Talent Acquisition Lead

Salary:
Duration: Full Time
Location: Longford
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Job Overview

Talent Acquisition Lead

Longford

 

The Talent Acquisition Lead will identify current and future staff resource need for the business, designing Job Specification, sourcing candidates through databases, social media and various adverting media.  Filing paperwork and maintaining staff records in accordance with current regulations and data protection regulations.  Participate in organising and delivering staff training including induction training. 

 

Responsibilities:

  • Identifying current and future hiring needs and developing Job Descriptions and Job Specifications. 
  • Accessing online employment forums, social media, national databases, etc to attract suitable candidates. 
  • Utilise social media and conventional media for advertising and sourcing candidates. 
  • Be innovative in approach to advertising, sourcing and recruiting. 
  • Determine applicant suitability from information provided in CVs, analysis of experiences, qualifications and skills, and comparing with the job requirements. 
  • Notify relevant managers of a proposed list of candidates for interview and decide in consultation with the HR Administrator and management on a final interview list. 
  • Organising interviews and prepare an interview schedule. 
  • Sit on interview board with HR and selected others to sit on the interview board to assess applicants’ knowledge, skills and experience to best suit the job role requirements. 
  • Conduct Garda Vetting and ensure new employees are Garda Vetted before commencing employment. 
  • Maintain staff training records and staff files and ensure all necessary documentation required by regulation is kept on staff personnel files in accordance with data protection legislation. 
  • Support HR to conduct staff induction and be familiar with all staff and care policies. 
  • Carry out analysis of staff exit interviews and make recommendations to management to keep staff turn-over to a minimum. 
  • Carry out analysis of absenteeism, including sick leave analysis and report to HR. 
  • Keep up to date with employment legislation and recruitment best practice guidelines. 

 

 

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