Chargé de recrutement

This job description is currently under review and subject to validation. Adjustments may be made before the final version is released.

PURPOSE OF THE JOB            

The Talent Acquisition Specialist is responsible for sourcing, identifying, selecting, and onboarding top talent to support the company’s growth and performance. By implementing effective recruitment strategies, he/she strengthens the employer brand, shortens recruitment timelines, enhances the candidate experience, and ensures a high-quality talent pipeline that meets managers’ expectations.

GENERAL MISSIONS

1. Recruitment process management

• Work closely with hiring managers to clarify job requirements, draft and post job ads
• Actively source candidates through various channels (job boards, social media, referrals) and maintain a strong talent pool
  

2.Candidate selection & assessment

• Conduct interviews (phone, video, on-site) to evaluate skills, motivation, and cultural fit
• Utilize assessment tools (technical tests, case studies, reference checks) to ensure informed hiring decisions
  

3.Candidate experience & employer brand

• Provide a seamless, transparent, and positive candidate journey with regular communication and personalized follow-up
• Contribute to the employer brand by highlighting the company’s values, culture, and competitive advantages
  

4. Stakeholder collaboration

• Collaborate with managers, HR, and other departments to understand role requirements and refine candidate profiles
• Advise hiring managers on best practices, ensuring efficient and effective decision-making
  

5. Continuous improvement & reporting

• Track key performance indicators (time-to-fill, offer acceptance rate, quality of hire)
• Analyze results, propose improvements, and implement solutions to optimize recruitment efficiency and quality
  

6. Management and leadership

• Create a structuring and inspiring framework: Provide a clear and engaging environment, give meaning to actions and embody the Club Med Spirit.
• Develop and empower teams: Help them develop their skills, encourage autonomy and initiative.
• Ensure operational excellence: Manage performance with rigor and benevolence, optimizing time and resources.
  

KPI (position requirements objective):

• Time-to-Fill: Reduction in the timeframe between job opening and hiring
• Quality of Hire: Manager satisfaction rate after the probationary period
• Offer Acceptance Rate: Percentage of candidates accepting job offers
• Candidate Satisfaction: Satisfaction scores collected via post-hire surveys
• 12-Month Retention: Percentage of new hires still with the company after one year