Recruiter, Talent Acquisition

Recruiter, Talent Acquisition

6 Months Contract - Temp to Perm

Fort Worth, TX

Onsite

Position will be 100% onsite and does have the opportunity to convert

Interviews will be 2 rounds; 1st virtual, 2nd in person

Top 3 to 5 skillsets / years of experience :

2-5 years experience with talent Acquisition

Familiarity with SuccessFactors desired

Microsoft Office proficiency

Excellent communication skills

Minimum Qualifications- Education & Prior Job Experience :

Bachelor s degree in relevant field or equivalent experience / training

2 years experience recruiting for open positions

1 year reporting experience relative to Talent Acquisition performance and metrics

Skills, Licenses & Certifications :

Excellent relationship management skills, ability to establish credibility, and partner with leaders to identify talent gaps, needs, risk and plans for actions

Ability to demonstrate a strong customer orientation and influencing skills

Knowledge of employment law, corporate recruitment practices

Ability to lead

Knowledge of competency-based interviews and assessment techniques

Ability to think strategically; creative and innovative thinking skills, and the ability to exercise sound judgment

Knowledge of workforce planning (forecast, identify specific needs, skills, locations, and behaviors)

Knowledge of SuccessFactors or other large enterprise ATS systems

Ability to effectively communicate both verbally and written with all levels within the organization

This job is a member of the Talent Team within the People / HR Division. Responsible for delivering the best talent with the right combination of skills and experience to drive organizational impact.

Partners with hiring manager for identified businesses / functions to understand and prioritize job opening requirements, and influences staffing decisions according to business needs

Gains agreement on service level agreements and sets clear expectations with hiring manager

Engages with the Talent Acquisition sourcing partner and facilitates the assessment process with the hiring manager by conducting thorough intake sessions, clarifying staffing needs and responsibilities, and ensuring job descriptions reflect accurate knowledge, skills and abilities

Gains understanding and visibility of internal job seekers pool by partnering with HRBP s and / or Talent Management

Establishes best selection process in terms of strategy, tools and participant experience

Utilizes a consultative approach with hiring teams for assessment and selection to best meet the needs of the business

Provides guidance and influence to business leaders to ensure the right people are hired for the right positions at the right time

Acts as a resource to hiring managers on conducting behavioral interviewing, and facilitates selection process and discussion, in order to ensure effective, legal interviewing practices

Manages positive internal and external applicant experience throughout the recruitment process

Influences overall hiring process to achieve timeliness and agreements

Assists hiring manager in developing and gaining approval for competitive offer packages

Facilitates understanding of offer components to gain offer acceptance from the applicant

Responds to talent acquisition needs and inquiries from business leaders, hiring managers, TA leadership, etc.

Provides hiring manager accurate and timely update on applicant activity, tracks talent acquisition metrics and reports trends and issues to TA leadership, providing recommendations for improvement

Maintains up-to-date applicant records in the applicant tracking system for accurate reporting and analysis

Maintains strong cross functional partnerships with business, hiring managers and other talent acquisition functions

Provides leadership and mentoring to other Talent Advisors on the team

Manages specialty Talent Acquisition projects relative to the supported businesses

Physical ability necessary to safely and successfully perform the essential functions of the position, with or without any legally required reasonable accommodations that do not pose an undue hardship.

Note : If the Company has reason to question an employee s physical ability to safely and / or successfully perform the position s essential job functions, the HR team generally will engage in an interactive process to determine whether a reasonable accommodation is appropriate.

HR (working with the operation) ordinarily first speaks with the team member directly and they mutually identify the physical demands of the job that are or may be impacted by the employee s obvious or known condition.

Then, if necessary, HR would request medical documentation from the team member s treating physician or others to confirm the employee s ability to perform those essential job functions safely and successfully