IBM Internship – Talent Acquisition Partner (HR)

IBM Client Innovation Center Central & Eastern Europe (CEE) was established in 2012 by joining several centers in Europe. The Delivery Center is part of a global network of 80 similar centers and uses the best IBM methods of work, global processes and techniques. The center has achieved CMMI Level 5 (Capability Maturity Model Integration) and its mission is to provide customers with software solution customized to their global business needs.

-Student in final year or fresh graduate (preferably Faculty of Psychology/ Economics or other related faculties)
-Extra-curricular activities in HR area (projects within students organization/ different related courses)
-Goal oriented, focused to get things done
-Strong communication skills
-Strong, proven interpersonal skills
-Very organized and flexible
-Team player
-English advanced, additional European language is a plus

The successful candidate will join HR team with proven experience and great results.

The primary focus is to attract, source, interview, select and onboard the best junior candidates according to hiring plans with overall responsibility for driving best practice and maximizing competitive advantage.

The internship is on 3 months, with full time schedule, very dynamic - candidates need to be flexible,comfortable with change and ‘customer-focused’.

Key responsibilities:

-Develop a comprehensive and compelling attraction proposition reflecting the IBM career model, performance and reward model, leadership, culture and development opportunities
-Design and lead programs to improve our image as employer of choice and preserve and develop IBM brand image with all candidates
-Develop appropriate marketing collateral to support recruitment activities (may include:
update of internet material, provision of marketing collateral)
-Ensure that the candidate pipeline is progressed in a timely fashion, by working with country hiring managers and Resource Deployment Management
-Organize and conduct face to face interviews: prepare the feedback, propose profiles to the Hiring Managers, organize second interviews and evaluation processes, offer feedback to candidates.
-Utilizes multiple internet resources, including the Technical Recruiters own creative
networking techniques to source junior candidates
-Review of ad hoc CVs received as general applications and pass through to hiring managers(or any other manager if suitable for their business) as appropriate
-Support relevant testing tools (psychometric, technical, and other) to support the interview assessment process and improve conversion ratios. Ensure Competency Based interviewing is widely used