Công Ty Nguyên Liệu Á Châu Aig ★ 3.3

The successful candidate will report to the Group Talent Acquisition Manager.
You will be responsible for recruitment and employer branding activities.

1. Talent Acquisition:
• Be responsible for the end-to-end recruitment and talent acquisition process, including sourcing, screening, evaluating, and closing candidates
• Work closely with hiring managers to find out detail requirement for particular roles
• Sourcing and building a compelling employer brand, setting hiring standards, and accessing a range of recruitment channels to maximise the effectiveness of sourcing.
• Onboard new joiners through well-designed orientation, induction, and assimilation programmes to help them become effective contributors quickly.
• Deploy a range of acquisition metrics and analytical techniques to create management information, business insights, and projections for talent acquisition purposes
• Build corporate, recruitment guidelines, manual, ATS systems, tools
• Manage internal and external relationships with people and communicate with impact and empathy so as to carry out the functional role effectively
• Attract quality candidates through preparing job descriptions/postings, screening and shortlisting applicants; as well as by networking, headhunting and through referrals
• Work closely with headhunt agencies to search appropriate candidates and explore more on market recruitment status
• Keen on expanding the new sources to get more qualified candidates
2. Employer Branding:
• Employer brand awareness promotion:
- In-corporate with related stakeholders to identify and promote the AIG brand through various channels/digital platforms
- Design Employer Branding strategies and programs to build the employer brand in various channels
• Candidate attraction:
- Understand the talent profiles of the company and develop recruitment strategies to attract top talents
- Coordinate with TA to build talent pipelines on various channels and enhance current programs to improve quality, speed, efficiency, and overall strategic value of talent acquisition
- Build long-lasting relationships with university partners
• Data analyst and measurement:
- Measure and report the effectiveness of Employer Branding campaigns on analytics
- Continuously review past projects for improvement, and provide feedback of these results to stakeholders and making data-driven decisions about future Employer Branding activities