Junior Sourcer
Mondelez
Santa Ana, San José, Costa Rica
hace 5 días
  • Mondelez International, Inc. empowers people to snack right in over 160 countries around the world. We’re leading the future of snacking with iconic brands such as Oreo, belVita and LU biscuits;
  • Cadbury Dairy Milk, Milka and Toblerone chocolate; Sour Patch Kids candy and Trident gum. Our 90,000+ colleagues around the world are key to the success of our business.

    Great people and great brands . That’s who we are. Join us on our mission to continue leading the future of snacking around the world by offering the right snack , for the right moment , made the right way .

    It’s time for you to Make It at Mondelez InternationalMondelez International is looking for vacancy : Junior Sourcer. Position Purpose As a key member of the Recruiting Team, the Sourcer for Americas is responsible for candidate attraction by acting as a search expert for different areas by understanding hiring needs, position specifications and search requirements.

    As a Sourcer, this position is responsible for executing sourcing strategies aligned by function and job type.They are accountable for sourcing and assessing active candidates from various databases as well as generating passive candidates through networking, cold calling, internet searches and research.

    Sourcers partner with other recruiting team members to align qualified candidates with appropriate positions and work with them through the Mondelez hiring process.

    In addition, the Sourcer for Americas will also perform market analysis. Main Responsibilities

  • Act as a search expert for multiple functional areas by participating in recruitment strategy to understand hiring needs, position specs and search requirements.
  • Partner with Recruiters and Hiring Managers to generate ideas and share information such as labor market availability & sourcing technologies that facilitates an effective search process according to assigned timeliness.

  • Sourcer is responsible to attract candidates for SG1-SG4 positions.
  • Execute Sourcing Strategies : Execute sourcing strategies to provide a qualified and diverse candidate pool; fill talent pipeline according to demand.
  • Shift recruitment methodology from reactive to proactive by proactively build and maintain ongoing active networks of talent for critical job types to enable more efficient and effective hiring when needs arise.

  • Source active candidates from online databases, contact lists, internal databases and employee referrals.
  • Source passive candidates through networking, cold calling, internet searches and research. Leverage cold calling and selling’ skills to generate interest in passive, employed candidates to consider Mondelez as a potential employer of choice.
  • Aggressive networking, soliciting of referrals for hard to fill positions.

  • Prequalify candidates for basic qualifications, availability, technical skills, interest level, salary range, mobility / relocation needs;
  • monitor quality and quantity of resumes. Use assessment skills to short list top candidates for Recruiter consideration.

  • Actively manage social media messaging on designated sites to build talent brand and marketplace awareness of Mondelez as an employer of choice.
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