QUALIFICATIONS

Education and Experience: Graduation from an accredited college or university with a bachelor’s degree and one year of experience in a qualifying full-time professional staffing or recruiting experience.
Substitution of Experience for Education: Qualifying full-time professional staffing or recruiting experience may be substituted for the required education on a year-for-year basis to a maximum of four years.
Necessary Special Qualifications: None.
Examination Method: Education and Experience, 100%, for Preferred Service positions.
Overview
This classification works under general supervision and is responsible for the acquisition of top talent. An employee in this class, either independently or as a member of team, will deliver all aspects of talent acquisition for the agency. This includes recruitment and selection, support for the interview process, focus on the candidate experience, and a high level of communication and collaboration to internal and external customers. This classification differs from the SR Talent Acquisition Specialist in that the latter performs talent acquisition lead work.

Responsibilities

• Oversees and drives all facets of talent acquisition processes to meet organizational needs through strategic communication and best practices for the sourcing, screening, and selection of top talent.
• Establishes processes and procedures to provide the best possible outcomes for recruiting. Builds effective relationships with hiring managers, HR Generalists, and divisional leadership to gain an understanding of the roles and needs. Builds effective relationships with potential applicants, external stakeholders, and organizations to identify potential innovative recruiting strategies and opportunities.
• Manages the candidates¿ experience by providing customer support, job expectations, and timely communication throughout the hiring process. Gathers candidate feedback to continuously improve the customer experience.
• Utilizes and tracks recruiting metrics to help continuously improve the process to evaluate successes. Reports the progress on assigned job vacancies on a regular basis to stakeholders and hiring managers. Offers alternative solutions to address recruiting challenges that are specific to each division and/or program.
• Provides candidate screening and reviews resumes to determine if employee is eligible for further consideration. Establishes candidate pool for other high priority or difficult to fill positions.
• Networks and builds recruiting applicant sources by researching and contacting community services, colleges, employment agencies, recruiters, media, and internet sites such as but not limited to job boards and social media. Effectively manages internet sources used for direct and passive recruiting.
• Maintains knowledge regarding best practices in the talent acquisition process to fit agency needs.

Competencies (KSA’s)

KNOWLEDGES:

• Customer and Personal Service
• Personnel and Human Resources

SKILLS:

• Active Learning and Listening
• Management of Personnel Resources
• Critical Thinking
• Speaking

ABILITIES:

• Speech Clarity
• Auditory Attention

Tools & Equipment

• Smart phone
• Tablet
• Printer and Scanner
• Laptop

• Oversees and drives all facets of talent acquisition processes to meet organizational needs through strategic communication and best practices for the sourcing, screening, and selection of top talent.
• Establishes processes and procedures to provide the best possible outcomes for recruiting. Builds effective relationships with hiring managers, HR Generalists, and divisional leadership to gain an understanding of the roles and needs. Builds effective relationships with potential applicants, external stakeholders, and organizations to identify potential innovative recruiting strategies and opportunities.
• Manages the candidates¿ experience by providing customer support, job expectations, and timely communication throughout the hiring process. Gathers candidate feedback to continuously improve the customer experience.
• Utilizes and tracks recruiting metrics to help continuously improve the process to evaluate successes. Reports the progress on assigned job vacancies on a regular basis to stakeholders and hiring managers. Offers alternative solutions to address recruiting challenges that are specific to each division and/or program.
• Provides candidate screening and reviews resumes to determine if employee is eligible for further consideration. Establishes candidate pool for other high priority or difficult to fill positions.
• Networks and builds recruiting applicant sources by researching and contacting community services, colleges, employment agencies, recruiters, media, and internet sites such as but not limited to job boards and social media. Effectively manages internet sources used for direct and passive recruiting.
• Maintains knowledge regarding best practices in the talent acquisition process to fit agency needs