New Job Talent Sourcing Specialist In Saskatchewan
|
| Talent Sourcing Specialist |
Talent Sourcing Specialist
Company : Saskatchewan Government Insurance
Salary : $75,552–$100,728 a year
Location : Saskatchewan
Full Description
Do you value integrity and innovation? How about passion and caring? Great! Us too, and that's why you'll fit right in. Our intentional culture promotes trust and participation, encouraging you to bring your heart and mind to work every day.
Out of Scope
Length of Term: 18 months
The successful candidate will be responsible for partnering with the Talent Acquisition team and business areas to accomplish the collective goal of sourcing professionals and hard-to-fill positions for all areas of SGI’s business. They will utilize advanced social media channels, cold calling and networking referrals, data mining and other advanced recruitment techniques and best practices for current and future positions that are critical to SGI’s future growth. In this role they work as the key resource on employment branding and correlating strategies to build out the candidate experience and develop and maintain external partnerships with post-secondary institutions, community groups and networks to promote SGI’s brand and employee value proposition as an employer of choice. In addition they will work alongside talent acquisition team members to design and execute robust talent strategies to develop deep and diverse talent pipelines to service resourcing requirements across multiple business units. This position identifies programs and works with the business and institutes to design parameters for apprenticeships in conjunction with relevant teams in HR and actively work to maintain intake of candidates.
Key Accountabilities
Note: This section is not intended to be an exhaustive list of duties and responsibilities – other duties and responsibilities may be assigned.
Strategic Sourcing
-
Prepares ideal candidate profiles and targets with the Talent Acquisition Specialists and hiring managers to develop sourcing strategies that are tailored to each requisition and pipeline project identified; including identifying, building customizing out of the box strategies.
-
Collaborates with Talent Acquisition team to understand the business needs and skill set requirements to build a comprehensive strategic hiring plan by setting the vision, strategy, and goals to ensure current and future resource demands are met.
-
Utilizes appropriate sourcing channels (including applicant tracking system, candidate relationship management system, job boards, LinkedIn campaigns and advertising, networking, employee referral program, cold calling, talent insights platform, industry associations and other avenues) to identify qualified candidates.
-
Engages with prospective candidates to better understand their experiences, interests, and motivations; including tracking and building the data required to substantiate decision making throughout the recruitment process (i.e. compiling candidate compensation expectations, identifying whether our compensation will be competitive, working with Comp & JE team to conduct market reviews to support different compensation if required, etc).
-
Makes initial candidate contact and builds relationships/networks with prospects with the primary focus on lead generation and screening to develop their interest level and suitability for company opportunities.
-
Builds efficient and effective sourcing strategies by using Boolean string, X-rays and other unconventional sourcing techniques.
-
Offers creative solutions to sourcing hard to fill requisitions.
-
Manages applicant tracking system, maintains accurate candidate documentation and actively reviews profiles to identify fit for future opportunities; ensures documentation is compliant with employment practices, policies, procedures.
-
Builds a robust network of top talent, gains market intelligence and assesses candidates to gauge talent alignment for a specific role and or program area.
-
Provide expertise in market insights and talent landscape across multiple functional areas, coupled with an understanding of talent needs of the business, to supply high quality pre-vetted talent to meet customer demands.
Research, Market Trends and Improvement
-
Identifies new sourcing tools and best practices that can be used to deliver talent in an effective manner, presenting the business strategy around the use of the sourcing tools and techniques.
-
Identifies and implements sourcing metrics that show return-on investment (ROI) to the business.
-
Keeps abreast of trends, best practices, and research in the sourcing community.
-
Measures the impact of sourcing methods in a data-driven manner to contribute towards driving the continuous evolution of the talent acquisition team.
-
Maintains a deep understanding of industry trends (i.e. local and national competition, mergers and acquisitions, immigration, remote work flexibility, etc.); communicating organizational best practices and recruiting landscape and share that information with recruiting partners, business and other areas of HR.
-
Educates and influences the business and HR on the philosophy, approach and best practices of candidate discovery and works with HR team to adopt new approaches.
-
Monitors recruitment sourcing methods and provide recommendations to improve applicant attraction; suggests innovative solutions to sourcing challenges and competitive intelligence from those efforts.
-
Develops training and coaching activities related to sourcing strategies to advance the knowledge of the TADI team.
-
Leads project teams to support strategic recruiting initiatives in conjunction with other talent consultants; identifies and testing innovative recruiting technology solutions that have a significant, positive business impact.
-
Supports continuous improvement by participating in analyzing and identifying gaps and opportunities to build skillsets in management.
-
Develops solutions that are aligned with broader HR practices as well as meeting operational needs.
-
Recommends changes to recruitment processes, policies and tools; proactively identifies potential biases in recruiting and develops alternative solutions.
-
Drives processes for recruiting external passive talent by researching and benchmarking with industry experts on organizational structures of other companies; building relationships and leveraging networks; evaluating and interpreting benchmarking data to drive an external talent review process; driving the development of long-range talent acquisition plans and associated project timelines.
Candidate Experience and Employer Branding
-
Represents the candidate experience perspective for the creation of the employee value proposition and employment brand strategy.
-
Contributes to employer branding initiatives for identified roles through sourcing strategies (e.g. social media recruitment campaigns, events, content creation, etc.) by working closely with communications and branding teams.
-
As part of developing sourcing strategies, this position identifies trade shows, professional organization meetings and specialized career fairs that SGI should attend and recommends unique approaches such as on-site interviews to secure candidates and new hires.
-
Consults, builds and maintains relationships with applicant pool to ensure a positive experience with SGI (i.e. opportunities, informational interviews, general inquiries, etc.).
-
Prepares and conducts presentations to targeted groups such as outreach agencies, educational institutions, and other interest groups with the purpose of attracting interest to SGI and current opportunities.
-
Recommends creative and innovative network avenues and events (i.e. IT Conferences, car shows, etc.).
-
Represents the candidate experience perspective to support the evolution and advancement of candidate experience leveraging the HRMS.
Diversity, Equity and Inclusion (DEI)
-
Partners with the DEI Specialist to imbed DEI into all sourcing strategies to find and attract diverse top talent.
-
Researches best practices to recommend adaption of existing and implementation of new strategies and/or practices into the DEI space and leads operationalizing from a sourcing lens.
-
Supports DEI company programming initiatives and events.
-
Endeavors to provide a diverse representation of routed candidates in support of corporate equity objectives and SK Human Rights Commission targets.
-
Maintains external partnerships with post-secondary institutions, community groups, and networks to promote SGI as an employer of choice to assist in building a representative workforce.
Corporate Management
-
Enables the success of programs and policies that are in alignment with corporate, strategic and divisional strategies.
-
Manages risk in area of authority.
-
Ensures that the Health, Safety and Emergency Management Policy is applied in area of responsibility.
Leadership
-
Actively contributes to and supports a culture of a high performing workforce.
-
Participates in divisional succession plans, ensuring ongoing professional and career development and supports development in others.
-
Supports a culture of leadership and accountability to effectively deliver on strategic and corporate strategies.
-
Is actively committed to leadership development across the company, supporting team and workforce readiness through mentoring, training and developmental opportunities.
Education and Experience
-
Four-year degree from an accredited post-secondary education institution in a relevant field of study such as Business.
-
Five years’ experience in HR talent acquisition best practices and consultation, with a focus on research/sourcing/executive search function.
-
A Chartered Professional in Human Resources (CPHR) designation would be considered an asset.
Knowledge, Skills and Ability
-
Knowledge of a variety of talent sourcing methodologies and techniques including social networking channels, and internet networking platforms, such as LinkedIn.
-
Knowledge of HR policies, procedures and functions and how they interconnect.
-
Knowledge of candidate screening and assessment methodology.
-
Ability to develop and maintain effective and influential relationships with colleagues, external organizations and business partners.
-
Skill in consulting and facilitating.
-
Ability to analyze and compile data/metrics to support business recommendations and innovative solutions.
-
Knowledge of Microsoft Word, Excel and PowerPoint
Behavioural Competencies
Leader Level 2 – Applies (Self & Others)
-
Accountability - Goes Beyond Basic Expectations to Implement Customer/Partner Focused Solutions
-
Business Acumen - Applies Business Fundamentals and Thinks in Future-Oriented Terms
-
Change Agility - Is Nimble; Shifts Gears Quickly and Comfortably
-
Leadership - Leads Self and Others
Posting Close Date:
August 14, 2022
As you prepare to submit your application, and cover letter if applicable, please highlight the achievements that demonstrate why you're a great candidate for this role.