Talent Sourcer

PURPOSE

Support recruiters through effective sourcing techniques that deliver into current and future recruiting needs.

KEY RESPONSIBILITIES

• Source for assigned requisitions and build talent pipelines with relevant candidates up to the senior director level. Present prospects to recruiting team members.
• Stakeholder management – corporate recruiters, candidates up to the senior director level and hiring managers up to the vice president level.
• Regularly develop and build talent pipelines/pools/maps up to the senior director level for critical functions or key hiring initiatives.
• Contribute to developing, building, and presenting sourcing upskillings and trainings to recruiters.
• Partner with corporate recruiters to gain an understanding of current talent needs.
• Apply sourcing techniques leveraging social/business networks, blogs, and search engines to build a pipeline of talent.
• Effectively utilize recruiting systems and resources to ensure accurate candidate documentation.
• Use candidate marketing methodologies that generate relevant prospects for talent needs.
• Stay informed of industry and functional trends by reviewing relevant information channels.
• Continuously seek new and innovative ways to improve the sourcing process.
• Consistent execution of standard sourcing process.

KEY RELATIONSHIPS

• Corporate recruiters, Candidates up to senior director level, Hiring managers up to vice president level.

PEOPLE MANAGEMENT RESPONSIBILITIES

• This role does not have any people management responsibilities.

KNOWLEDGE & SKILL ABILITIES

• Ability to manage multiple tasks simultaneously and prioritize workload.
• Strong interpersonal and relationship building skills.
• Proficient in MS Office and good overall computer skills.
• Strong written and verbal communication skills.
• Ability to work in a fast-paced environment and deal with change.

EXPERIENCE REQUIREMENTS

• University degree or equivalent education.
• 6 months’ experience in a talent sourcing role or research role.
• Familiarity with recruitment systems, such as SuccessFactors, and LinkedIn, preferred.
• Familiarity with the footwear and apparel industry strongly preferred.