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Supervisor, Talent Acquisition

at TTEC

Posted: 3/26/2019
Job Reference #: 02DER

Job Description

Talent AcquisitionSupervisor

 

TalentAcquisition Supervisors lead a team of Talent Acquisition Specialists to meetaggressive recruiting targets in support of specific client needs. Thisincludes establishing high-volume sourcing strategies and tactics; implementingand modifying customized interview, testing, and screening tools; and makingcontinuous process improvements to the recruiting process resulting in higherrecruiting yields and better quality hires. Supervisors utilize corporatesupport teams to assist them with recruiting efforts and develop strategicpartnerships with these teams to leverage their services. TA Supervisorsmonitor recruiting targets daily by individual team members and act quickly totroubleshoot obstacles and motivate their teams to reach daily recruiting targets.TA Supervisors must be able to quickly adapt plans and shift directions inorder to meet changing client requirements. This is a challenging position thatis suited for a high-energy individual who can motivate their team toconsistently meet aggressive goals.

 

KeyPerformance Objectives

 

1.Achieve 100% of assigned hiring goals by executing a recruiting plan using acore team of TA specialists. Communicate the core strategy and goals to theteam. Establish metrics for success, set clear daily priorities, and drive theteam to meet aggressive hiring goals which could change at any moment. Motivatethe team during intense recruiting periods using one-on-one coaching, rewards,and encouragement, and by providing tools to help Talent Acquisition Specialistsbe more productive. Celebrate individual and team accomplishments. (Strategicplanning, budgeting, persuasion and influence, project management,collaboration, enthusiasm, accountability)

 

2.Manage a strategic and tactical sourcing plan to support specific hiring goals. Understand the keybusiness objectives, timeframes, and requirements associated with each hiringinitiative. Develop a comprehensive sourcing strategy including key sources ofcandidates from a variety of high-volume channels including employee referrals,word of mouth, community events, advertising, and any other viable source.Oversee the preparation of the tools (i.e., creative ads, emails, posters, ERP,etc.) to execute the sourcing strategy. Train the team in the use of the toolsand execute the sourcing strategy. Ability to reach out to corporate supportstaff when assistance is needed. Be ready to adjust the plan quickly to meetnew targets and business requirements which are inevitable. (Businessacumen, knowledge of sourcing channels, process improvement, creativity,innovation)

 

3.Supervise the communication flow between the Talent Acquisition team andinternal and external stakeholders. Create and communicate daily, weekly, and adhoc update reports on the status of each hiring initiative. Identify andcommunicate any potential barriers or challenges as soon as they surface.Respond to requests for information and updates from the leadership teamwithin two hours and other requests within 24 hours. Maintain a high level ofcustomer service to all stakeholders and employees. Communicate changes inpriorities and direction to the Talent Acquisition staff as received from thesales and leadership teams. (E-mail, positive and timely communication,directness, flexibility)

 

4.Improve the key success metrics associated with hiring goals.

 

Theseinclude:

· Cost per Hire (goalswill vary by business unit)

· New Hire First Day NoCall No Show percentage

· Hiring timeline andtime to fill open positions

· Meeting client hiringrequirements (varies based on client and ramp)

· 60-day attrition ratefor new hires

TASupervisors gather information, analyze data, observe the process, and lead theeffort to consistently improve each recruiting effort. This includeschallenging conventional thinking about every aspect of the recruitingprocesses including testing, interviewing, and compensation models. Recommendedchanges must be monitored and measured to ensure bottom-line impact to theprocess. TA managers are expected to use technology such as the applicanttracking system and Excel to track successes, analyze data, determine ROI, andcreate a compelling business case to convince management to invest in specificprocess improvements. (Data analysis, ROI calculations, persuasion, analysisand problem solving)

 

5.Motivate, hire, and retain an outstanding Talent Acquisition team. This includes hiringoutstanding Talent Acquisition and Sourcing Specialists. Developing or engagingtraining resources to improve team capabilities, establishing individualdevelopment plans, and providing one-on-one coaching. TA Managers also createreward systems to help motivate and encourage the TA team during tough hiringperiods. (Interviewing, sourcing and judgment, staff development, coaching)

 

6.Ensure compliance with TeleTech's hiring processes and tools. TA Supervisors areresponsible to ensure quality control of the hiring process includingcompliance with federal and state legislation/regulations and TeleTech'sinternal policies and procedures to prevent and/or minimize potentialliability. They conduct spot audits and monitor specialists by observing,listening, and sitting in on interviews and phone screens to ensure 100%compliance to the established hiring process. TA Supervisors also review theapplicant tracking system to ensure that the system is being used in a bestpractice manner. Provide immediate and direct feedback to TA team to ensurefull compliance. Provide specific training and constructive feedback on allaspects of the process. (Total process understanding, attention to detail,providing clear, constructive feedback)

TalentAcquisition Manager Performance Profile (Job code 24510) Page 3

 

7.Oversee hiring for general and administrative (G&A) roles and providehigh-quality candidates in a timely manner. Provide support to the TA team whensourcing difficult-to-find candidates for G&A positions up to manager levelpositions. Actively recruit passive candidates (those not looking) to fillcritical roles. Understand and create performance profiles for each position,conduct in-depth final interviews with candidates, and make well-reasonedhiring recommendations. Coach managers and operational leaders through theentire hiring process including conducting formal debriefing sessions with theinterviewing team. Influence candidates' decisions through the processincluding negotiating reasonable offers. (In-depth interviewing, leadership,passive candidate sourcing, influence)

 

8.Develop and maintain a strategic partnership with corporate support teamsincluding Performance Optimization, HirePoint Back Office (HBO), and HirePointMarketing Team (HMT). Ensure that the TA team has a keen understanding of theseresources and the services they provide. Actively engage with these resourcesto ensure hiring goals are met and all resources are aligned to meet a commongoal. Participate in regular calibration calls with HBO and provide feedback onthe quality of candidates scheduled and support services provided. (Businessacumen, project management, collaboration, communication)

 

BasicQualifications

? Priorexperience managing a recruiting team in a high-volume recruiting environment

? Motivatea team to achieve aggressive goals under tight deadlines

? Strongknowledge of Taleo, HRMS, or other applicant tracking system

? Sourcingexpertise using internet job boards, or other job seeker database systems

? Leadand influence others by example, coaching, and mentoring

? Strongverbal and written communication skills

? Highlevel of integrity, judgment, accountability, and follow-through

? Successfullyable to manage multiple on-going projects

? Knowledgeablewith local and state employment laws

 

Preferred

? Previouscall center recruiting experience

? BehavioralInterviewing Certification

? Processimprovement certification (white belt or above)

 

 

TeleTechrequires all employees hired in the United States to successfully pass abackground check and depending on location and client program a drug test, as acondition of employment. TeleTech is an Equal Opportunity Employer. Allqualified applicants will receive consideration for employment without regardto race, color, religion, sex, sexual orientation, gender identity, nationalorigin, disability, or protected veteran status.

 



TTEC requires all employees hired in the United States to successfully pass a background check and depending on location and client program a drug test, as a condition of employment. TTEC is an Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, or protected veteran status.

Application Instructions

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