HR Recruiter

at  Mullin

Reports To: Director of Human Resources
Summary/Objective: As a Recruiter, you will play a key role in the hiring process, overseeing all aspects of recruiting and collaborating with hiring managers to meet staffing needs. You will be responsible for developing and executing recruitment strategies across both blue- and white-collar roles. This position involves both traditional and creative recruitment efforts, including community outreach and engagement, to ensure the organization attracts and hires top talent.

QUALIFICATIONS:

• Bachelor’s Degree in Human Resources, Business Administration, or equivalent experience.
• 2-3 years of recruiting experience, with a focus on both blue- and white-collar roles.
• Experience using Applicant Tracking Systems (ATS) and HR software; experience with Paycom HRIS is a plus.
• Strong organizational skills with an ability to manage multiple roles and meet deadlines.
• Excellent written and verbal communication skills.
• Bilingual in Spanish (preferred but not required).
• Proficiency with Microsoft Office Suite or related software.
• Ability to handle confidential information with discretion.

JOB CONDITIONS:

This job operates in a professional office environment. This role routinely uses standard office equipment such as computers, phones, photocopiers, filing cabinets and fax machines. The noise level in the work environment is usually quiet.
This job description has been designed to indicate the general nature and essential duties and responsibilities of work performed by employees within this classification. It may not contain a comprehensive inventory of all duties, responsibilities, and qualifications required of employees to do this job.

• Recruitment Strategy: Develop, implement, and manage all phases of the recruitment process, including posting job openings, sourcing candidates, and executing innovative recruiting strategies.
• Collaboration: Work closely with department managers to create detailed job descriptions, establish hiring criteria, and ensure a smooth recruitment process.
• Candidate Sourcing: Identify staff vacancies through both traditional methods (job boards, social media) and non-traditional avenues (community centers, job fairs, and local events).
• Community Engagement: Actively participate in job fairs, community events, and networking opportunities to build relationships and increase candidate reach.
• Non-Traditional Recruiting: Post flyers, visit local organizations, and partner with community groups to attract candidates beyond online platforms.
• Screening and Selection: Review applications, conduct initial phone screenings, and schedule interviews with hiring managers. Assist with interviews as needed, ensuring candidates meet role and culture fit criteria.
• Coordination with Staffing Agencies: Communicate with staffing agencies to onboard temporary labor and manage the transfer of candidates as needed.
• Offer Management: Collaborate with hiring managers and HR to recommend salary ranges, incentives, and start dates. Manage the offer process with candidates to ensure a smooth transition.
• Data Management: Maintain accurate recruitment records in the Applicant Tracking System (ATS), tracking key metrics and progress.
• Compliance: Ensure all recruiting and hiring practices comply with federal, state, and local employment laws and company policies.