Talent Acquisition Specialist

Oakland Family Services•Pontiac, MI

7h•Hybrid

About The Position

The Talent Acquisition Specialist is responsible for the management of the lifecycle of the Agency’s recruitment and pre-hire onboarding experience spanning the engagement of potential candidates for open positions through to the first day of employment. They will use Agency recruitment tools, incentives, networking, and other available avenues to source and place candidates to Agency requisitions. The Talent Acquisition Specialist will assure best practices in engagement and promoting best in class experience for both active and passive candidates at all touchpoints in the lifecycle process. The Talent Acquisition Specialist will serve as a liaison between hiring managers and candidates, assisting the hiring managers by understanding the position, requirements, and qualifications, conferring and making recommendations, suggestions to strengthen the requisition/posting creation and actual recruitment initiatives in the candidate search. They will assist in representing the Agency brand as an employer of choice, promote the Agency’s unique culture, and effectively convey Oakland Family Services employee value proposition in all communications. The Talent Acquisition Specialist will excel at candidate relationship management by creating a positive candidate experience [https://www.linkedin.com/business/talent/blog/talent-acquisition/what-is-candidate-experience], courting leads, and building long-term relationships. The Talent Acquisition Specialist reports to the Director of Human Resources.

Requirements

Bachelor’s degree in human resources, communications or related field.
1-3 years’ experience in a talent acquisition or recruitment role, preferably in social services or non-profit organizations.
Experience with HRIS systems (preferably ADP Workforce Now) and applicant tracking systems, is required. Recruitment experience using LinkedIn Recruiter, Indeed, Facebook, and other platforms, is preferred. Firm understanding and implementation of recruiting metrics to drive decision-making is strongly preferred.
Exceptional interpersonal relations skills and energetic/enthusiastic personality with a talent and passion for engaging potential candidates and newly hired staff.
Excellent oral and written communication skills.
Proactive and independent with the ability to take initiative.
Demonstrated experience and success in ability to learn quickly and have self-motivated initiative to “hit the ground running” in a new position.
Knowledge of recruitment marketing and utilizing strategies related to selling the Agency’s employee value proposition to candidates.
Excellent time management skills with a proven ability to meet deadlines. Ability to manage multiple projects and hard deadlines simultaneously and effectively while keeping usable records and reports of work.
Strong problem solving, analysis, organizational skills plus the ability to use data and reporting functions to explain, support, and make recommendations to the recruiting process.
Familiarity with laws, regulations, and best practices applicable to hiring and recruitment.
Selected candidates for this position must possess a sensitivity to the diversity of the agency’s service population including (but not limited to) differences of culture, race, religion, gender, sexual orientation and socioeconomic.
Special abilities and skills necessary to perform the required tasks and that best meet the needs of the agency also will be considered. There may be some standards above that may be waived when compensating specifications or circumstances exist

Responsibilities

In partnership with the Director of Human Resources and Executive Leadership, develop effective and strategic recruitment plans, incentives (employee referral program, new hire signing incentives, communications, contest, career fairs, etc.), and other initiatives to attract and place qualified applicants, as well as to develop a candidate pool for all Agency positions.
Ascertain recruitment requirements and strategy by conferring and meeting with hiring managers regularly throughout a requisition’s lifecycle. Develop a strong understanding of the position description, requirements and qualifications and make suggestions for a strategic recruitment plan.
Identify, engage with, and screen candidates for all Agency positions through various platforms such as email, ADP Workforce Now, Linked In, phone calls, etc.
Assists with assuring the most effective and engaging job postings are utilized during the posting and advertisement processes.
Complete initial screenings using standardized screening techniques. Assess the skills, qualifications, and experience of potential candidates to understand if they are a good fit for the position and with the Agency.
Assist with interview scheduling and interview setup and maintain communications through the interview process and during the pre-hire onboarding process in a manner that ensures an optimal candidate experience.
Source active and passive applicants, as well as interns, through various methods including cost-effective advertising, sponsored campaigns, social media networking, job boards, career fairs, community partner opportunities (work study groups, colleges and universities, trade schools, etc.) and job boards.
Organize and attend job fairs and recruitment events to build a strong candidate pipeline.
Maintain applicant tracking systems, recruitment tracking reports, provide data and analytical reports, key performance indicators, for open positions, time vacant, number of applicants, number of interviews, etc. on a scheduled and ad hoc basis that will yield to data-driven recommendations for Agency decision making/budgeting.
Stay abreast of recruitment strategies, including recruitment marketing strategies, provide recommendations for consideration, and assist with implementation, as determined. Collaborate with the Marketing and Communications team to promote social media job boosts, posts and shares, email blasts and direct marketing campaigns.
In partnership with other team members, will assist with the development of a clear employee brand and employee value proposition strategy and implement within the recruitment and talent acquisition process.
Serve as an ambassador of the Agency and speak/share the mission, vision, culture, operating principals, values, benefits, history, and programs (continuum of care) to promote/incentivize the benefits of working at Oakland Family Services to represent the Agency as an employer of choice.
May participate on behalf of the human resources team in the interview process.
Ensures compliance with federal, state, and local employment laws and regulations, and company policies.
Provide coverage assistance to Human Resource team members on projects, workflow, etc. as necessary.
Assists with the planning and implementation of Agency events and meetings, such as General Staff, Agency parties, etc.
Responsible for incorporating principles of diversity, equity and inclusion in work processes and in job functions. Responsible for promoting a feeling of welcoming, belonging, and acceptance to all clients and staff.
Other duties as assigned.

Benefits

Competitive compensation.
Comprehensive medical, dental, prescription, and vision coverage.
Flexible Spending Accounts and HSA options.
Retirement plan with a company match.
Long-term disability insurance.
Voluntary short-term disability.
Life insurance and AD&D.
Malpractice insurance.
Paid time off benefits, including generous vacation, sick, personal, and bereavement days.
Twelve (12) paid holidays, including a floating holiday of your choice!
Annual pay increases, as approved.
Employee assistance program for you and immediate family.
Network of support for your health & well-being.
Verizon cellular plan discount.
Mileage reimbursement at the IRS rate.
Loan forgiveness programs.
Commitment to diversity, equity, inclusion, and belonging.
Family friendly practices and support.
Flexible work schedules, as appropriate.
Hybrid and virtual work options, as appropriate.
Highly robust and comprehensive onboarding and training program.
Paid professional development.
Free online trainings that count toward continuing education credits.
Employee assistance programs.
“Dress for Your Day” approach to dress code.
Financial literacy education and workshops.
Collaborative annual performance appraisals.
“Dollars for a Difference” program for clients and staff in need.
And more!