SENIOR RECRUITER-IT FTC 12-18 MONTHS

<p>The <strong>Senior Recruiter</strong> is responsible for Service Excellence throughout the recruitment cycle. The <strong>Senior Recruiter </strong>acts as a brand ambassador for their client and partners with the hiring managers in a consultative capacity. They are focused on delivering top talent for their hiring managers while providing proactive and timely communication on the status of the search. The <strong>Senior Recruiter</strong> is expected to stay abreast of industry and market specific information or trends that could impact the search. They will act as a mentor to Recruiters as well as other team members. They demonstrate innovation and outside of the box thinking with their search techniques.</p><p><strong>Duties and Responsibilities </strong></p><ul><li>Complete a detailed job scope conversation with the hiring leader to determine position specifications.</li><li>Timely review of applicants who have applied via the applicant tracking system.</li><li>Build and deploy effective recruitment marketing campaigns specific to the job opening.</li><li>Source candidates via resume databases and networking sites using sophisticated Boolean search language.</li><li>Source candidates via social media channels and deep web sourcing techniques.</li><li>Generate targeted lists of passive candidates using member subscriptions and technologies.</li><li>Solicit and pursue referrals from business networks and/or internal referrals.</li><li>Utilize proprietary software for mobile and email campaigning to talent communities.</li><li>Use a sophisticated mix of media to connect with talent community (phone, email, campaigning, network introductions and social media).</li><li>Provide value propositions uniquely tailored to each candidate situation and interest level in the job.</li><li>Prepare candidates for interviews; providing logistical information, interview schedule, appropriate attire and expectations for follow up from the recruiter; additional counsel as needed.</li><li>Ensure all candidates are provided with timely updates concerning the status of their applications and interviews.</li><li>Throughout the process, keeps a strong pulse on the interest levels and/or concerns of top candidates.</li><li>Conduct professional and thoughtful phone interviews that are infused with industry/role specific probing questions as the conversation/interview dictates.</li><li>Navigate difficult conversations in order to gather appropriate information.</li><li>Compare candidate phone interview notes and skills assessments with requisition specifications to determine if the candidate is a match for the role.</li><li>Apply consideration for factors relative to candidate fit to team and cultural fit.</li><li>Issue skills testing as needed and evaluate results (if process dictates).</li><li>Review background and reference information (if process dictates).</li><li>Keep candidates engaged throughout process.</li><li>Continuously build talent pipeline to ensure there are multiple candidates in play at all times.</li><li>Keep hiring manager up to date on any market changes that would impact the hiring process or talent community.</li><li>Articulate a job offer and drives for candidate acceptance.</li><li>Partner with the hiring manager to ensure the offer is accepted by the candidate.</li><li>Strict adherence to all regulations (OFCCP and all other compliance standards set forth).</li><li>Demonstrate segment/practice/industry expertise.</li><li>Work to deliver a strong candidate slate for each requisition.</li><li>Provide accurate and regular reporting of recruiting activities.</li><li>Identify perceived difficulties with searches and research solutions by collaborating with leadership (and hiring manager as appropriate).</li><li>Proactively and regularly communicates the status of each search to the hiring manager.</li><li>Other duties as assigned.</li></ul> <p><strong>Position Requirements</strong></p><p><strong>Education: </strong></p><ul><li>Bachelor’s degree in business, management, human resources or related field required. Equivalent experience may be considered.</li></ul><p><strong>Experience:</strong></p><ul><li>Minimum of five or more year’s results-oriented recruiting experience working in an in-house, RPO or agency setting.&#xa0;&#xa0;</li></ul><p><strong>Exposure:</strong></p><ul><li>Ability to showcase niche segment or industry expertise.</li><li>Ability to employ technologies in the recruiting process that create efficiencies.</li><li>Adhere to documentation and processes for compliance.</li><li>Experience utilizing deep web sourcing techniques.</li></ul>