Talent Acquisition Specialist

Hutson, Inc•Hopkinsville, KY

About The Position

The Talent Acquisition Specialist plays a critical role in ensuring the continued success and growth of Hutson, Inc. by driving the full-cycle recruitment process for all locations. This individual will leverage data analytics and recruitment metrics to optimize hiring strategies, improve candidate quality, and streamline recruitment workflows. As a key partner to hiring managers, this role ensures that the right talent is identified and placed in the right roles, supporting the dealership’s commitment to delivering exceptional service, growth, and innovation.

Requirements

Minimum of 3-5 years of full-cycle recruitment experience, ideally in a multi-location or dealer network environment.
Bachelor’s degree in Human Resources, Business Administration, or a related field, or equivalent work experience.
Strong analytical skills, with the ability to leverage data to evaluate recruitment efforts and develop insights.
Proficiency in applicant tracking systems (ATS) and other recruitment tools.
Excellent communication and interpersonal skills, with the ability to build relationships with both candidates and internal stakeholders.
Strong organizational skills, attention to detail, and the ability to manage multiple requisitions simultaneously.
Proficiency in MS Office Suite (Excel, Word, PowerPoint, Outlook) and data visualization tools.
Familiarity with recruitment platforms such as ZipRecruiter, Indeed, and others.
Ability to work independently and make decisions based on analysis and data.
Valid Driver’s License
Sedentary work: Exerting up to 10 pounds of force occasionally and/or a negligible amount of force frequently or constantly to lift, carry, push, pull or otherwise move objects, including the human body. Sedentary work involves sitting most of the time.
The worker is required to have visual acuity to determine the accuracy, neatness, thoroughness of work assigned or to make general observations of facilities or structures.
None: The worker is not substantially exposed to adverse environmental conditions.

Nice To Haves

Recruitment Certification preferred.

Responsibilities

Source and Attract Candidates: Proactively research, source, and engage candidates using job boards, referral programs, and other creative sourcing strategies. Build and maintain a talent pipeline for key roles across multiple locations.
Screening and Interviews: Conduct initial phone screens, assess candidate qualifications, and interview candidates for a variety of roles, including sales, service, parts, support, and management.
Manage Interview Process: Partner with hiring managers and department heads to coordinate and schedule interviews, assist in interview preparation, and provide feedback on candidates.
Offer Management: Extend offers to candidates and coordinate the final stages of the hiring process.
Pre-Employment Screenings: Facilitate the pre-employment process for new hires, including the coordination of background checks, drug screenings, and DOT physicals for applicable roles.
New Hire Support: Manage pre-employment processes including new hire data entry, system access, and coordination of new hire orientation to ensure a smooth onboarding experience.
Metrics & Reporting: Track and analyze key recruitment data, including time-to-fill, source of hire, and offer acceptance rate. Use this data to evaluate the effectiveness of recruitment strategies, and make data-based recommendations for process improvements.
Technician Recruitment: Develop a Service Technician sourcing strategy to increase volume and reduce inefficiencies. Capture offer rejection reasons, and share feedback with the Aftermarket team to improve the organization’s offer acceptance rate.
Continuous Improvement: Regularly evaluate recruitment processes to identify areas of improvement, streamline workflows, and implement best practices to enhance efficiency and reduce hiring time. Capture offer rejection reasons, and work with internal teams to develop
Market Research: Stay informed on industry trends, and collaborate with the HR Manager to implement competitive hiring strategies to ensure the dealership remains competitive in attracting top talent.
Partner with Hiring Managers: Work closely with managers to understand specific role requirements, create job descriptions, and provide guidance on candidate selection. Train managers on how to utilize the ATS, maximizing their contributions.
Employer Branding: Help develop and promote the dealership’s employer brand by ensuring job postings and recruitment materials align with the company's values, culture, and commitment to excellence.
Candidate Experience: Ensure a positive candidate experience through clear communication, timely feedback, and a smooth interview process.
Internal Collaboration: Collaborate with the Marketing team to create engaging recruitment materials (e.g., job postings, videos, social media content) that resonate with potential candidates.
External Sourcing Partnerships: Work with external platforms and agencies (Indeed, ZipRecruiter, and third-party partners) to support candidate sourcing and job promotion efforts.
Other duties as assigned.