Senior Recruitment Consultant, Asia Pacific recruitment

PRIMARY RESPONSIBILITIES

• Develops and maintains strong business relationships with Hiring Managers in order to plan and deliver their talent acquisition needs for senior and specialized roles

• Consults with Hiring Managers to create and define the End to End recruitment process for each specific role. Conducts a needs assessment to define job profile and mandate. If appropriate, recommends alternative solutions including organizational design guidance to make role more attractive.

• Reaches agreement on a sourcing plan and specific channels, i.e. job boards, target direct sourcing, etc., that are feasible for both the profile as well as the external talent market.

• Exercises judgment, external market knowledge and realism of the profile by managing Hiring Managers expectations to ensure a successful hire.

• Ensures all internal and external obstacles are understood and or removed to ensure a successful hiring process.

• Evaluates profiles of potential candidates and pre-screens long list candidates for availability, interest level, conversion factors, compensation range, relocation needs, and basic qualifications to build a long list of quality candidates for initial discussion with Hiring Manager. Works in partnership with sourcing team to continually bring competitive and market intelligence to the End to End recruitment process. 

• Uses this data and expert behavioural interviewing techniques to build a short-list of high performing ‘better fit’ candidates.

• Facilitates the interview process ensuring a “white glove” approach with the candidates and a seamless quick process to arrive at a decision removing obstacles along the way

• Participates in the final decision making with the Hiring Manager while managing expectations against the profile and the market.

• Partners with HRBP/Hiring Manager to define the compensation package aligned with RBC compensation expectations as well as candidate conversion factors highlighted in interview.

• Presents the job offer and negotiates compensation details using facts, good judgment and honing in on conversion factors highlighted in the interview to ensure acceptance and sign off. Ensures all administrative components involved in full lifecycle recruiting are completed.

• Ensures all candidates are communicated the outcome of the hiring decision. Proactively manages for successful future relationships and outcomes, whilst upholding RBC brand.

• Manages information and recruitment process through the Applicant Tracking System as appropriate. Ensures that all information is current and activity is updated on a regular basis, including updating database of potential candidates in ‘Talent Link’ tool

• On an ongoing basis, utilizes numerous sourcing channels to build senior talent pipeline, in collaboration with sourcing team, for assigned platform. Develops networks through industry contacts, association memberships, hires and internal employees to identify qualified talent. In addition, mines the applicant tracking system for active and passive candidates to create long and short lists of candidates for the purpose of talent acquisition. Manages third party vendor relationships, i.e. contingency/retained search firms

• In collaboration with HRBP, is a standing member of strategic workforce planning meetings, of the assigned platform

• Post-secondary education

• Strong full life-cycle recruitment experience, most of which is at a senior or specialized level, ideally from a search firm

• Excellent knowledge and understanding of RBC strategic direction, culture, mandate of assigned platform in order to “sell” the job/employment value proposition to candidates and conduct an effective needs assessment in a complex business environment.

• Proven consultative skills with the ability to diagnose a broad range of attraction and retention issues impacting platform while balancing Hiring Manager expectations that are in line with the necessary actions required to attract top talent. 

• Demonstrated leadership skills with an ability to gain confidence of stakeholders quickly while advocating to make recruiting a top priority in spite of competing job demands and exercises judgement in assessing business issues

• Results oriented, multi-tasking and strong sense of urgency

• Strong influencing skills to “sell” the role and “close” the candidate

• Strong business acumen and motivation to stay abreast of business trends and knowledge; this includes scanning newspapers, business sites, etc.

• Strong specialized technical knowledge in the majority of full cycle recruiting components including but not limited to sourcing using various web-based search databases, professional networking sites including LinkedIn, leveraging ATS and CRM databases, qualifying, legal, job analysis, salary trends, relationship management, candidate conversion and due diligence for a broad/deep range of positions 

• Expert ability to conduct competency behavioural based interviews and coach Hiring Managers in this area, as appropriate

• Strong working knowledge of MS Office Suite (PowerPoint, Word and Excel)

• Strong verbal written communication skills

• A graduate degree preferred