The Recruiter is responsible for Service Excellence throughout the recruitment cycle. They act as a brand ambassador for the client, focused on delivering exceptional talent while providing proactive and timely communication on the status of the search. They serve as subject matter expert in talent acquisition and provide consultative direction on campuses and industry expertise to hiring leader. Responsibilities:   Maintaining relationships with campus contracts, registering for and attending campus events.Proactively researching campus recruitment opportunities, building campus strategies and establishing and/or maintaining campus relationships.Develop and manage recruitment marketing plans or sourcing plans to determine the most appropriate candidate sources that align to the search requirements.Solicit and pursue campus referrals from business networks and/or referrals.Engaging Candidates: - Use an appropriate mix of media to connect with talent communities (phone, email, social media, etc.).Articulate value proposition to candidates who are interested in the job opportunity.Influencing the Hire: Keep candidates engaged throughout process, ensuring consistent communication on the status of the search.Evaluate candidate qualifications against position requirements and determine who to move forward in the recruitment process.Service Excellence: Strict adherence to all regulations (OFCCP and all other compliance standards set forth).Work to build early talent pipelines and strong candidate slates to ensure there are multiple qualified candidates in play at all times.Provide accurate and regular reporting of recruiting activities to the hiring leader and Cielo leadership to depict both metrics and efforts.Identify perceived difficulties with cultivating early talent pipelines, and recommend solutions to leadershipProactively and regularly communicate status’ to leaders and provide a consultative approach with  recommendations on how to move forward.  Finding Candidates:  Lead a detailed job scope meeting with the hiring leader to determine position specifications, providing relevant market data and recommendations on possible approaches to the search or candidate requirements.Prepare candidates for interviews, coaching them on logistical information, interview schedule, appropriate attire and overall expectations.Articulate a job offer to candidate and drive for candidate acceptance, anticipating and negotiating counter-offers as appropriate.Ensure candidates are provided with timely updates concerning the status of their applications and interviews.Assessing Candidates:Utilize phone interview templates appropriate to the job description.Use independent judgement to compare candidate phone interview notes and skills assessments with position requirements to determine if the candidate is a match for the role or a potential match for other open positions.
