Corporate Recruiter

Hybrid

Position Compensation: $67,594 annually, benefits include health, life, and dental insurance, paid time off,and 401(k), profit sharing.

The Corporate Recruiter is a vital member of the Human Resource Operations Department of Employ Prince George’s (EPG). The Corporate Recruiter is responsible for identifying, attracting, and hiring top talent to meet EPG’s staffing needs. This role involves managing the full recruitment lifecycle, from sourcing candidates to onboarding, while ensuring a positive candidate experience and aligning hiring strategies with EPG mission and business goals.

Roles & Responsibilities

1. Talent Acquisition

• Develop and execute recruitment strategies to attract top candidates to support various programs within EPG.

2. Sourcing & Screening

• Utilize job boards, social media, networking, referrals, and other sourcing techniques to identify and engage potential candidates.

3. Interviewing & Selection

• Conduct initial screenings, coordinate interviews with hiring managers and assess candidates’ skills, qualifications, and cultural fit.

4. Collaboration

• Work closely with departments and HR teams to understand workforce needs and develop proactive hiring strategies.

5. Employee Branding

• Promote EPG brand through job postings, career events, and social media presence.

6. Offer & Negotiations

• Extend job offers, negotiate terms and ensure a smooth onboarding process for new hires.

7. Recruitment Metrics

• Track key recruitment metrics, such as time-to-fill, cost-per-hire, and quality of hire, to optimize hiring strategies.

8. Compliance & Documentation

• Ensure all hiring practices comply with labor laws and EPG polices, maintaining accurate recruitment records.

Education & Experience Requirements

• A bachelor’s degree in in Human Resources, Business, or a related field (or equivalent experience).

• Five (5) years of experience in recruitment, preferred with a combination in a corporate and staffing

agency setting.

• Strong understanding of talent acquisition strategies and applicant tracking systems (ATS). Excellent communication, interpersonal, and negotiation skills.

• Ability to multitask, prioritize, and work in a fast-paced environment.

• Experience in high-volume recruiting in the workforce development industry. Experience with workforce development related databases and CRMs and State Labor Exchanges, specifically the Maryland Workforce Exchange is preferred.

Knowledge, Skills & Abilities

• Talent Acquisition Strategy: Understanding workforce planning and how recruitment aligns with business goals. Developing sourcing strategies for different roles, from entry-level to executive positions. Leveraging employer branding to attract high-quality candidates.

• Market & Industry knowledge: Keeping up with industry trends, salary benchmarks, and competitive

hiring practices. Understanding the talent landscape and where to find the best candidates. Awareness of market fluctuations and their impact on hiring needs.

• Candidate Sourcing & Networking: Expertise in using job boards, LinkedIn, employee referrals, and

passive candidate sourcing. Strong networking skills to build a robust talent pipeline. Ability to engage with passive candidates and convert them to hires.

• Candidate Assessment & Evaluation: Proficiency in behavioral and competency-based interviewing techniques. Understanding of assessment tools and pre-employment testing. Ability to evaluate cultural fit and potential for long-term success.

• Relationship Management & Communication: Building strong relationships with hiring managers to understand team and program needs. Ensuring a seamless and positive candidate experience throughout the hiring process. Managing multiple stakeholders, from executives to entry-level candidates, with professionalism.

• Negotiation & Offer Management: Skilled in negotiating job offers, salary packages, and benefits. Ability

to address counteroffers and manage candidate expectations. Ensuring offers align with company

compensation structures and budget constraints.

• Data-Driven Decision-Making Utilizing recruitment metrics (time-to-fill, cost-per-hire, quality of hire) to

optimize hiring strategies. Leveraging applicants tracking (ATS) and HR analytics for better hiring decisions.

Analyzing turnover rates and employee retention to improve recruitment efforts.

• Compliance & Ethical Hiring: Knowledge of employment laws (EEO, ADA, FLSA, etc.) and ethical hiring

practices. Maintaining accurate and compliant recruitment documentation.

• Adaptability & Problem-Solving Ability to adjust hiring strategies based on EPG growth and market shifts.

Creative problem solving when facing hiring challenges or talent shortages. Resilience in a fast-paced and high-pressure environment.

• Technology & Automation Proficiency: Experience with ATS platform (Clear Company. ) Familiarity with A-driven recruiting tools, CRM software, and recruitment marketing automation. Understanding of how to leverage social media and digital platforms for talent acquisition.

• Availability to travel for regional and national events, speaking engagements, and technical assistance opportunities.