Talent Acquisition Specialist

Bish's RV•Meridian, ID

18d

About The Position

This role focuses on strategic recruiting and talent acquisition, encompassing sourcing, recruiting, and hiring candidates from entry-level to senior leadership. It involves proactively headhunting passive candidates, building talent pipelines, leading intake meetings with hiring managers, conducting candidate screenings and interviews, ensuring an exceptional candidate experience, and tracking recruiting metrics. Additionally, the role manages college recruiting initiatives, builds university partnerships, coordinates campus events, develops internship recruiting strategies, and sources early-career candidates. It also involves creating and implementing early career talent programs, partnering with the Employee Experience team, serving as a strategic talent advisor to leaders, coaching on hiring best practices, identifying staffing risks, and partnering with Marketing and Employee Experience to strengthen the organization’s employment brand through recruiting campaigns and social media efforts. The role also maintains disciplined recruiting operations, uses data to improve hiring outcomes, maintains applicant tracking system records, and tracks recruiting funnel performance.

Requirements

Bachelor’s degree in Human Resources, Business, Marketing, Communications, or a related field.
Minimum of 3 years full-cycle recruiting or talent acquisition experience.
Campus recruiting experience.
Experience sourcing and engaging passive candidates.
Strong interviewing and candidate-assessment skills.
Excellent relationship-building and communication abilities.

Nice To Haves

Exceptional candidates with two or more years of demonstrated sourcing success may be considered.

Responsibilities

Source, recruit, and hire high-performing candidates from entry-level through senior leadership positions.
Proactively headhunt passive candidates using LinkedIn Recruiter, networking, referrals, and industry research.
Build and maintain proactive talent pipelines before openings occur for leadership, top-producers, and difficult-to-fill roles.
Lead intake meetings with hiring managers to clarify role outcomes, define high-performance candidate profiles, and develop effective sourcing and selection strategies.
Conduct candidate screenings, interviews, and assessments; provide hiring recommendations and drive the process through timely selection decisions and offer acceptance.
Ensure an exceptional candidate experience through timely, consistent communication from first contact through onboarding, while coordinating interview scheduling and support.
Track and report recruiting metrics, including time to fill, quality of hire, offer acceptance rate, and source effectiveness.
Manage and execute all college recruiting initiatives.
Build and strengthen partnerships with universities, colleges, trade schools, career centers, professors, the athletics department, and student organizations.
Coordinate and execute career fairs, campus recruiting events, and other talent-engagement opportunities.
Develop internship recruiting strategies and manage candidate selection.
Build and maintain an annual college recruiting calendar.
Source early-career candidates, including professionals that are one to three years out of school, through strategic messaging and direct outreach.
Cultivate and maintain relationships with external recruiting partners, including headhunters, colleges, and top-of-funnel talent partners.
Create and implement programs designed to attract, engage and develop future leaders.
Manage graduate recruiting initiatives.
Manage early talent development initiatives.
Plan and execute early career talent programs.
Manage candidate communication and engagement for early career talent programs.
Provide internship experience support.
Report on early talent pipeline.
Continuously improve early career talent programs and processes.
Partner with Employee Experience team members on leadership pilots, internship programs, Rookie initiatives, and other performance- or potential-based talent needs.
Serve as a strategic talent advisor who strengthens leader capability and improves hiring decisions across the organization.
Coach leaders on talent quality, interview discipline, candidate selection, and timely decision-making.
Surface staffing risks and recruiting barriers early and recommend adjustments to sourcing strategies, performance profiles, processes, or compensation.
Partner with Employee Experience on performance and potential needs, succession considerations, and replacement pipelines as appropriate.
Partner with Marketing and Employee Experience to strengthen the organization’s employment brand.
Create recruiting campaigns and support social media recruiting efforts.
Promote the employee value proposition and career-growth opportunities.
Attend networking and community events.
Build relationships within local and industry talent communities.
Develop employee referral initiatives.
Increase brand visibility among priority talent pools.
Maintain disciplined recruiting operations and use data to improve hiring outcomes.
Maintain accurate, complete, and compliant applicant tracking system records, including candidate dispositioning, interview notes, and pipeline status.
Track recruiting funnel performance, source effectiveness, time to fill, candidate quality, and trends in offer acceptance and declines.
Use recruiting data to identify bottlenecks, recommend improvements, and strengthen sourcing and selection decisions.
Continue to learn and understand recruiting trends to improve sourcing, hiring, and retaining top talent.