sourcing techniques and tools such as Boolean search, AI-driven platforms, and databases to find passive candidates who may not be actively job hunting.
• Leverage Networks: Build and maintain a strong network of potential candidates through industry events, LinkedIn groups, and online communities.

Screening & Qualifying Candidates:

• Initial Candidate Contact: Reach out to passive and active candidates, introduce the role, and assess their interest and fit for the position.
• Pre-Screening: Conduct initial screenings through phone calls or video chats to gauge candidates' experience, skills, and interest in the position.
• Candidate Profiling: Collect and organize candidate information, ensuring that it aligns with job requirements.

Collaboration with Hiring Managers & Recruiters:

• Understand Job Requirements: Work closely with hiring managers to understand the specific requirements and skills needed for the role.
• Build Candidate Pipelines: Collaborate with recruiters to maintain a strong and diverse talent pipeline for current and future hiring needs.
• Manage Expectations: Provide regular updates to hiring managers regarding candidate availability, market trends, and candidate pool quality.

Job Postings & Employer Branding:

• Create Engaging Job Listings: Write and post job descriptions that attract high-quality candidates, ensuring they accurately reflect the job’s requirements and the company’s culture.
• Enhance Employer Brand: Promote the company's values, culture, and benefits in communications with potential candidates to help build the employer brand.