Senior Talent Acquisition Partner - job 2 of 2

As a Senior Talent Acquisition Partner at Walmart, you'll be responsible for developing tailored recruitment strategies in collaboration with hiring managers. You'll conduct recruitment strategy meetings, shortlist candidates, manage candidate expectations, and provide insightful write-ups and recommendations to hiring managers. Your role will include maintaining up-to-date records in Workday and ensuring a seamless candidate experience throughout the hiring process.

To qualify for the Senior Talent Acquisition Partner position at Walmart, you should have a bachelor’s degree in business, human resources, or a related field, along with at least two years of experience in human resources or talent acquisition. Alternatively, four years of experience in the relevant field may suffice. Demonstrated expertise in managing the full recruitment cycle and engaging with top talent is essential.

Walmart supports its talent acquisition strategies by encouraging Senior Talent Acquisition Partners to leverage data for informed decision-making and recruitment strategy influence. You’ll also engage with passive candidates and share market insights with hiring managers, ensuring that recruiting efforts align with business objectives and talent gaps are effectively bridged.

The annual salary range for a Senior Talent Acquisition Partner at Walmart is between $80,000 and $155,000, with additional performance-based bonuses available. Walmart offers a comprehensive benefits package, including health coverage, a retirement plan, paid time off, and various educational and career development programs to enhance your professional journey.

To effectively engage candidates as a Senior Talent Acquisition Partner at Walmart, focus on providing a positive candidate experience through ongoing communication, transparent expectations, and timely feedback. Utilize advanced sourcing techniques to attract top talent and actively discuss career growth, benefits, and compensation, making your outreach compelling and informative.

When asked about strategies to attract top talent, emphasize your experience in developing targeted recruitment strategies, utilizing data for insights, and actively engaging passive candidates through compelling discussions about career growth and benefits.

In prioritizing recruitment responsibilities, it's crucial to understand business needs and use data to assess urgency. Talk about how you manage a pipeline of candidates, maintain communication with hiring managers, and ensure timely fulfillment of talent needs.

When discussing your experience with Workday, highlight your proficiency in maintaining accurate recruitment records, dispositioning candidates, and utilizing the platform for tracking candidate progress and managing requisitions effectively.

Regarding providing candidate feedback, explain how you ensure timely communication, summarize interview performance effectively, and coordinate next steps with both candidates and hiring managers for a transparent recruitment process.

For managing candidate expectations about compensation, discuss how you gather compensation insights during interviews and how you present this information to hiring managers to ensure alignment between candidates' expectations and company policy.

To engage passive candidates, focus on building relationships through personalized outreach. Share insights about career opportunities, company culture, and the benefits of joining Walmart, making them feel valued and informed about potential career advancements.

Ensuring a positive candidate experience involves regular communication, transparency about the recruitment process, timely feedback, and creating a welcoming environment for candidates. Share specific examples where you've successfully implemented these strategies.

When sharing about a challenging recruitment situation, articulate the specifics of the scenario, the obstacles you faced, and the strategies you employed to overcome them. Highlight your problem-solving skills and adaptability in navigating such challenges.

Collaboration with hiring managers is vital; discuss how you engage with them during recruitment strategy meetings, gather their input for shortlisting candidates, and provide continuous updates throughout the recruitment process to ensure alignment and satisfaction.

Key metrics to discuss include time-to-hire, quality of hire, candidate source effectiveness, and candidate experience ratings. Emphasize how these metrics guide your decision-making and help optimize recruitment strategies.