Employer Brand Activation:

Drive organisation’s employer brand across all recruitment touchpoints

1. Articulate organisation's employer brand across all recruitment touchpoints, including the drafting and delivering of presentations, conversing with potential candidates, and using the right key messages when promoting a career in the organisation

2. Expand job candidate pool via utilising various recruitment touchpoints such as job portals, career fairs, referrals schemes, partnerships with institutes of higher learning, sector schemes, and professional associations

3. Lead in organising, coordinating, and executing events such as career fairs, recruitment drives, outreach at institutes of higher learning

4. Collaborate with communications department to design and produce employer brand assets, such as visuals, social content, and collaterals

5. Design the methodology and evaluate performance of talent acquisition through for example recruitment funnel, time-to-fill, and time-to-hire

Talent Selection: 

Ensure suitability qualified candidates are selected and channeled for potential recruitment

1. Remain updated about the goal, strategies, and workforce plans at both the organisational and unit/programme level 

2. Create job cards and facilitate approvals for job postings

3. Manage the administration of job portals and relevant access matrix

4. Collaborate with hiring managers to conduct resume screening

5. Perform first round interview of potential job candidates via phone or video calls

6. Communicate (and discuss if needed) candidate details and observations drawn with hiring People and Culture Business Partners, and where relevant, hiring managers

Talent Schemes Administration:

Exercise stewardship in the planning and executing of Scholarship and Internship schemes

1. Remain updated about scholarship schemes available at the national or sector level, and leverage on them to create talent pipeline for the organisation

2. Coordinate with funding bodies (such as National Council of Social Service and Workforce Singapore) to deploy national or sector level scholarship schemes

3. Manage organisation’s sponsored scholarship schemes, and where necessary review terms and conditions 

4. Administer scholarship deeds, bonds, and related agreements with all stakeholders (funders and scholars), including handling compliance matters and submitting reimbursements and reports to funders

5. Oversee by planning and deploying internship programme, that includes driving recruitment, partnershing with institutes of higher learning, and coordinating with hiring managers and departments

Talent Relationship Management:

Curate talent experiences of Scholars and Interns

1. Oversee the end-to-end management of scholars lifecycle; selection, onboarding, engagement, development, placement, and offboarding

2. Understand the hiring needs of various departments and execute placements of scholars

3. Conduct regular engagement with scholars and interns to facilitate important organisational updates and understand career aspirations

4. Evaluate potential of interns and where relevant, channel or convert as potential talents for the organisation