At Easterseals of Chicagoland and Greater Rockford, we are committed to two – often interconnecting - pillars of work……early learning and disability. Through these pillars, we transform the lives of early learners and individuals of all abilities through access to expert educational, family, and community support. As an affiliate of America’s largest nonprofit healthcare organization, we have proudly served the communities and families of Chicagoland and Greater Rockford since 1936. 

For more information about our organization, please visit us online at www.eastersealschicago.org.

The Talent Acquisition Specialist supports Early Learning Services sites throughout Chicago and surrounding suburbs by recruiting and hiring qualified staff for Easterseals Early Learning services in compliance with the Head Start Program Performance Standards, the Head Start Act, and the Illinois State Board of Education requirements.  

We are seeking a dynamic and experienced Talent Acquisition Specialist to join our Human Resources team. The successful candidate will play a crucial role in attracting, recruiting, and hiring top talent for our Early Head Start and Head Start programs. This position requires a strategic thinker with excellent communication skills and a passion for early childhood education.

As a Talent Acquisition Specialist, you will be responsible for developing and implementing comprehensive recruitment strategies tailored to the unique needs of our Early Head Start and Head Start programs. You will work closely with program directors, hiring managers/coordinators, and other stakeholders to identify staffing needs, define job requirements, and ensure a thorough understanding of the roles you are recruiting for.

This position is headquartered at Easterseals Chicago Location at 1939 W 13th Street, Chicago, IL 60608.  

MAJOR FUNCTIONS/ACCOUNTABILITIES:

• Investigate and determine employee needs: Collaborate with hiring leaders to understand the specific skills and qualifications required for each role, ensuring alignment with organizational goals. Regularly review and adjust hiring criteria based on evolving program needs and feedback from current employees.
• Develop sustainable talent acquisition and hiring plans and strategies: Create comprehensive recruitment plans that address both short-term and long-term staffing needs while promoting diversity and inclusion. Implement metrics to measure the success and efficiency of these strategies over time.
• Design, plan, and execute employer branding activities: Develop and implement campaigns that highlight our organization's values, mission, and unique workplace culture to attract top talent. Leverage social media, career websites, and other platforms to enhance visibility and engagement with potential candidates.
• Encourage employees to be brand ambassadors: Foster a culture where employees actively promote the organization through their networks and social media, enhancing our reputation as an employer of choice. Provide training and resources to help employees share positive experiences and achievements.
• Source and find candidates qualified for open positions: Utilize a variety of sourcing methods, including online job boards, social media, and networking events, to identify and engage potential candidates. Develop relationships with local educational institutions and professional organizations to create a steady talent pipeline.
• Perform analysis of hiring needs and provide employee hiring forecasts: Use data and trends to predict future hiring needs and develop proactive strategies to address potential staffing shortages. Provide regular reports to leadership with insights and recommendations based on hiring forecasts.
• Design, plan, and execute selection processes: Create structured and fair selection processes that include a variety of assessment methods to evaluate candidates comprehensively. Train hiring managers on best practices for conducting interviews and assessing candidate fit.
• Review employment applications: Ensure thorough review and compliance with organizational standards and during the hiring process. Identify any discrepancies or red flags and take appropriate action as needed.
• Manage full-cycle recruiting process for all ELS positions: [CS1] Ensure effective and timely processes are deployed from initial outreach through onboarding (sourcing, scheduling, interviewing, recruitment marketing, pipeline management, offers, onboarding, etc.)
• Find bottlenecks in the recruiting process: Continuously analyze the recruitment workflow to identify inefficiencies or delays, implementing solutions to streamline the process. Conduct regular reviews and gather feedback from both candidates and hiring managers to make necessary adjustments.
• Use sourcing methods for hard-to-fill roles: Employ specialized sourcing techniques, such as targeted networking, industry-specific job boards, and direct outreach, to identify and attract candidates for challenging positions. Build and maintain a network of contacts in relevant fields to support ongoing recruitment efforts.
• Attend career and college fairs, and similar events: Represent the organization at various recruitment events to promote job opportunities and connect with potential candidates. Develop relationships with academic and professional institutions to enhance recruitment efforts and build a strong talent pipeline.
• Create and present KPI reports: Develop comprehensive reports that provide insights into recruitment metrics, trends, and outcomes. Present findings to leadership and stakeholders, highlighting successes, challenges, and areas for improvement in the recruitment process.
• All other duties as assigned.

Education/Certification:

• Required: Bachelor's degree in Human Resources, Early Childhood Education, or a related field, or equivalent combination of education and experience.

Experience Requirements:

• 3+ years of experience in talent acquisition, preferably in early childhood education or a nonprofit organization.
• Knowledge of Early Head Start and Head Start programs is highly desirable.

Required Knowledge:

• Microsoft Office Suite or related software including Microsoft Teams.
• Strong knowledge of recruitment strategies and best practices.

Vehicle/Transportation Requirements:

• Valid driver’s license
• Auto insurance
• Reliable vehicle

Skills/Abilities:

• Excellent interpersonal and communication skills, both written and verbal.
• Ability to build and maintain relationships with candidates, hiring managers, and external partners.
• Proficiency in applicant tracking systems and HR software.
• Strong organizational and time management skills, with the ability to manage multiple priorities.
• Commitment to diversity, equity, and inclusion in the workplace.
• Ability to multi-task in a high-stress environment. 
• Ability to interact with diverse personalities.
• Strong analytical and problem-solving skills.
• Technologically adept – comfort, familiarity, and ability to learn and use a variety of computer applications. Intermediate-level knowledge of Microsoft Word, PowerPoint, Teams, Outlook, and Excel. Ability to use internet browsers, and video conferencing.

ADA: Easterseals will make reasonable accommodations in compliance with the Americans with Disability Act of 1990. Unless exempted by the Americans with Disabilities Act, all persons hired for this position are required to possess the ability to perform the physical tasks necessary to treat clients, i.e., bending, floor-sitting, etc., as well as to have the ability to lift up to 50 pounds frequently.