南京招聘

职位描述：
Scope of Role:

? Designing and delivering innovative sourcing strategies and solutions to meet business growth needs and generate diverse pools of applicants whilst closely controlling cost bases;
? 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:
? (Where possible) conducting pure research and name generation activities;
? Online advertising (careers website, external job board postings) and automated electronic candidate searches;
? Contacting potential candidates who have posted their information on the internet, consistently generating leads from applicants over the phone or face to face;
? Searching the in-house CV database, creating hot lists, keeping high quality declined candidates warm and on potential prospect¿ lists;
? Networking at professional and trade events, and careers fairs, and partnering with Government Labour Agencies;
? Engaging and managing external PSL recruitment agencies, where required;
? Developing multi-hire sourcing approaches and working in partnership with colleagues across the network to tap in to overseas sourcing channels and co-ordinate global campaigns;
? 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;
? 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.
? Developing effective pre-screening questions in PeopleSoft to maximize process efficiency, short listing CVs against the JR requirements, actively reviewing and challenging the diversity of talent pools;
? 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 Talent Acquisition Coordinator regarding interview and assessment arrangements, briefing and preparing candidates for interview (directly or via agencies);
? Conducting preliminary and behavioural interviews, as required, assessing candidates to ensure cultural fit for the bank, values alignment, long term potential, and technical fit for roles (via telephone or face to face where possible), setting realistic role expectations;
? Advising hiring managers on the selection tools available for different roles (e.g. Gallup interviews), developing relevant interview questions and analysing structured selection interview reports (as required) to assess the implications of candidates¿ strengths profiles,;
? Advising hiring managers on which candidates to progress to the next stage, ensuring the right recruitment decisions are made, challenging the business recommendations as required;
? Completing legal right to work and address verification during interview process;
? Managing any rejections who may be potentials for other roles, ensuring that rejections are handled appropriately and candidate contact is maintained (via Talent Acquisition Coordinators, as appropriate);
? 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.
? Negotiating offers between hiring managers, suppliers (where relevant) and candidates, assisting in the negotiation of release dates and backfill requirements where applicable. Working in partnership with Reward and hiring managers to establish competitive, effective total reward packages in line with budgets and global policies;
? Liaising with Talent Acquisition Coordinator to ensure timely contract issuance following verbal offer;
? Managing work permit applications and extensions for new hires and in-country transfers, where required;
? Improving candidate conversion rates (first offer made to acceptance ratio) through effectively diagnosing and selling the most relevant points for each individual about the role, the Bank, the brand, benefits etc.
? Ensuring pre-employment checks are completed in line with global minimum standards, managing any discrepancies or delays etc highlighted by the Talent Acquisition Coordinator with the vendor, candidate or hiring manager (as appropriate);
? Responsible for ensuring all Talent Acquisition related Right Start pre-employment global standards are met or exceeded for candidates under remit (i.e. issuing of contracts and induction packs, timely Bank ID creation and issuing notifications to hiring managers, HR RMs and OEs where appropriate confirming start dates and their Right Start responsibilities);
? Developing innovative pre-joining strategy, maintaining regular contact with candidates and keeping them warm post offer acceptance.
? 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;
? 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;
? Working collaboratively and sharing knowledge with Talent Acquisition professionals in other countries.
? Using PeopleSoft to drive the end to end Talent Acquisition 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;
? Analysing 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 Talent Acquisition solutions that meet business needs e.g. more effective and / or efficient channel management, candidate conversion;
? Regular updates with HR RMs regarding JRs raised, work in progress etc.
? Supervising coordinator and Talent Specialist if applicable.

Key Responsibilities/Challenges:

? Responsible for developing appropriate resource acquisition strategies, and managing the end-to-end Talent Acquisition process to deliver agreed targets for roles within assigned business areas, ensuring that the right candidates are recruited, at the right time, at the right price. Partnering with the business, the role holder will provide both consultative and transactional Talent Acquisition support to deliver a comprehensive and value added service, covering the recruitment of all employed worker (internal and external) hires. 举报 分享

  
  渣打是一家领先的国际银行集团，业务网络遍及全球59个最有活力的市场，为来自142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化的国际银行。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。
  
  2021年，渣打银行赢得来自政府、行业机构和媒体颁发的诸多奖项和荣誉，包括： “一带一路”绿色投资原则能力建设领袖奖、广东省金融创新奖三等奖、债券通优秀做市商、CIPS跨境支付结算卓越参与者、《澎湃》年度外资银行、《华尔街见闻》年度卓越外资银行、《彭博商业周刊》年度银行卓越大奖、《21世纪经济报道》卓越大湾区银行、《金融界》杰出风险控制管理奖、《经济观察报》年度卓越零售银行、《界面》年度臻善企业、财富管理获《证券时报》ESG实践天玑奖、《贸易金融》***供应链金融银行、《亚洲银行家》中国***顾客忠诚度项目/应用奖、The Assets***交易银行、***流动资金管理银行、“国际金融论坛”全球绿色金融创新奖、“中国企业社会责任国际论坛”金蜜蜂企业、智联招聘中国年度优选雇主等。