• Developed innovative sourcing strategies, including niche job boards and social media platforms, which expanded the talent pool by 40% for challenging roles.• Introduced a structured candidate feedback system, boosting positive satisfaction scores by 25%, as measured through post-interview surveys.• Streamlined the recruitment process with targeted job ads and efficient screening methods, reducing the average time-to-fill positions from 45 days to 31 days.• Implemented psychometric testing and competency-based interviews, leading to a 20% improvement in hire quality, as reflected by performance metrics and hiring manager feedback.• Consistently exceeded KPIs, including time-to-fill, cost-per-hire, and candidate quality, maintaining a 95% adherence rate.• Implement diverse recruitment sourcing strategies, including job postings, LinkedIn Recruiter, WhatsApp groups, Seek Talent Search, and database searches to attract candidates.• Apply Boolean search techniques to efficiently source candidates online and through ATS platforms.• Leverage social media platforms such as LinkedIn, Facebook, and Twitter to identify and engage potential talent.• Conduct interviews using behavioural, situational, and group techniques tailored to various roles and job levels.

• Refined screening and candidate assessment techniques, increasing the interview-to-offer ratio by 20%, introducing a structured pre-screening questionnaire tailored to each job role.• Implemented a new ATS system that streamlined the recruitment workflow, improving efficiency by 25% through reduced administrative time and faster candidate processing.• Developed an effective candidate engagement strategy with clear communication, reducing the offer decline rate to 5%.• Maintained regular check-ins with hiring managers, achieving a 98% satisfaction rate among internal stakeholders.• Manage multiple recruitment projects and timelines effectively in fast-paced environments with numerous open roles.• Maximise job board utilisation by posting and sourcing candidates on platforms such as Indeed, Seek, Jora, LinkedIn Recruiter, CareerOne, and Glassdoor.• Implement diversity and inclusion strategies to foster a diverse workforce while maintaining high-quality hires.• Manage employee referral programmes to incentivise referrals and attract talent through cost-effective means.• Develop and maintain a talent pipeline for hard-to-fill and common roles to ensure a steady pool of qualified candidates.• Ensure recruitment practices comply with labour laws and regulations, including Fair Work and EBA guidelines.• Conduct virtual interviews using platforms such as Zoom, Microsoft Teams, or Google Meet to engage candidates remotely.• Build and nurture professional relationships to enhance talent sourcing and recruitment efforts.

• Enhanced the onboarding process with additional new hire support, reducing early turnover rates by 20%.• Expanded recruitment efforts to new sourcing channels, increasing diversity in recruitment sources by 50%.• Introduced advanced assessment tools and structured interview techniques, improving the accuracy of candidate screening and matching by 30%.• Automated repetitive recruitment tasks, leading to significant time savings and improved process efficiency.• Utilised data analytics to track and improve recruitment metrics, resulting in a 40% enhancement in overall metrics such as, time to hire, quality of hire, interview to offer ratio.• Craft clear and compelling job descriptions tailored to various job boards and client needs.• Negotiate salaries and offers with candidates to achieve mutually beneficial outcomes.• Conduct market research on talent trends and conditions to provide clients and candidates with informed advice.• Oversee candidate onboarding to ensure a smooth transition into the organisation.• Create feedback loops for candidates and hiring managers to improve the recruitment and evaluation process.• Maintain market knowledge specific to technical skills and roles in industries such as IT, industrial sectors, and engineering.