Talent Acquisition Partner (APAC)

The Talent Acquisition Partner (APAC) at YouGov is responsible for full-cycle recruitment, which includes identifying talent needs, strategic sourcing, fostering relationships with hiring managers, conducting candidate assessments, and enhancing the employer branding initiatives. By collaborating closely with various teams, the partner ensures a positive candidate experience while actively staying abreast of market research trends.

To become a Talent Acquisition Partner (APAC) at YouGov, candidates should possess 3 to 6 years of experience in the role, preferably within a global matrixed organization. A deep understanding of recruitment tools, applicant tracking systems (preferably Workday), and local labor laws across APAC is essential. Additionally, candidates with advanced sourcing techniques and a collaborative mindset are highly desirable.

YouGov is committed to the professional development of its Talent Acquisition Partner (APAC) by providing support for additional certifications or specialized training in talent acquisition. The company emphasizes collaboration with interdisciplinary teams that bring diverse perspectives, which also plays a pivotal role in personal growth and learning within the organization.

The candidate experience for the Talent Acquisition Partner (APAC) role at YouGov involves a comprehensive recruitment process designed to ensure candidates feel engaged and valued. This includes clear communication throughout the recruitment stages, a thorough assessment of cultural fit and skills, and opportunities for candidates to learn about the company culture and values during interviews.

Market research expertise is key for a Talent Acquisition Partner (APAC) at YouGov because it helps inform recruitment strategies and candidate assessments based on current industry trends. Understanding market conditions ensures that the hire is not only talented but also aligned with YouGov’s mission to provide accurate data and insights, thereby contributing to the overall success of the company.

When approaching full-cycle recruitment, it's essential to first understand the specific needs of the hiring manager. I begin by collaborating on a detailed job description, followed by sourcing strategies tailored to attract the right candidates. I emphasize the importance of a seamless candidate experience throughout the process—communicating promptly and providing feedback to ensure engagement.

I’ve had a lot of success with a mix of sourcing techniques such as leveraging social media platforms, participating in industry events, and utilizing professional networks. Tailoring my outreach messages and showcasing YouGov's employer brand has also played a vital role in attracting top candidates who resonate with our company culture.

My experience with applicant tracking systems primarily involves Workday, where I’ve utilized its features for tracking candidate progress, managing pipelines, and generating reports. Familiarity with these systems allows me to streamline the recruitment process, improve efficiency, and maintain organized documentation for hiring practices.

To assess cultural fit, I focus on behavioral interview questions that reflect YouGov's values and norms. Furthermore, I engage candidates in discussions about their past experiences in teamwork and conflict resolution, which reveals how their mindset aligns with our workplace culture. It’s about understanding not just skills, but a candidate's compatibility with our team.

I’ve implemented various strategies, such as creating engaging content on social media that highlights our company culture, employee testimonials, and project successes. Collaborating with marketing teams to craft compelling narratives about our mission and values has proven effective in boosting our employer brand within the competitive market.

Staying updated on recruitment trends involves consistently engaging with industry publications, participating in webinars, and networking with other talent acquisition professionals across APAC. Additionally, I follow key influencers and thought leaders on social media platforms to gather insights that can influence our recruiting strategies.

One of the biggest challenges I've faced is navigating the diverse labor laws across APAC while ensuring compliance in the recruitment process. Another challenge is addressing talent shortages in specific areas, which requires strategic sourcing techniques and innovative outreach to find qualified candidates.

A successful hire I made was for a data analyst position where I utilized tailored sourcing strategies to identify a candidate with deep analytical skills and strong cultural alignment. The combination of effective interviewing and thorough assessment allowed us to make an informed decision, and they have since contributed significantly to our projects.

I prioritize building open lines of communication with hiring managers by regularly checking in to discuss candidate progress and feedback. By understanding their unique needs and concerns, I ensure that recruitment aligns with their vision, fostering a collaborative environment that promotes successful hiring.

The most rewarding aspect of working in talent acquisition for me is witnessing the impact of a great hire on team dynamics and overall company success. It’s incredibly fulfilling to know that my efforts contribute to building diverse teams that push for innovation and excellence in what we do.