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Job Description
Overview:
ABOUT US
ABOUT US
Aspirant is a global management and technology consulting firm built on a better approach. We are differentiated by our commitment to client success, integrated expertise, lean and experienced teams, tech-driven efficiency, and a focus on values. We remain committed to raising awareness of, and helping prevent, domestic abuse through our Connection of Hope campaign. For more information, visit .
JOB SUMMARY:
For recruiting professionals at the top of their game, Aspirant’s Talent Strategy & Acquisition practice offers the perfect environment to apply your passion and develop new skills. One of the region’s most trusted Recruitment Process Outsourcing (RPO) firms, our clients choose to partner with Aspirant for the exceptional professionalism and quality of our people – for their ability to successfully engage with top talent and provide candidates the type of experience that complements and enhances their brand.
As a Talent Advisor at Aspirant, you will act as a brand ambassador for the client, focus on delivering exceptional talent while providing proactive and timely communication on the status of the recruiting process. You’ll serve as subject matter expert in talent acquisition and provide consultative direction and industry expertise to hiring leaders. Our recruiting team maintains a culture of operational excellence and can clearly live and articulate Aspirant’s great purpose of helping companies achieve their own great purpose through people.
Responsibilities:
RESPONSIBILITIES:
Sourcing and Recruiting:
Lead a detailed in-take meeting with the hiring leader to determine position specifications, providing relevant market data and recommendations on possible approaches to the search or candidate requirements.
Actively source candidates outside of the Applicant Tracking System via resume databases, search engine and networking sites using Boolean search language.
Review candidates who have applied via the Applicant Tracking System (ATS).
Evaluate candidate qualifications against position requirements and determine who to move forward in the recruitment process.
Develop and manage recruitment marketing plans or sourcing plans to determine the most appropriate candidate sources that align to the search requirements.
Ensure that diversity is incorporated into the Aspirant’s overall recruiting strategies.
Solicit and pursue referrals from business networks and/or internal referrals.
Assessing Candidates:
Draft and utilize phone interview templates appropriate to the job description.
Use independent judgment 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.
Review background and reference information (if process dictates).
Engaging Candidates:
Use an appropriate mix of media to connect with talent (phone, email, social media, etc.).
Articulate value proposition to candidates to inspire interest in the job opportunity.
Prepare candidates for interviews, coaching them on logistical information, interview schedule, and overall expectations.
Ensure candidates are provided with timely updates concerning the status of their applications and interviews.
Influencing the Hire:
Keep candidates engaged throughout process, ensuring consistent communication on the status of the search.
Partner with hiring leader to determine offer details, using market data and compensation guidelines to support recommendations.
Articulate a job offer to candidate and drive for candidate acceptance, anticipating and negotiating counteroffers as appropriate.
Aspirant’s Operational Excellence:
Work to deliver a qualified and diverse candidate slate, continuously building talent pipelines to ensure that multiple qualified and diverse candidates are in play.
Provide accurate and regular reporting of recruiting activities to the hiring leader and Aspirant leadership to depict both metrics and efforts.
Identify perceived difficulties with searches and research and recommend solutions to both internal and external stakeholders.
Proactively and regularly communicate the status of each search to the hiring leader, providing a consultative approach with recommendations on how to move forward.
Qualifications:
EDUCATION
High school diploma required. Bachelor’s degree in business, management, human resources, related field, or commensurate work experience is strongly preferred.
REQUIRED EXPERIENCE
Minimum of two or more years’ recruiting experience with demonstrated successes in a corporate, RPO or agency setting. Experience using recruitment technologies such as Applicant Tracking Systems (ATS) and social media tools.
Proficient in Boolean search techniques for sourcing.
Proficient in Microsoft Office, including Outlook, Word, Excel, and PowerPoint.
Knowledge of common Human Resources principles, practices and metrics related to talent acquisition.
Effective interpersonal skills and collaboration.
Strong technical aptitude, with a desire to continually evaluate and improve processes.
Understanding of employment laws and the obligations associated with them.
Maintain employee confidence and protect operations by keeping human resource information confidential.
Strong desire to create a positive culture.
PREFERRED EXPERIENCE
In addition to corporate, RPO or agency recruiting experience, for certain roles there may also be a preference for industry-specific or functional recruiting experience preferred. For example: experience recruiting in a manufacturing, operations, or production environment; or experience recruiting in a technical, engineering, or IT area of the business.
ASPIRANT’S PERFORMANCE CAPABILITIES:
Analytics & Insight Presentation & Presence
Big Pictures, Strategic Thinking Relationship Management & Business Development
Business Acumen Results Oriented & Accountability
Collaboration, Communication, Listening Practice Area Expertise
Develop Self & Others Program & Project Leadership
Initiative & Drive
Aspirant is an equal opportunity employer. Our success depends heavily on the effective utilization of qualified people, regardless of their race, ancestry, religion, color, sex, age, national origin, sexual orientation, gender identity, disability, veteran’s status, or any characteristic protected by law.
