Talent Acquisition Partner

As a Talent Acquisition Partner at Solve, your primary responsibilities will include identifying, screening, and interviewing candidates primarily in the media sector. You will proactively build and manage talent pools, utilize various recruitment tools and methodologies, coordinate interviews and assessments, and work closely with hiring managers to ensure seamless onboarding of new employees.

To qualify for the Talent Acquisition Partner role at Solve, you should have at least 5 years of recruitment experience, ideally in both agency and in-house settings. Experience with international roles, particularly in the Australian market, is highly desirable. Additionally, strong communication skills, attention to detail, and the ability to thrive in a fast-paced environment are key requirements.

Solve is committed to the professional growth of its Talent Acquisition Partners. The company offers various benefits, including opportunities for development and career progression, participation in the annual 'TALENTFEST' conferences, and access to a global mobility program which allows for diverse experiences within the organization.

Solve boasts an award-winning workplace culture that prioritizes employee satisfaction and development. Talented professionals can enjoy flexible work arrangements, additional leave days for personal growth, and an attractive bonus scheme. The company's commitment to equity ensures every employee has a stake in its success.

Yes, at Solve, we understand the importance of work-life balance. Our 'Talent Anywhere' policy allows our Talent Acquisition Partners to work from anywhere in the world for up to 2 weeks a year, providing added flexibility and the opportunity to recharge in different environments.

When tackling sourcing in niche industries like media, I employ a multi-faceted approach that includes leveraging industry-specific job boards, social media platforms, and networking events. Additionally, I stay updated on industry trends to identify potential candidates who may not actively be looking for new opportunities.

In my previous role, I encountered a situation where multiple hiring managers had urgent needs. I prioritized by assessing which roles were critical for the business and communicated with the hiring managers about realistic timelines. It’s vital to stay organized and transparent to manage expectations effectively.

Creating a positive candidate experience involves clear and timely communication, providing feedback at every stage of the process, and ensuring candidates feel valued. I aim to create an engaging interaction during interviews and any touchpoints to leave a lasting impression, regardless of the outcome.

I leverage various recruitment software tools for applicant tracking, candidate sourcing, and communication. Additionally, I utilize data analytics to assess sourcing effectiveness, streamline processes, and enhance decision-making, thus making our workflow more efficient and informed.

I have extensive experience navigating the complexities of international recruitment, particularly in the Australian market. This includes understanding local compliance laws, cultural nuances, and market demands. My ability to establish connections with local networks has proven invaluable in sourcing the right talent.

I believe in continuous learning and regularly engage with thought leaders through webinars, industry conferences, and professional networks. Subscribing to industry publications and participating in online forums also keeps me informed about the latest recruitment trends and best practices.

One successful hiring campaign I led involved redefining our approach to diversify our talent pool. By collaborating with diverse organizations and hosting targeted events, we increased our application rates from underrepresented groups by 40%, resulting in a richer candidate selection.

One of the most challenging aspects is aligning the needs of hiring managers with candidates’ expectations. I tackle this by fostering strong relationships with hiring managers to clearly understand requirements while also preparing candidates for the company culture and role expectations.

To assess cultural fit, I ask candidates about their preferred workplace environments and values. I also frame questions that reveal their approach to teamwork and conflict resolution. Incorporating team members in the interview process can provide valuable insights into cultural alignment.

Social media plays a pivotal role in today’s recruiting landscape, serving as a platform for branding, engagement, and direct outreach to potential candidates. It helps broaden the reach of job postings and enables recruiters to connect with talent in a more informal and appealing manner.