PRN Talent Acquisition Consultant

Texas Health•Arlington, TX

5d•Remote

About The Position

The Talent Acquisition Consultant supports recruitment on an as-needed, PRN basis. The role develops knowledge of assigned service lines and sources passive candidates; partners with hiring managers to define requisitions and set expectations; screens and communicates with candidates; and coordinates interviews, feedback, offer approvals, and required documentation. The consultant is accountable for the quality of candidate submissions, compliance with hiring guidelines, and performance against KPI and scorecard measures. The role builds candidate pipelines through ATS and online database searches, job boards, phone and email campaigns, networking, and social media. It maintains and improves job postings, converts leads into applicants, and partners with recruitment marketing on targeted campaigns. The consultant also builds relationships with hiring managers, candidates, and HR Operations; communicates service-level expectations; manages relationships and data in the ATS; and helps address customer-service issues. The position represents Texas Health Resources at selected recruiting and association events and contributes to team and system projects, recruitment best practices, and professional development. The work location is remote within approved states: Arizona, Florida, Missouri, North Carolina, Oklahoma, Tennessee, Texas, and Utah. Core work hours are PRN as needed.

Requirements

High school diploma or equivalent required.
Four years of recruitment experience with a bachelor's degree, or eight years of recruitment experience without a degree.
Sourcing experience across methods such as cold calling, database mining, social media, networking, and pipelining.
Excellent customer-service skills.
Advanced computer skills related to sourcing.
Creative and analytical thinking to solve unique problems.
Ability to work autonomously and take ownership of responsibilities.
Service-recovery skills.
Excellent interpersonal communication skills in person, by phone, and by email.
Business acumen and ability to develop a value proposition for a desired candidate pool.
Ability to manage multiple complicated tasks simultaneously.
Strong organizational skills.
Ability to make and keep commitments.

Nice To Haves

Bachelor's degree in Business, Human Resources, or a relevant field preferred.

Responsibilities

Learn assigned service lines and develop expertise in sourcing passive candidates.
Define requisitions with hiring managers using the Discovery Meeting tool and set realistic expectations.
Triage incoming requisitions and assign them to the appropriate service-level agreement.
Communicate with qualified candidates, assess alignment with hiring-manager needs, present the opportunity and benefits, and clarify compensation expectations before candidate submission.
Monitor the quality of candidate submissions and support an efficient placement process.
Schedule interviews, obtain interview feedback, facilitate offers, and coordinate offer approvals with HR.
Review application information for accuracy and compliance, and gather required documentation.
Meet KPI and scorecard expectations.
Build candidate pipelines through ATS and online database mining, email and phone campaigns, prescreening, and networking.
Use external job boards to find qualified candidates; conduct cold calls and other outreach to promote career opportunities; and convert leads into applicants.
Maintain and manage internal and external job postings, enhancing postings for critical-to-fill positions.
Partner with recruitment marketing on targeted email campaigns and develop creative approaches to attract passive candidates.
Build and maintain partnerships with hiring managers, candidates, peers, and HR Operations.
Communicate and reinforce service-level expectations with hiring managers and HR Operations, clarifying roles and supporting the hiring process.
Use the ATS to manage candidate and hiring-manager relationships and related data.
Communicate customer-service opportunities to Talent Acquisition leadership and develop service-recovery strategies.
Promote Texas Health Resources and maintain knowledge of its direction, history, financials, and market position.
Maintain customer-service standards with hiring managers, team members, and candidates.
Travel to selected recruiting and association events and represent Texas Health Resources as a talent-acquisition resource.
Participate in team and system projects, communicate project outcomes, and investigate recruitment best practices for professional development.