Recruiter

Pearl River Foods•Carthage, MS

13d•Onsite

About The Position

Pearl River Foods is seeking a reliable, safety-minded Recruiter for its plant in Carthage, Mississippi. This is a full-time, salaried role reporting to the HR Manager. The Recruiter builds and maintains a qualified pipeline for high-volume hourly positions and provides candidates with a timely, respectful, and organized experience from initial interest through orientation. The role encompasses sourcing, community outreach, job fairs, local recruitment marketing, applicant tracking system management, screening, interview coordination, pre-employment processing, onboarding, data accuracy, and process improvement. The Recruiter partners with plant leaders and Human Resources to understand staffing needs, remove hiring barriers, and prepare new hires for a successful start. The role also maintains accurate recruiting records and reporting, coordinates compliant and engaging orientation, and uses recruiting data and candidate feedback to improve application flow, interview completion, hiring outcomes, and candidate experience.

Requirements

High school diploma or GED required.
One to three or more years of high-volume recruiting experience, preferably supporting hourly positions in manufacturing, agriculture, food processing, distribution, or a similar operating environment.
Experience using an applicant tracking system and maintaining accurate candidate status, documentation, and disposition data.
Ability to source candidates through community partnerships, job fairs, local outreach, digital channels, referrals, and direct engagement.
Strong written and verbal communication, relationship-building, customer service, organization, follow-through, and problem-solving skills.
Proficiency with Microsoft Excel and HR or recruiting systems.
Ability to manage multiple openings and candidates at different stages while meeting deadlines and maintaining accuracy and confidentiality.
Ability to work effectively with job seekers, production employees, community partners, supervisors, and leaders across shifts.
Bilingual proficiency in English and Spanish, with the ability to communicate clearly and professionally with candidates and employees in both languages.

Nice To Haves

Associate or bachelor's degree in Human Resources, Business, or a related field.
Experience with ProLiant.

Responsibilities

Develop sourcing plans for high-volume hourly roles using job boards, workforce centers, community organizations, technical schools, referrals, digital channels, local advertising, and direct outreach.
Build and maintain partnerships with workforce centers, schools, training programs, community organizations, staffing resources, and other sources of job seekers.
Plan, promote, attend, and follow up on job fairs, hiring events, open houses, community events, and other local recruiting activities.
Create and coordinate accurate, brand-consistent local recruitment materials and job-seeker communications.
Engage prospective candidates in person, by phone, electronically, and through community outreach; explain job requirements, schedules, work environment, hiring steps, and timelines.
Maintain talent pipelines for recurring plant positions and re-engage qualified prior applicants or prospects when appropriate.
Track applicant sources and event results to assess which channels produce qualified applicants, completed interviews, offers, and orientation attendance.
Manage the applicant tracking system as the system of record, keeping candidate information, statuses, notes, interview activity, offers, and outcomes complete, accurate, and current.
Review applications promptly and communicate clearly and professionally with interested candidates within established service expectations.
Move candidates through recruiting stages, follow up on outstanding actions and requirements, and accurately disposition candidates who are no longer under consideration.
Maintain accurate job postings, requisition details, screening questions, hiring-team information, and candidate workflows in the applicant tracking system.
Conduct routine data-quality reviews, correct record issues, and protect candidate information in accordance with confidentiality, retention, and applicable hiring requirements.
Review applications and conduct structured phone or initial screenings to evaluate qualifications, reliability, schedule alignment, interest, and ability to meet stated job requirements.
Explain role details consistently, including schedule, physical requirements, work environment, available compensation information, and hiring process.
Coordinate interviews, confirm availability, provide reminders and instructions, and follow up promptly after interviews.
Partner with plant and HR leaders to clarify staffing priorities, candidate requirements, interview capacity, and selection decisions.
Document screening and interview activity and communicate candidate status and next steps to relevant stakeholders.
Monitor interview attendance, cancellations, rescheduling, and decision turnaround; identify barriers and implement improvements.
Ensure selection practices and documentation are job-related, consistent, and aligned with company requirements.
Coordinate approved offers and communicate job details, start-date expectations, required documents, and next steps.
Coordinate background checks, drug screenings, and other post-offer requirements, following up on incomplete or delayed items.
Prepare and facilitate organized, engaging, accurate, and timely new-hire orientation and onboarding.
Complete and verify new-hire documentation, including Form I-9, E-Verify, and other required hiring documents.
Enter new-hire information accurately and on time in ProLiant and the timeclock system, resolving discrepancies before the employee begins work whenever possible.
Coordinate orientation rosters, start dates, shift and department assignments, required training, and first-day readiness with HR and plant leadership.
Track offer acceptance, pre-employment completion, orientation attendance, no-shows, and early withdrawals; follow up on recurring causes.
Maintain recruiting trackers, reports, and dashboards covering candidate flow, activity, outcomes, source effectiveness, and staffing needs.
Review recruiting activity with HR and plant leadership to identify staffing risks, bottlenecks, candidate drop-off points, and opportunities to improve hiring speed and candidate experience.
Maintain standard work, communication templates, event checklists, interview scheduling practices, ATS data standards, and orientation procedures.
Use candidate questions, feedback, declines, no-shows, and withdrawal reasons to recommend improvements to postings, outreach, scheduling, communication, and onboarding.
Reduce manual work, duplicate entry, delayed follow-up, and data errors through practical process improvements and clear ownership of recruiting steps.
Maintain regular floor presence to understand staffing needs, communicate with employees and leaders, and strengthen referral and engagement efforts.
Support HR documentation, record keeping, data entry, data integrity, reporting, monitoring, tracking, and audits as assigned.
Complete other recruiting, HR, or special projects as assigned.