Talent Acquisition Manager

As a Talent Acquisition Manager at MasterCorp, Inc., your responsibilities will include leading a team of recruiters, managing the full-cycle recruitment process for the Hospitality and Commercial Services divisions, and collaborating closely with hiring managers to fulfill their specific hiring needs. Additionally, you will analyze recruitment metrics to gauge the effectiveness of your strategies and ensure compliance with recruitment regulations.

To qualify for the Talent Acquisition Manager position at MasterCorp, Inc., you should have a Bachelor's degree in human resources, Business Administration, or a related field. The role requires at least 7 years of experience in talent acquisition, with a minimum of 3 years managing teams or projects. Proven experience in high-volume recruitment is crucial, alongside strong communication and organizational skills.

MasterCorp, Inc. takes compliance seriously in all recruitment efforts. The Talent Acquisition Manager is responsible for ensuring that all recruitment activities meet relevant laws, regulations, and company policies. This is achieved through continuous training, evaluating recruitment processes, and maintaining up-to-date knowledge of employment laws.

As a Talent Acquisition Manager at MasterCorp, Inc., you will utilize various recruitment technologies, including applicant tracking systems (ATS) and data analytics to assess recruitment strategies. You will also implement innovative techniques like digital advertising to enhance employer branding and attract top talent, particularly for high-volume recruitment.

At MasterCorp, Inc., growth opportunities for a Talent Acquisition Manager include potential advancements to senior HR leadership positions and opportunities to influence company-wide recruitment strategies. The supportive, collaborative environment and commitment to professional development can facilitate career progression and personal growth within the company.

When addressing high-volume recruitment, I prioritize creating an organized workflow, using efficient ATS systems for tracking applicants, and employing clear communication with my team. This way, we can manage multiple openings while maintaining a focus on finding the right candidates for each role.

In my previous roles, I've successfully managed teams of recruiters by establishing clear performance KPIs and fostering a collaborative environment. I believe in providing continuous support and training to ensure that the team is equipped to meet our recruitment goals.

To enhance the quality of hire, I focus on refining the job description process to accurately capture candidates' expectations and match skills. Additionally, I incorporate data analysis to evaluate the effectiveness of our recruitment strategies, and I engage with hiring managers to understand their needs better.

I maintain compliance with employment laws by regularly updating my knowledge of changes in legislation and implementing best practices in screening and selection. I also conduct audits on our recruitment process to identify and mitigate any areas of risk.

In a previous role, I encountered challenges in filling a niche technical position. To overcome this, I enhanced our sourcing strategies by reaching out to specialized tech communities, attending industry events, and leveraging our networks, resulting in hiring a suitable candidate within a tight deadline.

Data analysis is crucial for my recruitment process as it helps to measure the effectiveness of our strategies. By analyzing metrics such as time-to-hire and source of hire, I can make informed decisions to refine our approaches and improve overall efficiency.

I build collaborative relationships with hiring managers through regular communication and by actively involving them in the recruitment process. By understanding their specific needs and expectations, I can align our recruitment efforts with their goals.

My experience with employer branding involves developing targeted campaigns that showcase the company's culture and values. I work closely with marketing to ensure our recruitment messaging aligns with our brand image and resonates with potential candidates.

I believe mentoring involves providing structure and support. I create training programs that involve shadowing experienced team members, provide feedback through regular performance reviews, and foster an environment where new recruiters feel comfortable seeking help.

To foster an inclusive recruitment process, I promote diverse candidate outreach and utilize diverse interview panels. Additionally, I provide training on unconscious biases for my team to ensure we prioritize inclusivity in every step of our recruitment journey.