Talent Acquisition Consultant GWGL

The Talent Acquisition Consultant GWGL drives full-cycle, high volume recruitment initiatives. Responsible for developing a talent attraction strategy to drive applicants for immediate openings, as well as proactively pipeline for future workforce planning initiatives.

RESPONSIBILITY LEVEL:

Implements strategies to achieve the goals for the organization and develops talent sourcing strategies aimed at finding exceptional candidates. Implements, revises, and sustains policies, procedures and programs. Typically works on projects and initiatives that span 3 – 12 months.

PRINCIPAL DUTIES:

1. Drive full-cycle, high volume recruitment initiatives. This includes, but is not limited to, researching and sourcing candidates, building competency based interview guides, interviewing and evaluating candidates, calendaring for interviews with managers, conducting reference checks and facilitating the offer process.

2. Responsible for developing a talent attraction strategy to drive applicants for immediate openings, as well as proactively pipeline for future workforce planning initiatives. Drive applicant traffic through a partnership with Marketing (print and electronc advertising, Goodwill’s social media channels) as well as through our current internal workforce, Goodwill Workforce Connection Centers, job fairs, cold calling, social media, workforce centers, community partners, and more.

3. Sets sourcing, productivity and hiring goals. Develops and drives sourcing and recruitment strategies to achieve goals. Evaluates, tracks and reports on sourcing and hiring metrics including but not limited to: time to fill, cost per hire (paid contracts), sourcing campaign outcomes and overall source performance (applicant volume, applicant quality, application to hire), and developing and implementing solutions for sourcing and hiring challenges.

4. Track candidate movement from application to first day on the job. Manage all aspects of movement from application to day one, including issuing offer letter, submitting candidates for background screening, keeping managers informed about candidate progress and start date, sending candidates to complete pre-hire paperwork, monitoring background screening completion, scheduling candidates for new employee orientation (NEO), and determining candidate schedules.

5. Work with Great Lakes Operations and HR teams to plan and execute job fairs at regular intervals. Partner with Marketing to drive candidates and call and conduct community outreach to candidates to drive traffic for job fairs. At the job fair, serve as a resource to assist candidates.

6. Build strong relationships with hiring managers to drive a top-notch hiring process, determine current needs understanding position requirements, candidate success profiles and addressing challenges. Monitor recruiting and hiring trends, provides proactive consult to hiring managers, adjusts recruitment and hiring strategies accordingly. Complete and distribute weekly report on position vacancies, sourcing activities and applicant flow.

7. Create employment opportunities in the applicant tracking system, including the creation of compelling job ads to ensure we are attracting the right talent.

8. Deliver a first-class candidate experience through effectively managing the the experience from application throughout the recruitment lifecycle (or hiring process) and effectively communicating the employee value proposition.

9. Assist with new hire orientation to familiarize new employees with the organization and participate in orientation training as needed.

10. Support organizational diversity, equity and inclusion including, but not limited to Affirmative Action plan guidelines. Ensure a strong and diverse applicant flow by developing an effective network throughout territory including industry contacts, association memberships, trade groups, community job placement services, colleges, employees and other organizations.

11. Project and Change Management: Effectively plans and manages own work to reliably complete routine job responsibilities and special assignments. May serve as a team member or subject matter expert on formal projects or within the department. Effectively engages in change affecting her/him, communicating appropriately with supervisor. Follows through on learning, skill building, and practice necessary to adapt to change.

12. Problem Solving: Light supervision; works independently. Periodic review of work by manager or senior coworker. Solves problems of moderate to advanced complexity; able to identify root cause, interpret data and resolve issues.

13. Technical Skill: Understands and applies professional principles and skills within area of specialization to modify processes to resolve situations.

14. Community Engagement: Champions Goodwill’s community engagement initiatives and serves as an ambassador for Goodwill in the wider community.

15. Responsible for completing other duties/responsibilities as assigned.

REQUIREMENTS:

1. Two years of college education or experience equivalency, and a minimum of 3 years’ experience.

2. Related recruiting experience.

3. Knowledge of federal and state laws which affect employment.

CORE CULTURAL COMPETENCIES:

1. Customer Focus: Independently anticipate and meet customer needs, while searching for ways to improve customer service. Internalize customer feedback, and follow up with customer to ensure problems are solved by providing innovative ideas to meet their future needs.

2. Values Differences: Seeks out the diverse perspectives and talents of others, striving to work effectively with others who have different perspectives, backgrounds or styles. Behave with sensitivity towards differences in cultural norms, expectations, and ways of communicating. Challenge stereotyping or offensive comments.

3. Communicates Effectively: Shares information and updates with others, while ensuring a clear, concise and professional communication through reports, documentation, written and other communications. Listens with interest to what others have to say.

4. Situational Adaptability: Demonstrates flexibility of responses to different situations through adapting to the changing needs, conditions, priorities or opportunities. Monitors how well an approach is working to see if a change is needed, recognizing cues that suggest a change in approach or behavior is needed.

5. Drives Results: Demonstrates a strong drive to achieve meaningful results, through driving tasks to successful completion and closure. Sets high standards for own performance, showing determination in the face of obstacles and setbacks.

6. Ensures Accountability: Takes responsibility and ownership for successes and failures in own work. Monitors progress of performance and changes approach accordingly, following through on commitments.

PHYSICAL/SENSORY DEMANDS:

Remain stationary for extended periods of time, repetitive use of hands, vision required for work with written and electronic documents, travel to various worksites. Moves about to accomplish tasks.

When determining placement within the salary range for this position Goodwill Greater Milwaukee & Chicago considers education, experience, internal equity, market demands and other qualifying criteria. It is not typical for individuals to be hired at or near the top of the rage for their role and compensation decisions are dependent on facts and circumstances of each case.

Certain roles are eligible to participate in an incentive plan. Participation in this plan does not guarantee an incentive payment and is subject to the terms and conditions of the plan, which are subject to change.

In addition to compensation, we offer a competitive benefit program that may include medical, dental, vision, short and long-term disability, life insurance, retirement plan, paid time off (PTO) and more. The specifics of each benefit package will vary depending on factors such as full or part time jobs, contracted, temporary, or other job categories.

Equal Opportunity Employer

(SEW)

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)