Purpose:

Ensures recruitment expectations and metrics are achieved and employment processes adhere to prescribed standards; serves as employment recruiter; assists with the administration and strengthening of employment/recruitment protocols, communications, and media; promotes the organization as a viable employer of choice organization; and contributes to the daily operations of the Human Resources department.

Accountabilities:

• 1. Ensures recruitment expectations and metrics are achieved and employment processes adhere to prescribed standards.
• 1.1. Ensures comprehensive understanding of job search expectations (collaborating with hiring manager and/or other constituents, performing job analysis [job description review, interviews, job shadowing, research, etc.], formulating ideas to optimize recruiting outcomes, making recommendations, initiating action, monitoring effectiveness, etc.).
• 1.2. Composes and places ads in a variety of media [job postings, professional publications, Internet, agencies, etc.] (producing verbiage, reviewing ads for accuracy and/or quality, partnering with management [determining needs/specifications, obtaining feedback on content, seeking input on ad placement, maintaining regular communications, etc.], editing content, identifying and obtaining approval for ad placement [as needed], etc.).
• 1.3. Assists with recruitment actions and processes (maintaining the applicant tracking system, monitoring processes for effectiveness, developing position specific questions, producing interview guides, devising/developing and utilizing appropriate methodologies to accurately and comprehensively evaluate applicants, etc.).
• 1.4. Selects / conducts candidate interviews [staff, professional, management] (reviewing applications and resumes, talking with applicants, determining relevance of education and/or experience against position standards, assessing suitability [skills, qualifications, communication, culture, etc.] for position, evaluating results/outcomes, making recommendations/referrals, etc.).
• 1.5. Coordinates candidate interviews with hiring managers (monitoring activities, disseminating information, following up with interview team, moving applicant to next phase, etc.).
• 1.6. Partners with HR Coordinator to ensure timely and accurate collection and maintenance of applicant data [references checks, background investigations, data entry, document collection/verification, drug screens, etc.] (following approved protocols, ensuring legal compliance, ensuring all “pre-employment” processes have been met within HR control prior to offers of employment being extended, reviewing/producing reports, etc.).
• 2. Assists with the administration and strengthening of employment/recruitment-related Human Resources protocols, communications, and media [department Web page, policies and procedures, announcements, etc.].
• 2.1. Supports recruitment strategies (meeting defined expectations accurately and timely, effectively executing tasks/assignments, identifying and suggesting needs/direction, managing assigned job searches, monitoring assigned initiatives, adopting new/improved approaches, etc.).
• 2.2. Produces and presents protocols [new and revised] for consideration (preparing proposals/recommendations, accurately producing materials, effectively communicating to “need to know” constituents, etc.).
• 2.3. Contributes to the advancement of enhanced services through utilization of appropriate technology for recruitment, processing, and maintenance (conducting thorough and timely research and evaluation of electronic data processing [online applications, communications, applicant flow, etc.] serving as HRMS expert for the employment suite [recruitment & onboarding], proposing improvements, collaborating with the employment team, developing action plans, assisting and/or leading the implementation, providing feedback on the effectiveness of system enhancements, etc.).
• 2.4. Helps ensure the organization’s web site is current and supportive of employment recruitment (monitoring the site, identifying improvements/enhancements, discussing recommendations with the employment team, developing and submitting content, etc.).
• 3. Promotes the organization as a viable employer of choice organization.
• 3.1. Participates in community opportunities [job fairs, college campuses, workshops, conferences, etc.] and cultivates external relationships with a variety of sources (attending events, networking with industry experts and prospective candidates, forming partnerships, etc.).
• 3.2. Identifies passive job seekers (sourcing through various databases and job boards, conducting cold calls, soliciting referrals internally & externally, communicating to prospective candidates using a variety of mediums, etc.).
• 3.3. Accurately, timely, and effectively produces and distributes communications to potential candidates, hiring managers, agencies, and external constituents (designing documents, generating flyers, developing correspondence promoting the company, etc.).
• 4. Contributes to the daily operations of the Human Resources department.
• 4.1. Assists with the onboarding process (suggesting topics to include, making recommendations for modifications, producing checklists and communications, designing forms/processes, helping with new employee onboarding activity, facilitating manager interactions with new employees, conducting follow-up assessments, communicating findings [as needed] with appropriate management, etc.).
• 4.2. Achieves accurate and timely completion of internal processes (monitoring employment workflow, helping with special projects, initiating action [as appropriate], etc.).
• 4.3. Assists in ensuring attainment of standards, protocols, and adherence to compliance requirements [legal and regulatory] (monitoring activity, examining documents and protocols for adherence, conducting research, gathering information, assessing opportunities for improvement/enhancements, keeping abreast of needed/required updates and modifications, keeping TRR and VP of HR apprised, making recommendations for appropriate action, streamlining options, helping with system maintenance and implementation of revised processes, etc.).
• 5. Contributes to team effort by performing other duties as needed/assigned.

Experience: 

One year experience in a recruiting position, with particular emphasis in all employment functions. Six months applicant tracking experience desired. Computerized database, word processing, and spreadsheet experience required. Experience working with a HRMS, including working knowledge of online applicant tracking systems, a plus. 

Skills & Abilities: 

Exceptional verbal and written communications skills, including the ability to write and speak concisely, succinctly, and accurately in a style appropriate to the audience. Must have excellent interpersonal skills and be at ease in conversing with constituents at all levels. Must have the ability to be diplomatic at all times, while exercising excellent judgment and discretion as appropriate. Persuasive, tactful and discreet with excellent follow-through essential. Must have excellent organizational skills, be detail-oriented, able to effectively multi-task.  Demonstrated or proven ability to set priorities, attain deadlines, while balancing multiple projects. Flexible and adaptable as demands and focus shift. Ability to interpret and apply new information and/or laws to employment and talent management. Must be self-directed, a self-starter, and have the ability to work under minimum supervision. Must be tech-savvy and proficient with Microsoft Office. Familiarity with EEO and employment laws essential.