Assistant Director, Human Resources (Talent Acquisition)

As the Assistant Director, Talent Acquisition at IMDA, you will oversee the Talent Acquisition team, ensuring that we attract and retain top talent across the tech, infocomm, and media industries. Your responsibilities will include developing comprehensive talent acquisition strategies, collaborating with senior leadership to identify critical talent needs, and leveraging data insights to improve our hiring processes.

Candidates applying for the Assistant Director, Talent Acquisition role at IMDA should possess a strong background in Human Resources with a specialization in talent acquisition. You should have a minimum of 10-15 years of relevant experience, including 5 years in a leadership role, preferably with knowledge of the public service sector and a strong grasp of emerging trends in the tech and media industries.

The Assistant Director, Talent Acquisition at IMDA plays a critical role in promoting diversity within our workforce. This involves implementing innovative recruitment strategies and targeted campaigns to attract candidates from varied backgrounds, ensuring that our workforce reflects Singapore's diverse talent pool and supports our objectives of driving an inclusive digital economy.

Data analytics is central to the Assistant Director, Talent Acquisition position at IMDA. By leveraging data and market insights, you will optimize recruitment processes, enhance the quality of hires, and make informed decisions that align with our organization’s talent acquisition strategies and overall objectives.

Having prior experience in the public service sector is highly advantageous for the Assistant Director, Talent Acquisition role at IMDA. Additionally, candidates should have expertise in the infocomm and media industries, a proven track record of successful recruitment strategies, and familiarity with tools such as Workday that enhance the hiring process.

When answering this question, share specific examples of your leadership role in past positions. Discuss how you guided your team towards achieving recruitment goals, implemented successful strategies, and how you handled challenges or obstacles along the way. Highlight your coaching or mentoring style.

Discuss innovative recruitment strategies, such as leveraging social media or niche job platforms, creating engaging employer branding content, or developing partnerships with educational institutions. Emphasize your data-driven approach and how you've successfully executed these strategies in the past.

Provide insight into your understanding of relevant regulations in Singapore, including the Government Instruction Manual. Discuss specific processes you've followed in past roles to maintain compliance while still meeting recruitment targets.

Use the STAR method (Situation, Task, Action, Result) to tell a compelling story about a challenge you faced. Explain what metrics you used to measure success and how your actions resulted in a positive outcome.

Discuss key performance indicators (KPIs) such as time-to-fill, quality of hire, and candidate satisfaction. Explain how you would gather and analyze data to continually refine and improve the talent acquisition process.

Mention any specific Applicant Tracking Systems (ATS) or tools you've used, such as Workday. Explain how you utilized these systems to streamline hiring processes, enhance communication, and improve collaboration with hiring managers.

Share your methods for staying informed about industry trends, such as attending workshops, networking within the community, following relevant publications, and being active in professional associations.

Explain your approach to conflict resolution, emphasizing communication and collaboration. Share how you would facilitate discussions to align expectations, ensuring a unified direction for the recruitment effort.

Discuss the importance of employer branding in attracting top talent, outlining how you would enhance IMDA’s reputation as an employer of choice through effective messaging, showcasing company culture, and highlighting employee testimonials.

Discuss specific initiatives you would implement to enhance the candidate experience, such as personalizing communication, providing timely feedback, simplifying application processes, and ensuring transparency throughout the hiring steps.