Senior Recruitment Executive (Recruitment Supervisor)

- Main duties:

o Strategy, process and organization

- Define and implement effective strategy talent acquisition to attract the qualified candidates

- Define and coordinate recruitment and selection policies, standards, process and operations

- Develop & implement the appropriate model, structure and resource

- Benchmark with competitors and market trends for proper advice ad direction.

o Implementation of recruitment actions

Organize and lead the recruitment teams to:

- Define action plan to achieve targets and meet resource needs, in line with the company's strategy;

- Ensure efficient use of recruitment channels, and right approach to successfully respond to requirements;

- Develop active recruitment methods with social networks, headhunting;

- Develop talent pools and networks, maintain active relationship with potential candidates;

- Know in-depth the company's activities and resource challenges to properly plan, prioritize actions, and anticipate needs;

- Conduct, join in hiring process for key/strategic positions;

- Organize induction for new comers, ensure best conditions for their integration;

- Coordinate and develop strategic partnership with academics or hiring partners;

o Recruitment communication, employer branding

- Ensure that contents for recruitment purpose (job descriptions, advertising articles...) are produced with highest quality;

- Monitor, develop information and contents regarding FES Vietnam's recruitment, towards internal and external candidates, in coordination with communication team; ensure that they are correctly updated, effectively enhance awareness of the company's values and competitive advantages;

- Build event plan, ensure efficient organization of events (job fairs, seminars, sponsorship...) to meet recruitment needs;

o Team management, competency development:

- Manage recruitment teams, lead them to fulfill recruitment missions with high motivation and team spirit;

- Organize the sharing of practices/models in recruitment and selection;

- Set key performance indicators (KPIs), performance expectations, quality standards, for the teams to strive for;

- Organize training and coaching to improve the team's competencies;

- Monitor effective use and improvement of recruitment tool.

o Reporting, metrics

- Ensure that the weekly recruitment planning as well as other reports are delivered in accurate and timely manner;

- Build effective reporting system (attrition rate report, exit interview analysis reports) and statistics to track and measure recruitment efficiency;

- Ensure that the recruitment database is maintained effectively.