Talent Acquisition Specialist

Arizona State University•Tempe, AZ

6h•$55,000 - $60,000

About The Position

The Talent Acquisition Specialist serves as a strategic partner within the Office of Human Resources Talent Acquisition team, supporting recruitment programs, sourcing initiatives, and candidate engagement efforts. This role applies a recruiter mindset and advanced knowledge of recruitment practices, Workday business processes, and institutional context to actively support talent strategy. The Specialist works in close partnership with the team to manage recruitment programs, advocate for candidates, and support hiring teams through subject matter expertise and consultative guidance.

Requirements

Bachelor's degree and three (3) years of experience appropriate to the area of assignment/field; OR, Any equivalent combination of experience and/or training from which comparable knowledge, skills and abilities have been achieved.
Strong background in recruitment or human resources.
Ability to think creatively and innovatively in developing, implementing and automating processes and strategies.
Working knowledge of employment law standards, including Equal Employment Opportunity requirements, Department of Labor regulations, and Affirmative Action principles.
Familiarity with methods, practices, and techniques of delivering exceptional customer service.
Strong verbal and written communication skills, paired with effective listening and relationship-building abilities.
Proven ability to work collaboratively in a team environment, adapt to changing priorities, and manage frequent interruptions.
Proficiency using LinkedIn, job boards, social networks, and other digital platforms to support sourcing and recruitment efforts.

Nice To Haves

Experience using Workday HRIS or similar enterprise human resources systems.
Familiarity with higher education recruitment practices and the unique considerations of recruiting within a complex institutional environment.
Knowledge of ASU policies, practices, and organizational structure.
Experience training or presenting to large groups, including delivering process guidance or system-related instruction.

Responsibilities

Recruitment Program Ownership and Strategy
Owns and manages the ASU Reemployment Program as a strategic talent pipeline in tandem with the Talent Sourcing Program, ensuring effective candidate engagement and operational integrity.
Exercises independent judgment in managing recruitment programs and advising stakeholders, and partners with leadership to review and resolve complex recruitment issues.
Reviews program data and trends to identify improvement opportunities and inform recruitment strategies.
Maintains accurate program tracking, candidate records, and documentation to support reporting, compliance, and audit requirements, and addresses data issues or corrective actions as needed.
Candidate Engagement and Advocacy
Develops a deep understanding of reemployment candidates’ skills, experience, career goals, and readiness for various roles.
Actively assesses candidate fit and aligns candidates with appropriate employment opportunities across the institution.
Engages directly with candidates using a recruiter mindset by building relationships, advising on career pathways, and advocating for candidates with hiring teams.
Provides resume and cover letter review, interview preparation, feedback, and ongoing guidance to strengthen candidate readiness and placement outcomes.
Participates in Talent Sourcing Program sourcing conversations and interviews when appropriate to advocate for internal and sourced candidates.
Helps market reemployment and sourced candidates as strong talent options to hiring teams.
Hiring Team Consultation and Recruiting Best Practices
Serves as a subject matter expert to hiring teams on recruiting best practices to improve candidate engagement and hiring outcomes.
Delivers recruitment-related training and guidance for hiring teams and departmental partners, addressing frequently asked questions and promoting consistent application of institutional hiring standards.
Advises on recruitment strategies, candidate evaluation, and process considerations while ensuring compliance with institutional requirements.
Applies knowledge of ASU policies, practices, and organizational structure to navigate complex hiring scenarios and provide informed, consistent guidance across colleges and units.
Troubleshoots functional system issues and supports recruiters and departments with system usage and process navigation.
Identifies opportunities to improve efficiency, consistency, and data quality within Workday.
Supports approval of staff job postings and offers and coordinates advertising of staff and faculty postings with external media vendors as appropriate.
Contributes to continuous improvement efforts that strengthen recruitment programs, candidate experience, and service delivery.