Senior Talent Acquisition Professional

As a Senior Talent Acquisition Professional at Netcompany-Intrasoft, your main responsibilities will involve engaging with and recruiting top IT talent in Greece. You'll be the key liaison for candidates, guiding them through the recruitment process while maintaining close collaboration with HR Business Partners and hiring managers. This role also requires you to manage our Applicant Tracking System, craft enticing job descriptions, and innovate sourcing methods to continuously enhance our candidate pipelines.

To thrive as a Senior Talent Acquisition Professional at Netcompany-Intrasoft, you should hold a degree in HR, Business Administration, or a related field. With a minimum of 3-6 years of experience in recruitment, especially in a multinational setting, you should possess a solid understanding of the end-to-end recruitment lifecycle. Hands-on experience with sourcing tools and ATS, particularly in the tech domain, is essential in ensuring you attract the right candidates efficiently.

At Netcompany-Intrasoft, professional development is prioritized for every Senior Talent Acquisition Professional. You'll have access to continuous learning opportunities, with unlimited access to Udemy Business and specialized training sessions tailored to enhance your skills. Together with a personalized development plan, this ensures that you’re not only contributing to our success but also progressing in your career.

The work environment at Netcompany-Intrasoft is modern and collaborative, designed to foster creativity and productivity. As a Senior Talent Acquisition Professional, you’ll enjoy a hybrid working model, allowing for flexibility while working in our state-of-the-art offices in Athens. The culture here values diversity and inclusion, ensuring that you’re part of a supportive team that prioritizes your well-being and development.

To effectively prioritize tasks during recruitment, I categorize roles based on urgency and requirements. I focus on immediate needs first, ensuring timely communication with hiring managers to align expectations while maintaining candidate engagement throughout the process. An organized approach, combined with effective time management, allows me to handle multiple roles successfully.

One effective sourcing strategy I implemented involved leveraging social media platforms and professional networks to find passive candidates. By crafting compelling outreach messages and showcasing our company culture, I successfully increased our candidate pool significantly, leading to faster placements and more quality hires.

Assessing cultural fit involves asking candidates specific questions about their values and work preferences during interviews. I also use situational judgement scenarios to gauge how well they align with our company culture, focusing on adaptability, teamwork, and shared objectives to ensure they’ll thrive within our environment.

Key metrics I track to measure recruitment success include time-to-fill, quality of hires, and candidate satisfaction ratings. Monitoring these metrics allows me to identify areas for improvement in the recruitment process, ensuring that we're attracting and retaining the best talent efficiently.

When handling difficult conversations with candidates, I prioritize transparency and empathy. I ensure that I communicate clearly, providing constructive feedback if they are not selected, while also maintaining a positive tone that reflects our brand's commitment to respectful and professional interactions.

Networking is crucial in my recruitment process as it helps build relationships with potential candidates and industry professionals. Engaging in networking events, conferences, and online forums not only broadens my sourcing horizon but also establishes connections that can lead to high-quality referrals down the line.

To ensure a seamless candidate experience, I maintain regular communication throughout the recruitment process, providing timely updates and being available to answer any questions. Personalizing interactions and acknowledging candidates’ efforts shows that we value their applications and enhances their overall experience.

I approach diversity and inclusion in recruitment by actively seeking out candidates from underrepresented groups and ensuring our job postings are inclusive. Establishing partnerships with organizations that support diverse talent and participating in diversity-focused job fairs helps broaden our reach and create a more diverse workforce.

One challenge I faced was sourcing candidates for a niche technical role with a limited talent pool. To overcome this, I broadened my approach by exploring relevant communities and forums, connecting directly with professionals in those specialized fields, and leveraging referrals from current employees, which ultimately led to successful placements.

The future of recruitment in the tech industry will likely be heavily influenced by technology and data analytics. As AI and automation take a larger role in streamlining processes, talent acquisition professionals will shift towards a more strategic approach, focusing on candidate experience, employer branding, and building long-term relationships with talent.