What are the responsibilities and job description for the Temporary Recruiter position at Children's Rescue Fund?
Primary Function And Purpose
The Temporary Recruiter is responsible for strategically and proactively managing the continuous volume of end-to-end [ full-cycle ] recruiting needs and branding for Children’s Rescue Fund as an employer of choice. The Temporary Recruiter will source, identify, screen, and hire candidates for various roles in the organization. Responsible for meeting metrics that have been set by the Recruitment Manager and/or Human Resources leadership, creating reports, self-goal setting, new hire survey administration, and related forecasts, as it relates to recruitment. The Temporary Recruiter will proactively work with management and leadership to implement effective recruitment methods and efforts across the organization.
Recruitment
Essential Duties and Responsibilities:
#IND1
The Temporary Recruiter is responsible for strategically and proactively managing the continuous volume of end-to-end [ full-cycle ] recruiting needs and branding for Children’s Rescue Fund as an employer of choice. The Temporary Recruiter will source, identify, screen, and hire candidates for various roles in the organization. Responsible for meeting metrics that have been set by the Recruitment Manager and/or Human Resources leadership, creating reports, self-goal setting, new hire survey administration, and related forecasts, as it relates to recruitment. The Temporary Recruiter will proactively work with management and leadership to implement effective recruitment methods and efforts across the organization.
Recruitment
Essential Duties and Responsibilities:
- Collaborate with external organizations to develop and deploy agency-wide recruiting and sourcing strategies that identify and secure a highly diversified talented workforce and scale to support the agency’s continued growth,
- Based on analysis, needs assessment and outcomes, oversee recruitment strategies including, social media, utilization of on-line marketing/branding such as the agency’s website, employee referral program, job boards, e-mails, cold calling, third party resources, print media, flyers and other relevant branding/advertising efforts related to recruitment.
- With a long-term strategy in mind, form close relationships with hiring managers to ensure staffing needs are being met by having clear expectations for candidates and interviewers and analyzing and developing new recruitment strategies for sourcing candidates, screening resumes, interviewing on both the HR and business line levels, parameters for risk on experience vs. credentials.
- Provide tracking and hands-on mentoring for managers and candidates who are hired to assure cultural assimilation, colleague receptivity, career planning and overall success.
- Directly partner with agency leaders and management team to understand, and grow talent pipelines, and recruit for key positions within the agency in the present, and in the future.
- Steward a positive end-to-end candidate experience (sourcing, screening, interviewing, selection and on-boarding) and ensure it follows best-in-class practices and enthusiastically communicates the employment value proposition, reflects the brand and is an engaging candidate experience.
- Lead efforts to continuously improve the selection process with tools, interview guides, testing and interview training that improves overall selection results.
- Develop, revise, and update job descriptions and other relevant recruitment and human resources documents.
- Establish strong working relationships with external talent sources to ensure agency attracts top students from local colleges and universities particularly those with social service programs.
- Coordinate internal resources for campus visits, career fairs, college recruiting and networking social events.
- Maintain compliance with company policies, Federal, State and Local government and funding agency policies, procedures, and regulations.
- Contributes to the overall success of the organization by performing all other duties and responsibilities as assigned, and being able to pivot with ever-changing priorities and newly added job-related responsibilities that arise based on business changes, needs, and demands.
- Building a strong two-way rapport with staff to have a pulse on the initial New Hire OnBoarding.
- Develops, maintains, and distributes New Hire employee engagement survey reports with recommendations for action planning at both the agency level and departmental level.
- Build employee networks, tasks forces and/or committees as a means of employee feedback and involvement to support retention goals.
- Work with managers and leaders across the board to ensure the organization is an employer of choice.
- Develop and implement strategic initiatives and processes for retaining diverse talent.
- Other additional duties, directions, and tasks as designated by manager.
- Decision-making responsibilities : May have to make limited challenging decisions that could impact the program operations. Ability to influence key and operational management through well-articulated strategies.
- Problem solving responsibility : Exercise a high level of creativity and the ability to think analytically to effectively problem solve with limited information at hand.
- Working relationships and contacts : Foster positive relationships with internal contacts which will include interaction with senior leaders, management, employees within other departments, and direct reports. Will have contact with current and potential business partners.
- Impact/importance of function : Accountable for service delivery for customer satisfaction and to increase positive productivity between Recruitment and operations and ensuring accurate and timely response to issues or concerns that are identified.
- Job-related knowledge :
- The ideal candidate will exhibit an ability to devise sourcing strategies for potential applicants.
- Experience in end-to-end [full-cycle] recruiting, using various interview techniques, evaluation methods, clearance, and onboarding processes.
- General knowledge of HR best practices and employment law.
- Proficiency in documenting processes and keeping up with industry trends. Non-profit environment experience is a strong plus, to understand and be able to work within the budgetary constraints of Recruitment.
- Job-related skills, including language, mathematical, and reasoning (analytical) skills :
- Previous experience developing and executing recruiting marketing and branding strategies.
- Utilize good judgment and discretion in the handling of confidential information.
- High level of experience and proficiency working within an HRIS system or a non-applicant tracking environment and developing workflows.
- Communicate effectively and establish credibility throughout the organization with Senior Management, department heads, and colleagues as an effective developer of solutions to business staffing challenges.
- Demonstrated ability to understand and work with analytical tools, reports and technology.
- Proficient in MS Office, Outlook, Excel, PowerPoint, and Adobe, with a high degree of proficiency in Excel.
- Intellectual, creative, and/or communication abilities :
- Capable of speaking knowledgeably about the company and answer any questions a potential hire may have.
- Ability to act as liaison among a range of internal customers, manage by influence demonstrating strong communication and relationship management.
- Equal ability to work independently or as part of a multi-functional team with incredible initiative, work well under pressure managing multiple and shifting priorities to complete complex projects in a fast-paced environment with minimal direction.
- Frequently collaborate with a wide range of colleagues to deliver expected results.
- Highly ethically motivated and results-oriented, proven creative problem solver with positive respectful proactiveness.
- Utilize demonstrated good judgment and discretion in the handling of confidential information.
- Must be detail oriented, highly organized.
- Excellent project management with strong follow-up skills, time management and presentation skills.
- Superior oral and written communication skills coupled with strong interpersonal skills.
- Licenses, certifications, and degrees:
- Bachelor’s degree in human resources management, business management, or related field with direct work experience in the Recruitment and/or Human Resources industry.
- At least four (4) years of solid recruiting experience (as a primary responsibility and lead Recruiter).
- Other:
- May be required to work long hours and a varied schedule.
- Travelling throughout various locations in the New York City area.
- Lifting and moving objects weighing up to 30 pounds several times a week.
- Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
#IND1
Salary : $65,000 - $68,000
