Arun Reddy Boppidi

• As a Sr. Talent Acquisition Specialist typically involves leading the recruitment process, developing strategies to attract top talent, collaborating with hiring managers, and ensuring a positive candidate experience.
• Strategic Recruitment Planning: Develop and implement recruitment strategies aligned with organizational goals.
• Identify workforce needs and forecast future hiring requirements.
• Candidate Sourcing: Utilize various sourcing methods, including job boards, social media, networking, and referrals, to identify potential candidates.
• Build and maintain a pipeline of qualified candidates for current and future positions.
• Interviewing and Assessment: Conduct interviews and evaluate candidates through assessments and skill tests.
• Collaborate with hiring managers to create effective interview processes and evaluation criteria.
• Stakeholder Collaboration: Partner with hiring managers to understand their specific talent needs and provide guidance on best practices.
• Facilitate hiring manager training on interviewing techniques and candidate evaluation.
• Candidate Experience Management: Ensure a positive candidate experience throughout the recruitment process, from initial contact to onboarding.
• Provide timely feedback to candidates and maintain communication throughout the hiring process.
• Employer Branding: Promote the company’s culture, values, and brand to attract top talent.
• Develop and maintain relationships with universities, industry associations, and professional organizations.
• Data Analysis and Reporting: Track and analyze recruitment metrics to assess the effectiveness of hiring strategies.
• Prepare reports on recruitment activities and trends for senior management.
• Compliance and Best Practices: Ensure compliance with labor laws and company policies related to hiring practices.
• Mentoring and Training: Provide guidance and mentorship to junior recruiters and talent acquisition team members.
• Conduct training sessions on recruitment processes and techniques.

• As a Sr. Talent Acquisition Specialist typically involves leading the recruitment process, developing strategies to attract top talent, collaborating with hiring managers, and ensuring a positive candidate experience.
• Strategic Recruitment Planning: Develop and implement recruitment strategies aligned with organizational goals.
• Identify workforce needs and forecast future hiring requirements.
• Candidate Sourcing: Utilize various sourcing methods, including job boards, social media, networking, and referrals, to identify potential candidates.
• Build and maintain a pipeline of qualified candidates for current and future positions.
• Interviewing and Assessment: Conduct interviews and evaluate candidates through assessments and skill tests.
• Collaborate with hiring managers to create effective interview processes and evaluation criteria.
• Stakeholder Collaboration: Partner with hiring managers to understand their specific talent needs and provide guidance on best practices.
• Facilitate hiring manager training on interviewing techniques and candidate evaluation.
• Candidate Experience Management: Ensure a positive candidate experience throughout the recruitment process, from initial contact to onboarding.
• Provide timely feedback to candidates and maintain communication throughout the hiring process.
• Employer Branding: Promote the company’s culture, values, and brand to attract top talent.
• Develop and maintain relationships with universities, industry associations, and professional organizations.
• Data Analysis and Reporting: Track and analyze recruitment metrics to assess the effectiveness of hiring strategies.
• Prepare reports on recruitment activities and trends for senior management.
• Compliance and Best Practices: Ensure compliance with labor laws and company policies related to hiring practices.
• Mentoring and Training: Provide guidance and mentorship to junior recruiters and talent acquisition team members.
• Conduct training sessions on recruitment processes and techniques.

• As a Talent Acquisition Specialist focuses on finding and attracting the right candidates for job openings within an organization.
• Job Posting and Promotion: Assist in creating and posting job advertisements on various platforms, including job boards and social media.
• Help maintain the company’s careers page and ensure job postings are up to date.
• Candidate Sourcing: Support sourcing efforts by identifying potential candidates through online databases, social media, and networking.
• Build a pipeline of candidates for current and future job openings.
• Resume Screening: Review resumes and applications to identify qualified candidates for initial consideration.
• Conduct preliminary phone screenings to gauge candidate interest and fit.
• Interview Coordination: Schedule interviews between candidates and hiring managers, managing logistics and communication.
• Prepare interview materials and ensure hiring teams are equipped with necessary information.
• Candidate Communication: Maintain regular communication with candidates throughout the recruitment process.
• Provide updates on application status and gather feedback from candidates.
• Administrative Support: Assist in maintaining accurate records in applicant tracking systems (ATS).
• Support the documentation and reporting of recruitment metrics.
• Collaboration: Work closely with senior talent acquisition specialists and hiring managers to understand recruitment needs and processes.
• Attend team meetings and contribute ideas for improving recruitment strategies.
• Onboarding Assistance: Help coordinate the onboarding process for new hires, including scheduling orientation sessions and preparing welcome materials.
• Research and Market Trends: Stay informed about industry trends and best practices in talent acquisition.
• Conduct market research to identify talent pools and understand competitor hiring practices.

• As a Junior Talent Acquisition Specialist typically assists in the recruitment process and supports more senior team members.
• Strategic Staffing Planning: Collaborate with management to identify staffing needs and develop strategic hiring plans.
• Analyze workforce trends and make recommendations for staffing strategies.
• Candidate Sourcing: Utilize advanced sourcing techniques to attract top talent, including social media, networking, and job fairs.
• Develop relationships with universities, professional organizations, and industry networks to build a talent pipeline.
• Interview and Selection Process: Conduct in-depth interviews and assessments to evaluate candidates' skills and cultural fit.
• Train and guide hiring managers on effective interview techniques and selection processes.
• Candidate Management: Maintain regular communication with candidates throughout the recruitment process to ensure a positive experience.
• Provide timely feedback and updates to candidates regarding their application status.
• Recruitment Metrics and Reporting: Track and analyze recruitment data to assess the effectiveness of hiring strategies.
• Prepare reports for management on recruitment activities, trends, and outcomes.
• Employer Branding: Promote the organization's culture and values to attract candidates.
• Develop and implement employer branding initiatives to enhance the company's image in the job market.
• Compliance and Best Practices: Ensure compliance with labor laws and company policies during the recruitment process.
• Stay updated on industry trends and best practices in staffing and recruitment.
• Mentoring and Leadership: Provide guidance and mentorship to junior staffing specialists and recruiting team members.
• Lead recruitment projects and initiatives to improve the overall hiring process.

• As a U.S. IT Recruiter focuses on sourcing, attracting, and hiring candidates for various information technology positions within an organization.
• Job Analysis and Requirements Gathering: Collaborate with hiring managers to understand specific job requirements and team needs.
• Create and post accurate job descriptions on various platforms.
• Candidate Sourcing: Use diverse sourcing methods, including job boards, social media, networking events, and referrals to identify potential candidates.
• Build and maintain a talent pipeline for current and future openings.
• Resume Screening and Initial Assessment: Review resumes and applications to shortlist candidates who meet the qualifications.
• Conduct initial phone screenings to assess candidates’ skills, experience, and cultural fit.
• Interview Coordination: Schedule and coordinate interviews between candidates and hiring managers.
• Prepare interview materials and ensure hiring teams are equipped with relevant information.
• Candidate Relationship Management: Maintain communication with candidates throughout the recruitment process to ensure a positive experience.
• Provide timely feedback and updates on application status.
• Market Research: Stay informed about industry trends, salary benchmarks, and competitor hiring practices to position job offers effectively.
• Analyze the job market to identify talent availability and skill sets.
• Employer Branding: Promote the organization’s brand and culture to attract top IT talent.
• Participate in job fairs, tech conferences, and other networking events to enhance the company’s visibility.
• Recruitment Metrics and Reporting: Track and analyze recruitment data to evaluate the effectiveness of hiring strategies.
• Prepare reports on recruitment activities, including time-to-fill and candidate quality metrics.
• Collaboration with Internal Teams: Collaborate with IT leadership to understand specific technical skills required for various roles.

Trainee IT Recruiter (1 year)
May 2019 - May 2020

As a Trainee IT Recruiter is typically an entry-level position focused on learning the fundamentals of recruiting specifically for IT roles.

Sourcing Candidates:
Assist in identifying potential candidates through job boards, social media, and networking platforms.
Help maintain and update candidate databases and talent pools.
Job Posting:
Support the creation and posting of job advertisements on various platforms. Ensure that job descriptions are accurate and reflective of the requirements.
Resume Screening:
Review resumes and applications to shortlist candidates based on job criteria. Conduct preliminary screenings to assess candidates’ qualifications and interest.
Interview Coordination:
Schedule interviews between candidates and hiring managers, managing all logistical details.
Prepare interview materials and provide hiring teams with necessary candidate information.
Candidate Communication:
Maintain communication with candidates throughout the recruitment process, providing updates and feedback.
Assist in answering candidates' questions regarding the hiring process and company information.
Administrative Support:
Support the recruitment team with administrative tasks, such as maintaining records and updating applicant tracking systems (ATS).
Assist in preparing recruitment reports and tracking key metrics.
Learning and Development:
Participate in training sessions and workshops to gain knowledge about recruitment best practices and the IT industry.
Stay informed about trends in technology and the job market.
Collaboration:
Work closely with senior recruiters and hiring managers to understand specific job requirements and company culture.
Contribute to team meetings and share insights on candidate sourcing.