Talent Acquisition Specialist

Key Requirements: Developing a Talent Acquisition Strategy that aligns with agency talent acquisition needs as determined by the agency’s mission and larger strategic plan, in consultation with agency leadership. o Tasks:  Conduct an initial assessment of current recruitment processes and client engagement initiatives.  Conduct market research and benchmarking for hiring in the public sector - federal, state, and local government.  Identify hiring gaps and process inefficiencies and make recommendations that optimize recruitment, selection, and onboarding practices, processes and policies.  Develop a structured recruitment, selection, and onboarding workflow.  Define success metrics for hiring effectiveness at multiple points over the span of the first year of the employee’s tenure at the CFB. Expanding the Candidate Pipeline through recruitment efforts, including proactive outreach. o Tasks  Conducts candidate searches for potential hires that align with the City of New York’s and the CFB’s policies and procedures.  Identifies candidates who align with identified knowledge, skills, abilities and other characteristics (KSAOs) of vacant positions.  Utilizes multiple sourcing channels to attract top talent.  Works with members of the People and Engagement division to develop and maintain an active talent pool.  Creates initial hiring packages (including but not limited to vacancy announcements, interview questions and exercises, selection and compensation rubrics) that reflect the agency’s stated needs and are aligned with the role’s KSAOs. Provides end-to-end candidate recruitment, screening/interviewing, and selection services for specific positions that may require expertise in the subject matter areas of technology, finance, human resources, audit, investigations, outreach, strategy, amongst other verticals designated by the CFB.  Organizes job fairs, agency spotlights, career workshops, and networking events for potential candidate participation to fulfill current openings.  Partners with professional recruitment organizations and platforms that emphasize candidate diversity to build a diverse recruitment pipeline.  Creates dashboard displaying the results of aforementioned pipeline and reports on its success quarterly, at minimum.  Maintains clear and consistent communication with established points of contact, while also consistently lifting up any challenges or bottlenecks in a timely manner. Development of Talent based Partnerships and Outreach Initiatives, with training and procedures. o Tasks  Provide resources and training on sourcing/recruitment, highlighting topics such as standard operating procedures, for the CFB to maintain the established pipeline advance the CFB’s mission and goals post-contract.  Establishes partnerships with universities, vocational schools, and community organizations for CFB to create an established pipeline.  Organizes job fairs, agency spotlights, career workshops, and networking events for the CFB to promote sustainable ongoing active participation.  Works with members of the People and Engagement division to develop internship programs and opportunities for diverse communities.  Works with members of the People and Engagement division to create a continuous audit system of current and future hiring packages to review for inclusive language and reduce biases that may exist.

Salary : $80,000 - $100,000