Talent Acquisition Specialist

GENERAL RESPONSIBILITIES

The Talent Acquisition Specialist is a talent intelligence strategist, not just a recruiter. He/She isa responsible for building and sustaining a strong supply of qualified talent through proactive sourcing, market intelligence, and pipeline development. The role exists to ensure the organization maintains continuous talent readiness to support current and future hiring needs, particularly for critical, hard-to-fill, and growth roles. Within defined workforce plans, hiring priorities, and governance frameworks, the position focuses on frontend demand generation by identifying, engaging, and nurturing potential candidates ahead of hiring requirements, thereby reducing time-to-fill and reliance on reactive recruitment.

MINIMUM REQUIREMENTS

Education: Bachelor’s Degree in Human Resources, Psychology, Business Administration, Marketing, or related discipline

Advantage: Postgraduate units or certification in Talent Acquisition, Recruitment Marketing, Data Analytics, or Employer Branding

- Continuous learning orientation (LinkedIn Learning, sourcing certifications, Boolean mastery workshops, etc.)

Related Work Experience

- Minimum: 3–5 years in Talent Acquisition with strong sourcing exposure.

- Must-Have Experience:

1. Dedicated experience in proactive sourcing (not purely reactive recruitment)

2. Demonstrated success in building pipelines for:

- Hard-to-fill roles

- Leadership or niche technical positions

- High-volume recurring roles

3. Experience conducting talent mapping and competitor benchmarking

4. Hands-on experience engaging passive candidates

5. Experience using ATS and CRM tools for pipeline tracking

- Strong advantage:

1. Experience in financial services, retail, tech, or multi-site operations

2. Exposure to employer branding collaboration

3. Experience supporting workforce planning or strategic hiring initiatives

Knowledge (knowledgeable in the following) :

1. Sourcing & Market Intelligence

- Advanced Boolean and X-ray search capability

- Social sourcing (LinkedIn, Facebook Groups, niche platforms)

- Talent mapping and succession heat-mapping

- Competitor intelligence tracking

- Labor market research interpretation

2. Systems & Tools

- ATS proficiency (pipeline tracking discipline)

- CRM or talent pooling tools

- Excel or data dashboarding for sourcing metrics

- Recruitment analytics (conversion rates, source yield, pipeline strength)

3. Strategic Capability

- Ability to translate workforce plan into sourcing strategy

- Channel optimization and ROI evaluation

- Pipeline forecasting and lead generation modeling

DUTIES AND RESPONSIBILITIES

1. Talent Mapping and Market Intelligence

- Conduct talent mapping and labor market research to identify potential candidate pools aligned with business needs.

- Monitor competitor activity, talent availability, and market trends to inform sourcing strategies.

2. Proactive Candidate Sourcing and Lead Generation

- Identify and engage passive candidates through multiple sourcing channels, including social media, professional networks, referrals, and direct outreach.

- Build and maintain a steady flow of qualified candidate leads for current and anticipated roles.

3. Talent Pool and Pipeline Management

- Develop and manage talent pools for critical and recurring roles.

- Maintain regular engagement with prospective candidates to sustain interest and readiness.

4. Sourcing Channel Optimization

- Maximize the use of job portals, career sites, social media platforms, and internal databases.

- Evaluate sourcing channel performance and recommend improvements to increase effectiveness and reach.

5. Collaboration with TA Account Management and Employer Branding

- Partner with TA Specialists – Account Management to align sourcing efforts with active hiring priorities.

- Coordinate with Employer Branding to ensure consistent messaging and visibility in sourcing campaigns.

6. Data Management and Reporting

- Maintain accurate sourcing data within the ATS and sourcing trackers.

- Track and report sourcing metrics such as pipeline strength, lead conversion, and source effectiveness.

- Provide insights and recommendations to improve sourcing strategies and outcomes.