Talent and Acquisition Specialist

Virginia Information Technologies Agency

5d•$59,904 - $71,885

About The Position

The Talent and Acquisition Specialist is responsible for managing full cycle recruitment processes to attract, engage, and hire qualified talent aligned with organizational needs and values. This role partners closely with hiring managers and HR colleagues to ensure an exceptional candidate experience, regulatory compliance, timely staffing, and continuous improvement of recruiting strategies. The position also supports offboarding activities and ensures prompt refill of vacancies to maintain workforce continuity.

Requirements

Full-cycle recruiting principles and best practices.
Employment law basics: EEO, ADA, I-9 compliance.
Structured interviewing and assessment methodologies.
Compensation fundamentals and market pricing.
Applicant Tracking and HRIS systems and HR data reporting.
Advanced sourcing techniques (examples: social platforms, V3).
Interview facilitation and candidate assessment.
Strong written and verbal communication.
Data analysis and reporting for recruiting metrics.
Negotiation and closing strategies.
Build and maintain diverse talent pipelines.
Influence hiring decisions through insights and structured processes.
Adapt to changing priorities and manage multiple requisitions.
Maintain confidentiality and compliance in all recruiting activities.
Bachelor’s degree in Human Resources, Business, Communications, or related field; or equivalent experience.
3–5 years of full-cycle recruiting experience.
Hands-on experience with Applicant Tracking systems.
Proven success sourcing candidates and closing offers.

Nice To Haves

Experience recruiting for specialized or hard-to-fill roles.
Certifications: PHR, SHRM-CP, AIRS/PRC
Project management experience in TA process improvement.

Responsibilities

Manage full cycle recruitment, including requisition intake, sourcing, screening, interviewing, selection, and offer coordination.
Partner with hiring managers to define job requirements, competencies, and selection criteria.
Facilitate structured interviews and ensure consistent, equitable evaluation practices.
Coordinate offer development and negotiation in collaboration with the HR Director.
Refill positions promptly following offboarding events to maintain adequate staffing levels.
Develop and maintain diverse talent pipelines using job boards, social media platforms, community partners, and professional networks.
Engage passive candidates through targeted outreach and relationship building.
Use labor market data to advise hiring managers on talent availability and competitive trends.
Apply inclusive hiring practices and inclusive language in job postings and communications.
Partner with community organizations and professional associations to expand recruitment reach and support diversity goals.
Draft compelling job postings that reflect organizational culture and attract high quality candidates.
Represent the organization at career fairs, networking events, and outreach activities.
Provide timely and transparent communication with candidates to promote a positive employer brand.
Advise hiring managers on recruitment strategies, interview techniques, and selection decisions.
Provide regular updates on applicant pipelines, time to fill metrics, and market insights.
Build strong internal partnerships to ensure recruitment efforts align with workforce needs.
Implement structured interview guides and validated assessment tools.
Facilitate interview debrief sessions to support fair and consistent decision making.
Ensure compliance with EEO, ADA, and other regulations throughout the selection process.
Complete new hire paperwork, including I 9 verification, tax forms, payroll documents, and benefits enrollment.
Coordinate background checks and reference verifications for all hires.
Ensure accurate and timely data entry into Cardinal, PageUp, and other HR systems.
Support smooth handoff to hiring managers and the HR team for new employee onboarding.
Collaborate with HR and managers to process separations in compliance with policies.
Initiate refill requisitions promptly to minimize vacancy impacts.
Maintain accurate documentation of offboarding activities, including exit interviews.
Track and report key recruiting metrics such as time to fill, source effectiveness, diversity representation, and quality of hire.
Maintain accurate candidate and requisition data in ATS and HRIS systems.
Use analytics to inform process improvements and optimize recruitment strategies.
Ensure adherence to federal, state, and local employment laws and documentation requirements.
Maintain audit ready documentation for hiring and onboarding processes.
Support organizational diversity, equity, and inclusion goals through equitable hiring practices.
Communicate clearly with candidates and hiring managers regarding expectations, timelines, and next steps.
Negotiate offers within established compensation guidelines while ensuring internal equity.
Provide guidance to candidates on onboarding and pre-employment requirements.