Senior IT Talent Attraction

• Build and agree with the hiring manager on an end-to-end recruiting plan that includes:
• An understanding of the position requirements and the hiring manager's broader team/business.
• A timeline to deliver the recruitment search
• A view of the talent market, talent availability, and who the competitors and target companies should be.
• A review of the joint inputs and communications that will be required to deliver a successful recruiting experience (i.e., interview teams, use of RCM, feedback, etc.)
• Effective stakeholder management and proactive communication.
• Sourcing technology talent through a variety of methods including advertising, direct sourcing, networking, Internet searches, database searches, and talent mapping.
• Screening resumes to determine preliminary matches and conducting phone and/or video conference interviews to qualify candidates.
• Making recommendations to hiring managers on candidate shortlist.
• Ensuring all candidates are entered and moved through the process in the applicant tracking system.
• Initiating interview scheduling using the applicant tracking system which engages our Recruiting Operations team to schedule the interview.
• Posting open positions on external internet sites and our internal website.
• Communicating recruiting status to Hiring Managers, HR Business Partners, and Talent Acquisition Leaders
• Ensuring the candidate and customer experience is positive and seamless, ensuring no candidate is left without communication.
• Engaging other specialist HR teams in position creation, interview scheduling, offer generation, and onboarding on time.
• Partnering with internal cross-matrix stakeholders to:
• Create recruiting strategies to fill positions.
• Educate on market conditions.
• Brainstorm on ways to attract the best candidates.
• Measure the effectiveness of recruiting efforts.

• 3-10 years of full life cycle recruiting experience with a product or services/consulting organization.
• Proven track record of building rapport with hiring managers and cross-functional partners, across regions and teams.
• Have a well-developed network of candidates and/or the skills to build the network quickly and comprehensively.
• Inform the company's strategic direction through an understanding of the talent market (e.g., where to find skills, salary expectations of those with similar skills, etc.)
• Have a solid understanding of the complete recruiting function, including research, sourcing, networking, behavior-based interviewing, and closing. Knowledge of the technology, consulting, or sales talent market and the software/tech industry is essential.
• Effective communication approaches include keeping others informed, appropriately expressing ideas and thoughts, verbally and in written form, and timeliness.
• Awareness and flair for employer branding campaigns, initiatives, etc desirable.
• Fluency in both written and spoken English & Vietnamese

Adecco