Talent Acquisition Supervisor - Mass Recruitment

JOB SUMMARY

The Talent Acquisition Supervisor - Mass Recruitment is responsible for leading and executing high-volume recruitment activities to fulfill Wanek's production manpower needs, with strong focus on direct labor hiring for manufacturing operations. 

This role works closely with Production, HRBP, C&B, Training, Admin and local external partners to ensure recruitment targets are achieved on time, with sufficient candidate volume, good onboarding conversion, and improved early retention. The position is expected to manage recruitment planning, sourcing channels, field recruitment, candidate pipeline, recruitment data, team execution and continuous improvement of the mass hiring process.

ESSENTIAL DUTIES & RESPONSIBILITIES

Mass Recruitment Planning & Execution 

• Work with TA Manager / HR Manager, HRBP and Production teams to understand weekly and monthly manpower requirements for production departments. 
• Convert hiring requests into clear recruitment targets by department, position, priority, timeline and expected onboarding date. 
• Develop weekly recruitment plans for mass hiring, including sourcing channels, field activities, interview schedules and onboarding pipeline. 
• Ensure recruitment activities are aligned with production priorities and manpower ramp-up plans. 
• Monitor actual hiring progress versus target and quickly escalate risks or gaps to management. 
• Support urgent hiring campaigns for high-priority areas such as Cut & Sew, Upholstery, Assembly, Casegoods, Bedding, Warehouse, QC or other production roles as required. 

Sourcing Channel Development 

• Build and maintain effective sourcing channels for direct labor hiring, including employee referral, former employee rehire, Facebook recruitment page and groups, Zalo groups, TikTok or short video recruitment content, local job centers, vocational schools, local authorities, industrial zones and recruitment agencies where applicable. 
• Lead field recruitment activities in potential labor markets, including local provinces, industrial zones, worker communities and areas with available labor supply. 
• Build talent pools for key production roles and maintain regular contact with potential candidates. 
• Coordinate with Employer Branding / Communication team to develop recruitment content suitable for mass hiring campaigns. 
• Provide market feedback on labor availability, salary expectations, competitor hiring activities and candidate concerns. 

Candidate Pipeline & Conversion Management 

• Manage the full mass recruitment process from sourcing, screening, interview arrangement, job offer, document collection, onboarding follow-up and post-onboarding tracking. 
• Ensure candidate data is updated accurately in the recruitment tracker / HR system. 
• Track and improve candidate conversion at each stage: candidate registration, interview attendance, interview pass, offer acceptance, onboarding, 7-day retention and 30-day retention. 
• Follow up closely with passed candidates to reduce drop-off before onboarding. 
• Coordinate with Training, Production and HR Operations to ensure new hires receive proper guidance before and after joining. 
• Support orientation arrangement and ensure new workers understand job nature, income structure, working conditions and company policies. 

Recruitment Team Supervision 

• Assign daily and weekly recruitment targets to recruiters, coordinators and CTVs. 
• Monitor recruiter productivity, including calls, candidate registrations, interviews, offers and onboarded headcount. 
• Coach team members on sourcing techniques, candidate communication, interview screening and follow-up discipline. 
• Conduct daily or weekly recruitment review meetings to track progress, identify issues and agree corrective actions. 
• Ensure the recruitment team works with urgency, discipline and strong service mindset toward candidates and hiring departments. 

Stakeholder Management 

• Work closely with Production leaders to clarify hiring priorities, job requirements, working conditions and onboarding schedules. 
• Coordinate with HRBP, C&B and Admin teams to ensure smooth employment process, including salary information, labor contract preparation, transportation, dormitory or other support if applicable. 
• Partner with local authorities, schools, employment centers and community representatives to expand Wanek's labor sourcing network. 
• Maintain professional communication with candidates and external partners to strengthen Wanek's employer image. 

Recruitment Data, Reporting & Improvement 

• Prepare daily, weekly and monthly recruitment reports for mass hiring. 
• Track key recruitment indicators, including hiring target versus actual onboard, candidate volume by source, interview attendance rate, pass-to-onboard conversion rate, time to start, cost per hire, source effectiveness and early turnover within 7 / 30 / 60 days. 
• Analyze recruitment performance and propose actions to improve candidate volume, conversion and retention. 
• Identify bottlenecks in recruitment process and work with related teams to improve speed, candidate experience and hiring quality. 
• Maintain candidate database and former employee database for future hiring needs. 

Compliance & Other Duties 

• Ensure recruitment activities comply with company policies, labor regulations and ethical hiring practices. 
• Ensure recruitment communication is accurate, transparent and consistent with approved company policies. 
• Protect candidate personal data and company recruitment information. 
• Support other HR or recruitment projects as assigned by management. 

KEY PERFORMANCE INDICATORS

• Monthly / weekly hiring fulfillment rate.
• Number of onboarded direct labor employees.
• Interview attendance rate.
• Interview pass-to-onboard conversion rate.
• Time to start / time to onboard.
• Candidate volume by effective sourcing channel.
• Cost per hire.
• 7-day and 30-day new hire retention rate.
• Recruiter productivity.
• Hiring manager / production satisfaction.

MINIMUM QUALIFICATIONS

1. Education

• University Degree in Human Resources, Business Administration, Industrial Management, Labor Relations or related fields.

2. Experience

• Minimum 5 years of experience in recruitment or HR, with at least 2 years in mass recruitment / direct labor hiring.
• Experience in manufacturing environment is strongly preferred.
• Experience in furniture, garment, footwear, textile, wood, industrial manufacturing or labor-intensive industries is an advantage.
• Experience managing recruiters, recruitment coordinators, CTVs or field recruitment teams is preferred.

3. Skills and Abilities

• Strong understanding of mass recruitment process and labor market dynamics.
• Good sourcing capability through both online and offline channels.
• Good knowledge of Facebook, Zalo, TikTok and local community-based recruitment.
• Strong candidate follow-up and conversion management skills.
• Good communication, coordination and stakeholder management skills.
• Ability to work with production leaders and understand manpower urgency.
• Strong data tracking and reporting skills.
• Good Microsoft Excel and PowerPoint skills.
• Ability to analyze recruitment data and propose practical actions.
• Basic understanding of labor law and recruitment compliance.
• English communication is an advantage but not mandatory, depending on business requirement.

4. Personal Attributes

• Hands-on, proactive and result-oriented.
• Able to work under pressure and manage urgent hiring needs.
• Strong sense of ownership and accountability.
• Good leadership and team supervision capability.
• Energetic, flexible and willing to travel for field recruitment.
• Practical, disciplined and detail-oriented.
• Good problem-solving mindset.
• Positive attitude and strong service mindset toward candidates and internal customers.