team leader in bengaluru

posted
contact
randstad sourceright
job type
permanent
apply now

job details

posted
location
bengaluru, karnataka
job category
Other
job type
permanent
reference number
966
contact
randstad sourceright
apply now

job description

Scope:The Recruitment Business Partner (RBP) is responsible for ensuring the client and relevant stakeholders receive advisory services from RSR inclusive of market intelligence, creative sourcing strategies and problem resolution.  The RBP achieves this by spending 55% of their time directly engaging with HMs and driving the effective use of Talent Communities which are prequalified and interested candidates who want to join our client.

 Reporting to: (Depending on the program)

Account Leader/Recruitment Delivery Leader

 Key Stakeholders:

Client hiring managers, client HR BPs, client Talent Acquisition and/or procurement, account delivery team, account leader and RSR management,  

Job Purpose:

  • To transition RSR delivery from a transactional reactive model to an advisory proactive and solution oriented capability

Main accountabilities:

The main accountability areas for this position are:

 Conduct Advisory Intakes:

  • Conducting advisory intake sessions using market intelligence and defined sourcing strategy (Recruitment Strategy Framework)
  • Training team members on how to conduct advisory intake sessions through demonstration
  • Accessing and sharing market intelligence during intake sessions and aging requisition reviews
  • Conducting role triage to ensure load balancing
  • Aged requisition management
  • Sourcing strategy review – engagement of sourcing expertise to problem solve
  • Talent community quarterly evaluation and monthly ROI analysis
  • Source of hire review in collaboration with RSR Sourcing Master to drive improvements
  • Aged Requisition Analysis and Problem Resolution:

    • Scheduling of aged requisition review with relevant Hiring Managers and problem resolution to diminish TTH while improving quality
    • Quarterly analysis of all aged requisitions with root cause analysis
    • Development of strategy to prevent aged requisitions inclusive of revisions to sourcing channels, diversity campaigns, aggregation of candidate data specific to competitor compensation offers, role triage and review of talent communities to align with demand forecasting and aged requisition analysis.

     Talent Community Return On Investment

    • Quarterly review of Talent Communities to ensure alignment with demand planning and aged requisition analysis
    • Weekly review of Talent Community health to ensure ability to take qualified and interested resumes to intake sessions
    • Coaching of team members on effective use of Talent Communities 

    Development and Coaching:

    • Coaching of team members to advisory intake capability through demonstration and on the job coaching
    • Weekly review of talent community health and relevant coaching to ensure effective brand representation and candidate representation during intake session

      Key Performance Indicators:

    The following indicators are suggested to monitor performance and can be used to identify problem areas:

    • 35% of hires from talent communities
    • Client satisfaction surveys at a 4.5/5 or 9-10/10 on advisory and solution orientation of overall service
    • Competencies:

    All employees are required to exemplify the full suite of Randstad competencies and behaviours however the key leadership competencies for this role include:

     Intellectual strength

    Leveraging strong intellectual power to identify pattern and draw insights from information in order to conceptualize strategic direction, solve problems and identify opportunities.

  • Agility

    Leveraging proactively to address change on all dimensions. Anticipate change and view situations from different perspectives whilst keeping pace in decision making to realize opportunities and mitigate risks.