Adidas RECRUITER TEMP MONTHS M/F/D 

France, Ile-de-France 

242710516

As a Recruiter in adidas, you will be an integral part of our talent acquisition team. You will closely assist the team in the recruitment and selection process to attract top talent to our organization. You will be obsessed with providing the best experience to both clients and hiring managers and will have an extreme attention to detail. This role requires strong communication and organization skills, the ability to muti-task and to engage with clients and hiring managers.

In this role, you will work closely with your recruitment team and will foster strong relationships with the broader TAEE team. You will become a recruitment process expert and will develop a deep understanding of the talent landscape in your area.

KEY RESPONSIBILITIES

• Candidate Sourcing: Utilize diverse sourcing strategies, including but not limited to job boards, social media platforms, professional networking sites, and other online resources to identify potential candidates.
• Candidate Screening: Conduct initial screenings to evaluate candidate qualifications, experience, and cultural add. Assist in assessing candidates' skills and competencies through interviews and other assessment methods.
• Talent Pool Development: Proactively build and maintain a qualified talent pipelines/ pools/ maps by identifying, engaging, and nurturing passive candidates for critical functions (though non req specific) for current and future hiring needs linked to business demand and skills gaps.
• Assist in creating compelling job descriptions and posting them on applicant tracking system (ATS), relevant job boards and other online platforms.
• Candidate Engagement: Initiate and maintain proactive communication with candidates, providing a positive candidate experience and representing the organization in a professional manner.
• Collaborate with recruiters to shortlist and present qualified candidates for further evaluation.
• Ensure a positive candidate experience by delivering prompt and courteous communication, providing feedback when appropriate, and addressing candidate concerns or questions. Keep candidates informed about the status of their application, coordinate interviews, and address their inquiries in a timely and professional manner.
• Assist in scheduling and coordinating interviews between candidates, hiring managers, and other stakeholders. Prepare interview materials and provide logistical support.
• Data Management: Maintain accurate and up-to-date candidate information in the ATS and internal systems ensuring compliance with data protection regulations.
• Collaborative Partnerships: Work closely with the Talent Acquisition team, recruiters, and hiring managers to understand talent requirements, refine sourcing strategies, and align efforts to meet hiring goals.
• Reporting and Metrics: Track and report key sourcing metrics, such as source of hire, time to fill, and candidate conversion rates, to assess the effectiveness of sourcing strategies and make data-driven recommendations for improvement.
• Industry Networking: Actively participate in industry events, hiring events, conferences, and online communities to expand professional networks and stay abreast of talent acquisition trends and best practices.
• Support administrative tasks, such as maintaining recruitment-related documentation, preparing reports, and assisting with the onboarding process when required.
• Continuously seek new and innovative ways to improve the recruitment process. Collaborate with senior recruiters and the talent acquisition team to identify opportunities for process improvements and contribute ideas for enhancing the overall effectiveness and efficiency of the recruitment process.
• Lead additional recruitment initiatives as needed.
• Ability to flex schedule based on business demand

KEY RELATIONSHIPS

• Broader TAEE Team
• Hiring Managers
• Employee Experience Team

KEY MEASURE OF SUCCESS

• Speed of hire
  • Time to (verbal) Offer Accepted 50 days
  • No more that 10% of the roles should be open for >90 days

WORKLOAD:

• Oversee and manage average workload of 25 requisitions at one time

• Assess Quality of hire and process by TA teams
  • new hire turnover lower vs all employee turnover
  • internal vs external hire ratio
    • Internal hiring target of min 45%
  • diversity of hire
    • >40% of placements across all levels are gender diverse.
    • 95% of the roles will have a diverse slate.
    • 95% of the roles will have diverse interview panel.
  • candidate experience
    • Drive incremental improvement in results.
    • Measure per 6 months
  • hiring manager experience
    • drive incremental improvement in results.
    • measure per 6 months
  • interview to offer ratio / offer acceptance rate.
    • HM interview vs offer ration 5:1.
  • sourcing strategy (proactive outreach vs applicant) per team
    • for each search on M4 level and above, there will be 20 proactive outreaches to candidates (conversion rate KPI will follow over time).

IDEAL EXPERIENCE

• Minimum of 2-3 years’ experience ininternational/globalrecruitingin sourcing roles, complimented by leading local, international or global recruitment mandates through a broad range of sourcing channels (including proactive outreach).
  • Specific expertise/experience recruiting for your defined business area strongly preferred
• Industry experience and deep knowledge of the footwear, apparel and/or retail industry preferred
  • Experienced working in large, international/global matrix company
• Demonstrated track record of driving sourcing/recruitment mandates and initiatives (includingproactive talent pipelining, proactive recruiting, internal recruiting, diversity, etc.) to achieve hiring goals.
• International experience, having worked on recruitment projects across multiple geographies
• Knowledgeable about managing diversity & inclusion from talent acquisition perspective.
• Min BA degree in HR, technology, business or other
• Strong written and verbal communication skills in English.

KEY CRITICAL COMPETENCIES AND CAPABILITIES

• Adi values
  • champions our values and culture
• Self leadership
  • continuously develop self to stay up to date on industry trends and developments in area of expertise, benchmarks performance against industry best practices, gives and receives feedback, incorporates it into their own development plan
• Commercial and business acumen
  • good understanding of the business, from a business, strategic, financial and product point of view,able to translate this to strategy/plan in own area and convey in a compelling way to the market.
• Effective communicator
  • Strong interpersonal skills, communicates effectively in writing and verbally, has gravitas and able to build relationships.

Role Specific Capabilities:

• Driving results
  • Strong results and delivery focus, takes personal ownership to deliver best results, manages recruitment mandates of self and team, and strives & drives operational excellence in team and projects.
• Data & Insights
  • brings outside in perspectives, uses data and insights to influence decisions, drives broader talent/recruitment solutions.
• Candidate development
  • Candidate centric mindset, decisions inspired by how we can impact the experience positively in every touchpoint.
• Drive change and transformation
  • Embrace change and transformation, able to problem solve, bring new ideas to improve and push the envelope.

• Lead and develop others
  • Lead (remote) teams, create a high performing environment which empowers, motivates, develops and inspires.
• Credibility, Collaborate & Influence
  • Expertise and credibility in area, able to work with and influence effectively a wide array of stakeholders, builds strong relationships and partnerships cross functionally/regionally
• Strategic thinking
  • Thinks forward, plans ahead, has an international awareness that allows to anticipate trends and developments that impact area. Able to connect the dots. Creates clarity and translate operational objectives into clear plan for the team.