Recruitment Specialist

1. Job Summary

The Recruitment Specialist is responsible for workforce planning, talent acquisition, and employer branding to ensure the organisation attracts and secures qualified talent in alignment with its business objectives. The role involves managing the end-to-end recruitment process, developing talent pipelines, optimising recruitment channels, and enhancing the overall candidate experience.

2. Key Responsibilities

A. Workforce Planning & Recruitment Strategy

• Collaborate with business units to review business plans, project requirements, and organisational structures to identify current and future workforce needs.
• Assess existing capabilities against required competencies and identify workforce gaps across different departments and job families.
• Develop appropriate workforce solutions based on strategic importance, talent availability, recruitment timelines, costs, and associated risks.
• Recommend internal transfers, job rotations, and promotions before initiating external recruitment.
• Develop annual, quarterly, and project-based workforce plans in alignment with business expansion and operational requirements.
• Forecast workforce changes, including employee turnover, retirement, and internal transfers, to ensure timely replacement planning.
• Prepare recruitment budgets and monitor hiring costs, including cost-per-hire.

B. End-to-End Recruitment & Onboarding

• Manage the full recruitment lifecycle, including job description development, candidate sourcing, CV screening, competency-based assessments, interviews, reference checks, offer negotiation, and offer issuance.
• Coordinate with hiring managers to establish recruitment requirements, evaluate candidates, and ensure timely hiring decisions.
• Monitor the onboarding process and collaborate with the Learning & Development team to ensure new employees receive appropriate training.
• Coordinate the onboarding and knowledge transfer of outsourced personnel before the completion of their contracts.
• Ensure recruitment activities meet agreed timelines, quality standards, and workforce requirements.

C. Talent Pipeline & Employer Branding

• Translate the organisation's Employee Value Proposition (EVP) into targeted employer branding messages for different candidate segments.
• Develop and execute recruitment communication strategies across career websites, social media, LinkedIn, employee testimonials, university partnerships, and career fairs.
• Enhance the candidate experience across all recruitment touchpoints, from job advertisements and interviews to offer acceptance and onboarding.
• Collect candidate feedback and identify opportunities to improve the recruitment experience.
• Build and maintain proactive talent pools for critical job families rather than relying solely on vacancy-driven recruitment.
• Manage recruitment channels, including job boards, headhunters, employee referrals, universities, and professional networks.
• Evaluate recruitment channel performance and optimise sourcing strategies and costs.
• Select, evaluate, and manage external recruitment agencies, staffing providers, and specialist talent suppliers.

D. Reporting & Continuous Improvement

• Monitor and report key recruitment performance indicators, including:
  • Time-to-fill and on-time vacancy fulfilment rates.
  • Cost-per-hire.
  • Offer acceptance rate.
  • New employee probation pass rate.
  • 12-month employee retention rate.
  • Internal hiring rate.
  • Recruitment channel effectiveness.
• Prepare regular recruitment reports and recommend improvements to recruitment policies, processes, tools, and digital solutions.
• Perform other duties and participate in relevant HR projects as assigned by the direct manager.

3. Authority & Decision-Making

• Request relevant departments to provide workforce requirements, job specifications, and interview panel representatives.
• Recommend rejecting candidates who do not meet established recruitment criteria.
• Propose adjustments or temporary suspension of recruitment activities when procedural inconsistencies are identified.
• Recommend recruitment channels, staffing agencies, and university partnerships within the approved budget.
• Access relevant HR and recruitment data through authorised HR management systems.

4. Working Relationships

Internal Stakeholders

• Human Resources Department, including Learning & Development, Compensation & Benefits, and Organisational Development.
• Department heads, hiring managers, and other business units.
• Corporate Communications team for employer branding activities.

External Stakeholders

• Job applicants and potential candidates.
• Recruitment agencies, headhunters, and staffing providers.
• Universities, colleges, and professional associations.
• Media partners and event organisers.
• Relevant labour authorities when required.

5. Qualifications & Requirements

Education

• Bachelor's degree or above in Human Resource Management, Business Administration, or a related discipline.

Professional Experience

• At least 3 years of experience in recruitment, including experience hiring technical professionals and engineers.
• Experience in large organisations, preferably in the energy, construction, EPC, or industrial manufacturing sectors, is an advantage.
• Experience in executive search, headhunting, and employer branding is preferred.

Professional Knowledge

• Understanding of organisational structures, business strategies, and workforce requirements.
• Strong knowledge of recruitment methodologies and competency-based candidate assessment.
• Good understanding of labour laws and the technical and engineering talent market.

Technical & Language Skills

• Proficient in Microsoft Office and recruitment/HR management systems (HRM and ATS).
• Familiarity with LinkedIn, professional networking platforms, and AI-powered recruitment tools.
• Good English communication and professional reading skills. The ability to conduct interviews in English is an advantage.

Core Competencies

• Competency-based interviewing and candidate evaluation.
• Communication, negotiation, and persuasion.
• Relationship building and networking.
• Data analysis, workforce planning, and time management.
• Ability to manage multiple recruitment assignments simultaneously.
• Effective teamwork and independent working capabilities.

Personal Attributes

• Proactive, adaptable, and commercially aware, with a strong understanding of labour market trends.
• Customer-oriented mindset and strong collaboration skills.
• Integrity, objectivity, and the ability to maintain confidentiality.
• Resilient and capable of working under recruitment deadlines and pressure.
• Willingness to travel to project sites, construction sites, and universities when required.

6. Working Conditions & Benefits

• Standard working hours: Monday to Friday, 8:00 AM – 5:00 PM.
• Weekends and public holidays off, in accordance with applicable regulations.
• Company-provided laptop, office supplies, and necessary working equipment.
• Comprehensive insurance coverage in accordance with company policies.
• 13th/14th-month salary, performance-based bonuses, and applicable allowances.
• Access to internal training and professional development opportunities.

HOW TO APPLY: Please send your CV to the consultant in charge:

Ms. Yen Nguyen

E-mail: yen.nguyen@ev-search.com

All applications will be considered without regard to race, color, religion, sex (including pregnancy and gender identity), national origin, political affiliation, sexual orientation, marital status, disability, genetic information, age, membership in an employee organization, parental status, military service, or any other non-merit factor.