Job Description
•Complete a detailed job scope conversation with the hiring leader to determine position specifications.
•Timely review of applicants who have applied via the applicant tracking system.
•Build and deploy effective recruitment marketing campaigns specific to the job opening.
•Source candidates via resume databases and networking sites using sophisticated Boolean search language.
•Source candidates via social media channels and deep web sourcing techniques.
•Generate targeted lists of passive candidates using member subscriptions and technologies.
•Solicit and pursue referrals from business networks and/or internal referrals.
•Utilize proprietary software for mobile and email campaigning to talent communities.
•Use a sophisticated mix of media to connect with talent community (phone, email, campaigning, network introductions and social media).
•Provide value propositions uniquely tailored to each candidate situation and interest level in the job.
•Prepare candidates for interviews; providing logistical information, interview schedule, appropriate attire and expectations for follow up from the recruiter; additional counsel as needed.
•Ensure all candidates are provided with timely updates concerning the status of their applications and interviews.
•Throughout the process, keeps a strong pulse on the interest levels and/or concerns of top candidates.
•Conduct professional and thoughtful phone interviews that are infused with industry/role specific probing questions as the conversation/interview dictates.
•Navigate difficult conversations in order to gather appropriate information.
•Compare candidate phone interview notes and skills assessments with requisition specifications to determine if the candidate is a match for the role.
•Apply consideration for factors relative to candidate fit to team and cultural fit.
•Issue skills testing as needed and evaluate results (if process dictates).
•Review background and reference information (if process dictates).
•Keep candidates engaged throughout process.
•Continuously build talent pipeline to ensure there are multiple candidates in play at all times.
•Keep hiring manager up to date on any market changes that would impact the hiring process or talent community.
Education:
•Bachelor’s degree in business, management, human resources or related field required. Equivalent experience may be considered.
Experience:
•Minimum of six or more year’s results-oriented recruiting experience working in an in-house, RPO or agency setting.
•Covered any of the following sectors: FMCG, Consumer Goods, Pharma, Life Sciences, Healthcare
Exposure:
•Ability to showcase niche segment or industry expertise.
•Ability to employ technologies in the recruiting process that create efficiencies.
•Adhere to documentation and processes for compliance.
•Experience utilizing deep web sourcing techniques.
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