Talent Acquisition Coordinator

Job description

A Talent Acquisition (TA) Specialist with this specific toolkit operates at the intersection of **relationship management** and **data-driven execution**. You aren't just sourcing resumes; you are managing the pipeline infrastructure, aligning business leaders, and tracking recruiting metrics using specialized enterprise tools. Here is a breakdown of the core roles and responsibilities mapped directly to your skills. Core Roles & Responsibilities 1. Stakeholder Management You act as a strategic talent partner to internal business leaders. - **Intake Meetings:** Partnering with hiring managers to understand technical requirements, team culture, and business needs for open requisitions. - **Process Advisory:** Managing expectations regarding market realities, salary benchmarks, and time-to-hire metrics. - **Interview Alignment:** Structuring panels, debriefing with interviewers to resolve hiring deadlocks, and driving fast hiring decisions. 2. Vendor Coordination When internal sourcing isn't enough, you manage external recruitment agencies and platform vendors. - **SLA Enforcement:** Communicating precise job briefs to third-party agencies and ensuring they adhere to Service Level Agreements (SLAs), like sending qualified profiles within 48 hours. - **Duplicate Prevention:** Using your tracking tools to verify whether a candidate was already sourced internally before accepting a vendor submission. - **Billing & Performance Reviews:** Reviewing vendor performance data (conversion rates, retention rates) and processing their placement invoices. 3. Systems Integration (SAP & MS Office) You leverage enterprise software to keep the hiring machine running smoothly. - **SAP SuccessFactors / SAP HR:** Managing the lifecycle of a job requisition. This includes opening new headcount approvals, tracking candidate stages, moving final selections to "Offer" stage, and initiating the pre-onboarding transition into the core HR system. - **MS Office Ecosystem:** Coordinating high-volume panel schedules via **Outlook**, preparing executive hiring summaries in **PowerPoint**, and using **Word** to draft or update formalized job descriptions. 4. Data & Analytics (Advanced Excel & VLOOKUP) Data is how you prove your impact and optimize the recruitment funnel. - **Cross-Referencing Master Data:** Using **VLOOKUP** (or XLOOKUP/INDEX-MATCH) to map vendor-submitted candidate trackers against internal SAP applicant history database files to eliminate duplicate billings. - **Recruitment Dashboarding:** Building monthly trackers to calculate operational metrics: - **Time-to-Fill:** Days from requisition opening to offer acceptance. - **Source Effectiveness:** Ratio of successful hires coming from job boards vs. vendors vs. referrals. - **Offer Acceptance Rate (OAR):** Percentage of extended offers accepted. - **Pivot Tables:** Aggregating thousands of candidate rows to show leadership exactly where candidates are dropping out in the interview funnel