Minimum requirements
Education: Bachelor's degree in Human Resources, Business Administration, or a related field. A Master's degree is a plus.
Experience: Minimum 6+ years of experience in recruitment or talent acquisition, ideally in the aviation or service industry.
Skills:
- Strong proficiency in using applicant tracking systems (ATS), HRIS, and other recruitment tools.
- Familiarity with recruitment marketing platforms and social media recruiting strategies.
- Exceptional verbal and written communication skills, with the ability to engage and influence candidates and internal stakeholders.
- Strong interviewing and negotiation skills.
- Ability to manage multiple recruitment projects simultaneously while maintaining attention to detail.
Industry Knowledge: Strong understanding of aviation industry roles and talent needs (e.g., engineering, cabin crew, customer service, etc.).
Other Attributes: Ability to work independently, take initiative, and collaborate effectively with teams across various departments. Passion for providing an exceptional candidate experience and representing the company's values.
Key Responsibilities
- End-to-End Recruitment Process: Lead the full-cycle recruitment process from sourcing, screening, and interviewing candidates to extending offers and on-boarding. Collaborate with hiring managers across multiple departments to understand their hiring needs and job specifications.
- Talent Sourcing and Pipeline Development: Utilize various sourcing strategies, including job boards, social media, networking, and employee referrals, to identify top talent. Build and maintain a strong talent pipeline for current and future hiring needs, with a focus on both active and passive candidates.
- Screening and Shortlisting: Review resumes, conduct initial phone screenings, and assess candidates’ skills and qualifications for the positions. Shortlist candidates based on experience, qualifications, and cultural fit for Star Air.
- Stakeholder Collaboration and Reporting: Work closely with department heads and managers to understand the specific requirements for each role and department. Provide regular updates to senior HR leadership and hiring managers on recruitment progress, challenges, and outcomes.
- Recruitment Metrics and MIS: Analyze and report on key recruitment metrics through MIS systems to assess the efficiency of recruitment activities, including time-to-hire (TAT), cost-per-hire, offer acceptance rate, and recruitment efficiency ratios.
- Candidate Engagement and Relationship Management: Maintain a positive candidate experience throughout the hiring process, ensuring timely communication and transparency.
- Employer Branding and Marketing: Contribute to the development and execution of Star Air’s employer branding strategy to attract top talent. Assist in promoting Star Air as an employer of choice by showcasing the company’s culture, values, and growth opportunities.
- Compliance and Documentation: Ensure that recruitment activities adhere to all legal, ethical, and company guidelines. Maintain accurate candidate records, reports, and recruitment documentation in the HR system.
- Market Research and Trend Analysis: Stay up-to-date with the latest trends in talent acquisition, recruitment technologies, and the aviation industry to continuously improve recruitment processes.