<p>The 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. </p><p><u><strong>Responsibilities:</strong></u></p><ul><li>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.</li><li>Review of candidates who have applied via the Applicant Tracking System (ATS).</li><li>Evaluate candidate qualifications against position requirements and determine who to move forward in the recruitment process.</li><li>Develop and manage recruitment marketing plans or sourcing plans to determine the most appropriate candidate sources that align to the search requirements.</li><li>Source candidates via resume databases, search engine and networking sites using Boolean search language.</li><li>Solicit and pursue referrals from business networks and/or internal referrals.</li><li>Utilize <a href="https://himalayas.app/companies/cielo">Cielo</a>’s proprietary software for mobile and email campaigning to talent communities.</li><li>Engaging Candidates: - Use an appropriate mix of media to connect with talent communities (phone, email, social media, etc.).</li><li>Articulate value proposition to candidates who are interested in the job opportunity.</li><li>Prepare candidates for interviews, coaching them on logistical information, interview schedule, appropriate attire and overall expectations.</li><li>Ensure candidates are provided with timely updates concerning the status of their applications and interviews.</li><li>Assessing Candidates: - Draft and utilize phone interview templates appropriate to the job description.</li><li>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.</li><li>Issue skills testing as needed and evaluate results (if process dictates).</li><li>Review background and reference information (if process dictates).</li><li>Influencing the Hire: - Keep candidates engaged throughout process, ensuring consistent communication on the status of the search.</li><li>Partner with hiring leader to determine offer details, using market data and compensation guidelines to support recommendations.</li><li>Articulate a job offer to candidate and drive for candidate acceptance, anticipating and negotiating counter-offers as appropriate.</li><li>Service Excellence: - Strict adherence to all regulations (OFCCP and all other compliance standards set forth).</li><li>Work to deliver a strong candidate s