- Exercise a high level of professionalism and confidentiality when working with staff, projects, and proprietary information.
- Utilize job boards, social media, networking, and internal recruiting tools to source and fill open positions with highly qualified talent.
- Ensure alignment of recruiting activities with business goals and hiring objectives.
- Perform targeted candidate searches; increase applicant flow via internet job boards, employee referrals, local advertising, and social networks.
- Consult with leadership, operations, and training teams to understand and carry out targeted recruiting campaigns.
- Review and screen resumes.
- Conduct phone screens and skills assessments.
•Host on-site interviews, job fairs, and informational sessions. - Responsible for filling a minimum number of new hires on a weekly and monthly basis.
- Administer background & drug screening paperwork to applicants, process and document results. Conduct new hire orientation.
•Report daily on the recruiting activities, challenges, and strategies. - A minimum of 2 years of experience in full-cycle recruiting is required.
- Advanced degree preferred.
- Talent Acquisition profile for recruiting in Engineering, Manufacturing, Construction, and/or Precast industry knowledge preferred.
- Use of Applicant Tracking System (ATS) preferred.
- Familiarity and use of E-Verify preferred.
- Social Media platforms, i.e. Facebook Blueprint, Instagram email marketing software Mail Chimp, Constant Contact is a plus.
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Manufacturing Recruiter - Woodland, United States - Clark Pacific
Description
Overview of the position:The Talent Acquisition Recruiter is responsible for Clark Pacific's talent acquisition of professional and entry-level volume positions such as engineers, project managers, and union labor positions. A key interface and determinant of the candidate experience, this position leads sourcing, interviewing, and ultimately hiring candidates in concert with talent acquisition initiatives that support delivering the business plan's strategic priorities.
Specific Responsibilities Include:
The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor's legal duty to furnish information. 41 CFR c)
