Talent Acquisition Specialist

The Moorings Park Institute Incorporated•Naples, FL

13d

About The Position

Moorings Park is seeking a dedicated and talented Talent Acquisition Specialist to join our team. This role contributes directly to our mission by delivering exceptional service and supporting the well-being of our residents, families, and fellow partners. The Talent Acquisition Specialist will manage the full life cycle of recruiting, from job posting to onboarding, and will be responsible for coordinating with hiring managers, sourcing candidates, leading employer branding initiatives, and maintaining recruitment statistics. This role also involves developing recruitment marketing materials, fostering relationships with potential candidates and local schools, and conducting new manager training on the Applicant Tracking System and interviewing skills. The ideal candidate will have a Bachelor's degree in human resources management or equivalent experience, a minimum of 3 years of proven work experience as a Talent Acquisition Specialist, and hands-on experience with full-cycle recruiting. Knowledge of Applicant Tracking Systems (ATSs) is required, along with excellent oral and written communication skills, upbeat energy, superior interpersonal and presentation abilities, and the capacity to manage multiple projects simultaneously while maintaining strict confidentiality and high ethical standards.

Requirements

Bachelor’s degree in human resources management or equivalent experience.
Proven work experience as a Talent Acquisition Specialist or similar role for a minimum of 3yrs.
Hands-on experience with full cycle recruiting using various interview techniques and evaluation methods.
Knowledge of Applicant Tracking Systems (ATSs)
Excellent oral and written communication skills in the English language required.
Upbeat, positive energy
Superior interpersonal and presentation abilities
Ability to collaborate and work autonomously
Aptitude for managing multiple projects simultaneously
Strong organizational skills
Timely, consistent follow-up skills
Comfortable speaking in front of a crowd
Ability to maintain strict confidentiality at all times
High ethical and professional standards
During emergencies or natural disasters, may be required to remain on duty for the duration of the event.

Responsibilities

Full life cycle recruiting from job posting to onboarding on first day of employment.
Coordinate with hiring managers to identify staffing needs and determine proper selection criteria.
Source candidates through cold calling, search engines, referrals, networking, career fairs, and other avenues. Provide reports indicating methods of recruitment.
Maintain awareness of competitor practices, industry trends and recruitment standards in order to hire top-quality candidates.
Lead employer branding and marketing initiatives when sourcing talent.
Complete a weekly report with developed action plan recommendations on recruitment activity and other applicable reports/dashboards identifying recruiting internal/external challenges including but not limited to: positions open, time to fill, time to start etc.
Generate and maintain internal and external job postings; determine effective advertising mediums; place appropriate advertisements.
Make recommendations regarding recruitment programs, budgets, and collateral to attract applicants and to fill specific job openings.
Research, analyze, and prepare recruiting statistics, benchmarking and other competitor measurements.
Assess candidate information, including resumes and contact details, using the Applicant Tracking System.
Design, maintain, and update job descriptions for all positions and create interview questions that reflect appropriate position requirements.
Work closely with the Compensation and Benefits Manager on compensation requirements in order to provide verbal and written offer letters.
Organize and attend job fairs and recruitment events in a professional and progressive manner reflective of the Moorings Park luxury brand. Develop recruitment marketing materials.
Foster long-term relationships with past applicants and potential candidates. Create virtual bench database to source from.
Develop relationships with local schools and instructors for possible candidate sourcing.
Conduct new manager training on use of the ATS system and interviewing skills.