Talent Acquisition Specialist

Aston Carter•Fort Wayne, IN

2d•$41 - $44•Remote

About The Position

The Senior Talent Acquisition Specialist leads full life cycle recruiting for a wide range of field and craft roles, including non-exempt, DOT, and non-DOT positions such as line workers, electricians, plant operators, and maintenance technicians. This role manages both technical and non-technical requisitions, including management-level positions, and operates with a high degree of independence. The Senior Talent Acquisition Specialist uses creative sourcing strategies, partners closely with hiring managers and HR, and serves as a resource and mentor to less experienced talent acquisition team members.

Requirements

Five years of corporate experience in recruitment and placement of applicants in professional and management-level exempt positions.
At least three years of experience working with electronic applicant tracking systems (ATS) and internet recruiting sources.
Proven full cycle recruiting experience, including sourcing, screening, interviewing, and offer management.
Demonstrated experience recruiting for field and craft roles such as line workers, electricians, plant operators, and maintenance technicians.
Strong talent acquisition and recruiting skills with the ability to manage multiple requisitions and priorities independently.
Proficiency with applicant tracking systems (ATS) for managing candidate pipelines and requisition data.

Nice To Haves

Bachelor’s degree in human resource management or a related field preferred, or equivalent years of relevant experience.
Experience recruiting for both technical and non-technical positions, including management roles.
Experience using a variety of sourcing channels such as career fairs, online job fairs, and community networking events.
Experience managing internal transfers, including screening, interview coordination, and offer letters.
Ability to suggest and support implementation of process improvements in recruiting operations.
Not focused solely on or limited to information technology recruiting.

Responsibilities

Partner with hiring managers and HR Business Partners to understand staffing needs and develop effective recruitment strategies for assigned territories.
Manage full life cycle recruiting for exempt and non-exempt roles, including sourcing, screening, interviewing, assessing, and selecting candidates.
Conduct phone and in-person interviews, administer appropriate assessments, and complete reference and background checks.
Make clear recommendations to hiring managers regarding hiring decisions and deliver employment offers to selected candidates.
Serve as a subject matter expert for recruiting within assigned territories, providing guidance and insights on market trends and candidate availability.
Utilize traditional and nontraditional sourcing methods, including career fairs, online job fairs, community networking events, and other channels to attract high-quality candidates.
Partner with Sourcing Specialists to ensure a diverse slate of qualified candidates is presented to hiring managers.
Manage the internal transfer process, including candidate screening, interview coordination, and preparation of transfer offer letters.
Follow up with candidates and hiring managers to gather feedback and continuously improve the recruiting process and candidate experience.
Develop and maintain strong relationships with internal stakeholders and external partners to achieve staffing goals.
Communicate key employment information during offer delivery, including benefits, compensation, and any applicable agreements.
Ensure onboarding and new hire orientation processes occur smoothly and on time for new hires.
Work with hiring managers to ensure compliance with all applicable federal and state employment laws and regulations, including affirmative action plan requirements.
Manage candidate activity and requisitions in the applicant tracking system (ATS), ensuring accurate and timely data entry.
Maintain application and resume files and retention practices in accordance with company policy.
Maintain memberships and affiliations with relevant trade and professional organizations to stay current with recruiting best practices and industry trends.
Take the lead in the development of one or more annual Affirmative Action Plans, ensuring accurate data and timely completion.
Recommend and help implement ongoing process improvements to keep the recruiting function effective, efficient, and compliant.
Act as a resource and informal mentor to less seasoned Talent Acquisition team members, sharing knowledge and best practices.