POSITION SUMMARY

The Talent Acquisition Specialist facilitates effective staffing for the Company; they do this by assessing the staffing needs and then identifying and recruiting talented individuals to fill those needs. Responsibilities include sourcing candidates through various channels, planning interview and selection procedures, and participating in career events.

ESSENTIAL DUTIES & RESPONSIBILITIES include the following. Other duties may be assigned.

  • Evaluate and screen candidates via calls or emails, as well as facilitating pre-hire assessments.
  • Responsible for company’s workforce planning strategy; forecast annual hiring needs by department and division.
  • Ensures vacant positions are filled in a timely manner through internal and external recruitment; with a target of meeting the national recruitment time to fill.
  • Partners with HR collegues to conduct job analysis to determine the essential job functions and personnel qualifications require to be successful in the role.
  • Develops and maintains a job description library with updated and approved job descriptions for all positions within the company.
  • Keep up-to-date with relevant hiring laws and regulations, including the uniform guidelines. .
  • Maintain an active recruitment source database with industry partners such as staffing agencies, schools, and job boards.
  • Establish and lead the employment branding strategy in alignment with the company’s objectives.
  • Collaborate with the Communication Specialist to develop and publish talent acquisition communication.
  • Provide training and support to HR Specialists for the overall recruitment cycle.

Maintain a strong internal recruitment strategy to prioritize internal promotions.

  • Plan interview and selection procedures, including screening calls, assessments, and in-person interviews.
  • Coordinate, and attend job fairs and recruitment events.
  • Assess candidate information, including resumes and contact details.
  • Assess candidates’ knowledge, skills, and experience through assessments.
  • Maintain an active talent pool by fostering long-term relationships with past applicants and potential candidates.
  • Ensure assessment batteries are created in alignment with position skill requirements.
  • Evaluate effectiveness of pre-hire assessment service.
  • Establish an annual budget based on recruitment needs and maintain a monthly expense report to itemize position recruitment expenses.
  • Process purchase orders for recruitment related expenses and ensure payments are processed timely.
  • Monitor companywide recruitment related metrics such as time to fill, cost, and retention.
  • Monitor and maintain an active list of open personnel requiosition forms and ensure forms are complete and approved. Ensure that an intake meeting is submitted for all personnel requisitions.
  • Enter resumes into the Applicant Tracking System and ensure records are updated to reflec steps taken in the selection process.
  • Develop templates to be used for recruitment related communication, such as interview confirmations, pre-hire assessment, and rejection notices.
  • Conduct background and reference checks for new hires in select positions and review results to verify clearance.

COMPETENCIES

Action Oriented – Performs work energetically. Seizes opportunities. Reacts quickly to critical situations.

Collaboration and Teamwork – Interacts constructively with internal and external parties. Actively seeks or invites colleagues’ or stakeholders’ input in decision-making, especially those of different view. Shares best practices across the organization.

Dependability – Refers to the ability to be relied upon to perform a task in the way required and to complete the assigned job duties and responsibilities.

Communication – Communicates with clarity, candor, and good effect both orally and in writing. Has good judgment about what information is important and what is not.

Business Acumen- Understands business implications of decisions.

Strategic Thinking- Develops strategies to achieve organizational goals.

QUALIFICATIONS

Education and Experience

  • Bachelor’s degree in Human Resources, Business Administration, or related field.
  • Previous experience developing and executing recruitment marketing and branding strategies.
  • Experience in the continual development of talent pipelines and sourcing.
  • Hands-on experience with full-cycle recruiting using various interview techniques and evaluation methods.

Language

  • Bilingual in English and Spanish.

Skills

  • Firm understanding and implementation of recruiting metrics to drive decision-making is strongly preferred.
  • Excellent written and verbal communication skills.
  • Familiarity with social media, resume databases and professional networks.
  • Excellent time and workload management skills, ability to prioritize, ability to work independently, high attention to detail.
  • Strong time management skills with a proven ability to meet deadlines.
  • Ability to function well in a high-paced and at times stressful environment.
  • Proficient with Microsoft Office Suite or related software.

Miscellaneous

  • Reports to:  Talent Acquisition Manager
  • Supervisory Responsibilities: None
  • Status: Non-Exempt

WORK ENVIRONMENT

The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

While performing the duties of this job, the employee will be exposed to a typical office environment—prolonged periods sitting at a desk and working on a computer. However, employee is expected to travel to different locations (within 50-mile radius distance from primary location) to interact with employees in multiple processes.