People & Talent Acquisition Analyst

As a People & Talent Acquisition Analyst, your main responsibilities will include posting job openings across various platforms, screening resumes, coordinating initial interviews, assisting in the onboarding process, and maintaining accurate employee records. You will also manage recruitment metrics and provide a great experience for job candidates and new hires throughout their journey.

To qualify for the People & Talent Acquisition Analyst position, candidates should have a Bachelor’s degree in Human Resources, Business Administration, or a related field. Additionally, a minimum of 3 years of experience in recruitment, particularly in IT roles, is required. Strong organizational skills and familiarity with recruitment tools and HR software are also essential.

At our company, we believe in continuous learning and professional growth. As a People & Talent Acquisition Analyst, you’ll have access to free courses and training, AWS certifications, and English classes to enhance your skill set and career prospects. With our support for remote work, you can thrive personally and professionally.

In the role of a People & Talent Acquisition Analyst, you'll primarily work with recruitment tools like LinkedIn Recruiter, OCC Mundial, and Indeed. Familiarity with ATS and ERPs is beneficial, and we encourage you to explore Workable if you haven't already. This toolkit will help streamline your recruitment processes and improve efficiency.

Our company offers an excellent benefits package for the People & Talent Acquisition Analyst role, including flexible working hours, remote work support, life insurance, a saving fund with matching contributions, a Welcome Kit, and various wellness initiatives. Additionally, you’ll enjoy vacations from day one and an inclusive environment that celebrates your birthday!

In answering this question, provide specific examples of roles you have recruited for, the processes you followed, and outcomes achieved. Showcase your understanding of unique IT roles and the importance of cultural fit within teams.

Discuss your organizational skills and any tools or techniques you employ to manage time effectively. Share examples of how you prioritize urgent tasks while maintaining quality in your recruitment metrics.

Highlight your experiences with various sourcing methods that promote diversity. Include specific examples of campaigns or partnerships that successfully increased diverse candidate applications.

Emphasize your communication skills and commitment to keeping candidates informed throughout the hiring process. Talk about instances where you uplifted the candidate experience from application to onboarding.

Discuss how you leverage data analytics to inform your recruitment decisions, improve processes, and measure success. Provide examples of metrics you track and adjust to enhance your hiring process.

Share a detailed account of a specific challenge you faced, the steps you took to resolve it, and what the outcome was. Emphasize your problem-solving skills and ability to work under pressure.

Talk about your commitment to professional development through workshops, webinars, and networking. Mention any HR blogs or publications you follow to keep your knowledge fresh.

Discuss the processes you implement to ensure a smooth onboarding experience. Include any materials or activities you use to help new hires acclimate and feel welcomed.

Identify the HR technology you’re familiar with, providing context for how you used it effectively in your past roles. Mention any certifications or training you've completed.

Explain your communication strategy in addressing inquiries. Share examples of situations where your prompt and effective communication led to employee satisfaction.