Talent Acquisition Specialist

Role Overview

The Talent Acquisition and Onboarding Specialist owns the end-to-end hiring journey, from identifying staffing needs and attracting the right candidates to running assessments, making offers, and guiding new hires through a smooth onboarding experience. The role is aimed at improving hire quality, lowering attrition, and reinforcing the company culture.

Workforce Planning

• Work with department heads to understand current staffing gaps and forecast future hiring requirements.
• Review roles and refine job descriptions where needed so they stay accurate and aligned with business needs.
• Build annual and quarterly hiring plans based on organizational priorities.
• Choose the most effective sourcing channels and recruitment methods for each position.

Talent Sourcing and Attraction

• Advertise open positions across digital platforms and job portals.
• Use direct sourcing approaches to connect with strong-fit candidates.
• Help strengthen the employer brand and position the company as a desirable place to work.
• Run recruitment campaigns and represent the company at career fairs and hiring events.
• Create and maintain a database of potential future candidates.

Screening and Assessment

• Review applications and prepare shortlists of suitable candidates.
• Conduct initial screening conversations by phone or online.
• Coordinate technical interview rounds with the relevant manager.
• Use assessment methods such as tests, behavioral interviews, and competency checks.
• Carry out reference verification and professional background checks.

Hiring Process Management

• Draft employment offers and support offer discussions and negotiations.
• Track internal approvals needed for hiring decisions.
• Maintain a smooth, respectful, and professional candidate experience throughout the process.
• Prepare regular updates and reports on recruitment progress and open vacancies.

Onboarding and Integration

• Create a structured onboarding plan for new employees.
• Coordinate with different teams to ensure the workplace is ready before the new hire starts.
• Arrange and deliver company orientation sessions.
• Ensure all joining documents and compliance requirements are completed.
• Explain company policies and internal procedures during orientation.
• Track performance during the probation period and provide needed support.
• Measure new-hire satisfaction and improve the onboarding experience accordingly.

Process Improvement and Ongoing Development

• Review performance metrics and identify opportunities to improve hiring and onboarding processes.
• Stay current with labor market trends and modern recruitment practices.
• Enhance onboarding workflows to speed up integration and improve efficiency.