Talent Acquisition Specialist – Corporate Recruiter

The job title of Talent Acquisition Specialist – Corporate Recruiter is quite new here at NATEK. The definition of talent acquisition simply refers to the job and process of sourcing, attracting, recruiting, interviewing, and on-boarding new internal employees to our organization. It is a function of corporate recruiting and is housed within the Human Resources department with strong interaction to NATEK Group Recruitment (Sourcing) Director.


The talent acquisition specialist implements internal on boarding strategy and recruitment process, as well as actual execution of the sourcing or recruiting campaign. You will be involved both in finding and screening candidates, and developing the corporate policy for talent bench-marking, talent assessment, and interviewing policies.

Duties of a Talent Acquisition Specialist
1. Work with internal teams and hiring managers to assist with recruitment efforts.
2. Assist with both external and internal hiring efforts (internal recruitment meaning assessment of employees for different or more senior roles.)
3. Develop recruitment strategy. This may include job posting optimization, recruiting marketing channel development, digital and non-digital employment marketing, comprehensive recruitment campaign planning, etc…
4. Participate in future talents needs and proactively recruiting and sourcing; develop talents pool or social engagements.
5. Manage the recruitment process and life-cycle, including initial assessments, interviews, and offers.
6. Counsel the candidate on corporate benefits, salary, and corporate environment.
7. Provide recruitment counsel and guidance to hiring managers with hiring and employment data.
8. Use social media, job boards, Internet sourcing, and other technical means to source candidates for open jobs.
9. Manage Universities graduates recruiting programs
10. Participate in employment events, such as career fairs
11. Develop relationships with third party recruitment agencies and staffing firms and manage the procurement and measurement process.


However, we in NATEK see main responsibility from above mentioned in interaction with Hiring Managers (understand their job requirements and most suitable candidates profiles). We define this as set of two main competencies:

Finding the candidates
• Sources, screens and interviews applicants in line with requirements and ensures that the reference checking process is completed.
• Sources candidates directly in the marketplace and develops candidate pools within their respective market streams.
• Works with the hiring managers to develop strong selection processes through the use of creative and innovative techniques and tools.
• Coordinates interviews with Hiring Managers
• Develops offers in line with approved guidelines, negotiates offer and finalizes start date with candidate.
• Continues interaction with candidate till the time the candidate joins the organization. Leads and closes all formalities related to on-boarding of the candidate.
• Responsible for managing hiring using appropriate strategies to ensure the best quality of hire and cost per hire.
• Develops networks of people and processes to support a strong pipeline of qualified candidates.
• Supports team or other team members on specific project based hiring requirements through developing appropriate strategies.
• Develops and manages strong consultative relationships with hiring managers and candidates.

Building the internal relationships
• Develop effective relationships by becoming a trusted resource and valued partner to hiring managers
• Understand their business needs, position and team expectations
• Assisting in improving of job descriptions
• Provide thoughtful recruiting solutions that will result in finding the right candidates in a timely fashion

Possible Job rotations; Trainings; Conferencies; ..
We really care about the growth of our employees!