- Team Leadership/management: Leading and managing the Acquisition Team, overseeing all aspects of the recruiting process from planning to implementation.
- Setting Key Performance Indicators (KPIs): Establish clear KPIs for the recruitment function, such as time-to-hire, cost-per-hire, quality of hire, and candidate experience.
- Developing a Recruitment Strategy:
- Complete an assessment of current processes/practices and develop a comprehensive recruitment strategy. This should include identifying the vacancies that need to be filled, the timelines, and the channels for sourcing candidates, then work with Jenkins' leaders to understand their needs and any concerns.
- Collaborate with department managers to identify and draft detailed and accurate job descriptions and hiring criteria
- Candidate Sourcing and Screening:
- Proactively source and screen candidates through various channels, including resume databases, online job postings, and networking events.
- Conduct initial interviews to assess candidate qualifications, skills, and cultural fit.
- Evaluate candidate applications and credentials to identify top talent for open positions.
- Policy and Procedure Development: Develop or refine recruitment policies and procedures, ensuring they are compliant with legal standards and best practices. This includes defining the interview process, selection criteria, and onboarding procedures.
- Improving Applicant Tracking System: Optimize Paycom/ATS to fit Jenkins' requirements. Streamline the recruitment process, manage candidates, and maintain a database for future hiring needs. Level of effort metrics.
- Building a Talent Pipeline: The pipeline includes networking, outreach, and possibly working with external agencies or headhunters for specialized roles.
- Employer Branding: Work on establishing and promoting Jenkins' employer brand. This involves collaborating with leaders to showcase Jenkins' culture, values, and benefits to attract top talent.
- Feedback Loop Establishment: Set up a system for gathering feedback from new hires, hiring managers, and the People Operations team to continually improve the recruitment process. The focus should be on creating a strong foundation for the recruitment function ensuring a smooth and efficient hiring and onboarding process.
- All other duties as assigned.
- Bachelor's degree in Human Resources, Business Administration, or related field and 5+ years of recruiting experience required (familiarity with customer service)
- Proven experience as a recruiting manager or similar role, with a track record of successfully leading recruiting teams, developing specific goals and plans and achieving hiring goals
- Must be able to develop constructive and cooperative working relationships with others and maintain them over time
- In-depth knowledge of recruitment best practices, sourcing techniques, and recruitment tools
- Strong leadership, communication, and interpersonal skills, with the ability to build rapport and collaborate effectively with stakeholders at all levels
- Excellent organizational and time management skills, with the ability to prioritize tasks and manage multiple recruitment projects simultaneously.
- Analytical mindset with the ability to collect, analyze, and interpret recruitment data to drive informed decision-making.
- Familiarity with employment laws and regulations, particularly related to equal employment opportunity (EEO)
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Recruiting Manager - Chantilly, United States - JENKINS SERVICES GROUP
Description
Job DetailsJob Location
Northern Virginia Headquarters - Chantilly, VA
Position Type
Full Time
Education Level
4 Year Degree
Job Shift
Day
Job Category
Human Resources
Description
Job Summary
The Recruiting Manager position plays a vital role in attracting, sourcing, and hiring top talent to meet the staffing needs of Jenkins. This person leads a team of recruiters and coordinates closely with hiring managers and department heads to understand staffing requirements and develop effective recruiting strategies. The Recruiting Manager's goal will be to ensure a smooth, efficient and effective recruitment process, from candidate sourcing and screening to offer negotiation and closing.
Key Responsibilities:
Qualifications:
To perform this job successfully, the Recruiter should have knowledge of industry related software be able to "touch type" and be familiar with software like Microsoft Office Suite (Excel, Word, Outlook, etc.); able to communicate via cell phone and appropriate apps.
REASONING ABILITY:
The Recruiter should possess the ability to solve practical problems and deal with a variety of concrete variables in situations where only limited standardization exists. They should also have the ability to interpret a variety of instructions furnished in written, oral, diagram, or schedule form in the English language.
PHYSICAL DEMANDS:
The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. While performing the duties of this job, the employee is regularly required to sit; use hands to finger, handle, or feel; reach with hands and arms and talk or hear. The employee is occasionally required to stand and walk. The employee must occasionally lift and/or move up to 25 pounds. Specific vision abilities required by this job include close vision, distance vision, color vision, peripheral vision, depth perception and ability to adjust focus.
WORK ENVIRONMENT:
The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. The environment is a professional office setting. The noise level in the work environment is usually moderate.
SUPERVISORY RESPONSIBILITIES:
Recruiting team
Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
