With this Vacancy Notice, NATO aims to fill 3 posts within the Talent Acquisition team:

Officer, Sourcing

Officer, Outreach and Communication

Officer, Talent Acquisition Marketing

1. SUMMARY

Within the Executive Management Division (EM), NATO’s International Staff (IS) Human Resources (HR) Directorate is comprised of five pillars: Talent Management and HR Integration (TMHRI); Staff Services (Pay and Allowances, Pensions and Insurances); HR Policy and Strategy Coordination (IS and NATO-wide HR policy); the newly created Data Analytics section; and the Medical Service.

The TMHRI Section is responsible for Talent Acquisition Service (TAS), Talent and Organisational Development (TOD) and HR business partnership.

The Talent Acquisition Service is serving the IS in all outreach, sourcing, selection and onboarding matters for civilian permanent posts, interns, young professionals as well as temporary staff.

The incumbents will be responsible for:

Officer, Sourcing will be responsible to proactively identify, contact and engage top talents by searching social networks and portfolio sites, sending recruitment emails and organizing an effective employee referral system. The incumbent determines the correct platforms and adjust the way of communication to attract relevant candidates.

Officer, Talent Acquisition Marketing will be responsible to create and develop NATO’s Employer Branding, as well as Recruitment Marketing Strategies, which includes but it is not limited to market research, creation of attractive job ads and development of multimedia materials. S/he stays abreast to the latest trends related to talent acquisition marketing.

Officer, Outreach and Communication will be responsible to develop outreach efforts, including but not limited to communication activities in the field of Talent Acquisition. S/he creates, coordinates and implements primarily externally focused high-level organizational campaigns and educational projects, in support of the recruitment campaigns. S/he promotes through the planned activities, the diverse and inclusive perspective of the Organization.

They will contribute to TAS strategies by increasing the number and the diversity of applicants to the NATO vacancies.

They will liaise with the relevant stakeholders in the Organization to understand the needs and address them through the best outreach, sourcing and employer branding strategies and/or campaigns and related initiatives.

They will think out of the box to achieve the desired goals when designing and developing contents and campaigns to enrich NATO’s career page, social media account related to Talent Acquisition and when developing initiatives for candidate pooling and internal mobility.

They will provide reports and analytics to internal stakeholders to adjust efforts where needed, based on the response from the market.

2. QUALIFICATIONS AND EXPERIENCE

ESSENTIAL

The incumbent must:

• possess a university degree or equivalent level of qualification, from an institute of a recognised standing, in Human Resources, Communication and Marketing, Business or other relevant fields;
• have at least 2 years of relevant professional experience as Sourcing Specialist and/or in Outreach and communication campaigns and/or in running Marketing Strategies and Campaigns with focus on Employer Branding for complex and multidisciplinary organizations;
• have extensive knowledge in at least one of the following area: sourcing strategies and/or outreach strategies and/or employer branding and marketing campaigns;
• have experience with one or some of the following:
  • resume databases, social networks and professional sites;
  • running marketing strategies and campaigns in digital media platforms and interpreting related analytics;
  • in content creation for social media platforms, especially related to talent attraction;
• have experience in developing multimedia content pamphlets, newsletters and other promotion products
• be creative and solution driven
• possess excellent written (including proofreading, and editing) and oral communication skills;
• be able to communicate in an engaging and professional way with diverse stakeholders and targeted audiences;
• demonstrate strong drive for teamwork, customer service attitude, and flexibility;
• have the capacity to learn and adapt to a fast-pace environment;
• possess very good organisation and multi-tasking skills;
• demonstrate proactivity and the capacity to manage stress;
• possess the following minimum levels of NATO’s official languages (English/French): V (“Advanced”) in one; III (“Intermediate”) in the other.

DESIRABLE

The following would be considered an advantage:

• a graduate degree (Masters or Ph.D.) in a related field;
• experience in human resource management and/or talent acquisition;
• experience and/or knowledge of copywriting;
• experience using digital, publishing and design tools (Canva,Prezi,Photoshop etc.);
• experience and/or knowledge of Search Engine Optimization (SEO);
• experience in event planning;
• fluency in both NATO Official languages.

3. MAIN ACCOUNTABILITIES         

Project Management

Create innovative marketing recruitment strategies and campaigns within a defined timeline. Develop content to enrich NATO’s career page and social media account related to Talent Acquisition. Design extensive outreach campaigns and sourcing strategies in order to reach out to a large and diverse number of candidates from all NATO Member States, and encourage them to apply. Conduct market research to identify the newest recruitment trends, offerings and demographic data if needed. Develop NATO employer branding campaigns and initiatives based on a clearly outlined Employer Value Proposition (“What does NATO offer as an employer”). Coordinate closely with the Public Diplomacy Division. Plan a detailed personalized strategy to attract top talents in various domains and different allied countries. Conduct in-house research to capture key elements that the marketing recruitment strategy can benefit from

Expertise Development

Remain abreast of the latest developments in Marketing, Sourcing and Outreach related to Talent Acquisition, including trends, new business models and technology applicable to the field. Develop a wide range of employer branding products (multimedia content, pamphlets, newsletters and other promotion products, etc.). Discover effective promotional channels, including media platforms and graphic.  Stay abreast of new employer branding and sourcing strategies and campaigns and propose initiatives to improve the work and expertise of the Service.

Stakeholder Management

Collaborate closely with all functional experts from TMHRI, Internal Communications Office and PDD. Liaise with HR Advisers (HRAs) and divisional points-of-contact to ensure client needs are understood when developing marketing, outreach and sourcing recruitment strategies. Liaise with creative teams to come up with graphic designs, promotional materials and other multimedia products. Engage with the stakeholders involved in the recruitment and selection to increase the number, quality and geographic diversity of applications. Identify the proper channels (job boards, social media groups, professional communities) to reach qualified candidates.

Knowledge Management

In cooperation with HR and colleagues across the Organization, develop and enhance knowledge related to Marketing and/or Outreach and/or Sourcing Strategies and campaigns. Organize internal and external workshops and webinars to contribute to the word of mouth (WOW marketing) and to prepare content and information materials. Engage with internal staff and share relevant information when needed. Support the Nations by providing them guidance on how to better advertise NATO vacancies in their national institutions.

Help in outbound and inbound marketing activities by showing expertise in certain areas such as recruitment events planning, advertising, blog writing, optimization and content development.

Information Management

Research target audiences, record data and identify lessons from the conducted campaigns in order to continuously improve the future recruitment strategies and campaigns. Continuously share the Career Page on LinkedIn and other social media to allow candidate attraction and appropriate external communication.  Contribute to the development of new processes and procedures within the service. Support internal communication plans related to new projects, ensuring that all stakeholders and internal staff are properly informed. Contribute to the optimisation of the information flow, particularly related to the various TAS initiatives.

Perform any other related duty as assigned.

4. INTERRELATIONSHIPS

The incumbent reports to the Head, Talent Acquisition Service and works in close coordination with other staff in TAS, as well as the broader HR team. S/he will develop close working relationships with staff at all levels, in particular with NATO member states delegations.

Direct reports: N/a

Indirect reports: N/a.

5. COMPETENCIES

The incumbent must demonstrate:

• Achievement: Works to meet standards.
• Analytical Thinking: Sees basic relationships.
• Clarity and Accuracy: Checks own work.
• Conceptual Thinking: Sees patterns based on life/work experience.
• Customer Service Orientation: Takes personal responsibility for correcting problems.
• Empathy: Reads non-verbal cues and understands meanings.
• Impact and Influence: Takes multiple actions to persuade.
• Initiative: Is decisive in a time-sensitive situation.
• Teamwork: Cooperates.