Talent Acquisition Specialist

As a Talent Acquisition Specialist, your primary responsibilities include managing the entire recruitment life cycle, from job posting creation and candidate sourcing to conducting interviews and negotiating offers. You will also maintain a robust candidate pipeline, guide hiring managers on tailored talent acquisition strategies, and ensure compliance with employment laws. Additionally, collaborating with senior stakeholders is crucial to align talent acquisition efforts with business goals.

To qualify for the Talent Acquisition Specialist position, you should have a minimum of three years of experience in internal talent acquisition, with at least two years focused on IT recruitment. Proven success in recruiting various IT roles, familiarity with using an ATS and HRIS, and a solid understanding of industry trends are essential. Strong English proficiency and excellent analytical skills will also help you thrive in this role.

In your role as a Talent Acquisition Specialist, you contribute to the company culture by maintaining a strong employer value proposition across social channels, ensuring a positive candidate experience, and fostering an inclusive and diverse workplace. By advising senior stakeholders on best practices and engaging with the community, you play a pivotal role in attracting and retaining talent that aligns with our company values.

As a Talent Acquisition Specialist, you will have access to a wealth of career development opportunities. These include career coaching, internal development programs, and potential rotations across global career paths. The company emphasizes learning through complex projects, training, and workshops, ensuring that you continue to grow your professional skill set in alignment with your career ambitions.

The workplace environment for Talent Acquisition Specialists in our Zagreb office is vibrant and fast-paced, ideal for those who thrive on change and collaboration. We advocate for a hybrid work model with flexible hours and a strong emphasis on work-life balance, ensuring that every team member feels valued and empowered to unlock their full potential.

When answering this question, share specific examples of your end-to-end recruitment projects, detailing your sourcing strategies, candidate engagement, and how you navigated challenges. Highlight your familiarity with various IT roles and your success rates in filling those positions, showcasing your analytical skills and understanding of market trends.

To maintain a positive employer value proposition, discuss your approach to communicating the company's culture, values, and benefits to candidates. Share strategies you use to highlight positive aspects of the company during interviews, and how you collect feedback to continually improve the candidate experience.

Be prepared to discuss your experience with ATS and HRIS systems. Mention specific tools you have used, such as Greenhouse or Lever, and explain how you've utilized them to streamline your recruitment processes, applicant tracking, and data management.

Illustrate your organizational skills by describing a time when you successfully balanced multiple recruitment projects. Explain your prioritization process, time management strategies, and how you adapt to changing circumstances while ensuring quality in each hire.

Discuss innovative sourcing methods you've used, such as leveraging social media, networking, and employee referrals. Share specific examples of how these strategies helped you reach passive candidates and filled difficult roles successfully.

Highlight a situation where you collaborated with senior stakeholders to refine a recruitment strategy. Explain the approach you took, how you gathered and presented data to support your recommendations, and the resulting impact on the company's recruitment goals.

Outline your understanding of local employment laws and practices relevant to talent acquisition. Talk about how you stay updated with legal changes, and give concrete examples of how you've ensured compliance in your past roles to protect your organization.

Discuss key performance indicators (KPIs) that you find critical in evaluating recruitment success, such as time-to-fill, candidate quality, and diversity hiring rates. Explain how you use data analysis to tweak your sourcing strategies and contribute to overall recruitment goals.

Share a specific example of a challenging role you successfully filled. Discuss the strategy you utilized, how you identified and engaged candidates, and what you learned during the process to apply to future recruitment efforts.

Talk about your approach to maintaining clear communication, providing feedback promptly, and ensuring candidates feel valued at every touch point. Share an example of how you went above and beyond to enhance a candidate's experience.