Talent Acquisition Partner

POSITION SNAPSHOT
Location: Cairo, Egypt
Company: Nestlé
Department: Hire to Retire
Full-time

Main Purpose of Job:

To partner with the aligned markets to manage the recruitment process, providing subject matter expertise and insight, and enabling Hiring Managers to select the best quality candidates at all levels of the organization.

 Responsible for executing and managing the end-to-end talent acquisition strategy for the aligned functions/businesses, ensuring the use of best practices and relevant tools to achieve the desired outcomes.

Leveraging the employee value proposition to ensure a highly positive candidate experience.

Responsibilities:                                                

Understand the needs of the aligned function(s) and/or business(es), align stakeholders and successfully execute the talent acquisition strategy

 Deliver high quality talent into the business by successful management of the end-to-end recruitment process in alignment with our Talent Selection methodology (Job briefing meeting with line manager, determine sourcing and attraction strategy, identify and agree targeted NLF competencies required, ensure effective screening and interview process, coach line manager selection decision).

Manage active candidates through the recruitment process to provide an outstanding candidate experience.

Take accountability for, proactive sourcing of passive candidates for future requirements. Manage cost implications for all hiring activity and continuously seek to minimize cost for the business.

Become a trusted advisor to hiring managers (and HRBP's) within the aligned function(s) and/or business(es) by providing subject matter expertise to inform activity, developing creative solutions to hiring issues and constructively challenging selection decisions.

Ensure planning and hiring decisions are continuously informed by relevant labor market data and trends, including competitor activity, salary and remuneration information, and availability of external talent.

Develop Hiring Manager capability to Select Talent (LDv People Practice), coaching on appropriate selection methodologies and tools, being present at interviews where relevant.

Take responsibility for ensuring Hiring Managers are compliant throughout the recruitment process for both internal and external candidates.

 Develop engagement and rapport with candidates, placing a higher degree of focus on those identified as highly suitable for current and future positions.

Communicate and ensure consistency of the Employee Value Proposition throughout the recruitment process to achieve outstanding candidate experience.

 Ensure the external employer brand message resonates throughout the candidate experience, taking responsibility for Hiring Managers' understanding and delivery on our promise.

 Understand the importance of positive candidate experience and identify opportunities for improvement in the market, continuously developing practices, methodology and communication.

 Develop positive relationships with candidates to ensure the attractiveness of Nestlé as a place to work, guiding each individual through the candidate journey, managing rejection effectively and using the offer stage to successfully convert candidate to employee.

Transfers insight about newly hired candidate, generated from assessment during recruitment process, to HRBP and Talent Management to ensure effective on-boarding and creation of early development plans.

Demonstrate and advocate the use of relevant technology throughout the recruiting process.

 Optimize the use of our Applicant Tracking System (CRM/SF) to manage the recruiting process, ensure candidate data quality and accurate reporting of recruiting activity in aligned function and/or business.

Understand and advocate the use of social media as a vehicle for the attraction and sourcing of active and passive candidates.

Continuous improvement. Seek to develop Talent Acquisition practice and processes in the market and/or business to improve functional efficiencies and ways of working.

What will make you successful

• 3 - 5 years of experience in a related (Talent Acquisition) function.

• Experience working in the recruiting industry, ideally (though not compulsorily) with a mix of recruitment agency and in-house Talent Acquisition.

• Experience using recruitment sourcing tools and practices to identify prospective candidates (e.g. Linkedin Recruiter license, Boolean search, Applicant Tracking System - ATS, or CRM data mining, Job board resume/CV databases).

• Basic knowledge of recruiting laws and standard practices.

• Experience managing and influencing multiple stakeholders effectively, often with different hiring requirements.

• Effective communication across all levels of the organization.

• Experience coaching managers on interviewing and modern recruiting methodology.

• Experience working with technological providers (ATS providers, various Social Media platforms, other digital sourcing channels) for recruiting purposes.

• Bachelor's degree or its equivalent.