Senior Recruiter

at  Cielo Talent

COMPANY DESCRIPTION

Are you looking to take your career to the next level? Join Cielo as a Senior Recruiter! A role with us means working with the industry’s best people and feeling empowered to own your own success! We know that talent is rising and so is the chance to excel. By building careers for ambitious people, we break the mold of what talent acquisition can be, helping everyone to shine.
Cielo is the world’s leading Talent Acquisition Partner, consistently ranked at the top of industry lists, including HRO Today’s RPO Baker’s Dozen and as an Everest Group’s Peak Matrix Leader. We are committed to equal opportunity and does not discriminate against any applicant for employment based on race, color, religion, sex, national origin, disability, age, genetic information, or any other protected status under applicable state or local law. If you require accommodation during the application process, please contact Cielo Talent Acquisition in advance at talent.acquisition@cielotalent.com

JOB DESCRIPTION

The Senior Recruiter is responsible for Service Excellence throughout the recruitment cycle. They act as a brand ambassador for the client, focused on delivering exceptional talent while providing proactive and timely communication on the status of the search. They serve as subject matter expert in talent acquisition and provide consultative direction and industry expertise to hiring leader.

QUALIFICATIONS

• Strong recruiting experience with demonstrated successes in a corporate, RPO or agency setting. Experience using recruitment technologies such as Applicant Tracking Systems (ATS) and social media tools.
• Previous Recruiting experience within Oil & Gas, Energy, Automotive, Utilities Manufacturing, Supply Chain, and/or Production is desired.

• Finding Candidates: - Lead a detailed job scope meeting with the hiring leader to determine position specifications, providing relevant market data and recommendations on possible approaches to the search or candidate requirements.
• Review of candidates who have applied via the Applicant Tracking System (ATS).
• Evaluate candidate qualifications against position requirements and determine who to move forward in the recruitment process.
• Develop and manage recruitment marketing plans or sourcing plans to determine the most appropriate candidate sources that align to the search requirements.
• Source candidates via resume databases, search engine and networking sites using Boolean search language.
• Solicit and pursue referrals from business networks and/or internal referrals.
• Utilize Cielo’s proprietary software for mobile and email campaigning to talent communities.
• Engaging Candidates: - Use an appropriate mix of media to connect with talent communities (phone, email, social media, etc.).
• Articulate value proposition to candidates who are interested in the job opportunity.
• Prepare candidates for interviews, coaching them on logistical information, interview schedule, appropriate attire and overall expectations.
• Ensure candidates are provided with timely updates concerning the status of their applications and interviews.
• Assessing Candidates: - Draft and utilize phone interview templates appropriate to the job description.
• Use independent judgement to compare candidate phone interview notes and skills assessments with position requirements to determine if the candidate is a match for the role or a potential match for other open positions.
• Issue skills testing as needed and evaluate results (if process dictates).
• Review background and reference information (if process dictates).
• Influencing the Hire: - Keep candidates engaged throughout process, ensuring consistent communication on the status of the search.
• Partner with hiring leader to determine offer details, using market data and compensation guidelines to support recommendations.
• Articulate a job offer to candidate and drive for candidate acceptance, anticipating and negotiating counteroffers as appropriate.
• Service Excellence: - Strict adherence to all regulations (OFCCP and all other compliance standards set forth).
• Work to deliver a strong candidate slate, continuously building talent pipelines to ensure there are multiple qualified candidates in play at all times.
• Provide accurate and regular reporting of recruiting activities to the hiring leader and Cielo leadership to depict both metrics and efforts.
• Identify perceived difficulties with searches and research and recommend solutions to both internal and external stakeholders.
• Proactively and regularly communicate the status of each search to the hiring leader, providing a consultative approach with recommendations on how to move forward.