Talent Acquisition Specialist

Job Overview

To input into the overall hiring strategy of the organisation to ensure our teams consist of a diverse set of qualified individuals and ensure the staffing needs of the company are being met, with a long-term talent strategy in mind.

What do I get?

What’s great about this opportunity?

• Salary Range: RM 2,200 - RM 2,800
• A fair remuneration package including an attractive commission scheme.
• Career progression in a fast growing impact organization backed by Petronas.
• Work in an agile-driven environment alongside a diverse team who will support your job growth.
• Contribute directly to improving the lives of B40 communities, as a part of a #madetoimpact organization.

What do I need?

To be shortlisted for this position, you will need to have:

• Bachelor's degree in human resources management, or similar.
• 1 years of experience as a talent acquisition specialist, or similar.
• Certification obtained from the HR Certification Institute would be advantageous.
• Ability to liaise with internal departments and develop hiring strategies and profiles.
• Advanced knowledge of effective hiring platforms that attract suitable applicants.
• Exceptional ability to screen candidates, compile shortlists and interview candidates.
• Experience in creating awareness of the company brand and establishing professional relationships with candidates.
• Proficiency in documenting processes and keeping up with industry trends.
• Proficiency with social media, CV databases, and professional networks.
• Excellent interpersonal and communication skills.
• Proficiency with social media, CV databases, and professional networks.
• Experience in using LinkedIn Talent Solutions to proactively source out candidates.

What will I do?

Recruitment

• Coordinate with hiring managers to identify staffing needs in different areas and departments.
• Determine selection criteria for candidates by liaising with managers and other members of staff.
• Source applicants through online recruitment channels, such as LinkedIn and other professional networks.
• Create job descriptions and interview questions that reflect the requirements for each position.
• Identify and refine down the most suitable talent from available candidates.
• Plan interview and selection procedures, including screening calls, assessments, and in-person interviews – if possible.
• Assess candidates’ information, including C.Vs., portfolios and references.
• Organize and attend job fairs and recruitment events to build a strong candidate pipeline.
• Keep records of all materials used for recruitment, including interview notes and related paperwork, to share with the hiring managers.
• Coordinate the visa application process for international candidates.

Onboarding & Candidate Experience

• Provide onboarding and coordinating the induction process with the hiring managers.
• Provide pleasant onboarding experience to new joiners when they join the company.
• Provide relevant help and support to new joiners during their first few months of joining.
• Ensure proper candidate and employee experience throughout the hiring and onboarding process.

Employer Branding

• Work on employer branding projects that contributes to the company’s vision and mission.
• Manage the company’s social media content to gain interest of potential applicants.
• Manage job postings on the company’s social media to build a strong pipeline.

Ad-Hocs

• Work with the Group People team to execute employee engagement activities.
• Create dashboards and data that can contribute to hiring overview and insights.

KPI’S

• Timely Hirings.
• Onboarding Experience maintenance and improvements.
• Increase of Employer Branding contents.
• Increase of potential applicants to build a stronger pipeline.