Talent Acquisition Specialist

Bish's RV, Inc.•Meridian, ID

18d

About The Position

This role focuses on strategic recruiting and talent acquisition, encompassing full-cycle recruitment from entry-level to senior leadership. It involves proactive candidate sourcing, building talent pipelines, managing college recruiting initiatives, developing early career talent programs, partnering with hiring managers as a talent advisor, strengthening the employer brand, and maintaining disciplined recruitment operations with data analytics. The goal is to attract, engage, and hire high-performing candidates while ensuring an exceptional candidate experience.

Requirements

Bachelor’s degree in Human Resources, Business, Marketing, Communications, or a related field.
Minimum of 3 years full-cycle recruiting or talent acquisition experience.
Campus recruiting experience.
Experience sourcing and engaging passive candidates.
Strong interviewing and candidate-assessment skills.
Excellent relationship-building and communication abilities.

Nice To Haves

Exceptional candidates with two or more years of demonstrated sourcing success may be considered.

Responsibilities

Source, recruit, and hire high-performing candidates from entry-level through senior leadership positions.
Proactively headhunt passive candidates using LinkedIn Recruiter, networking, referrals, and industry research.
Build and maintain proactive talent pipelines before openings occur for leadership, top-producers, and difficult-to-fill roles.
Lead intake meetings with hiring managers to clarify role outcomes, define high-performance candidate profiles, and develop effective sourcing and selection strategies.
Conduct candidate screenings, interviews, and assessments; provide hiring recommendations and drive the process through timely selection decisions and offer acceptance.
Ensure an exceptional candidate experience through timely, consistent communication from first contact through onboarding, while coordinating interview scheduling and support.
Track and report recruiting metrics, including time to fill, quality of hire, offer acceptance rate, and source effectiveness.
Manage and execute all college recruiting initiatives.
Build and strengthen partnerships with universities, colleges, trade schools, career centers, professors, the athletics department, and student organizations.
Coordinate and execute career fairs, campus recruiting events, and other talent-engagement opportunities.
Develop internship recruiting strategies and manage candidate selection.
Build and maintain an annual college recruiting calendar.
Source early-career candidates, including professionals that are one to three years out of school, through strategic messaging and direct outreach.
Cultivate and maintain relationships with external recruiting partners, including headhunters, colleges, and top-of-funnel talent partners.
Create and implement programs designed to attract, engage and develop future leaders (Internship Competition Program, Graduate recruiting initiatives, Early talent development initiatives).
Program ownership includes: Program planning and execution, Candidate communication and engagement, Internship experience support, Talent pipeline reporting, Continuous improvement of programs and process.
Partner with Employee Experience team members on leadership pilots, internship programs, Rookie initiatives, and other performance- or potential-based talent needs.
Serve as a strategic talent advisor who strengthens leader capability and improves hiring decisions across the organization.
Coach leaders on talent quality, interview discipline, candidate selection, and timely decision-making.
Surface staffing risks and recruiting barriers early and recommend adjustments to sourcing strategies, performance profiles, processes, or compensation.
Partner with Employee Experience on performance and potential needs, succession considerations, and replacement pipelines as appropriate.
Partner with Marketing and Employee Experience to strengthen the organization’s employment brand.
Create recruiting campaigns and support social media recruiting efforts.
Promote the employee value proposition and career-growth opportunities.
Attend networking and community events.
Build relationships within local and industry talent communities.
Develop employee referral initiatives.
Increase brand visibility among priority talent pools.
Maintain disciplined recruiting operations and use data to improve hiring outcomes.
Maintain accurate, complete, and compliant applicant tracking system records, including candidate dispositioning, interview notes, and pipeline status.
Track recruiting funnel performance, source effectiveness, time to fill, candidate quality, and trends in offer acceptance and declines.
Use recruiting data to identify bottlenecks, recommend improvements, and strengthen sourcing and selection decisions.
Continue to learn and understand recruiting trends to improve sourcing, hiring, and retaining top talent.