Talent Acquisition Partner

Talent Acquisition Partner

Location: Tempe, AZ area (3 days onsite/2 days remote)

Term: 6-12 month C2H

PR: $35-40/hr (depending on location & experience)

Interview: 1 Teams Interview to Hire THIS WEEK

Start: ASAP!

Must-Haves:

1. 3-5 years of experience in Recruiting & Talent Acquisition
2. Ability to Recruit on a variety of skillsets including: Finance, Accounting, IT, Human Resources, Operations, Corporate positions, Sales positions, Front Line workers, Call Center Reps, and Customer Service Agents
3. Experience building candidate Pipelines
4. Strong Sourcing experience utilizing: Indeed, LinkedIn, Handshake, etc.
5. Experience working directly with Hiring Managers & high-level management within an organization -- Partnering closely with HRBP’s as well
6. Scheduling interviews with candidates & hiring managers / creating offer letters for new hires / extending offers to candidates
7. ATS (applicant tracking system) experience: Taleo, Workday, Avature, Oracle, Peoplesoft, etc.
8. Strong experience with the entire MS Suite (Outlook, Teams, Word, Excel, etc.)
9. Effective communication and interpersonal skills.
10. Ability to manage deadlines in a fast-paced environment.

Plusses:

1. Avature ATS experience
2. Bachelor’s degree in HR or Business

Day to Day:

As a Talent Acquisition Partner, your job is to identify the best talent for each role using a variety of recruitment methods - Focus on the overall company vision and help create long-term strategies to attract and retain top talent. TA partners act as the main point of contact for both candidates and hiring managers throughout the talent acquisition life cycle. Day to day can include - Developing talent-related processes, practices and strategies, Candidate experience management, Hiring manager advisory, Employer branding, Tracking and reporting on talent-related metrics, Drafting job descriptions, Workforce planning and forecasting. Here is a breakdown of the typical duties of someone in this role:

• Sourcing and Recruitment: Market open positions via the company’s careers page and job boards such as Indeed, Monster, and ZipRecruiter. Source candidates utilizing social media, resume databases, Boolean searches, industry contacts, professional networks, etc. Engage with active and passive talent and connect them to current job opportunities. Prescreen candidates via phone, video, and/or in-person interviews. Evaluate applicants and submit top candidates for hiring manager review. Schedule interviews with hiring managers and other stakeholders. Anticipate future talent needs and work to develop pools of passive candidates to fill vacancies
• Talent Advisory: Partner with hiring managers to identify recruitment needs and candidate “must haves” and draft job descriptions. Communicate with interview panels to ensure preparedness during the interview process. Partner with hiring managers to identify competency questions for interview consistency and quality. Work closely with business leaders to influence effective recruiting approaches and set realistic expectations on time to fill, compensation, candidate pool quality, and market feedback. Provide training and coaching to hiring managers and junior recruiting staff
• Employer Branding: Collaborate with marketing, human resources and business leaders to establish an employer brand identity. Manage the company’s profiles on Glassdoor, LinkedIn, and other talent-related websites. Build awareness and promote recruiting efforts through social media channels such as Facebook or Twitter. Work with marketing to develop advertisement materials, such as flyers, digital media, and promotional products. Build and maintain positive relationships with external agencies, colleges, vendors, associations, and other bodies who might route talent to the organization or aid in TA processes
• Candidate Experience: Manage candidate expectations and engage talent throughout the hiring process. Collaborate with human resources and business leaders to design the company’s hiring process, from application to hire. Communicate regularly with candidates. Perform research to evaluate the general needs and opinions of talent. Draft and utilize templates for TA communications, such as application received messages, knockout notices, interview requests, rejection emails, and offer letters
• Process Improvement and Development: Partner with business leaders to develop talent acquisition practices, processes and systems. Track and report on talent acquisition metrics, such as time-to-fill, offer acceptance rate, cost per hire, etc. Work to ensure diverse, inclusive, and equitable hiring practices. Oversee the completion of various talent acquisition projects and initiatives