Remote Job

Corporate Recruiter

Collabera

• Posted : 2 years ago

Duration : 24 months

Description:

Collaborates on Talent Acquisition initiatives to enhance the candidate experience and add value to our Talent Acquisition Team. Researches, learns, and applies understanding of TA tools, systems, principles, and best practices for end-to-end recruiting lifecycle to identify, source, and hire qualified, diverse candidates. Provides best practices in recruiting that align with corporate objectives, workflows, and processes while considering business, industry, legal, and compliance factors to enable TA solutions.

The responsibilities of this role include:

• Working independently with little supervision.
• Making decisions that are moderate in impact; errors may have financial impact or effect on projects, operations, or customer relationships; errors may require involvement beyond immediate work group to correct.
• Using verbal and written communication skills to convey complex and/or detailed information to multiple individuals/audiences with differing knowledge levels. May require strong negotiation and influential communication to large groups or high-level constituents.
• Having a moderate amount of influence over key organizational decisions (e.g., is consulted by senior leadership to provide input on key decisions).
• Completing tasks that do not have defined steps; simultaneous use of multiple mental abilities is generally required to determine the best approach; mistakes may result in significant rework.
• Exercising substantial creativity to innovate new processes, procedures, or work products within guidelines or to achieve established objectives.
• Occasionally participates in strategic planning within own area affecting immediate operations.

Principal Duties and Responsibilities:

• Applies and shares an understanding of tools (e.g., LinkedIn, ATS) and strategies to build a network in order to quickly and effectively fill high volume/niche roles while helping to lead multiple workstreams.
• Applies deep and broad TA knowledge and principles while occasionally mentoring others on programs, policies, processes, labor law (where applicable), interviewing, compensation, negotiation, or business and industry factors to compliantly source, recruit, hire, onboard, transfer and disposition a high volume of candidates.
• Gathers, integrates, interprets, and shares data and information from various sources (TA dashboards, supervisors, stakeholders) across multiple teams to help others understand moderately complex issues; leads efforts to develop comprehensive solutions.
• Pulls appropriate reports for advanced data-based engagement discussions with hiring managers.
• Manages moderately complex data for mid-sized projects and conducts high-quality, advanced analyses to resolve complex issues.
• Proactively communicates requisition-level hiring status and updates to the hiring manager.
• Seeks opportunities to collaborate and develop effective working relationships with key individuals within and outside team to accomplish mutual goals; shares relevant information with team leadership and members to meet team goals.
• Completes work (requisition fulfillment, sourcing, etc.) on time with minimal guidance; ensures details across multiple tasks are completed accurately and with high quality.
• Supports and provides constructive feedback junior team members.

Required Competencies: (All competencies below are required upon entry)

• Analytical Skills - The ability to collect information and identify fundamental patterns/trends in data. This includes the ability to gather, integrate, and interpret information from several sources.
• Building Trusting Relationships - The ability to build trusting, collaborative relationships, and rapport with different types of people and businesses. This includes delivering on commitments and maintaining confidential information, as well as being approachable, and relating well to people regardless of personality or background.
• Communication - The ability to convey information clearly and accurately, as well as to choose the most effective method of delivery (e.g., email, phone, face-to-face) for technical and non-technical information.
• Creating the New and Different - The ability to be creative. This includes the ability to produce breakthrough ideas, being a visionary, managing innovation, having broad interests and knowledge, and gaining support in order to translate new ideas into solutions.
• Decision-Making - The ability to make quick, accurate decisions. This includes the ability to weigh alternatives and take into account the impact of the decisions on people, equipment, or other resources.
• Getting Work Done - The ability to be organized, resourceful, and planful. This includes the ability to leverage available resources to get things done and lay out tasks in sufficient detail. This also includes the ability to work on multiple tasks at once without losing track, and foresee and plan around obstacles.
• Technical Knowledge - Knowledge of the principles and practices for end-to-end recruiting lifecycle for diverse talent in order to support TA strategies, processes, and programs (e.g., expat, immigration, relocation). This includes knowledge of TA systems and tools (e.g., ATS) and business, industry, legal, and compliance factors to enable TA solutions that add business value.

Minimum Requirements:

• Bachelor's degree or equivalent and 5+ years of recruiting experience. OR
• Associate's degree or equivalent and 7+ years of recruiting experience. OR
• High school diploma or equivalent and 9+ years of recruiting experience.

Preferred Requirements:

• Bachelor's degree or equivalent in Business, Engineering, Human Resources, Humanities, Psychology, or related field.
• 7+ years of full-cycle recruiting experience in the technology industry.
• 4+ years of work experience in one or more of the following areas: ATS (i.e., Workday), labor and employment relations, interviewing, compensation, benefits, sourcing, talent acquisition metrics, program management, and designing and implementing process improvements, and strategic workforce planning.
• 3+ years of work experience in a role requiring interaction with senior leadership (e.g., Sr. Director level and above)
• 3+ years of work experience in a global, matrixed organization.
• 1+ years of work experience in a leadership role with direct reports (only applies to positions with direct reports).

ATS,full-cycle recruiting,Corporate Recruiting - provided by Dice

Skills

• recruiting
• workday
• hris