Talent Acquisition Partner

Goodwill Industries of Central Texas•Austin, TX

13d

About The Position

The Talent Acquisition Partner is responsible for managing the recruitment process, sourcing, screening, and selecting candidates for various roles within an organization. The goal is to identify and attract top talent that aligns with the company's needs and culture.

Requirements

Minimum of 2 years experience in Talent Acquisition.
Experience with full-cycle recruiting, including sourcing, interviewing, and hiring.
Familiarity with various recruiting platforms and applicant tracking systems (ATS).
Understanding of labor laws and compliance regulations related to hiring and recruitment.
Knowledge of effective interview techniques and candidate assessment strategies.
Familiarity with employer branding and the importance of diversity and inclusion in recruitment.
Strong interpersonal and communication skills for effective candidate engagement.
Ability to assess candidates’ skills and cultural fit for an organization.
Time management and organizational skills to manage multiple openings and candidates.
Proficiency in using job boards, social media platforms (LinkedIn, etc.), and other sourcing tools.
Data-driven mindset with the ability to track and report on key recruitment metrics.
Strong problem-solving and critical thinking abilities.
A passion for helping organizations find top talent and fostering a positive candidate experience.
Ability to work well under pressure and meet deadlines.
Valid driver license and reliable transportation. Ability to travel across Goodwill Central Texas region.
Flexible schedule based on business needs. Talent Acquisition Specialist may be required to attend hiring event outside of normal business hours – evenings and weekends.

Responsibilities

Recruitment Strategy & Planning:
Collaborate with hiring managers to define job requirements, responsibilities, and ideal candidate profiles.
Develop and execute recruitment strategies to meet organizational hiring needs.
Build and maintain a strong pipeline of qualified candidates for current and future job openings.
Job Posting & Sourcing:
Post job openings on various platforms, including job boards, social media, and the company’s career page.
Proactively source candidates through multiple channels such as LinkedIn, networking events, job fairs, and industry-specific forums.
Screening & Interviewing:
Review resumes and applications to identify qualified candidates.
Conduct initial phone screenings and interviews to evaluate qualifications, skills, and cultural fit.
Coordinate and schedule interviews with hiring managers and ensure all necessary materials are prepared.
Candidate Experience & Communication:
Act as a point of contact for candidates throughout the hiring process, ensuring timely and professional communication.
Provide feedback to candidates post-interview and ensure a positive experience for all applicants.
Offer Negotiation & Onboarding:
Collaborate with hiring managers to extend job offers, negotiate terms, and coordinate start dates.
Assist with onboarding processes, including preparing necessary documentation and ensuring smooth transitions for new hires.
Data Management & Reporting:
Maintain accurate and up-to-date records in the applicant tracking system (ATS).
Track recruitment metrics (e.g., time-to-fill, cost-per-hire, etc.) and generate reports for management.
Employer Branding:
Promote the company’s brand and values in all recruitment materials and communications.
Participate in employer branding initiatives to enhance the company’s presence in the job market.
Compliance & Best Practices:
Ensure recruitment processes comply with legal requirements and company policies.
Stay updated on industry best practices and trends to continually improve recruitment strategies.
Retention & Team Member Engagement:
Check in with new hires after onboarding to evaluate their training and onboarding experience.
Record and track feedback and provide to Talent Leader.