Home > AIRS Training Updates > Smith Hanley Consulting Group is looking for an AIRS Certified Recruiting Specialist in New Jersey!

Smith Hanley Consulting Group is looking for an AIRS Certified Recruiting Specialist in New Jersey!

Recruiting Specialist (6m)
Smith Hanley Consulting Group – New Jersey
Recruiting Specialist – Sales

· Field Sales (Diabetes, Human Growth Hormone, Hemophilia)

· Managed Markets (Market Access)

· Field Training

· Acts as a strategic and tactical staffing partner to at least one key assigned business unit to facilitate the achievement of the business goals as it relates to attracting and acquiring top talent.

· Identifies and recruits highly qualified candidates in the least amount of time from a variety of sources.

· Ensures that HRBPs are continuously updated on status of openings relative to their area.

· Maintains positive relationships with key clients by providing timely, relevant updates.

· Proactively gives HRBPs notification of internal candidates expressing interest in changing positions.

· Provides feedback to internal and external candidates in a timely fashion and in accordance with staffing procedures.

· Crafts new hire offers and gain appropriate levels of approval. Provide counsel and direction relative to market-based new hire offers.

· Partners with HRBPs, Managers and Compensation in the job description review and compensation levelling processes.

· Works with client areas and closely with COE (Relocation, Compensation,) regarding resolution and clarification of expatriate and relocation issues, understanding guidelines, etc.

· Ensures Applicant Flow, Job Folders, and sourcing/reporting are in compliance with OFCCP/EEO guidelines and internal SOPs.

· Ensures that job status and associated status reports are up to date weekly

· Leverages the Applicant Tracking System (2XB) to develop maintain ad hoc recruitment status reports to meet HRG needs.

· Ensures a consistent and effective recruitment process. Identify areas of opportunity in the process to add value, improve quality, customer service, etc.

· Evaluates effectiveness of sourcing tools/plans (time to fill vs. cost to fill vs. quality of hires/applicants vs. quantity of applicants) and provide recommendations/solutions.

· Facilitates high quality recruiting strategy dialogue (RSD). Identifies recruitment strategies and opportunities to meet short and long term business objectives. Creates and execute a plan for each client area.

· Interviews and assesses candidates (phone screens and in-person) using behavioral, competency-based interviewing techniques.

· Manages relationships with identified contingent/retained agencies, when needed.

· Partners with Sourcing Specialist to develop sourcing strategies (leveraging internet tools, social networking, online ads, agencies, outplacement, etc.) and maintain positive working relationships to ensure an adequate supply of talent when needed.

· Partners with the hiring manager to recruit highly qualified talent in the least amount of time. Manage a requisition load of approximately twenty positions, many of which are high level, specialty positions.

· Provides coaching and guidance to hiring manager in terms of: the staffing process, their interviewing skills, and candidate review meetings. Drive the process and influence outcomes.

· Utilizes assessment tools to provide overview and recommendations to hiring managers, when applicable.

· Partners with agencies (contingency & retained) on job specific status updates. Accountable for communicating challenges with suppliers.

· BA/BS required or equivalent HR experience. HR/AIRS certification a plus.

· Ability to build a network across industries to identify future talent.

· Minimum 6 years of HR-related experience. At least 4 years of progressive, full-cycle recruitment experience required.

· Proficiency using non-proprietary Applicant Tracking Systems; experience with 2XB (Kenexa/Brass Ring) preferred.

· Proficiency in Microsoft Word and Excel spread sheets.

· Experience executing diversity sourcing and recruitment plans.

· Demonstrated experience in an environment of multiple and changing priorities.

· Experience in Internet recruitment/sourcing techniques preferred.

· Functional Assessment experience/knowledge preferred.

· Good working knowledge of HR policies, procedures and federal/state legislation.

· In-depth experience utilizing competency-based, behavioral interviewing experience required.

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Categories: AIRS Training Updates
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