Talent Aquisition Specialist

The Talent Acquisition Specialist at Ornua Ingredients North America is responsible for managing the end-to-end recruitment process. This includes everything from talent attraction, screening candidates, arranging interviews, and ultimately making job offers. Collaborating with hiring managers, they ensure that job advertisements align with the Ornua Employer Brand and foster a positive candidate experience throughout the recruitment journey.

Candidates applying for the Talent Acquisition Specialist position at Ornua Ingredients North America should have a strong background in high-volume recruitment processes, specifically in-house experience. Proficiency in designing and conducting competency-based interviews, excellent communication skills, and the ability to manage stakeholder expectations are essential. Familiarity with an ATS and ideally Success Factors is preferred, along with a full driving license for potential travel.

Ornua Ingredients North America prioritizes a positive candidate experience by maintaining transparent and timely communication throughout the recruitment process. The Talent Acquisition Specialist is dedicated to ensuring candidates feel valued and informed at every stage, creating an engaging and supportive environment that reflects the company's commitment to quality.

Talent Acquisition Specialists at Ornua Ingredients North America utilize a variety of candidate sourcing methods. This includes online job boards, recruitment agencies, LinkedIn Recruiter, networking events, and university partnerships to engage both active and passive candidates for high-volume positions across their sites.

Yes! Being bilingual, especially in English and Spanish, is considered a distinct advantage for the Talent Acquisition Specialist role at Ornua Ingredients North America. It allows for better communication with a diverse pool of candidates, enhancing the recruitment experience and facilitating a deeper connection with various communities.

When discussing strategies to attract high-volume talent, highlight your experience with various sourcing methods, like networking, social media recruiting, and engaging with universities. Discuss specific examples where these strategies led to successful placements or how you tailored your approach to different positions within the company.

Demonstrate your proactive approach by mentioning regular check-ins and feedback sessions with hiring managers. It’s important to understand their needs fully, so emphasize your ability to ask the right questions and facilitate open discussion, ensuring alignment on candidate profiles and expectations.

Showcase your familiarity by explaining how you used ATS systems like Success Factors in previous roles. Discuss the benefits of utilizing such platforms for tracking applicants, managing the recruitment process, and analyzing data to improve hiring outcomes.

Handling rejection with tact is crucial. Explain how you approach providing feedback to candidates in a constructive and respectful manner while ensuring they recognize the positive aspects of their experience. Expressing gratitude for their time can also help maintain the company’s image.

Discuss the importance of clear communication, timely updates, and a supportive recruitment process. Engage interviewers by sharing specific examples of how you’ve implemented practices that enhance the candidate experience, encouraging feedback and making candidates feel valued.

Emphasize your analytical skills by describing how you track key recruitment metrics, such as time-to-fill and quality of hire. Discuss examples of how data insights have shaped your recruitment strategies or improved processes in your previous roles.

Talk about your creative process involved in drafting job advertisements that reflect the company’s brand identity. Highlight the importance of targeting key skills and the desired candidate profile, as well as the strategies you use to capture attention and resonate with potential applicants.

Building rapport can make candidates feel more comfortable during interviews. Discuss techniques like active listening, open-ended questions, and personalized interactions that help you connect with candidates on a personal level while maintaining professionalism.

Explain what competency-based interviews entail and how you prepare for them. Share your approach to designing these interviews, ensuring they effectively assess the skills and attributes necessary for the role.

Identify challenges, such as keeping up a positive candidate experience while managing high volumes of applicants. Discuss your strategies for overcoming these challenges by leveraging technology or streamlining processes to enhance efficiency.