04264 - Talent Acquisition Spec

Virginia Department of Transportation•Colonial Heights, VA

About The Position

The Talent Acquisition Specialist will partner with the Talent Acquisition team in implementing and sustaining robust talent acquisition programs and services; specifically executing advanced staffing strategies that are effective at sourcing the talent necessary to “Keep Virginia Moving” today and into the future.

Requirements

Ability to collect, assemble, process and file information using manual and automated systems.
Ability to demonstrate proficiency using Microsoft Office applications and various and human resource information systems (HRIS) and applicant tracking software (ATS).
Ability to develop and execute creative and advanced sourcing strategies to identifying talent necessary (active and passive candidates) to meet business goals and sustain robust candidate pipelines.
Ability to function as a productive team member and work independently as well as balance multiple priorities, lead meetings, make effective business decisions and meet project -based deadlines.
Ability to implement strategies to improve customer services, program efficiency and effectiveness.
Ability to maintain confidentiality.
Ability to support hiring managers and Human Resources Consultants with selection, hiring and on-boarding activities.
Ability to travel to attend meetings and events.
Ability to understand, embrace and communicate VDOT’s employer brand and foster a positive image of the organization.
Comprehensive knowledge of all applicable federal and state employment laws and regulations and ethical and professional recruitment standards.
Extensive knowledge of the principles and practices of talent sourcing, recruiting, screening, selecting, hiring and on-boarding job candidates.
Skill at using sourcing tools and techniques such as online social networking, traditional networking, Boolean searches, referrals, etc.
Skill in building, nurturing and managing relationships with job candidates.
Skill in effectively communicating verbally and in writing, with hiring managers, prospects, applicants, employees, colleagues and external partners.
Working knowledge of human resources functional areas and business practices.
Ability to analyze data and reach conclusions which are logical and legally supportable, and counsel and advise managers and employees in the resolution of HR issues.
Ability to develop and execute creative and advanced sourcing strategies to identify the talent necessary (active and passive candidates) to meet business goals and sustain robust candidate pipelines.
Ability to develop strategies to improve customer services, program efficiency and effectiveness, and function as a team member with other HR staff.
Ability to effectively communicate verbally and in writing, with hiring managers, prospects, applicants, employees, colleagues and external partners.
Ability to work in a fast paced and innovative environment.
Demonstrated success with candidate recruitment across multiple disciplines; experience in utilizing traditional and non-traditional recruiting techniques.
Extensive knowledge of the principles, practices of talent sourcing, recruiting, screening, selecting, hiring and on-boarding job candidates.
Knowledge of full life cycle recruiting process.
Strong skills in use of computers using MS software, web-based applications and automated HRIS systems.
Working knowledge of human resources functional areas and business practices.

Nice To Haves

A combination of training, experience or education in Data Analytics, Human Resources, Business, Communications, Marketing Research or related field desired.
Recruitment or candidate sourcing experience within a similar fast-paced environment.
Full life cycle recruiting experience desired.
SHRM-CP, SHRM-SCP or PHR, SPHR desired.
Several years of experience in sourcing and social media recruiting.

Responsibilities

Provide short- and long-term recommendations, dynamic programs, interventions, and solutions to executive leaders and customers that will enable the organization to better meet business and workforce needs.
Understand and effectively plan and utilize change management initiatives and methodologies.
Ensure integration of programs and compliance, policies, regulations, and program requirements.
Model behaviors of a continuous learner and educator of leaders and customers.
Research and recommend best practices in TA program delivery.
Embrace technology and automation tool solutions to better manage information and workflow.
Ensure transactions related to HR activities are submitted through MyCareerConnect and required approvals through the management chain are secured within required schedule deadlines.
Open postings and place advertisements across relevant channels to generate diverse applicant pools.
Work directly with Hiring Managers and HRCs to apply professional and legal standards effectively and efficiently to the selection process.
Screen applications and determine applicability of phone screens and other assessments which assist in ensuring the most highly competitive candidates are identified for interviews.
Prepare interview questions that are relevant and within established guidelines and laws, and properly assess needed competencies.
Organize and schedule interviews, communicate with interviewees, conduct debriefs, and ensure interview summaries are completed timely.
May participate in interview panels.
Work with Hiring Manager to finalize and document hiring recommendation.
Advocates for diversity in hiring decisions and escalate issues as needed.
Conduct pre-employment references and verifications on finalist candidates.
In conjunction with HR Consultant and HR Manager after appropriate approvals, extend contingent verbal and written job offers.
Ensures appropriate documentation has been filed around dispositioning of candidates at each step of the recruitment process and closing of postings within applicant tracking system timely.
Develop periodic reports reflecting summary of sourcing and talent pool management activities, vacancy tracking (including those not in recruitment), recruitment status reporting and results, time-to-fill metrics against Think 50! goals, and related ATS activities.
Attend statewide meetings to stay abreast of current issues and share information with other HR staff.
May work on special projects related to talent acquisition process improvements.
Receive intake for position recruitment from HR Consultant following confirmation of position utilization and final position profile establishment.
Ensure understanding of accurate and required competencies and skills to attract applicants.
Ensure accurate understanding of work environment (to include but not limited to physical requirements, hours of work, telework eligibility, sponsorship opportunities, etc.).
Develop comprehensive recruitment plan in consultation with Hiring Manager, which includes key dates for process steps, roles and responsibilities and desired outcomes, being attentive to Think 50! goals.
Develop job postings aligned with Hiring Brand standards, DHRM Hiring policy and standards and thorough review of established Position Profile, in consultation with Hiring Managers.
This may include identification of screening questions candidates must complete during the application process.
Build and maintain a pool of applicants and skill sets for current and future needs.
Establish nurturing campaigns to keep previous candidates informed, interested, and feeling encouraged to apply again for future opportunities.
Utilize talent pool to generate applications and enhance synergy between districts through shared projects, searches, profiles, and applicant notes.
Manage relationships with candidates, assisting them with navigating through the application and recruitment process, from engagement to new hire.
Generate applicant flow by developing and executing creative, proactive, and advanced sourcing strategies that lead to identifying and engaging necessary talent to meet business goals and maintain qualified candidate pipelines for all workforce needs (classified, wage, and pipeline).
Identify passive candidates and generate interest in VDOT.
Promote diversity and inclusion in all sourcing initiatives, ensuring outreach to those in protected categories and veterans.
Effectively communicate with prospects, candidates, and applicants to share position details and requirements to generate increased interest in VDOT employment opportunities.
Participate in career fairs, and recruitment events to ensure positions are filled efficiently and promote VDOT.
Maximize use of recruitment sources and coordinating recruitments across districts for like positions when feasible.