Talent Acquisition Specialist at Standard Chartered Bank

Standard Chartered Bank Nigeria - is recruiting to fill the post of :

Job Title: Talent Acquisition Specialist - based Nigeria
Job ID:356389

Job Description
Responsible for developing appropriate talent acquisition strategies, and managing the end-to-end talent acquisition process to deliver agreed targets for roles within assigned business areas, ensuring that the right candidates are recruited, at the right time, at the right price. Partnering with the business, the role holder will provide both consultative and transactional talent acquisition support to deliver a comprehensive and value added service, covering the recruitment of all employed worker (internal and external) local and cross border hires and transfers, ensuring all talent acquisition activity is aligned to and effectively communicates the employer brand.

Key Roles & Responsibilities

• Targets, budgets & governance
• Guide the business on talent acquisition planning (first principles)
• Agree and deliver direct sourcing and cost saving targets
• Deliver the budgeted resource plans for roles within assigned business areas
• Ensure compliance with relevant operational and people risk controls, and employment legislation
• Escalate any issues and risks, as appropriate so that they can be appropriately tracked and managed
• Provide ad-hoc support to the Regional / Country Head, Talent Acquisition, as required

Needs Definition

• Conduct structured business needs discussions with hiring managers before candidate search commences, identifying the key role and candidate requirements, and agreeing the sourcing and selection strategy, SLA and respective roles and accountabilities, updating the JR accordingly
• Agree sourcing and administration needs with Talent Acquisition Coordinators
• Provide a full consultative service to line managers with regards to the recruitment industry and market trends

Sourcing

• Design and deliver innovative sourcing strategies and solutions to meet business growth needs and generate diverse pools of applicants whilst closely controlling cost bases
• Proactively search for, identify, network with and directly contact active and passive job seekers, both internally and externally, for hard-to-hire, evergreen and specific vacancies, sourcing the very best candidates using a variety of channels that are aligned to and effectively communicate the employer brand including:
• Conducting pure research and name generation activities
• Online advertising (careers website, external job board postings) and automated electronic candidate searches
• Database mining, using social networking sites etc. Contacting potential candidates who have posted their information on the internet, consistently generating leads from applicants over the phone or face to face
• Searching in-house databases (talent lists, CV database), creating hot lists, keeping high quality declined candidates warm and on ‘potential prospect’ lists
• Networking at professional and trade events, and careers fairs, and partnering with Government Labour Agencies
• Engaging and managing external PSL recruitment agencies, where required
• Develop multi-hire sourcing approaches and work in partnership with colleagues across the network to tap in to overseas sourcing channels and co-ordinate global campaigns
• Participate in intern, graduate and MA recruitment events and activities (e.g. careers fairs), as required. Refer any direct hire applicants who would have strong potential for a programme role

Selecting

• Develop effective pre-screening questions in PeopleSoft to maximize process efficiency, short listing CVs against the JR requirements, actively reviewing and challenging the diversity of talent pools
• Efficient end to end applicant management for each JR i.e. timely review and short listing of applications, promptly updating applicants and responding to any queries, liaising with Talent Acquisition Coordinator regarding interview and assessment arrangements, briefing and preparing candidates for interview (directly or via agencies)
• Conduct preliminary assessments, as required, assessing candidates’ talents, fit and readiness, setting realistic role expectations
• Advise hiring managers on the appropriate assessment tools for different roles, developing relevant interview questions and analysing selection reports (as applicable) to assess the implications of candidates’ strength profiles
• Advise hiring managers on which candidates to progress to the next stage, ensuring the right decisions are made, challenging the business’ recommendations as required
• Complete identification, legal right to work and address verification during interview process
• Manage any rejections who may be potentials for other roles, ensuring that rejections are handled appropriately and candidate contact is maintained (via Talent Acquisition Coordinators, as appropriate)
• Co-ordinate timely provision of feedback between the hiring manager, suppliers (where relevant) and candidates. Responsible for updating interview notes in PeopleSoft and ensuring timely and appropriate completion of the same by co-interviewers

Hiring

• Ensure all required approvals are obtained before offers are made
• For international moves: work with relevant stakeholders to determine the applicable international move policy type; initiate cost estimate generation and obtain hiring manager approval; prepare the business case for the international move and ensure completion of all move approval requirements (including supporting the business in setting appropriate move objectives and end of assignment plans). Attend new hire assignee briefing calls
• Support the IM Operations team in managing exceptions requests for international moves, as required
• Negotiate offers between hiring managers, suppliers (where relevant) and candidates, assisting in the negotiation of release dates and backfill requirements where applicable. Work in partnership with Reward, IM and hiring managers to establish competitive, effective total reward packages in line with budgets and global policies
• Liaise with Talent Acquisition Coordinator to ensure accurate and timely contract issuance following verbal offer. Liaise with IM Operations to ensure timely assignment letter development / issuance
• Manage work permit applications and extensions for new hires and in-country transfers, where required
• Improve candidate conversion rates (first offer made to acceptance ratio) through effectively diagnosing and selling the most relevant points for each individual

Pre-employment

• Ensure pre-employment checks are completed in line with global minimum standards, managing any discrepancies or delays with the vendor, candidate or hiring manager (as appropriate)
• Responsible for ensuring all Talent Acquisition related Right Start pre-employment global standards are met or exceeded for candidates under remit (i.e. issuing of contracts and induction packs, timely Bank ID creation and issuing notifications to hiring managers, HR RMs etc, confirming start dates and their Right Start responsibilities)
• Develop pre-joining strategy, maintaining regular contact with candidates and keeping them warm post offer acceptance

Relationship Management

• Effectively collaborate with, and respond to, colleagues, candidates, customers and suppliers, building sustainable relationships, setting and managing expectations clearly, identifying and resolving the root cause of any issues and escalating as required
• Increase awareness of Talent Acquisition’s total service offering and hiring managers’ responsibilities, ensuring that credibility is earned quickly and the role holder is sought out for advice and engaged at the outset of all recruitment, optimizing frontline delivery
• Work collaboratively and share knowledge with Talent Acquisition professionals in other countries

Reporting & System Management

• Use PeopleSoft to drive the end-to-end talent acquisition process, recording all relevant details associated to job requisitions and candidates in a timely manner, ensuring applicants are categorized effectively in the CV database for easy and fast retrieval, and regularly conducting system ‘housekeeping’
• Analyse dashboards, reports and MI to proactively monitor internal and external conditions, using these findings to deliver operational excellence and continuous improvement e.g. more effective and efficient channel management, candidate conversion
• Regular updates with HR RMs regarding JRs raised, work in progress etc

Qualifications & Skills

Essential

• Proven recruitment experience (in-house or search firm) of retained search and selection, or contingency and multi channel recruitment, with a successful track record in effective job filling within a complex recruitment model / environment
• Able to deal with high recruitment volumes as well as more specialist vacancies, managing multiple vacancies at any time across a variety of disciplines
• Understanding and some experience of developing sourcing strategies and managing multiple recruitment channels to deliver recruitment targets within budget. Some experience of managing / working with PSLs and non-PSLs and good knowledge of the market place, competitors and best practice
• Consulting / diagnostic skills (e.g. probing to identify underlying needs, effective questioning to provoke broader thinking about resource requirements, capability gaps etc)
• Sound communication and influencing skills, enabling the role holder to network effectively, establish credibility quickly, build sustainable relationships, relate to candidates and hiring managers, push back on hiring managers / agencies and effectively sell Standard Chartered Bank to individuals
• Ability to deal with conflict, and remain positive when under pressure
• Customer-focused approach
• Sound reasoning skills and the ability to screen and interview applicants while making sound judgments on suitability for the role / organization
• Track record of working in a very organized way, multi-tasking, prioritising, managing data, and setting and achieving deadlines (both short and medium term)
• Experience of analysing recruitment management information and using this to identify and initiate improvements
• Knowledge of / exposure to relevant employment legislation (e.g. data protection)

Desirable

• Proven track record as an effective manager of a small sized team, coaching, managing and engaging the team to deliver high performance
• Knowledge of HR databases (e.g. PeopleSoft)
• Experience in an international professional services / banking environment
• Proven experience in working in a complex matrix, with a broad base of cultures, dealing with demanding and fast-paced client groups
• Demonstrable knowledge of banking / divisions
  

Application Closing Date
30th October, 2012

How To Apply
Interested and qualified candidates should
Click here and apply online

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