As an Internal Talent Acquisition Manager at Lucas Kennedy, you will play a crucial role in not only growing our teams but also proactively identifying, targeting, and headhunting potential employees. Your role will involve:

• Targeted Talent Acquisition: Identify strategic talent needs and proactively target and engage potential candidates in the industry. Develop and implement targeted recruitment campaigns to attract top-tier professionals.
• Headhunting and Executive Search: Conduct executive-level headhunting to identify and approach high-calibre candidates for key leadership roles. Collaborate with leadership to define executive search criteria and execute tailored recruitment strategies.
• Building a Talent Pipeline: Strategically build and maintain a robust talent pipeline for current and future internal vacancies. Continuously nurture relationships with potential candidates to ensure a proactive and engaged talent pool.
• Networking and Industry Events: Attend industry events, conferences, and networking functions to establish relationships with potential candidates. Act as a brand ambassador for Lucas Kennedy, promoting our organization as an employer of choice.
• Utilize Advanced Search Techniques: Employ advanced sourcing techniques, including Boolean searches, social media recruiting, and other innovative methods to identify and connect with passive candidates. Stay updated on the latest tools and technologies in talent acquisition for effective sourcing.
• Candidate Relationship Management (CRM): Implement and maintain a candidate relationship management system to track and manage interactions with potential candidates. Leverage CRM data to personalize communication and tailor recruitment strategies.
• Market Mapping: Conduct market mapping exercises to analyze talent landscapes, competitor structures, and compensation trends. Use insights from market mapping to inform recruitment strategies and talent acquisition plans.
• Strategic Talent Pools: Establish and categorize strategic talent pools based on skill sets, experience, and potential organizational fit. Work collaboratively with hiring managers to ensure a dynamic and responsive talent pool.
• Success Metrics for Pipeline Development: Define and measure success metrics for talent pipeline development. Regularly assess the effectiveness of pipeline strategies and adjust approaches accordingly.
• Collaboration with Hiring Managers: Collaborate closely with hiring managers to understand evolving talent needs and align pipeline development accordingly. Provide insights on market trends and talent availability to inform recruitment strategies.