JOB PURPOSE: The Talent Acquisition Specialist’s primary responsibility will be to attract and help retain high-performing talent at all levels for Families Forward. You will work closely with the organization’s partners and operations staff to craft a talent strategy that meets the needs of our growing business.

JOB SUMMARY: The Talent Acquisition Specialist is responsible for sourcing, screening, and recommending candidates for Families Forward positions as well as onboarding new hires. This person must understand, model, and represent the Families Forward mission and vision. He or she will identify opportunities to build applicant pools, establish trust and partnerships with the managers, identify potential “fit” through effective interviewing and testing, effectively administer the interviewing and onboarding process, and ensure a positive new hire experience. Developing and executing recruitment plans and strategies are primary responsibilities to ensure hiring goals are met with the best possible talent.

ESSENTIAL FUNCTIONS:

1. Perform as an integral component of the Families Forward recruitment team by managing key relationships within operating divisions and departments to gain a full appreciation of roles, projects, and priorities.
2. Gain full working knowledge of HRIS; utilize HRIS Recruitment System to manage full cycle recruitment and staffing objectives.
3. Meet regularly with operating divisions and departments to gain an understanding of overall needs, act as an advisor on prospective candidates, and facilitate the hiring process and decision-making.
4. Ensures strategic recruitment and placement of highly qualified candidates by budgets and role requirements by meeting with department heads/hiring managers to understand the position as well as business needs. Partner with the business to develop outreach strategies to create a pipeline of candidates to address current and future needs. Manages the recruitment process for all positions.
5. Balance activities to ensure positive candidate and hiring manager experiences. Provide input for improvement in recruitment processes and best practices. Utilize advanced sourcing techniques.
6. Actively engage in technical, behavioral or situational interviewing assessments as well as psychometric testing, reference checks, and background checks. Prepare qualified, prospective candidates for operating divisions along with supporting recommendations.
7. Participate in networking events, workshops, and seminars to develop subject matter expertise.
8. Identify sourcing channels for recruiting qualified candidates to interview including working in coordination with multiple calendars, and providing interview team and candidates with the necessary documentation and guidelines to ensure an effective and efficient interview process.
9. Contributes to organization success by accepting new assignments, helping team members, learning new skills, and striving to improve team results.

NOTE: The employer reserves the right to change or assign other duties to this position.

QUALIFICATIONS: Job qualifications are stated in the Essential Functions of the job description. An employee must be able to accomplish the Essential Functions to be competent in the job. Other special requirements are noted below.

Education: Bachelor’s degree in Human Resource Management, Business Administration or Marketing a plus or a combination of equivalent experience and education.

Job Experience:

• Three (3) to five (5) years of recent recruitment experience with a successful track record as a technical/educational recruiter in a large, high-volume, complex, and rapidly changing environment; or, an equivalent combination of education, training, and experience.
• Demonstrated achievement in recruiting for hard-to-find resources, including but not limited to trades, engineers, supervisory, IT, finance, and management positions.
• Well-defined and proven sourcing methods and, high degree of familiarity/proficiency with recruitment tools such as LinkedIn, social media, multiple search engines, and job aggregators/propagators.
• Demonstrated competency in working with competing priorities.
• Well-established relationship management skills – experience in working with and guiding/providing consultative advice to hiring teams within operations.

Licenses: A Certified Human Resources Professional (CHRP) or a Registered Professional Recruiter (RPR) designation would be considered an asset.

Equipment Skills: Strong practical experience with ATS Recruitment Software.

Software Skills:

• Minimum of three (3) years experience utilizing HRIS systems.
• Computer literacy, including effective working skills in MS Word, Excel, PowerPoint, Adobe, Outlook, Salesforce, and other related software.

Travel Demands: Out-of-the-area and overnight travel may be required as needed to support the objectives.

Other: Demonstrable knowledge of and commitment to the mission, vision, and goals of APEX and execution of relevant policies and procedures.

The Fedcap Group provides equal employment opportunities to all employees and applicants for employment and prohibits discrimination and harassment of any type without regard to race, color, religion, age, sex, national origin, disability status, genetics, protected veteran status, sexual orientation, gender identity or expression, or any other characteristic protected by federal, state or local laws. We are an EEO employercommitted to diversity, M/F/D/V.