The Key Deliverables in this role:
Financial Outcomes
- Efficiency in Recruitment Spending: Implementing a targeted campus recruitment strategy can optimize recruitment spending by focusing efforts on attracting top-tier talent directly from educational institutions. This can reduce reliance on expensive external recruitment agencies.
- Reduction in Time-to-Hire: Streamlining the campus recruitment process and building a robust talent pipeline can decrease time-to-hire metrics. This reduction in vacancy periods translates into cost savings associated with productivity loss and expedited onboarding.
Customer Service
- Campus: Define and enhance the employer brand through innovative marketing strategies and campaigns
- Talent Pipeline Development: Build and maintain a robust talent pipeline of potential candidates from campus recruitment efforts
- Stakeholder Collaboration: Collaborate closely with hiring managers, department heads, and senior leadership to understand talent needs, align recruitment strategies with business objectives, and foster strong partnerships.
- Partner with HR and hiring managers to understand talent needs and align campus recruitment efforts accordingly.
- Employer Branding and Positioning: Develop and promote the organization's employer brand to attract top talent, leveraging various channels such as employer review sites, positive candidate experience and industry networks
Internal Processes
- Early Talent Development & Engagement: Create a robust year one development framework and define clear career paths for young talent to build them into future leaders.
- Identification of Requirements: Collaborate with senior leadership to understand organizational goals and talent needs.
- Gap Analysis: Evaluate current campus recruitment and employer branding strategies to identify areas for improvement and alignment with business objectives.
Innovation and Learning
- Continuous Improvement and Innovation: Stay abreast of emerging trends, best practices, and innovations in campus, driving continuous improvement initiatives to enhance processes, tools, and methodologies
The Critical success factors for the Role
- Master’s degree in General Management / Human Resources
- Proven experience in campus recruitment, employer branding, or related fields, minimum 5-8 years of work experience in the role
- Strong understanding of campus recruitment trends, best practices, and technologies. Worked in an organization which has gone through a hyper-growth journey
- Highly agile, collaborative and brings in stakeholder management capabilities
- Strong communication skills in order to build trust and buy-in with various stakeholders
The Desirable success factors for the Role
- Familiarity with the consumer goods industry and an understanding of its challenges and opportunities
- Analytical and problem-solving abilities, with a focus on delivering actionable insights
