Talent Acquisition Partner

As a Talent Acquisition Partner at AFRY, you'll be responsible for managing the full recruitment cycle, which includes drafting job adverts, sourcing candidates, and conducting interviews. You will collaborate with hiring managers across various engineering and consultancy roles and provide expert advice on best practices and industry trends. Your role will also involve contractor management to ensure compliance with our recruitment processes.

To apply for the Talent Acquisition Partner position at AFRY, you should have experience in in-house recruitment, particularly in professional services or engineering. Excellent verbal and written communication skills are essential, as is the ability to manage time effectively and handle multiple demands. Familiarity with recruitment systems like SmartRecruiters is advantageous, though not mandatory.

AFRY is committed to creating an inclusive and diverse environment in its recruitment process. We actively seek qualified candidates regardless of gender, ethnicity, sexual orientation, or any other characteristic. Our HR practices are designed to ensure fair representation and support for all individuals, making us a truly diverse company with multiple nationalities represented.

The work culture for a Talent Acquisition Partner at AFRY is collaborative and forward-thinking, focusing on sustainability and the overall well-being of employees. We value work-life balance and offer hybrid work options along with flexible arrangements. Our team is dedicated to supporting a positive candidate experience, and we encourage innovation and sharing of ideas.

At AFRY, Talent Acquisition Partners enjoy a competitive salary along with a discretionary bonus scheme. We offer numerous benefits including 25 days of holiday, private medical and dental insurance for you and your family, income protection, and a pension scheme. Parents also benefit from enhanced maternity and paternity pay, ensuring that work-life balance is prioritized.

When facing multiple recruitment requests, I prioritize tasks based on urgency and the specific needs of each hiring manager. I create a timeline for each role and maintain regular communication with the managers to ensure alignment. My goal is to provide a seamless experience for both candidates and hiring teams.

I have extensive experience sourcing candidates through various platforms, including job boards, social media, and networking events. I also utilize innovative techniques such as talent mapping and proactive outreach to identify suitable candidates that not only meet the qualifications but also fit the company culture.

To improve the candidate experience, I focus on clear and timely communication throughout the recruitment process. Providing feedback to candidates, simplifying application procedures, and ensuring a friendly interview atmosphere are strategies I employ to enhance engagement and create a positive impression.

I ensure compliance by staying updated on relevant HR policies and recruitment best practices. I regularly conduct gap analyses of our processes and work closely with hiring managers to educate them on compliance requirements, particularly regarding contractor management and documentation.

I tailor my advice by first understanding the specific needs and goals of each hiring manager. I listen actively to their requirements and provide customized recruitment strategies based on their unique challenges and the nature of the roles they are filling.

I've utilized various recruitment management tools, including SmartRecruiters and ATS platforms. These tools help in streamlining processes, tracking candidate progress, and maintaining organized records to ensure that we meet compliance standards efficiently.

Building relationships with contractors involves open communication, understanding their needs, and providing a supportive environment. I maintain regular check-ins and ensure that contractors feel integrated into the team while also being clear about expectations and compliance to foster mutual trust.

I stay updated on recruitment trends by attending industry conferences, participating in webinars, and reading relevant literature. Additionally, I engage with professional networks and communities to exchange insights and gather information on evolving best practices that can enhance our recruitment strategies.

One particular challenge was a specialized role with a limited talent pool. To overcome this, I expanded my sourcing strategy to include niche job boards, tapped into professional groups, and leveraged LinkedIn to approach potential candidates directly, ultimately leading to a successful hire.

I measure effectiveness through key performance indicators such as time-to-fill, quality of hire, and candidate satisfaction surveys. Regularly reviewing these metrics helps identify areas for improvement and allows me to adapt strategies to enhance our overall recruitment success.