Careers

Leads the complete recruiting cycle which entails identifying, recruiting, and screening potential candidates for specific positions in the organization. This involves job posts, screening and evaluation, interview process, pre-employment process and oversees the new hire orientation.

• Job Posts – Collaborates with department managers to verify and update job descriptions and the hiring criteria (as needed). Understands the requirements, duties and qualifications desired for the specific vacant position. Works with HR Administrator to post positions internally. Posts external job openings and marketing advertisements to attract candidates. Measures and evaluates job advertisements to track and determine most successful job boards to utilize. Uses a variety of marketing options based on known effectiveness.
• Screening/evaluation – Conducts resume searches, reviews resumes, reviews internal candidates and performs phone screens to identify and select potential candidates for vacant positions.
• Interviews – Performs in-person interviews.  Counsels candidates on interview and hiring process. Provides candidate a tour and details of the position, the Company, and culture. Schedules interviews with candidates and hiring manager. Follows up with hiring manager after the interview process to determine whether a placement can be made.
• Pre-Employment process – Works with VP of HR to identify and recommend salary offer, incentives, start date and other pertinent details. Extends job offer to candidates and serves as the main point of contact for hiring. Conducts background checks, employment verification, drug-test screening. Assists candidates in the pre-employment process. Alerts VP of HR and HR Administrator on any discrepancies related to the pre-employment process. Follows up with candidate once pre-employment process is complete to determine start date. Connects with candidate during waiting period to keep them engaged in the process. If skilled position, has hiring manager reach out to candidate to congratulate them on the job offer. Reminds candidate of the proper paperwork and identification needed for the new hire orientation process. Sends declination letters to candidates that are not selected for the vacancy.
• New Hire Orientation – welcomes new hires into transition of employment, fills out new hire paperwork such as tax forms, employee confidentiality forms, direct deposit, etc. Enters new hires into timeclock and conducts tour.
• Other duties entail - Organizes and attends job fairs, campus events, community events and other networking opportunities.  Collects and maintains data on time to fill, job advertising sources, daily vacancies via the staffing access database, engagement surveys, exit interview data, one week, 30-day and 90-day check ins.
• Oversees all temporary labor -some text
  • Updates agencies weekly on openings to fill. Verifies with the Supervisors that the vacancies are still accurate.
  • Performs orientations on Mondays and Wednesdays.
  • Informs the Supervisors of the temps lined up to start.
  • Before orientation, new temporary workers need to be added to Great Work’s time clock.
  • After orientation, informs appropriate agencies and Supervisors of who showed up and who to expect.
  • Maintains and updates access database with new temps, indicate if they showed, indicate in notes who this new person is replacing and whether they were a temp or direct hire. Once dismissed or hired, remove them from the list.
  • Regularly performs check-ins with temps to ensure engagement, identify potential trouble spots, improve morale, etc.
  • Enter weekly temp labor hours and number of temporaries used in Operations spreadsheet.
  • Review and approve temporary hours worked weekly.
  • Review and approve temporary agency’s invoices ensuring bill rate and hours worked are accurate.
  • Evaluate agencies performance – make recommendations to eliminate agency or add on, as needed.
  • Collaborates with Supervisors on temporary workers to be hired and agree upon date. Work through pre-employment process with temporary worker. Communicates with hiring team on who is identified to be hired during upcoming hiring event. Keeps team posted on progress.

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• Excellent verbal and written communication with aptitude in conducting interviews.
• Excellent organizational skills
• Thorough understanding of employment laws, regulations, and best practices applicable to hiring and recruitment.
• Proficient in Microsoft Office Suite
• Ability to create and implement sourcing strategies for recruitment for a variety of roles. Excellent collaboration skills in working with hiring managers to help create solutions and ideas on staffing issues.
• Ability to problem solve a variety of employee related issues.

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