Talent Acquisition Manager

The Talent Acquisition Manager at SGH is responsible for shaping the recruitment strategy, managing and motivating the recruitment team, and driving performance to meet the company's hiring objectives. This role involves crafting innovative talent acquisition strategies that align with SGH's vision, overseeing recruitment processes from sourcing to hiring, and continuously improving the candidate experience.

Candidates for the Talent Acquisition Manager role at SGH are expected to possess a bachelor's degree along with over 5 years of experience in a strategic Talent Acquisition leadership role. Additionally, 10 years of hands-on recruiting experience, preferably within the engineering or A/E/C industry, is essential. Proficiency in using applicant tracking systems and strong communication skills are also crucial.

The Talent Acquisition Manager at SGH plays a crucial role in shaping company culture by ensuring that the hiring process aligns with SGH’s values of integrity, innovation, and community commitment. By enhancing candidate experiences and mentoring the recruitment team, this position actively fosters a collaborative and dynamic work environment that attracts talent that is not only skilled but also a cultural fit.

At SGH, the Talent Acquisition Manager receives robust support from the HR team, including collaboration with HR leadership and other departments such as Employee Relations and HR Operations. This role also benefits from a well-established team of recruiters, which is expected to grow, providing the Talent Acquisition Manager with a strong foundation to develop innovative recruiting strategies.

Career advancement opportunities for the Talent Acquisition Manager at SGH are plentiful, especially as the company continues to grow. This role provides a pathway to further leadership positions within the HR department or across the organization. Additionally, SGH emphasizes professional development, offering resources for continuous learning and skill enhancement, allowing for personal and career growth.

In developing a talent acquisition strategy, I focus on aligning our recruitment goals with business objectives. This involves conducting a workforce analysis to understand current and future talent needs, collaborating with leadership to identify key skills and competencies required, and crafting a strategy that includes innovative sourcing techniques and enhanced candidate experiences.

Absolutely! In my previous role, I identified that our time-to-hire was lagging due to lengthy interview processes. I facilitated workshops with hiring managers to streamline these processes, integrating structured interviews and evaluation criteria that not only expedited the process but also enhanced the quality of hires. As a result, we reduced hiring time by 30%.

Ensuring a positive candidate experience begins with clear communication throughout the recruitment process. I implement regular touchpoints with candidates to keep them informed, provide constructive feedback after interviews, and ensure that the entire hiring process is transparent and respectful. It’s also important to solicit feedback from candidates to continuously improve their experience.

I believe in a hands-on coaching approach, where I provide personalized feedback and growth opportunities. I conduct regular one-on-one meetings, set measurable goals for each recruiter, and facilitate training sessions on advanced sourcing techniques and interviewing skills. This empowerment helps them thrive in their roles.

Key metrics I track include time-to-hire, quality of hire, applicant sources, and candidate satisfaction ratings. These metrics help to evaluate the effectiveness of our recruitment strategies and allow us to make data-driven decisions to optimize our hiring processes further.

I would express the differing opinions openly and facilitate a constructive discussion about the candidate's qualifications. I believe in utilizing data and evidence to support my position while also being receptive to the hiring manager's concerns. The goal is to reach a collaborative decision that best meets the needs of the team and the organization.

I find that a mix of sourcing channels works best, including leveraging professional networks, social media platforms like LinkedIn, and attending industry-specific events. Additionally, developing relationships with universities for internships and entry-level positions has proven to be an effective strategy for attracting emerging talent.

An effective employer brand reflects the organization's values, culture, and mission. It's essential to communicate authentic employee testimonials, showcase company achievements, and participate in community initiatives. This branding attracts candidates who will resonate with the company's vision and enhance retention.

Certainly! In my last position, I developed a college recruiting program that included partnerships with local universities. We established internship opportunities that provided hands-on experience, hosted career fairs, and organized workshops to prepare students for the job market. This initiative increased our intern-to-hire conversion rate significantly.

Prioritizing tasks as a Talent Acquisition Manager involves aligning my daily activities with strategic goals. I use tools like project management software to track tasks and deadlines. I focus first on high-impact roles or urgent hiring needs while also dedicating time for team development and process improvement initiatives.