- Collaborates with hiring managers to understand the needs and roles to be filled; reviews job descriptions for vacancies.- Assists with the development and revision of specifications and job descriptions for selected positions.- Identifies the most effective methods for recruiting and attracting candidates.- Drafts recruitment advertisements; posts and/or places ads in the most effective digital and/or print media for open positions.- Selects one or more placement agencies to assist with the recruitment process.- Identifies appropriate candidates and assesses their qualifications through a review of their resumes, interviews, and other forms of communication.- Connects qualified candidates with hiring managers.- Maintains contact with candidates to keep them apprised of the status of their applications.- Provides advice to hiring managers regarding salary negotiations with final candidates.- Facilitates contacts by creating and maintaining a presence in the technical/industry community and marketplace.- Attends job fairs and industry conferences; runs company booth at job fairs.

- Source and attract talents for our current and future client workforce in the Semiconductor/Electronics/Engineering industries across the US and Europe.- Advertise job vacancies and share marketing collateral across PERs social media platforms.- Recruit top talents by using creative, cutting-edge recruitment methodologies and utilize PER's sourcing platforms such as LinkedIn, Bullhorn & Gem. - Submit suitable candidates and arrange 1st interviews with the technical recruitment consultants.- Execute effective sourcing strategies, create vacancy adverts, and manage talent pipeline. Partner with the Recruitment Director and senior team members to provide strategic hiring inputs for attracting and growing the passive/active talent pool.

- Update current and design new recruiting procedures (e.g. job application and onboarding processes)- Supervise the recruiting team and report on its performance- Keep track of recruiting metrics (e.g. time-to-hire and cost-per-hire)- Implement new sourcing methods (e.g. social recruiting and Boolean searches)- Review recruitment software and suggest the best option for company needs- Research and choose job advertising options- Advise hiring managers on interviewing techniques- Recommend ways to improve our employer brand- Coordinate with department managers to forecast future hiring needs- Stay up-to-date on labor legislation and inform recruiters and managers about changes in regulations- Participate in job fairs and career events- Build the company’s professional network through relationships with HR professionals, colleges, and other partners

- Sourcing and screening candidates to fill open positions- Developing strategies and plans for talent acquisition- Overseeing other HR personnel- Attending job fairs at colleges and universities- Managing posts on job boards, such as LinkedIn, Indeed, and ZipRecruiter- Planning and organizing career fairs and related events- Promoting the company’s brand- Courting top candidates- Checking applicants’ references- Interviewing candidates- Making final hiring decisions and designing competitive offer packages- Developing programs to reward and retain top talent

Responsible for identifying, acquiring, assessing, and hiring candidates to fill open positions within a company. Employer branding, future resource planning, diversifying a company's labor force, and developing a robust candidate pipeline are the cornerstones of talent acquisition.