Scope of Role:

1. Proactively searching for, identifying, networking with and directly contacting active and passive job seekers, both internally and externally, for hard-to-hire, evergreen and specific vacancies, sourcing the very best candidates using a variety of channels that are aligned to and effectively communicate the employer brand including:

1. (Where possible) conducting pure research and name generation activities;

2. Online advertising (careers website, external job board postings) and automated electronic candidate searches;

3. Contacting potential candidates who have posted their information on the internet, consistently generating leads from applicants over the phone or face to face;

4. Searching the in-house CV database, creating hot lists, keeping high quality declined candidates warm and on `potential prospect？ lists;

5. Networking at professional and trade events, and careers fairs, and partnering with Government Labour Agencies;

6. Participating in intern, graduate and MBA recruitment events and activities (e.g. careers fairs), as required. Referring any direct hire applicants who would have strong potential for a programme role;

2. Continuously attracting candidates to work for the Bank by promoting the organization as an employer of choice in the market place, partnering with internal and external stakeholders to drive both short and long term employer branding initiatives.

3. Efficient end to end applicant management for each JR i.e. timely review and short listing of applications, promptly updating applicants and responding to any queries, liaising with Resourcing Coordinator regarding interview and assessment arrangements, briefing and preparing candidates for interview (directly or via agencies);

4. Co-coordinating timely provision of feedback between the hiring manager, suppliers (where relevant) and candidates. Responsible for updating interview notes in PeopleSoft and ensuring timely and appropriate completion of the same by co-interviewers.

5. Effectively interacting with, and responding to, colleagues, candidates, customers and suppliers, building sustainable relationships, setting and managing expectations clearly, identifying and resolving the root cause of any issues and escalating as required;

6. Building strong relationships with hiring managers and HR RMs, coaching them to deliver best practice recruitment and prompt feedback, ensuring that credibility is earned quickly and the role holder is sought out for advice and engaged at the outset of all recruitment;

7. Using PeopleSoft to drive the end to end resourcing process, recording all relevant details associated to job requisitions and candidates in a timely manner, ensuring applicants are categorized effectively in the CV database for easy and fast retrieval, and regularly conducting any required system `housekeeping;

8. Analyzing recruitment data, reports and balanced scorecard performance data to proactively monitor and interpret internal and external conditions / trends, using these findings to identify areas for improvement in delivering Resourcing solutions that meet business needs e.g. more effective and / or efficient channel management, candidate conversion;

9. Support new hires communication and conduct regular phone communications with branch new hires;

10. Other tasks assigned by direct supervisor.

Qualifications & Skills

Working experience, 1-3years

? Essential Proven recruitment experience (in-house or search firm) of retained search and selection, or contingency and multi channel recruitment, with a successful track record in effective job filling within a complex recruitment model / environment;

? Able to deal with high recruitment volumes as well as more specialist vacancies, managing multiple vacancies at any time across a variety of disciplines;

? Understanding and some experience of developing sourcing strategies and managing multiple recruitment channels to deliver recruitment targets within budget. Some experience of managing / working with PSLs and non-PSLs and good knowledge of the market place, competitors and best practice;

? Consulting / diagnostic skills (e.g. probing to identify underlying needs, effective questioning to provoke broader thinking about resource requirements, capability gaps etc);

? Ability to deal with conflict, and remain positive when under pressure;

? Customer-focused approach;

? Sound reasoning skills and the ability to screen and interview applicants while making sound judgments on suitability for the role / organization;

? Track record of working in a very organized way, multi-tasking, prioritising, managing data, and setting and achieving deadlines (both short and medium term);

? Experience of analysing recruitment management information and using this to identify and initiate improvements;

? Knowledge of / exposure to relevant employment legislation (e.g. data protection);

? Desirable Knowledge of HR databases (e.g. PeopleSoft);

? Experience in an international professional services / banking environment;

? Proven experience in working in a complex matrix, with a broad base of cultures, dealing with demanding and fast-paced client groups;

? Demonstrable knowledge of banking / divisions.

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