Overview of the Role

The Industrial Mechanical Recruiter at Talent Pool is a senior-level position responsible for sourcing, attracting, and hiring top talent in the mechanical engineering sector. This role requires a deep understanding of the industrial mechanical landscape, including the skills and qualifications necessary for various positions. The recruiter will work closely with hiring managers to develop effective recruitment strategies, ensuring that the organization attracts high-caliber candidates who align with our company values and goals. The ideal candidate will possess strong interpersonal skills, a proactive approach to recruitment, and the ability to thrive in a fast-paced environment.

Key Responsibilities

• Develop and implement innovative recruitment strategies to attract qualified candidates in the industrial mechanical field.
• Collaborate with hiring managers to understand their specific needs and create tailored job descriptions.
• Utilize various sourcing methods, including job boards, social media, and networking events, to identify potential candidates.
• Screen resumes and conduct initial interviews to assess candidates' qualifications and fit for the organization.
• Manage the full recruitment cycle, from job posting to offer negotiation and onboarding.
• Maintain a strong candidate pipeline and database to ensure timely hiring for critical roles.
• Provide regular updates and reports on recruitment metrics to management.
• Stay updated on industry trends and best practices to enhance recruitment processes.

Key Competencies and Requirements

Productivity

• Ability to meet deadlines and task completion: Demonstrated track record of managing multiple recruitment projects simultaneously while consistently meeting deadlines.
• Quality of work delivered under pressure: Proven ability to maintain high standards of work even in high-pressure situations, ensuring thorough candidate assessments.
• Handling new or unexpected tasks: Flexibility and adaptability in managing unforeseen challenges in the recruitment process.
• Willingness to take on new responsibilities: Eagerness to expand role responsibilities and contribute to team success.
• Suggesting improvements: Proactively identifying areas for improvement in recruitment strategies and processes.
• Problem-solving skill: Strong analytical skills to address recruitment challenges and develop effective solutions.

Health, Safety & Environment (HSE)

• Basic safety certifications: Possession of relevant safety certifications that demonstrate knowledge of workplace safety standards.
• Advanced or specialized HSE certifications: Additional certifications that showcase expertise in health, safety, and environmental regulations.
• Past compliance with safety protocols: Proven history of adhering to safety protocols in previous roles.
• Knowledge of environmental regulations: Understanding of local and international environmental laws and regulations affecting the industry.
• Implementation of eco-friendly practices in previous roles: Experience in promoting and implementing sustainable practices within organizations.
• Active participation in safety training programs: Involvement in safety training initiatives to enhance workplace safety culture.

Expertise

• Relevant degrees/certifications: Bachelor's degree in Human Resources, Business Administration, or a related field; HR certifications are a plus.
• Advanced courses, certifications, or continued education: Ongoing professional development in recruitment and talent acquisition.
• Industry-relevant experience: Minimum of 5 years of experience in recruitment, specifically within the mechanical engineering sector.
• Specific technical skills or proficiencies: Familiarity with applicant tracking systems (ATS) and recruitment software.
• Past job roles/responsibilities and duration in similar positions: Experience in similar recruitment roles with a proven success record.
• Hands-on technical skills or software tools relevant to the job: Proficiency in using recruitment tools and platforms to streamline hiring processes.
• Achievements, awards, or recognitions in the field: Recognition for outstanding performance in recruitment or talent acquisition.

Behavior

• Punctuality and reliability: Consistent attendance and reliability in meeting work commitments.
• Attitude and willingness to learn: Positive attitude towards learning and adapting to new recruitment trends and technologies.
• Conflict resolution skills: Ability to navigate and resolve conflicts effectively within the recruitment process.
• Collaboration in team environments: Strong team player with the ability to work collaboratively with various stakeholders.
• Written communication and documentation skills: Excellent writing skills for creating clear and concise job descriptions and candidate communications.
• Verbal communication proficiency: Strong verbal communication skills for conducting interviews and engaging with candidates.