team lead in kuala lumpur

randstad sourceright
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kuala lumpur, wilayah persekutuan
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randstad sourceright
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job description

Job title: Team Leader
The Team Leader is responsible for ensuring the client and relevant stakeholders receive advisory services from RSR inclusive of market intelligence, creative sourcing strategies and problem resolution.

Job Purpose:
To transition RSR delivery from a transactional reactive model to an advisory proactive and solution- oriented capability

Reporting to:
Account Leader

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

Knowledge, skills and experience:

  • Minimum relevant Bachelor’s degree, post graduate degree or equivalent ideal
  • 4+ years of recruitment experience
  • Ideally experience in an internal recruitment or RPO/BPO model
  • Working with a mix of short term and long term objectives; & hands on execution, from concept to delivery
  • Demonstrated ability to lead a functional area of the company and make critical business decisions
  • Detail oriented, logical, and methodological approach to problem solving
  • Superior coaching skills
  • Able to interact with high-level decision makers Strong conceptual and analytical skills
  • Strong communication skills (written and verbal) with all levels of company
  • Proven ability to balance between guarding the organization and supporting execution and delivery.
  • A proven track record in developing and implementing cultural and organizational changes.
  • Proven ability to work independently and without the back up of standard practices. To solve many issues in a pragmatic way whilst at the same time develop a framework of sustainable processes.

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)
  • Accountability for collection of candidate market intelligence specific to competitor remuneration & benefits
  • 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 proactive hiring efforts with candidates housed in 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 & Proactive Sourcing 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