Recruitment Specialist Featured

Summary:

The Recruitment Specialist plays a pivotal role in supporting the Talent Acquisition function by executing end-to-end recruitment processes, enhancing employer branding, and managing onboarding experiences. This position is responsible for identifying, attracting, and hiring top talent while ensuring a positive candidate journey and alignment with Touchstone’s organizational goals and values.

Key Responsibilities:

1. Application Handling & Talent Pipeline Development

• Manage end-to-end sourcing and screening of applicants from multiple channels including external job boards, SmartHCM Recruitment Portal, employee referrals, walk-ins, and recruitment campaigns.
• Conduct detailed Stage 1 interviews (telephonic/video/in-person) to assess candidate skills, cultural fit, and role alignment.
• Coordinate and facilitate Stage 2 technical or behavioral interviews, ensuring timely communication with panel members and candidates.
• Manage scheduling and documentation for panel/board interviews, including reminders, feedback forms, and follow-ups.
• Maintain a continuously updated referral tracking sheet, ensuring timely processing and feedback loops.
• Maintain accurate and timely data on recruitment KPIs such as time-to-hire, vacancy fill rate, offer acceptance ratio, sourcing effectiveness, and candidate diversity.
• Build and manage a proactive talent pipeline for future and critical roles through relationship nurturing and regular engagement.

2. Onboarding & Orientation (First Impression Program – FIP)

• Design and deliver a structured orientation process, collaborating with key internal departments to ensure seamless new hire integration.
• Implement the “First Impression Program (FIP)”, focusing on providing an exceptional onboarding experience that promotes engagement from day one.
• Send accurate training information to the Training and System & Process teams, including campaign details, technology access, and workstation readiness.
• Facilitate Day 1 and Week 1 activities such as welcome sessions, HR briefings, and intro meetings with key stakeholders.
• Regularly collect structured feedback from new hires to evaluate and improve onboarding experiences and early employee engagement.

3. Data Management, Analytics & Reporting

• Maintain detailed and confidential records of all recruitment-related data including applicant tracking, interview evaluations, and hiring decisions.
• Generate comprehensive daily, weekly, and monthly recruitment dashboards for leadership, providing insights into hiring metrics, bottlenecks, and forecasting needs.
• Analyze hiring trends, recruitment efficiency, channel effectiveness, and candidate experience feedback to recommend data-driven improvements.
• Ensure compliance with data privacy policies and audit requirements.

4. Recruitment Marketing & Employer Branding

• Conceptualize and execute recruitment marketing campaigns across social media, job boards, and institutional partnerships to build a strong employer brand.
• Organize and represent the company at external hiring events such as job fairs, campus recruitment drives, and industry expos.
• Work closely with the marketing team to develop branded recruitment content (videos, employee testimonials, infographics, etc.) to attract top talent.
• Monitor and report on key employer branding metrics such as reach, engagement, and conversion rate from branding to hires.
• Continuously evaluate the effectiveness of marketing techniques and make strategic adjustments to attract a diverse and qualified talent pool.

5. Stakeholder Coordination & Candidate Experience

• Serve as the key point of contact between candidates, hiring managers and clients to ensure seamless communication and efficient coordination throughout the hiring cycle.
• Conduct and document reference checks, background verifications, and any regulatory compliance checks prior to hiring.
• Act as a brand ambassador during all candidate interactions, ensuring a high-quality experience regardless of outcome.
• Drive regular engagement touchpoints with new hires during their initial months as part of the First Impression Program (FIP).
• Support internal mobility programs by identifying and referring qualified internal candidates for relevant openings.

6. Recruitment Strategy, Tools & Process Optimization

• Continuously assess recruitment workflows and propose enhancements to reduce time-to-fill and improve candidate quality.
• Stay updated with recruitment technology trends, tools (e.g., SmartHCM enhancements), and market benchmarks to implement best practices.
• Collaborate with TA leadership to test and roll out process automation and AI-based tools for smarter sourcing and screening.

Requirements:

Education

• Bachelor’s Degree in Human Resources or related field.

Skills

• Excellent verbal and written communication skills.
• Ability to react in a fast-paced environment.
• Possess strong negotiation skills and telephone sales skills.
• Ability to develop strong interpersonal relationships with all levels of professionals.
• Staffing industry experience.
• Able to organize and prioritize your goals on a daily basis.
• Must be computer literate with word processing and spreadsheet.
• Strong talent acquisition skills.

Duration and Nature of Previous Experience

• Minimum 1-3 year experience in Human Resources as a recruiter.