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Senior Talent Acquisition Specialist

Summary

The Sr. Talent Acquisition Specialist is responsible for delivering all facets of recruiting success throughout the organization. This will be achieved through the development of recruiting plans, employing traditional sourcing strategies and resources as well as developing new, creative recruiting ideas. The Sr. Talent Acquisition Specialist plays a critical role in ensuring we are hiring the best possible talent by developing and executing recruiting plans, networking through industry contacts, association memberships, trade groups and employees, coordinating/implementing college recruiting initiatives, administrative duties and recordkeeping. Specifically, recruiters are proactive about business needs, taking business trends into account when seeking out, prescreening, interviewing, and testing applicants to locate qualified employees for job openings. They are required to maintain an extensive, up to date database of candidates available as needs arise.

Duties and responsibilities

  • Work with internal teams and hiring managers to assist with recruitment efforts.
  • Assist with both external and internal hiring efforts (internal recruitment meaning assessment of employees for different or more senior roles.)
  • Develop recruitment strategy. This may include job posting optimization, recruiting marketing channel development, job board procurement, digital and non-digital employment marketing, comprehensive recruitment campaign planning, talent planning, etc
  • Identify and source appropriate talent for current open roles within the organization
  • Identify future talent needs and proactively recruit and source talent pool.
  • Manage the recruitment process and life-cycle, including initial assessments, interviews, reference checks and offers.
  • Counsel the candidate on corporate benefits, salary, and corporate environment.
  • Provide recruitment counsel and guidance to hiring managers and HR professionals with hiring and employment data.
  • Develop specialized or competitive intelligence and research in regards to talent development or retention.
  • Use social media, job boards, Internet sourcing, and other technical means to source candidates for open jobs.
  • Develop college recruiting programs
  • Manage and guide development of corporate employment resource
  • Participate in employment events, such as career fairs
  • Use sophisticated applicant tracking systems and other recruiting software and CRM system to track applicants through the selection phase through to on-boarding.
  • Develop relationships with third party recruitment agencies and staffing firms and manage the procurement and measurement process.
  • Continuously evaluate recruitment and selection criteria and recommend revisions as needed.
  • Advise management on organizing, preparing, and implementing recruiting and retention programs.
  • Project yearly recruitment expenditures for budgetary consideration and control.
  • Network through industry contacts, association memberships, trade groups and employees.
  • Encourage employee referrals, communicating its importance.
  • Conduct regular follow-up with managers to determine the effectiveness of recruiting plans and implementation.
  • Research and recommend new sources for active and passive candidate recruiting.
  • Build networks to find qualified passive candidates.
  • Improve the company website recruiting page to assist in recruiting.
  • Use social and professional networking sites to identify and source candidates.
  • Aid in establishing a recognizable “Employer of Choice” reputation for the company, both internally and externally.
  • Communicate with managers and employees regularly to establish rapport, gauge morale, and source new candidate leads.
  • Attend local professional meetings and membership development meetings.
  • Coordinate all internal recruitment processes including job posting, transfers or promotion of selected employees ensuring all applicable standards in hiring are met.
  • Perform other special projects as assigned.

 

Requirements

  • Minimum 5+ years of recruitment experience.
  • Diploma/Degree in Human Resources or other appropriate field preferred.
  • Construction experience preferred
  • Innovative thinker, able to use and develop new sources for recruitment.
  • Able to work in a result focused environment.
  • Ability to analyze and interpret the needs of clients and offer the appropriate options, solutions, and resolutions required
  • Exceptional conflict resolution, negotiation, and objection handling skills.
  • Able to respond quickly in a dynamic and changing environment.
  • Highly flexible, with solid interpersonal skills that allow one to work effectively with different managers, candidate personalities, etc.
  • Good training, coaching, and active listening skills are essential
  • Able to build and maintain lasting relationships with corporate departments, key business partners, and employees.
  • Knowledge of cost analysis, fiscal management, and budgeting techniques a must.
  • Excellent in all MS Office (focus on Excel and PP)
  • Outstanding interviewing skills.
  • Detail oriented.
  • Ability to work under pressure to meet departmental targets.
TO APPLY FOR THIS JOB

Please email your resume to careers@york1.com including the title and location of the job of interest.

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