Talent Acquisition Specialist

MetLife is evolving our approach to talent and organizational development. The LatAm Talent Partner play the support to lead role in shaping and integrating key aspects of the talent ecosystem, including succession, leadership development, assessment strategy and tools, career development and mobility, performance development, coaching, and organization effectiveness. This role delivers solutions which are essential to MetLife’s preparedness and ability to deliver on our Purpose.

Summary of Responsibilities:

A Talent Acquisition Specialist will attract, identify and recruit successful employees to deliver MetLife ambitions and strategies, is responsibl e and facilitates the effective staffing of a company or organization. Asses the staffing needs of the company and then identifying and recruiting talented individuals to fill those needs leading assessments, interviewing and end to end selection process.

Work in conjunction with the managers and internal or external stakeholders of the company or department.

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Main Responsibilities:

• Source and recruit candidates using job postings and social media, while effectively targeting the right kinds of candidates for the job. Throughout this process, they develop relationships with prospective talent. Talent Attraction Specialists also seek out and recommend creative new ways of sourcing talent.
• Typically, Talent Acquisition Specialists review resumes, cover letters, and assess interview performance. Talent Attraction Specialists must also complete all pre-screening and screening activities for prospective employees, which may include calling previous employers and completing background screens.
• To facilitate a smooth on-boarding process for new employees, the Talent Attraction Specialist will administer and submit all hiring paperwork for new employees as well as assist with the orientation process. They work closely with the Human Resources department during this phase.
• Talent Attraction Specialists must have in-depth knowledge of the industry in which they recruit. This may include having previously worked in that industry or attending educational seminars, networking, and industry events in order to gather such knowledge, as well as learning from hiring managers. It’s important to understand the industry in order to understand the needs of the hiring manager and the qualifications of prospective employees.
• Develops and maintains professional relationships with college, university, and placement offices as a source to generate qualified applicants for the Internship Program. Schedules and attends career fairs, information sessions and on-campus visits to identify candidates as needed.
• Responsible to manage the key performance indicators, utilizing data to identify opportunities and solutions, deliver against performance metrics related to Time to Fill, Recruiter Efficiency and other KPIs that drive and reflect success, every week, month and quarter.
• Prepare weekly reports for clients to show tasks in progress, the number candidates searched, and the number of qualified candidates found. Data analytics to run KPIS and findings in local markets.
• Develop and manage innovative, best practice recruitment policies, procedures and processes.
• Partner across the TA Regional Team on overall talent strategies such as talent assessment, talent development, to contribute to overall talent pipeline development.
• Lead strategic planning, coordination, execution, tracking and evaluation of various recruiting initiatives and projects.

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Knowledge/Skills/Competencies Required

Proficiency Level Definitions

Expert

• Sourcing and diversity strategy: strong sourcing skills – ability to hunt, find & engage with the very best talent in the market place.
• Search Techniques: strong networking and relationship building skills, with a solid network of top managerial and executive talent. Strong experience in hunting, utilizing creative sourcing techniques, this includes networking, cold calls, potential referrals, join social media groups, alumni associations, diversity associations and professional networks.

Advanced

• Client Focus: Demonstrated experience establishing customer relationships and a track record of excellent customer satisfaction required.
• Negotiation and empathy with candidates and hiring managers
• Communication skills
• Negotiations Skills
• Desire: Knowledge of insurance, financial services, and banking industry

• KPIS self management
• People agility (all levels)

Intermediate

• Compensations & Benefits
• Data analytics

Impact of errors

• Some delay/expense

1) Additional Skills

1. Proactivity
2. Team collaboration
3. Customer Orientation
4. Conflict resolution
5. Effectiveness in matrix environment
6. Oral and written communication
7. Goal Oriented
8. Tech trends & recruit tools curiosity

Profile

                  Bachelor Degree: Administrative or Psychology

                  English 80% business conversations. (TOEIC, TOEFL)

At least 5 years of experience in Staffing all levels, capable to execute and manage executive searches, competitive & intelligence market as well developed previously other HR function as Jr Hrbp, Comp & Ben, etc.  Executive presence, desirable worked in firms as head hunter and experience in KPIS management at international companies.