Specialist Talent Acquisitions

As a Specialist Talent Acquisitions at Sibelco, your primary responsibilities include planning and executing a talent acquisition strategy, managing the recruitment process from start to finish, sourcing and attracting candidates for open positions, and providing guidance to candidates about benefits and the corporate environment. You will also engage with hiring managers and serve as a crucial point of contact for recruitment-related questions.

To qualify for the Specialist Talent Acquisitions position at Sibelco, candidates should have a Bachelor’s degree in HR or Business Administration or equivalent experience. Additionally, at least 5 years of experience in a similar recruitment role, particularly in an industrial or manufacturing environment, is preferred. Knowledge of the Workday recruitment module is an advantage.

Sibelco is committed to employee growth, offering a community that encourages innovation and collaboration. As a Specialist Talent Acquisitions, you’ll have opportunities for professional development, as well as access to various resources that promote your career advancement and align with our corporate values.

The work environment at Sibelco for a Specialist Talent Acquisitions is dynamic and fast-paced, encouraging collaboration with different teams and departments. You will engage with internal customers, hiring managers, and candidates from various backgrounds, making each day unique and rewarding in helping shape the future of the company.

Specialists Talent Acquisitions at Sibelco can enjoy a comprehensive benefits package that includes medical, dental, and vision insurance, along with life and disability insurance. Additionally, employees have access to a 401(k) retirement savings plan, ensuring you are well-supported both now and in the future.

When facing tough vacancies, I employ a targeted sourcing strategy that involves identifying niche job boards, leveraging social media, and networking with industry professionals. I believe in building strong relationships with candidates, even those who may not be immediately available, to ensure a robust pipeline for future positions.

To assess a candidate's cultural fit for Sibelco, I utilize behavioral interview questions that reflect our core values. Understanding how candidates respond to team dynamics, collaboration, and innovation helps me gauge their compatibility with Sibelco's mission and community.

I have hands-on experience with Workday, where I manage job postings, track candidate progress, and utilize reporting features to analyze recruitment metrics. My familiarity with its functionalities helps optimize the recruitment process, ensuring that all candidates receive a seamless experience.

When informing candidates of a rejection, I approach the conversation with empathy. I provide constructive feedback and highlight their strengths, ensuring they understand the competitive nature of the hiring process while leaving the door open for future opportunities.

Keeping candidates engaged is about communication. I regularly update them on their application status, provide insights into the interview process ahead, and maintain an open line for any questions. Engaging them with information about Sibelco's initiatives also helps keep their interest alive.

Building strong relationships with hiring managers involves frequent check-ins and understanding their specific needs for roles. I aim to align our recruitment strategy with their expectations, as fostering open communication ensures we present them with the best candidates tailored to their requirements.

In a previous role, I faced a hiring manager with unrealistic expectations. I scheduled a candid discussion to clarify the market realities and to properly align their expectations with available talent. By presenting data and offering alternative strategies, we collaboratively found a suitable solution, and the role was successfully filled.

I actively seek to ensure diverse candidate representation by expanding outreach to multiple channels. This includes attending different career fairs, partnering with organizations that prioritize diversity, and utilizing inclusive language in job postings to attract a wider audience.

I evaluate the success of talent acquisition strategies through key performance indicators such as time-to-fill, candidate quality, and hiring manager satisfaction. Regularly reviewing these metrics allows me to adapt and improve recruitment processes for the best outcomes.

My motivation in talent acquisition stems from my passion for connecting people with opportunities that align with their aspirations. At Sibelco, being part of a company dedicated to sustainability and innovation amplifies this drive, as I know my efforts will contribute to shaping the future of the organization.