Specific responsibilities include the following, with other duties as assigned :
Conduct end to end cycle of recruitment from opening to closing of candidate’s application not limited to searching, calling, qualifying, negotiating, job offer and placement.
Provide recruiting expertise services to support the business needs of respective clients and make a difference in people’s lives by putting them to work in the right industry that matches their qualifications.
Utilize proactive recruiting techniques and develop industry contacts to hire qualified and talented individuals who not only exhibit the technical skills needed to be a successful contributor but who also mirror our client’s culture and brand.
Conduct phone screens of potential candidates to evaluate and assess their interest level, qualifications, geographic preference, salary range, etc.
Prepare documentation related to potential leads and candidate assessments; utilize and maintain related files and systems for tracking, analysis, and reporting purposes.
Work closely with the recruitment team to ensure candidates are properly managed throughout the recruitment process; this may include scheduling and facilitating additional interviews.
Screen, select and submit candidates to job orders within a defined discipline. (i.e. Technical, IT, Professional, etc.)
Responsible in coordinating with US counter parts by attending conference calls, meetings, etc. to have a clear understanding of the job requirements.
Gain a clear understanding of our business groups and associated staffing needs to anticipate and plan for current and future sourcing activities.
Collaborate with recruiters and account / hiring managers to understand specific position requirements, job responsibilities, and how they relate to business goals.
Generate and maintain a pipeline of qualified, diverse candidates through networking, research, data mining, and the use of available resources.
Prepare and coach candidates for interviews
Utilize candidate referrals, networking, on-line database, internet, and school contacts to identify potential candidates
Negotiate offers with candidates to meet target gross margins for the supported office
Understand and communicate benefits and company policies to candidates
Communicate with the team on status of open job orders
Facilitate customer feedback on submittals and interviews
Follow-up with candidates regarding offers and coordinate new employee start dates
Work with other team members to market prospective candidates
Maintain current candidate, newly sourced and hired employee records in the Applicant Tracking System
Comply with company rules, regulations, policies, procedures, work instructions
Maintain and share knowledge of recruiting trends and best practices.
Market and sell Stefanini’s innovative recruiting ethics and values.
Bachelor's degree in a human resources or business related field (preferred but not required)
Minimum of 2 years US technical recruiting experience; previous experience recruiting for technical positions, particularly in the field of IT and engineering, within a high volume recruiting environment is preferred.
Experience with applicant tracking systems (ATS) and Internet-based sourcing tools such as Monster, Careerbuilder, Dice, The Ladders, etc.
Understanding of the Boolean search language, and how those search principles apply to both internet and database searches.
Ability to develop creative and innovative sourcing strategies.
Strong analytical, problem solving and research skills
Must demonstrate ability to build strong relationships and provide excellent customer service.
Excellent oral and written communication skills, strong interpersonal skills, and the ability to clearly present complex information.
Must be willing to work on a permanent night shift post (no weekend work).
Must be willing to be trained with the US market, culture and geography.
Must be in good physical health condition.
The preceding job description has been designed to indicate the general nature and level of work performed by employees within this classification.
It is not designed to contain or be interpreted as a comprehensive inventory of all duties, responsibilities, and qualifications required of employees assigned to this job.