Talent Acquisition Specialist

Belle Aire Creations•Round Lake, IL

13d•Onsite

About The Position

The Talent Acquisition Specialist will support the continued growth of Belle Aire Creations by managing full-cycle recruitment across a variety of departments and levels within the organization. This position will partner closely with hiring managers and Human Resources to understand staffing needs, develop effective recruiting strategies, attract qualified candidates, and provide a positive and efficient candidate experience throughout the hiring process. The Talent Acquisition Specialist will recruit for positions across corporate, creative, technical, laboratory, sales, customer service, quality, operations, manufacturing, and other business functions. This position must be comfortable managing multiple openings simultaneously, identifying and engaging talent, and adjusting recruiting strategies based on changing business needs. The Talent Acquisition Specialist will serve as an initial point of contact for many prospective employees and will be expected to professionally represent Belle Aire Creations, communicate our culture and opportunities, and build strong relationships with candidates, hiring managers, recruiting partners, and other stakeholders.

Requirements

3–5 years of full-cycle recruiting, talent acquisition, staffing, Human Resources, or related experience preferred.
Previous recruiting or talent acquisition experience within the fragrance industry is preferred.
Experience recruiting across multiple departments, job functions, and levels within an organization preferred.
Experience managing multiple open positions simultaneously in a fast-paced environment.
Experience proactively sourcing and engaging passive candidates.
Experience conducting candidate screens and assessing qualifications against position requirements.
Experience working with an Applicant Tracking System (ATS) preferred.
Experience utilizing multiple recruiting platforms and sourcing methods.
Experience working with external staffing and recruiting agencies preferred.
Strong interpersonal skills with the ability to build effective relationships with candidates, hiring managers, and leadership.
Excellent attention to detail.
Extremely organized with the ability to manage multiple priorities simultaneously.
Deadline-oriented with a strong sense of urgency and ability to work effectively in a fast-paced environment.
Ability to exercise discretion and maintain confidentiality.
Strong computer skills, including Microsoft Outlook, Word, Excel, PowerPoint, and Teams.
Apply sound judgment when evaluating candidate qualifications and determining alignment with position requirements.
Manage competing priorities and adjust recruiting activity based on changing business needs.
Identify recruiting challenges and develop practical solutions and alternative sourcing strategies.
Interpret a variety of instructions furnished in written, oral, visual, or schedule form.
Exercise discretion when working with confidential candidate, compensation, and employment information.
Demonstrate initiative and follow through on recruiting priorities with minimal supervision.
Must possess excellent verbal and written communication skills.
Communicate professionally and effectively with candidates at all levels of an organization.
Conduct phone and virtual interviews and clearly assess and document candidate qualifications.
Communicate candidate recommendations and concerns clearly and objectively to hiring managers and Human Resources.
Compose professional candidate correspondence and routine recruiting communications independently.
Make comprehensive and accurate recruiting notes in English.
Communicate professionally when delivering sensitive information, including candidate declines and employment offers.
Must have the ability to work well under pressure while maintaining professionalism.
Ability to work primarily in an office environment.
Ability to sit and work at a computer for extended periods.
Ability to communicate frequently by telephone, video conference, email, and in person.
Ability to travel between company locations and attend recruiting events as business needs require.

Responsibilities

Manage full-cycle recruitment for assigned positions from job opening through accepted offer.
Partner with hiring managers to understand position responsibilities, required qualifications, experience, skills, compensation parameters, and overall candidate profile.
Assist with developing, reviewing, and updating job descriptions.
Post and maintain open positions through the company's Applicant Tracking System (ATS) and appropriate recruiting platforms.
Proactively source qualified candidates through job boards, professional networking platforms, referrals, direct outreach, recruiting agencies, career fairs, and other recruiting channels.
Review resumes and applications to identify qualified candidates.
Conduct initial phone and virtual screens to evaluate candidate experience, qualifications, communication skills, compensation expectations, availability, and overall alignment with the position.
Provide hiring managers with clear candidate summaries and recommendations following initial screens.
Coordinate and schedule interviews with candidates, hiring managers, leadership, and other interview participants.
Maintain timely communication with candidates throughout the recruiting process.
Follow up with hiring managers to obtain interview feedback and determine next steps.
Maintain accurate candidate status and disposition information within the ATS.
Build effective working relationships with hiring managers and department leaders.
Conduct intake discussions on new openings to understand staffing needs and establish recruiting priorities.
Provide regular updates regarding candidate pipelines, recruiting activity, challenges, and market conditions.
Assist hiring managers in evaluating candidate qualifications and determining appropriate next steps.
Maintain a strong sense of urgency on priority and difficult-to-fill positions.
Proactively identify recruiting challenges and recommend alternative sourcing strategies when necessary.
Partner with Human Resources and leadership regarding hiring needs and recruiting priorities.
Provide candidates with a professional, responsive, and welcoming experience throughout the recruiting process.
Clearly communicate position responsibilities, work schedules, onsite expectations, compensation parameters, benefits, and other relevant employment information.
Coordinate onsite interviews and ensure candidates receive accurate interview details and expectations.
Assist with preparation and extension of employment offers in partnership with Human Resources and hiring managers.
Communicate offer details and respond to candidate questions regarding the hiring process.
Coordinate required pre-employment documentation and background screening.
Maintain communication with candidates between offer acceptance and start date.
Coordinate an organized handoff to Human Resources for onboarding and new-hire processing.
Maintain accurate and timely candidate records within the Applicant Tracking System.
Ensure candidates are appropriately moved through recruiting stages and dispositioned.
Maintain confidentiality of candidate, employee, and compensation information.
Support consistent recruiting and selection practices across departments.
Follow applicable federal, state, and local employment requirements and company recruiting practices.
Maintain recruiting documentation and records in accordance with company practices.
Develop and maintain relationships with recruiting agencies, technical programs, community organizations, and other talent sources.
Coordinate with external recruiting partners regarding open positions, candidate submissions, interview feedback, and hiring decisions.
Assist with career fairs, recruiting events, and other talent outreach initiatives.
Develop candidate pipelines for frequently hired and difficult-to-fill positions.
Promote the company's employee referral program and other internal recruiting initiatives.
Support employer-branding and recruiting-related initiatives.
Track recruiting activity, including open positions, candidate pipelines, interviews, offers, acceptances, and filled positions.
Monitor time-to-fill and other recruiting metrics.
Provide recruiting status updates to Human Resources and leadership.
Monitor recruiting sources and assist in evaluating the effectiveness of job boards, agencies, referrals, and other sourcing methods.
Identify recruiting trends, recurring challenges, and opportunities to improve the hiring process.