Corporate Recruiter

HUB International•Chicago, IL

10d•$75,000 - $85,000•Onsite

About The Position

The primary focus of the Corporate Recruiter is to source, interview, help the hiring manager make a selection decision, then successfully offer the ideal candidate. The key to their success is knowing the search criteria well to develop innovative and effective methods to source, evaluate, and pipeline candidates. In addition, the Corporate Recruiter builds candidate pools or databases, identifies potential candidates and uses cost-effective sourcing techniques to attract talent, minimizing the use of external agencies. The Corporate Recruiter fosters and cultivates relationships with key candidates and large talent pools to deliver upon both immediate short-term needs and strategic long-term initiatives. This full lifecycle recruiting position is hands-on and requires strong knowledge of Recruiting processes, systems, tools and resources.

Requirements

Bachelors degree in related discipline (e.g., Human Resources, Business, or equivalent), or commensurate experience.
3-5 years of recruiting experience on entry level roles in corporate finance, IT, marketing, and sales that routinely require proactively sourcing of passive candidates.
Knowledge of Recruiting and HCM systems, Workday experience preferred.
Excellent communication skills are key for this role, as this role frequently interacts with varying levels of hiring managers as well as our field recruiting teams.
Strong customer service orientation and ability to maintain a professional, friendly demeanor at all times.
Solution oriented with a solid business acumen.
Critical thinking skills and being able to work independently.
Strong organizational skills and attention to detail.
Ability to maintain strict confidentiality.

Nice To Haves

Workday experience preferred.

Responsibilities

Build relationships with hiring managers to review and understand the functions and qualifications for specific job requisitions.
Work to identify and assess talent to fill difficult positions, to generate ideas, leverage resources, and share information that creates an effective search process.
Utilize creative means and best practices to research, source, attract, and contact possible candidates to develop a diverse pool of qualified candidates.
Source active candidates from online databases, lists, internal databases, job boards, social media outlets, and referrals.
Screen candidates for availability, interest level, relocation needs, qualifications, and cultural fit.
Communicate effectively with hiring managers throughout the recruiting process.
Utilize ATS to track source and candidate information.
Ensure appropriate alignment and controls with administrative process when reviewing candidate data.
Schedule on-site and telephone interviews for hiring managers.
Initiate candidate assessments and background checks.
Close out candidates who are not selected in a timely fashion.
Track recruiting processes within ATS to adhere to OFCCP guidelines for internet applicants, ensuring accuracy in reporting.