Recruitment and Talent Manager needed at Malander

• The Recruitment and Talent Manager role at Malander Advisory is pivotal in driving the firm’s talent acquisition and management strategies, ensuring the delivery of exceptional recruitment solutions tailored to client needs. This position combines leadership, strategic planning, and operational excellence to oversee the recruitment process, build strong client relationships, and mentor team members
• Oversight and performing talent acquisition duties, which includes managing a database of permanent, temporary and contractor finance resources.

With key duties including:
Recruitment

• Sourcing, screening and documentation
• Initial Screening: Conduct preliminary interviews to assess candidates’ skills, experience, and career aspirations.
• Skill Verification: Verify certifications, licenses, and other qualifications required in the finance sector.
• Competency Testing: Use finance-specific assessment tools to evaluate technical expertise, such as accounting principles, financial modeling, or compliance knowledge.
• Notify Other Candidates: Inform candidates who were not selected, providing constructive feedback to maintain goodwill and leave a positive impression of the firm.

Decision and Offer Preparation

• Evaluation Meeting: Convene with the interview panel to discuss the candidate’s performance, ensuring alignment on the decision.
• Document Findings: Use scorecards or notes to compare candidates objectively.
• Draft the Offer: Prepare a comprehensive offer letter detailing the role, salary, benefits, and any additional terms.

Offer Presentation and Negotiation

• Extend the Offer: Contact the selected candidate to verbally extend the offer and address any immediate questions.
• Negotiate Terms: Be prepared to discuss and adjust aspects like salary, benefits, or start dates based on candidate feedback.
• Formalise the Offer: Send the official offer letter and contract for signature.

Reference and Background Checks

• Reference Verification: Contact previous employers, supervisors, or colleagues to validate the candidate’s experience, achievements, and work ethic.
• Background Screening: Conduct checks such as education verification, employment history confirmation, and criminal record checks as necessary.

Pre-Onboarding

• Confirm Start Date: Finalise the candidate’s start date and ensure all pre-employment formalities (e.g., signed contracts, tax forms, and certifications) are completed.
• Prepare for Onboarding: Communicate with the HR and operations teams to arrange equipment, system access, and an onboarding schedule.
• Internal Handover and Communication
• Team Notification: Inform the relevant teams about the new hire, including their start date, role, and responsibilities.
• Handover Documentation: Provide the onboarding team with all relevant information about the new employee to ensure a smooth transition.

Follow-Up and Final Touches

• Check-In with the Candidate: Maintain regular communication with the new hire before their start date to address any concerns or questions.
• Evaluate the Process: Gather feedback from candidates and internal stakeholders to refine the recruitment process for future hires.

Candidate database management

• Data Entry and Organisation
• Candidate Profiles: Enter detailed candidate information, including personal details, qualifications, skills, experience, and preferences.
• Resume Management: Upload and organize resumes and supporting documents in a structured manner.
• Categorization: Classify candidates by industry, job roles, skills, and geographic location for easier search and filtering.

Regular Data Updates

• Profile Updates: Regularly update candidate information, such as new skills, certifications, or job changes.
• Communication Records: Log interactions with candidates, including emails, calls, and interview feedback.
• Employment Status: Track whether candidates are actively looking for roles or are currently employed.

Compliance and Data Security

• GDPR/Privacy Compliance: Ensure all candidate data handling complies with relevant data protection laws and regulations.
• Database Security: Implement measures to safeguard the database against unauthorized access or breaches.

Search and Filtering

• Keyword Optimization: Use relevant keywords and tags for easy retrieval of candidate profiles.
• Advanced Filtering: Implement filters to quickly identify candidates based on criteria such as location, skills, or availability.
• Shortlisting: Create lists of potential candidates for specific job openings based on predefined criteria.

Candidate Communication

• Email Campaigns: Use the database to send job alerts, newsletters, or updates to candidates.
• Follow-Ups: Set reminders for follow-up communications with candidates regarding roles or opportunities.
• Personalization: Leverage data to tailor messages and create a better candidate experience.

Data Quality Assurance

• Duplicate Removal: Regularly clean the database to eliminate duplicate profiles or outdated information.
• Error Checking: Correct inaccuracies or incomplete information in candidate profiles.
• Standardization: Ensure uniformity in data entry formats for names, contact information, and qualifications.

Reporting and Analytics

• Talent Pool Insights: Generate reports on the size, diversity, and skill composition of the candidate database.
• Performance Metrics: Track metrics such as database growth, candidate engagement, and placement rates.
• Gap Analysis: Identify skill shortages or areas requiring more candidate outreach efforts.

Candidate Engagement

• Proactive Outreach: Use the database to identify and contact candidates for potential roles.
• Pipeline Maintenance: Keep high-potential candidates engaged through regular updates and check-ins.
• Reactivation: Reach out to inactive candidates to update their information and assess their current availability.

Collaboration with Teams

• Sharing Profiles: Coordinate with Pod leaders and senior management to share candidate profiles for open roles.
• Feedback Integration: Update the database based on feedback from interviewers or hiring managers.
• Knowledge Sharing: Maintain notes and comments on candidate interactions for team-wide visibility

Alumni and key candidate Engagement

• Building and Maintaining Connections
• Database Management: Maintain an up-to-date alumni database, including contact details, career progress, and current roles.
• Regular Communication: Send newsletters, updates, and firm achievements to keep alumni informed and engaged.
• Personalized Outreach: Congratulate alumni on career milestones, promotions, or achievements through emails or calls.

Networking Opportunities

• Alumni Events: Host networking events, such as reunions, webinars, or roundtable discussions, to maintain personal connections.
• Mentorship Opportunities: Encourage alumni to mentor current employees or participate in training sessions.
• Professional Forums: Create online communities or groups on platforms like LinkedIn to foster ongoing engagement.

Business Development

• Referrals: Leverage alumni for client referrals or introductions to potential business opportunities.
• Collaboration Opportunities: Explore consulting opportunities with alumni in leadership roles at other organizations.
• Brand Advocacy: Encourage alumni to act as ambassadors for the firm, enhancing its reputation and reach.

Engaging Key Potential Candidates

• Proactive Candidate Identification
• Talent Mapping: Identify and track high-potential candidates through industry research, job boards, and networking events.
• Social Media Engagement: Interact with potential candidates on LinkedIn and other platforms to establish connections.
• University Outreach: Build relationships with students and graduates from target universities through career fairs and guest lectures.

Relationship Building

• Regular Updates: Share insights, industry trends, and opportunities with potential candidates to keep them engaged.
• Personalised Communication: Tailor outreach efforts to match candidates’ career interests and expertise.
• Referral Programs: Leverage existing employees and alumni to refer promising candidates.

Hosting Events and Programs

• Alumni-Candidate Networking: Organize events where alumni and potential candidates can interact and learn about the firm.
• Thought Leadership: Invite alumni and candidates to webinars, panel discussions, or thought leadership sessions.
• Exclusive Programs: Develop programs such as internships, fellowships, or ambassador initiatives to attract top talent.

Digital and Content Engagement

• Social Media Strategy: Post success stories, alumni spotlights, and candidate engagement initiatives on platforms like LinkedIn.
• Alumni Portals: Create a dedicated alumni portal for resources, job opportunities, and firm updates.
• Blog Contributions: Invite alumni and key candidates to contribute guest articles or blogs, enhancing their connection to the firm.

Building Long-Term Loyalty

• Career Support: Offer career advice or support to alumni and candidates, even if they are not actively seeking roles with the firm.
• Recognition: Acknowledge alumni and key candidates in firm communications to highlight their achievements and maintain goodwill.

Metrics and Feedback

• Engagement Tracking: Measure the effectiveness of alumni and candidate outreach through participation rates and feedback.
• Feedback Collection: Regularly solicit feedback from alumni and candidates to refine engagement strategies.
• Talent Conversion Metrics: Monitor how many engaged candidates eventually join the firm or contribute to business development.

Business Development

• Client Growth and monitoring
• Selling, Cross-Selling and Upselling
• Explore opportunities to offer additional recruitment services to existing clients.
• Propose innovative solutions that provide added value to the client’s business.
• Identifying and reaching out to potential new clients.
• Revenue Tracking and Reporting
• Monitor progress against internal revenue and client acquisition targets.

Requirements and Qualifications:

• Qualifications: BCom or equivalent 
• Experience: 3-5 years experience recruitment management role and HR experience in a consulting or similar environment