Job description
24 Seven is partnering with our sportswear client to find them a Senior Recruiter to join their team this Spring in this exciting opportunity on a remarkable team. Please see brief description below:Job Description:
- Gathers job level and department/function level hiring needs and helps to identify new target companies, schools, community organizations/professional associations, and geographies to target; identifies relevant business schools and universities as partners to drive the pipeline of talent.
- Builds and communicates effective sourcing, assessment & selling strategies at the job level & department/function level.
- Participates in workforce planning discussions with the business; leverages historical data/metrics to predict ROI for plans/strategies.
- Collegiate Manager: manages inter program; sets framework for Intern Forum to track and re-hire where appropriate.
- Collegiate Manager: build, create and deliver comprehensive international development program.
- Leverages the right sourcing "tool" for the job focusing on source that net the highest ROI.
- Educates Hiring Managers on the candidate marketplace and pushes back on unrealistic candidate profiles.
- Targets and recruits active and passive candidates and leads and builds pipelines ahead of demand.
- Leverages Hiring Manager networks to turn hiring teams into talent scouts.
- Presents the most qualified candidates, as evidenced by a high interview to offer ratio.
- Skilled in interviewing methodology and industry best practices and teaches Hiring Managers the assessment philosophy, processes, ideal interview team and focus areas.
- Captures feedback on candidate experience to drive changes and ensures each interviewer's feedback is heard and doesn't let Hiring Managers make short term/desperation hires.
- Pre-closes candidates and can effectively develop and present fairly complex offers to entry through senior level candidates.
- Skilled in offer negotiation and coaching managers on the selling strategy.
- Can confidently articulate core employee value proposition to all levels of candidates.
- Knows how and when to engage the right people (who) in the business for planning, strategy, tactics, and process; navigates the matrix effectively.
- Gets HR partners involved in the right issues, at the right time.
- Escalates issues only as needed; can handle most issues without escalation.
- Manages candidate and prospect relationships effectively by leveraging a system for keeping them warm and engaged.
- Regularly receives leads and marketplace insights from industry contacts; attends key business staff meetings.
- Dissects candidate and hiring manager experience feedback to understand how to create a premium candidate experience and more effective relationships.
- Solicits and accepts feedback and suggestions from peers and stakeholders.
- Provides recommendations to improve the recruiting tools and templates uses.
- Can teach Hiring Managers how to identify and use the right "tool" to recruit, assess, and close top talent.
- Maximizes the use of recruitment programs.
- Trains new managers on recruiting goals, roles, processes, and timelines.
- Leverages historical data and metrics/goals to set expectations with Hiring Managers. Meets regularly with Hiring Managers and business leaders build relationships and establish a presence and open communication channels.
Skills:
- Previous experience and/or skills with executing talent fulfillment processes required and experience utilizing recruiting and ERP applications.
- Firsthand experience utilizing PeopleSoft, SAP, applicant tracking software and web applications.
- Demonstrated success managing Talent Acquisition processes either within consultancy / agency environment or in-house corporate.
- Excellent oral, written and presentation skills are a must, including finely-tuned people acumen and interpersonal skills.
- Demonstrated collaborative orientation in team environment and a very high level of personal efficiency.
- Ability to effectively interface and develop internal partnerships with strong emphasis placed on leading without authority and peer-to-peer coaching.
- Deep understanding of talent acquisition and its relationship to talent business needs and manage candidate engagement within challenging recruitment process.
- Ability to deliver results with little supervision, and to effectively manage multiple projects and candidates.
- Ability to meet standard measurements of success for staffing such as, annual hiring plan and cost/time to hire standards.
Expired job
