Recruiter (Technical)

As a Recruiter at Cielo in Singapore, your primary responsibilities include leading detailed job scope meetings with hiring leaders, evaluating candidate qualifications, and developing recruitment marketing plans. You'll leverage your experience to source candidates through various channels, engage with talent communities, assess candidates' skills, and ensure consistent communication throughout the recruitment process.

To apply for the Recruiter position at Cielo in Singapore, you should ideally have a high school diploma, with a preference for a bachelor's degree in business, management, human resources, or a related field. You'll also need a minimum of 1-2 years of technical sourcing experience and proficiency in recruitment technologies, including Applicant Tracking Systems and Microsoft Office.

Cielo supports the development of its Recruiters through a culture of innovation and ownership. As part of your role at Cielo, you will have access to ongoing training and professional development opportunities, empowering you to stay ahead of industry trends while building a robust career in talent acquisition.

The work environment for a Recruiter at Cielo is dynamic and collaborative, structured within a hybrid model where you'll work on-site 2-3 times a week in Central Singapore. You'll engage with some of the brightest minds in recruitment, ensuring that service excellence and effective communication define your day-to-day activities.

For success as a Recruiter at Cielo, critical skills include proficiency in Boolean search techniques, strong communication capabilities, and a solid understanding of human resources principles and recruitment metrics. A consultative approach with hiring leaders and the ability to build relationships are essential to drive candidate engagement and influence hiring outcomes.

When sourcing candidates for technical roles, it's essential to use a mix of traditional and innovative methods. Start by reviewing the job requirements thoroughly, and then utilize tools like Boolean searches to uncover potential candidates in databases and on networking sites. Don't forget to tap into your networks for referrals, as they often yield high-quality candidates.

An effective strategy for managing candidate relationships involves maintaining open communication throughout the recruitment process. This includes providing timely updates and feedback, being transparent about interview expectations, and ensuring candidates feel supported. Using various media, such as phone calls and emails, can also help create a personal connection.

Data plays a crucial role in recruitment, as it helps inform decisions regarding candidate sourcing, market trends, and recruitment effectiveness. By analyzing metrics like time-to-fill and candidate quality, you can refine your strategies and improve overall outcomes. Staying informed with market insights can help you present a strong case to hiring leaders.

Preparing a candidate for an interview involves several steps. Start by discussing the job position in detail, ensuring the candidate understands the responsibilities and expectations. Provide tips on the interview format, discuss potential questions they may face, and advise them on appropriate attire. Ensure they have all the logistical information they need to arrive prepared and on time.

Ensuring fairness in the hiring process requires adhering strictly to compliance and regulations while implementing standardized evaluation criteria for all candidates. Promote inclusivity by evaluating candidates based on their skills and experiences rather than biases. Regular training on diversity, equity, and inclusion can also reinforce a fair hiring practice.

Building talent pipelines involves proactive engagement with potential candidates and continuous networking. You can implement strategies such as attending industry events, hosting webinars, or utilizing social media to connect with passive candidates. Maintaining relationships through regular check-ins and providing valuable content can keep your talent pool engaged and ready for future opportunities.

Handling counter-offers involves clear communication and understanding the candidate's motivations. When a candidate receives a counter-offer, have an open discussion about their career aspirations and what they truly value in a job. Use this insight to negotiate effectively and address their concerns, demonstrating how your offer aligns with their goals.

A great Recruiter at Cielo exemplifies adaptability, a collaborative spirit, and a customer-centric approach. They possess strong analytical skills to assess candidate compatibility, communication abilities to articulate company values, and a genuine passion for connecting talent with opportunities. Ultimately, they thrive in a fast-paced environment while keeping the candidate experience front and center.

Assessing a candidate's cultural fit involves understanding both the company's values and the candidate's personal values. Use behavior-based interview questions to gauge how a candidate has approached previous challenges and their alignment with the company's mission and goals. Involving team members in the interview process can also provide additional insights into cultural fit.

To stay updated on recruitment best practices, regularly engaging in industry webinars, subscribing to relevant publications, and participating in professional associations are vital. Networking with fellow recruiters and sharing knowledge can also expose you to new ideas and techniques that enhance your recruitment strategies.