Key Responsibilities:
- Works with client Hiring Managers and business unit leaders to define and document hiring forecasts
- Upon approval of a new requisition, work with hiring manager to obtain role briefing and to agree sourcing strategies and timelines
- Work within predefined recruitment processes while monitoring that process to identify, recommend areas, improve and to always ensure best practices
- Identify and implement new methods with the approach for sourcing of candidates and generating new leads
- Meet weekly/monthly/quarterly production goals and revenue targets as set by management team
- Utilize Applicant Tracking System (and other program tools)
- Use detailed screening and selection criteria to identify qualified candidates and determine the relevant strength of the candidates in the pool
- Participate in client meetings at the direction of the Talent Acquisition Manager/Executive and/or Client Relationship Director
- Be accountable for keeping the Applicant Tracking System (ATS) accurately updated at all times
- Develops candidate interest for available positions and client companies
- Identifies target companies, user groups, professional associations which could inform search parameters
- Develops a network of referrals
- Uses networking opportunities such as local community groups or professional associations to identify referrals for qualified candidates
- Manages projects including email marketing, competitor organizational chart mapping, mapping professional and alumni associations, social media, cold calling, and social activities
- Assessing need, organizing, and running information career webinars and campaigns
- Cold call campaigns
- Determines advertising venues
- Works within a budget agreed with the Talent Acquisition Manager/Executive
- Consults on timeline expectations and manages the requisition in line within it
- Consults on job description
- Performs queries and searches in Applicant Tracking databases for qualified candidates
- Searches the internet using search engines, user groups or Blogs and other creative techniques to find qualified candidates
- Sources, screens, and submits candidates to the Client focal as assigned
- Identifies user groups and professional associations which could lead to qualified candidates
Required Technical and Professional Expertise
- At least 6+ years of experience recruitment best practices
- At least 6+ years of experience building relationships and consulting with Hiring Managers through the open requisition, sourcing, debrief and offer stages in a face-to-face environment
- At least 6+ years of experience in computer skills including in-depth internet knowledge and proficiency in Word, Excel, Power Point, Internet, and database applications
Preferred Technical and Professional Expertise
- Has RPO experience with hiring management exposure and/or experience
- At least 6+ years of experience recruitment best practices
- At least 6+ years of experience building relationships and consulting with Hiring Managers through the open requisition, sourcing, debrief and offer stages in a face-to-face environment
- At least 6+ years of experience in computer skills including in-depth internet knowledge and proficiency in Word, Excel, Power Point, Internet, and database applications