Microsoft Recruiter Early Profession 

United States, Washington 

141225644

Required Qualifications

• Bachelor's Degree AND 2+ years talent acquisition experience (e.g., recruiting, sourcing), HR experience, or industry experience related to role
  • OR equivalent experience.
• 1+ years experience in strategic planning, capacity planning, program management, workback planning, or process improvement.

Preferred Qualifications

• Related experience working with candidates and stakeholders across multiple countries
• LinkedIn Recruiter Certification
• Experience with offer negotiations across multiple professions and disciplines
• French and/or Spanish language fluency

Certain roles may be eligible for benefits and other compensation. Find additional benefits and pay information here:Microsoft will accept applications for the role until December 11, 2024.

Stakeholder/Client Engagement

• Executes a hiring plan within aligned business groups. Balances multiple timeframes and expectations for budget, scope, and time.
• Identifies differentiated and alternative types of talent (e.g., compete, diverse, nontraditional) that may not be typically considered, and provides recommendations to business area.

Data Analysis & Hiring Plans

• Reviews data and market research and consults with the business to recommend and implement a hiring plan that addresses both business demand and talent availability. Reviews and analyzes data to improve staffing performance.

Candidate Attraction

• Elicits interest in active and potential candidates by using business stories that represent Microsoft’s unique career possibilities, advantages, and rewards that are distinct from those of competitors.

Candidate Experience

• Maintains candidate satisfaction at all phases of the relationship by leveraging motivators and incentives to engage candidates and prepare them for next phases of the process. Identifies approaches to enhance candidate experience throughout hiring plans.

Talent Sourcing

• Uses an understanding of talent markets and complex candidate profiles, as well as relationships with talent pools and communities, to identify, secure, and/or develop candidates for immediate and near-future needs and pipelines.
• Develops a pipeline that generates strategic and differentiated candidates to meet the future talent needs of the business. Identifies unique and non-traditional talent sources (e.g., university recruiting).

Candidate Assessment & Screening

• Leverages tools and assessment frameworks from Operations teams and Center of Excellence to assess candidates.
• Executes initial screening and assessing of candidates. Identifies and gathers information (e.g., ability to hire, relocation, immigration, compensation) to qualify talent pool.

Operational Compliance & Excellence

• Uses an understanding of the entire staffing lifecycle to apply the appropriate internal and external staffing policies, standards, and/or regulations to all stages of the staffing process. Educates clients on the appropriate processes and policies to ensure that compliance requirements are met.
• Maintains current documentation on candidates’ qualifications and status in the appropriate staffing or tracking system, within compliance guidelines (e.g., Office of Federal Compliance Programs, General Data Protection Regulation). Captures relevant data in recruiting platform and leverages data to inform meaningful insights.

Other

• Embody our and