Senior Talent Acquisition Specialist

Jobstreet Malaysia; Selangor; On-site; MYR 150,000 - 200,000; Full time

Job summary

A leading company in manufacturing seeks a Talent Acquisition Specialist to manage the recruitment process for direct labor roles. The successful candidate will partner with hiring managers to identify workforce needs and implement effective recruiting strategies. The role involves sourcing candidates, conducting interviews, and enhancing the company's employer branding through various channels.

Qualifications

• At least 5 years of experience in high-volume recruitment.
• Experience in a manufacturing environment preferred.
• Resourceful in candidate sourcing using diverse methods.

Responsibilities

• Manage full-cycle recruitment for direct labor roles in a manufacturing plant.
• Conduct phone screenings and in-person interviews with candidates.
• Collaborate with HR and plant management for workforce planning.

Skills

Communication

Team collaboration

Sourcing candidates

Education

Bachelor’s degree in Human Resources

Business Administration or related field

Job description

The Talent Acquisition Specialist is responsible for managing the full-cycle recruitment process for direct labor roles in the manufacturing plant, such as machine operators, assemblers, technicians, and other skilled/unskilled labor. This role ensures the efficient and effective sourcing, interviewing, and onboarding of qualified candidates, while partnering with hiring managers to meet the workforce needs of the company.

Recruitment Strategy & Workforce Planning:

Collaborate with HR and plant management to understand workforce needs and develop a recruitment strategy for direct labor positions.

Utilize data to forecast hiring needs and identify potential gaps in direct labor staffing.

Monitor and maintain relationships with staffing agencies to supplement direct labor hiring needs.

Sourcing Candidates:

Source qualified candidates through multiple channels such as job boards, social media, employee referrals

Develop talent pipelines for current and future labor needs, including entry-level and skilled positions.

Build relationships with local technical schools, trade associations, and job centers to identify top talent.

Screening & Interviewing:

Review resumes, applications, and assess candidates' qualifications for suitability for the position.

Conduct phone screenings and in-person interviews with candidates to assess technical skills, experience, and cultural fit.

Coordinate technical assessments and pre-employment testing as required.

Stakeholder Management:

Partner closely with plant managers and department heads to understand role-specific requirements and competencies needed for direct labor roles.

Provide regular updates to hiring managers on the status of open roles and recruitment activities.

Serve as the primary point of contact for candidates throughout the recruitment process, ensuring a positive candidate experience.

Employer Branding & Recruitment Events:

Represent the company at local job fairs, recruitment events, and networking opportunities to attract direct labor talent.

Support the employer branding initiatives by promoting the company's culture, benefits, and growth opportunities to prospective employees.

Onboarding Support:

Collaborate with HR to facilitate a smooth onboarding process, including pre-employment checks, contract negotiations, and induction training.

Track and report recruitment metrics such as time-to-fill, cost-per-hire, and candidate quality to optimize the recruitment process.

Continuously evaluate recruitment strategies and tools, seeking opportunities for improvement and greater efficiency.

Stay updated on industry trends, labor market conditions, and best practices in talent acquisition.

Job Requirements

Bachelor’s degree in Human Resources, Business Administration or a related field

At least 5 years of experience in high-volume recruitment, ideally within a manufacturing environment.

Resourceful in sourcing candidates using a variety of methods (job boards, social media, recruitment fairs, and networking).

Strong communication skills (both written and verbal) to effectively liaise with candidates, hiring managers, and external partners.

Team player who can collaborate effectively with HR colleagues and hiring managers across departments.

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