Recruiter

Job Purpose

The Recruiter’s primary responsibility is to recruit and attract talent for the organization. The Recruiter will assess all recruitment efforts for success, redirecting recruitment goals. as needed, while taking budget and time to fill position into consideration. This position should stay abreast of all current trends in recruiting and monitor and implement accordingly to attract best talent.

Essential Functions:

1. Confidentiality:  Must maintain high level of confidentiality in all levels of work. 

1. Full Cycle Recruitment Professional, CCR & Shop Positions:   

• Responsible for finding and hiring the best-qualified candidate for job openings, in a timely and cost-effective manner. 
• Responsible for all aspects of the hiring process including analyzing job requirements, attracting talent, screening applicants, hiring, and onboarding the new hire.   
  • Attracting Talent: 
    1. Hold One-on-One meetings with hiring managers at initial recruitment request, create RIF, open active folder for HR Manager, for professional and sensitive positions, hold “touch base” meetings every few weeks with applicable hiring manager to discuss progress of search.
    2. Responsible for creating job postings, reviewing, and assessing advertisements, placement of ads, and consulting with managers/supervisors.  Must identify success of placement and need to redirect efforts in a timely manner while meeting recruitment goals.
    3. As needed, make cold calls, coordinate on-site interviews, and assist in the management of candidate communications.
    4. Utilize temporary agencies and/or headhunters to recruit employees for both high level positions and/or temporary staffing needs. Readjust, as needed.
  • Screening Applicants and Applicant Management:  
    1. Screen all incoming resumes and applications prior to submitting to hiring manager for review.  
    2. Prescreen applicants by phone as requested by hiring manager.
    3. Disposition code out non-qualified candidates.

• 1. 1. Assess success of hiring strategy to attract a candidate pool for hiring manager. 
     2. Maintain clear line of communication with hiring managers throughout hiring process.
     3. Draft ‘Thank you’ letters to applicants.    
  2. Hiring Applicants: 
     1. Ensure hiring managers complete interview assessment forms.
     2. Prepare and distribute Job Offer letters, Position Descriptions, New Hire Checklists, and ECF’s, as needed.  Ensure accuracy of information. Use “Sign Now” as appropriate.
     3. Vet candidates by running background checks and drug tests; draft job offer withdrawal letters, as needed. Disposition code out these candidates. 
     4. Coordinate MVRs with Risk Management, as needed.
     5. Onboard all new hires:
• Perform reference checks for all prospective new hires.
  • • • • Complete, or ensure proper completion of, Form I-9 document.
        • E-Verify all new employees within 3 days of hire.
        • Florida new hire reporting, etc. 
    • Ensure forms and letters in the recruitment to hire process remain current and relevant. 
    • Ensure accuracy and timeliness of filing of all recruitment to hire and I-9 documentation.
  • Train supervisors/managers in recruitment and hiring processes and procedures.
  • Work towards lightening the workload of supers by completing/prepopulating docs when possible.

1. File Management: 
   • Maintain department and new hire files and records in electronic and paper form. 
   • Work towards making HR new hire files and employee records electronic.
     • Ensure scanned documents are labeled correctly.
     • Set goals for achieving paperless system. 

1. New Hire Incentive Monitoring:

• Monitor miscellaneous pay increases offered at time of hire; coordinate with Human Resources Specialist to create calendar reminders for 90-day wage increases and other new hire incentives, as applicable.
• Create and develop tracking methods for all future new hire incentive programs.

1. Employee Referrals (Refer-A-Friend):
   • Keep a report of all employee referrals, ensure form is filled out correctly, review when appropriate to ensure referral is valid, obtain approval signature and submit for payment.   
   • When referrals are received via ECF, send reminder to supervisor and employee to complete the appropriate form.  Remind them to submit.  Keep accurate record of submitted and processed referrals.  

1. Reporting: 

• Assist in collecting and reporting data from ADP for EEO-1, EE0 Part 2 and VETS-4212 Reporting, AAP Reporting, department, and company reporting as requested, etc.

1. Training and Development: 

• Assist CROM training department in coordinating companywide training and development efforts, including but not limited to researching topics, training programs, coordinating schedules, arranging lodging for trainees, scheduling trainers, arranging food, copying materials, arranging IT, etc.

1. Hiring Events:  

• In coordination with HR Specialist and HR Supervisor, attend local and out of state hiring events, as needed.

1. Maintain I-9 records:

• Ensure that I-9s are labeled appropriately and have all required identification documents prior to being filed. 
• Track expired documents and reverifications.

1. New Hire Credentialing: 

• Responsible for assigned credentialing job including reporting requirements, background checks, drug testing, etc.  

1. Assist Human Resources Supervisor and Human Resources Specialist with projects, as requested.

1. Other duties as assigned:

• Including but not limited to reporting as requested, projects as assigned, back up to other HR Team members, contacting applicants, tracking, copying, setting up rooms for meetings, development of procedures for assigned duties, typing, data entry, and scanning.                                                        

Minimum Qualifications:  Education and Experience

1. 2 years in Human Resources and Recruitment.
2. Experience with highly confidential information.
3. Above average oral and written communication skills.
4. Experience in Word and Excel.
5. Must exercise a high degree of confidentiality, professionalism, poise, tact and diplomacy.
6. Ability to work under pressure in a fast-paced, time-sensitive environment with shifting priorities and multiple deadlines.
7. Strong Organizational Skills.

Preferred Qualifications:

1. Experience in Recruitment, Training and Development.
2. ADP Workforce Now.
3. Affirmative Action Planning.
4. SHRM-CP or PHR Certification.
5. Bilingual English and Spanish.
6. AA Degree

Working Conditions:

This job operates in a professional office environment.  This role routinely uses standard office equipment such as computers, phones, copiers, scanners, etc.  Extended hours may be required to meet deadlines.  20% travel may be required.

Physical Requirements:

The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.