Talent Acquisition

Job Requirements

Role Purpose: The Talent Acquisition Executive will be responsible for managing end-to-end recruitment activities for EPC and Infrastructure projects, ensuring timely hiring of quality talent across project and corporate roles. The role involves sourcing, pipeline creation, volume hiring, project-based hiring, stakeholder coordination, recruitment tracking, ATS management, and delivering an excellent candidate experience.

Key Responsibilities

1. End-to-End Recruitment

- Manage the complete recruitment lifecycle from requisition receipt to candidate onboarding.
- Source, screen, shortlist, interview coordinate, negotiate offers, and facilitate candidate joining.
- Ensure timely closure of assigned positions within defined turnaround timelines.
- Maintain a high-quality candidate experience throughout the hiring process.

2. Volume & Project-Based Hiring

- Support bulk hiring requirements for ongoing and upcoming EPC/Infrastructure projects.
- Execute hiring drives for project-based manpower requirements across multiple locations.
- Recruit talent for functions such as:
- Civil Engineering
- Mechanical Engineering
- Electrical Engineering
- Planning & Contracts
- Procurement
- QS & Billing
- QA/QC
- Safety
- Plant & Machinery
- Project Management and Corporate Functions
- Participate in walk-in drives, job fairs, and recruitment campaigns.

3. Talent Pipeline Creation

- Build and maintain a strong talent pipeline for current and future hiring needs.
- Develop and manage talent pools through job portals, LinkedIn, employee referrals, and networking.
- Maintain an active database of shortlisted candidates for recurring project requirements.
- Track market availability of key skill sets and niche talent.

4. Recruitment Tracker Management & MIS

- Maintain recruitment trackers with accurate and up-to-date hiring information.
- Publish periodic recruitment reports and hiring status updates.
- Track key recruitment metrics including:
- Open Positions
- Ageing Positions
- Interview-to-Selection Ratio
- Offer-to-Join Ratio
- Source Effectiveness
- Hiring Status Reports
- Ensure data accuracy and timely reporting.

5. Stakeholder Management

- Coordinate with hiring managers, project teams, and department heads to understand manpower requirements.
- Schedule interviews and provide regular recruitment updates.
- Ensure smooth communication between candidates and stakeholders.
- Build positive working relationships with internal business teams.

6. ATS & Recruitment Systems Management

- Manage candidate records through Applicant Tracking Systems (ATS).
- Update requisition status, interview feedback, and candidate progression in the ATS.
- Ensure compliance with recruitment processes and data management standards.
- Utilize recruitment technology for sourcing and hiring efficiency.

7. Sourcing & Market Mapping

- Leverage multiple sourcing channels including:
- Job Portals
- LinkedIn Recruiter
- Employee Referrals
- Social Media Platforms
- Recruitment Consultancies
- Internal Databases
- Conduct market mapping for critical and recurring project roles.
- Identify passive candidates and build strong talent networks.

8. Employer Branding & Candidate Experience

- Represent the organization professionally during candidate interactions.
- Promote the company's employer brand through recruitment campaigns and social media initiatives.
- Ensure a seamless and engaging candidate experience from sourcing to onboarding.

Key Performance Indicators (KPIs)

- Number of positions closed within TAT.
- Hiring fulfillment percentage.
- Offer acceptance and joining ratio.
- Candidate pipeline readiness.
- Tracker accuracy and reporting compliance.
- Stakeholder satisfaction.
- Quality of hires.
- ATS data accuracy and process adherence.

Preferred Industry Experience

EPC | Infrastructure | Construction | Roads & Highways | Metro | Railways | Power | Renewable Energy | Industrial Projects | Data Centers | Manufacturing

Work Experience

Desired Candidate Profile

Educational Qualification

- Graduate in any discipline.
- MBA/PGDM in Human Resources will be preferred.

Experience

- 2-6 years of experience in Talent Acquisition.
- Experience in EPC, Infrastructure, Construction, Manufacturing, Power, Renewable Energy, Engineering, or Industrial sectors preferred.
- Exposure to volume hiring and project-based recruitment is mandatory.

Technical Skills

- Strong understanding of recruitment lifecycle management.
- Experience in ATS platforms and recruitment tools.
- Recruitment tracker and MIS management.
- Sourcing through job portals and LinkedIn.
- Candidate pipeline building and talent mapping.
- MS Excel and data reporting skills.

Behavioral Competencies

- Excellent communication and interpersonal skills.
- Strong stakeholder management capability.
- Ability to manage multiple positions simultaneously.
- Good negotiation and candidate engagement skills.
- Attention to detail and process orientation.
- Ability to work in a fast-paced project environment.