Recruiting Consultant

The Recruiting Consultant is responsible for talent acquisition, developing client specific recruitment plans, interviewing and proactively marketing candidates to customers. Accountable for contract employee relations and customer satisfaction. Work includes research/ sourcing, cold calling, interviewing candidates and managing the placement process.

RESPONSIBILITY LEVEL:
Implements strategies to achieve the goals for the organization and . Implements, revises, and sustains policies, procedures and programs. Typically works on projects and initiatives that span 3 - 12 months.

PRINCIPAL DUTIES:
1. 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.

2. 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.

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

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

5. Responsible for talent acquisition, developing client specific recruitment plans, interviewing and proactively marketing candidates to customers.

6. Provide employee relations support to contract employees and work directly with key customer contacts to monitor employee performance.

7. Responsible for recruiting activity includes research/ sourcing, cold calling, interviewing candidates and managing the placement process.

8. Accountable for achieving defined talent placement goals, and gross margin targets

9. Interview job applicants and present and assign them to appropriate clients. Manage database of unassigned candidates and update their availability.

10. Conduct orientations to familiarize new employees with the client company and share assignment specific information.

11. Post positions to various job boards and manage candidate flow generated by these postings.

12. Source candidates for client opportunities using traditional methods and making use of non-traditional networking, social media, direct recruiting/ cold calling and professional associations/ additional research.

13. Maintain standards of confidentiality. Release information only when proper written procedures have been used.

14. Regularly attend job fairs, college interview days or other outreach programs.

15. Participate in weekly meetings and provides regular updates to management and team with regard to the status of all current openings and any client management issues.

16. Maintain a safe and orderly work environment.

17. Conduct background checks including criminal, educational and Social Security checks when necessary.

18. Coordinate pre-employment drug testing or other compliance requirements, as requested by client.

19. 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. Experiences related to customer service environments requiring verbal and non-verbal communication skills.

3. Previous experiences related to human resource, customer service and/or recruitment.

4. Ability to operate personal computer and/or placement software.

5. Must work flexible schedule based on business needs. Additional nights/weekends may be required as business warrants.

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:
Occasionally lifts and/or moves up to 20 pounds. Moves about to accomplish tasks. Repetitive use of hands and vision required while using computer keyboard and work with written and electronic information. Ability to hear and communicate on phone and in person, travel required.

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)