About This Role
This talent acquisition role focuses on proactively sourcing, attracting, and selecting candidates for both Store Operations and Headquarters. The position aims to build a strong talent pipeline and improve new hire retention by analyzing early turnover data, shifting the recruitment function from reactive to proactive.
Responsibilities
- Manage and accelerate the recruitment cycle for all assigned vacancies, including frontline staff (service staff, cooks) and HQ positions
- Conduct initial resume screening, phone interviews, and first-round interviews to assess both skill fit and culture fit before shortlisting candidates for final interviews with Line Managers
- Ensure a positive and professional experience for all applicants throughout the hiring process and facilitate employment contracts and pre-onboarding preparations
- Identify and develop new, effective sourcing channels tailored to the restaurant business (e.g., localized community groups, social media recruiting, and organizing Walk-in Interview events)
- Proactively build and maintain a network of potential candidates (especially for critical store roles) to ensure immediate availability for replacements or future store expansions
- Track, analyze, and report key recruitment metrics, including Time-to-Hire, Cost-per-Hire, and the performance of different sourcing channels
- Monitor and analyze the turnover rate of new hires during their probation phase in collaboration with the Operations team and utilize insights to refine selection criteria and hiring accuracy
- Conduct regular store visits to sync with Operations Team to understand on-site challenges and the specific profiles required for each location
- Collaborate with the HR team to execute employee engagement initiatives aimed at boosting morale and reducing overall company turnover
- Proactively build and maintain a network of potential candidates (especially for critical store roles) to ensure immediate availability for replacements or future store expansions
- Track, analyze, and report key recruitment metrics, including Time-to-Hire, Cost-per-Hire, and the performance of different sourcing channels
- Monitor and analyze the turnover rate of new hires during their probation phase in collaboration with the Operations team
- Utilize insights and feedback to refine selection criteria and hiring accuracy
Requirements
- 3–5 years of recruitment experience
- Direct experience in Restaurants, Hospitality, or Multi-site Retail is highly preferred
- Bachelor's degree in Human Resources, Psychology, Business Administration, or a related field
- Strong expertise in competency and behavioral-based interviewing techniques
- Proven ability to manage high-volume, fast-paced recruitment and meet tight deadlines
