As a recruiter for Direct Resource Solutions LLC,
you play an important role in our growth.
We are looking for Talent Acquisition Specialist for our HR Business Department to manage full lifecycle recruiting. Our HR Business Partners are not just doing the transactional elements of HR, but integrating with their business unit as a strategic partner to assist leaders in crafting programs and policies that support the growth of our company. Our Talent Acquisition Specialist will mainly manage the staffing for all of Direct Resource Solutions LLC , and therefore will be responsible for delivering high quality professional candidates, and advancing the company brand across numerous markets and professional communities.
1. Understand the company’s recruitment needs.
Being able to match a candidate with a position begins with understanding our company goal to find great candidates to fill positions. Finding and recruiting the right top talent is a difficult process.
2. Identify talented candidates to fill open positions
Once a recruiter has a solid understanding of the positions that need to be filled, it’s time to look for candidates to fill those positions. This involves posting job opportunities and marketing on a wide array of platforms such as social media, online job boards, and other various forms. The recruiters must research a vast diverse portfolio of candidates through these platforms and tapping into a network of existing contacts who may have additional leads. After talented candidates have been identified, recruiters will reach out to them to find out more about the skills, experience and career goals in order to determine if they’re a good match for the positions.
3. Engagement
Recruiting the right individual takes many resources both in the time spent in looking for and qualifying the right candidates The key to an engaged employee begins before their first day on the job. Ensuring that your recruiting process is organized and timely will set the stage for the new hire’s level of engagement on day one. Finally, being supportive during their initial on-boarding and providing plenty of feedback will ensure that you maintain an open line of communication ensuring that your new employee is learning the systems, tasks, and their role with the client.
4. Guide candidate through the enrollment process
Since we have so many different servicing opportunities available the Customer Support Professional's decisions will often involve several key players. Setting up times and methods of contact will usually involve a lot of planning. This includes finding times that work for everyone, coordinating logistical details such as client pay and upcoming course dates and times and ensuring that both interviewers and candidates are prepared. In addition to setting up these conferences, recruiters need to also set up systems for collecting and processing feedback so that they know where candidates stand following their conversations.
5. Follow up with candidates
The final and most important component of the recruiter’s role is following up with candidates to let them know the status of their progress. This includes informing candidates of new clients and course dates and or any changes that have been made. Communication is key with this position as things on our platform change on a daily basis. It is crucial that the recruiter logs into the platform multiple times a day to ensure they have the most up-to-date information regarding this and other company topics of change.
1. Understand the company’s recruitment needs.
Being able to match a candidate with a position begins with understanding our company goal to find great candidates to fill positions. Finding and recruiting the right top talent is a difficult process.
2. Identify talented candidates to fill open positions
Once a recruiter has a solid understanding of the positions that need to be filled, it’s time to look for candidates to fill those positions. This involves posting job opportunities and marketing on a wide array of platforms such as social media, online job boards, and other various forms. The recruiters must research a vast diverse portfolio of candidates through these platforms and tapping into a network of existing contacts who may have additional leads. After talented candidates have been identified, recruiters will reach out to them to find out more about the skills, experience and career goals in order to determine if they’re a good match for the positions.
3. Engagement
Recruiting the right individual takes many resources both in the time spent in looking for and qualifying the right candidates The key to an engaged employee begins before their first day on the job. Ensuring that your recruiting process is organized and timely will set the stage for the new hire’s level of engagement on day one. Finally, being supportive during their initial on-boarding and providing plenty of feedback will ensure that you maintain an open line of communication ensuring that your new employee is learning the systems, tasks, and their role with the client.
4. Guide candidate through the enrollment process
Since we have so many different servicing opportunities available the Customer Support Professional's decisions will often involve several key players. Setting up times and methods of contact will usually involve a lot of planning. This includes finding times that work for everyone, coordinating logistical details such as client pay and upcoming course dates and times and ensuring that both interviewers and candidates are prepared. In addition to setting up these conferences, recruiters need to also set up systems for collecting and processing feedback so that they know where candidates stand following their conversations.
5. Follow up with candidates
The final and most important component of the recruiter’s role is following up with candidates to let them know the status of their progress. This includes informing candidates of new clients and course dates and or any changes that have been made. Communication is key with this position as things on our platform change on a daily basis. It is crucial that the recruiter logs into the platform multiple times a day to ensure they have the most up-to-date information regarding this and other company topics of change.
Whether it’s setting a hiring goal or finding a great person to fill a position, recruiters are responsible for helping the company figure out our employment needs and then filling those roles with talented people.
if you think being a recruiter might be a good fit for you and HELPING PEOPLE GET HIRED SOUNDS LIKE SOMETHING YOU’D LIKE TO DO, we invite you to apply below and one of our HR Business partners will contact you!
Responsibilities
Talent Acquisition Specialist Responsibilities (Greatest area of responsibility & ownership)
Talent Acquisition Specialist Responsibilities (Greatest area of responsibility & ownership)
- Provide full lifecycle recruiting within
- Confer with senior leadership to identify workforce needs and workforce planning strategies.
- Write complete and detailed job descriptions, in partnership with the business leader, ensuring an understanding of job duties responsibilities and business requirements.
- Develops a thorough understanding of the department culture and uses that understanding to help candidates fully understand the opportunity.
- Develop and maintain strong working relationships with company leaders, vendors, community organizations, and other team members to create a partnership that yields success, predictable results and credibility. Works with a sense of urgency, and communicates proactively.
- Participates in the development of ongoing creative sourcing strategies.
- Develops an effective pipeline of key talent potentially available for immediate hire as succession planning needs dictate.
- Stays informed of trends and innovative recruiting techniques in order to be competitive in cutting edge recruiting practices.
- Leverage online recruiting resources such as LinkedIn, Indeed, Career Builder, Zip Recruiter and other job boards to identify and recruit the very best candidates.
- Review resumes and credentials for appropriateness of skills, experience and knowledge in relation to position requirements.
- Provide complete, accurate, and inspiring information to candidates about the company and position.
- Prescreens candidates. Create and present prescreening questions to hiring managers for collaboration and approval.
- Manage screening tools/processes, communication with candidates, and the presentation, selection, offer, negotiation, closing, and administrative components involved in full lifecycle recruiting.
- Conducts follow-up calls and quality-improvement studies with hiring managers and new hires.
- Maintain accurate and well-ordered documentation on all candidates, searches, hiring managers interactions, and other recruiting activities.
- Responsible for all retention activities of all new hires and current employees.
- Consult with business leaders and provide HR guidance, when necessary.
- Assess and anticipates Human Resource related needs.
- Maintain awareness of the culture, growth plans, financial position, and competitive landscape for your business units.
- Mediate and resolve complex employee relations issues; conduct thorough and objective investigations when necessary; address grievances.
- Ensure regulatory compliance with legal requirements pertinent to the day-to-day leadership of employees; collaborate with legal when necessary.
- Find ways to build morale, improve workplace relationships, and boost productivity and retention.
- Collaborate with colleagues in the HR department to develop policies, programs, and solutions.
- Interpret human resources policy to company leadership.
- Analyze data trends and metrics to inform business decisions.
- Provide input on workforce and succession planning.
- Write offer letters for promotions, transfers, and new hires in collaboration with department Leadership.
- An expert level of knowledge in all full lifecycle recruiting components including, but not limited to, sourcing, qualifying, networking, assessing, legal, job analysis, wage and salary trends, relationship management, and due diligence.
- Demonstrated ability to recruit for a broad/deep range of positions, and up to 25 positions at a time.
- Knowledge and extensive past use of a server-based applicant tracking system.
- An understanding of HR functions and best practices.
- Current knowledge of legal requirements related to human resources and employee management, including workers’ compensation, and federal and state employment laws.
- Demonstrable experience with HR metrics.
- Demonstrated ability to command the attention and respect of senior level leaders.
- Excellent project management, writing, and oral communication skills are required.
- Excellent leadership skills.
- Ability to handle sensitive and confidential information appropriately.
- Strong initiative and solid judgment skills/abilities.
- Must be technically savvy and have a high learning agility.
- Analytical and goal oriented.