Talent Acquisition Partner

The Talent Acquisition Partner at AKQA is responsible for a variety of crucial tasks aimed at attracting and retaining top talent. This includes building relationships with line managers, developing strategic talent pipelines, utilizing innovative sourcing techniques, and contributing to projects that enhance the recruitment process. Your role will involve being an ambassador for the AKQA brand, ensuring a positive recruitment experience for all candidates while supporting the company's diversity and inclusion goals.

To succeed as a Talent Acquisition Partner at AKQA, candidates typically need experience in recruitment, particularly within the digital, design, or technology sectors. A strong background in managing multiple roles and projects simultaneously is essential, as is a passion for engaging with people. Exceptional communication skills and a creative mindset for sourcing talent are also vital. The role requires someone who is committed to continuous improvement and can proactively respond to the dynamic needs of the marketplace.

A successful Talent Acquisition Partner at AKQA should possess expert prioritization skills, demonstrating the ability to manage various recruitment projects across the Australian and New Zealand studios. Excellent candidate management and communication skills, both verbal and written, are crucial. The role requires creativity in sourcing talent and resilience in pursuing innovative ways to connect with potential candidates, making the ability to build trust and strong relationships essential in this position.

A typical day for a Talent Acquisition Partner at AKQA involves engaging with line managers to identify hiring needs, sourcing candidates through innovative channels, and networking with potential talent at various events. It encompasses reviewing applications, conducting interviews, and collaborating with colleagues in the T&C team to improve recruitment processes. Additionally, the role involves staying updated on market trends and advising leadership on strategic hiring practices.

The Talent Acquisition Partner plays a significant role in fostering AKQA's company culture by actively promoting the AKQA brand and ensuring a positive recruitment experience. By focusing on building relationships and ensuring that hiring practices align with the company's commitment to diversity, equity, and inclusion, the Talent Acquisition Partner contributes to a workplace environment that values creativity, collaboration, and respect, helping to position AKQA as an employer of choice.

In response to prioritizing multiple recruitment projects, it’s important to assess the urgency and importance of each role, ensuring that you allocate time and resources effectively. A structured approach, such as maintaining a detailed project calendar and setting specific deadlines, can be beneficial. Communicating regularly with line managers helps keep you aligned with their expectations and ensures that you are focusing your efforts where they are most needed.

When attracting top talent, utilizing a mix of traditional and innovative sourcing techniques is key. Social media recruiting, engaging in networking events, and leveraging employee referrals can yield excellent results. Additionally, tapping into niche platforms and using data-driven insights to identify potential candidates can help create a robust pipeline of top-notch talent, making it essential to keep a pulse on industry trends.

To ensure that offers remain competitive and fair, it's critical to conduct market research on salary benchmarks and compensation trends within the industry. Regularly collaborating with the HR team to align salary packages, benefits, and perks with industry standards can help position AKQA as an attractive employer. Furthermore, it’s essential to communicate transparently with candidates about the value of the entire compensation package.

Certainly! In a previous role, I identified inefficiencies in our interview scheduling process that caused delays. I implemented a centralized scheduling tool that streamlined communication and coordination among interviewers and candidates, significantly reducing time-to-hire and enhancing the candidate experience. This initiative led to quicker feedback loops and a more organized interview process.

Measuring the success of recruitment strategies can be done through various metrics, such as time-to-hire, quality of hire, and candidate feedback. Setting clear key performance indicators (KPIs) before rolling out any strategy is crucial, allowing for continuous analysis and adjustment. It's also helpful to gather insights from hiring managers and candidates to refine the approach and ensure alignment with AKQA’s goals.

Maintaining engagement with potential candidates can be achieved through consistent communication and relationship building. Regularly sending updates about company news, job openings, and industry insights via newsletters or social media keeps candidates informed. Utilizing personalized outreach can foster stronger connections and make candidates feel valued, encouraging them to remain engaged with AKQA even before a formal recruitment process begins.

To promote Diversity, Equity, and Inclusion in recruitment, I make concerted efforts to search for diverse talent through targeted outreach and participating in inclusive hiring fairs. Collaborating with organizations that support underrepresented groups also plays a role. Furthermore, I ensure that job descriptions are free of bias and focus on broadening the candidate pool to reflect the values of AKQA.

Handling a candidate who isn’t a fit requires sensitivity and professionalism. It's important to provide constructive feedback and, if applicable, suggest other opportunities that may align better with their skills and experiences. Maintaining a positive relationship is key for future interactions and promoting the AKQA brand, demonstrating that every candidate’s potential is appreciated, even if the current fit isn’t right.

Building relationships with hiring managers begins with understanding their needs and expectations. Regular check-ins to discuss open roles and providing insights into market trends can foster collaboration. By actively listening to their feedback and incorporating it into recruitment strategies, you position yourself as a valuable partner in the hiring process, reinforcing a strong, collaborative relationship.

My approach to networking with potential candidates involves being proactive and engaging with them in various settings, such as industry events, university gatherings, and online communities. Actively participating in discussions on platforms like LinkedIn or hosting informational webinars can also create valuable touchpoints. Building genuine relationships based on shared interests and open communication keeps the AKQA talent brand front of mind for these candidates.