杭州招聘

1. Proactively searching for, identifying, networking with and directly contacting active and passive job seekers, both internally and externally, for hard-to-hire, evergreen and specific vacancies, sourcing the very best candidates using a variety of channels that are aligned to and effectively communicate the employer brand including: 1. (Where possible) conducting pure research and name generation activities; 2. Online advertising (careers website, external job board postings) and automated electronic candidate searches; 3. Contacting potential candidates who have posted their information on the internet, consistently generating leads from applicants over the phone or face to face; 4. Searching the in-house CV database, creating hot lists, keeping high quality declined candidates warm and on `potential prospect？ lists; 5. Networking at professional and trade events, and careers fairs, and partnering with Government Labour Agencies; 6. Participating in intern, graduate and MBA recruitment events and activities (e.g. careers fairs), as required. Referring any direct hire applicants who would have strong potential for a programme role;

2. Continuously attracting candidates to work for the Bank by promoting the organization as an employer of choice in the market place, partnering with internal and external stakeholders to drive both short and long term employer branding initiatives.

3. Efficient end to end applicant management for each JR i.e. timely review and short listing of applications, promptly updating applicants and responding to any queries, liaising with Resourcing Coordinator regarding interview and assessment arrangements, briefing and preparing candidates for interview (directly or via agencies);

4. Co-coordinating timely provision of feedback between the hiring manager, suppliers (where relevant) and candidates. Responsible for updating interview notes in PeopleSoft and ensuring timely and appropriate completion of the same by co-interviewers.

5. Effectively interacting with, and responding to, colleagues, candidates, customers and suppliers, building sustainable relationships, setting and managing expectations clearly, identifying and resolving the root cause of any issues and escalating as required;

6. Building strong relationships with hiring managers and HR RMs, coaching them to deliver best practice recruitment and prompt feedback, ensuring that credibility is earned quickly and the role holder is sought out for advice and engaged at the outset of all recruitment;

7. Using PeopleSoft to drive the end to end resourcing process, recording all relevant details associated to job requisitions and candidates in a timely manner, ensuring applicants are categorized effectively in the CV database for easy and fast retrieval, and regularly conducting any required system `housekeeping;

8. Analyzing recruitment data, reports and balanced scorecard performance data to proactively monitor and interpret internal and external conditions / trends, using these findings to identify areas for improvement in delivering Resourcing solutions that meet business needs e.g. more effective and / or efficient channel management, candidate conversion;

9. Support new hires communication and conduct regular phone communications with branch new hires;

10. Other tasks assigned by direct supervisor.

Qualifications & Skills Working experience, 1-3years

· Essential Proven recruitment experience (in-house or search firm) of retained search and selection, or contingency and multi channel recruitment, with a successful track record in effective job filling within a complex recruitment model / environment;

· Able to deal with high recruitment volumes as well as more specialist vacancies, managing multiple vacancies at any time across a variety of disciplines;

· Understanding and some experience of developing sourcing strategies and managing multiple recruitment channels to deliver recruitment targets within budget. Some experience of managing / working with PSLs and non-PSLs and good knowledge of the market place, competitors and best practice;

· Consulting / diagnostic skills (e.g. probing to identify underlying needs, effective questioning to provoke broader thinking about resource requirements, capability gaps etc);

· Ability to deal with conflict, and remain positive when under pressure;

· Customer-focused approach;

· Sound reasoning skills and the ability to screen and interview applicants while making sound judgments on suitability for the role / organization;

· Track record of working in a very organized way, multi-tasking, prioritising, managing data, and setting and achieving deadlines (both short and medium term);

· Experience of analysing recruitment management information and using this to identify and initiate improvements;

· Knowledge of / exposure to relevant employment legislation (e.g. data protection);

· Desirable Knowledge of HR databases (e.g. PeopleSoft);

· Experience in an international professional services / banking environment;

· Proven experience in working in a complex matrix, with a broad base of cultures, dealing with demanding and fast-paced client groups;

· Demonstrable knowledge of banking / divisions.

渣打是一家领先的国际银行集团，业务网络遍及全球60个最有活力的市场，为来自145个市场的客户提供服务。渣打网络与“一带一路”沿线市场的重合度超过75%。渣打的使命是利用其独特的多样性促进商业繁荣和增进人类福祉。渣打的文化传承和企业价值都在其品牌承诺 “一心做好，始终如一（Here for good）”中得到充分体现。

渣打集团有限公司在伦敦及香港的交易所上市。

作为扎根中国历史最悠久的国际性银行之一，渣打银行从1858年在上海设立***分行开始，在华业务从未间断。2007年4月，渣打银行（中国）有限公司成为第一批本地法人银行之一。目前，渣打中国的营业网点已覆盖近30个沿海和内陆城市，充分显示了渣打对中国市场的长远承诺。

2019年，渣打银行赢得来自政府、行业机构和媒体颁发的多个奖项和荣誉，包括上海市人民政府上海金融创新奖、上海自贸试验区制度创新十大经典样板企业、《环球金融》***可持续金融银行、《***财经》***绿色金融机构、《21世纪经济报道》卓越金融服务机构、《澎湃》年度外资银行、《经济观察报》卓越外资银行、《财资》***人民币银行和***金融科技合作伙伴奖、《***财经》年度“一带一路”金融服务机构、《环球金融》“一带一路”***外资银行、《财新》***全球离岸人民币债券市场承销商、《贸易金融》***贸易金融外资银行、《亚洲银行家》中国***小微金融产品大奖、《界面》年度消费服务银行和年度财富管理服务奖、《上海证券报》年度财富管理品牌卓越奖、前程无忧人力资源管理杰出奖、中国银行业协会***公益扶贫实践奖等。