Staffing Consultant ( IT Recruiter )

Summary 


 


The Staffing Consultant uses effective marketing and sales approaches to identify key markets, source and hire internal/external candidates with the required skills and competencies to meet business unit objectives.  Incumbent maintains relationships with business units with the objective of creating strong partnerships to successfully source recruit and identify talent within that site’s service center.  The SC may provide support and information to peers throughout the class life cycle.  


 


Engagement: (% of Time 5%) 


Initiate communication with hiring manager to begin building relationship  
Partner with hiring manager to understand business unit objectives related to open job, such as skills, knowledge, experience, and competencies required, and under guidance of Staffing manager, develop specific sourcing strategies for immediate need as well as long term branding and hiring for certain geographical markets. 
Coach hiring manager on effective development of job description, specifications, and postings, and prepare pre-screening questions  
Review staffing process with hiring managers including roles and responsibilities of all stakeholders   
Review use of tools (e.g. Hiring Management System) and manager’s role
Contract with hiring manager to define mutual success and to agree on expectations for timeframes, candidate pool quality and quantity, ideal profile, and frequency of updates  
Take initiative to research and develop knowledge about market trends, through use of available tools and resources  
Participate in business partner meetings to discuss staffing needs and industry trends   Share market knowledge with hiring managers 
Review staffing process with business unit point of contact including roles & responsibilities of all stakeholders
Host an engagement meeting with Candidate Developers to educate on the event, logistics, coordination of roles and responsibilities and discuss sourcing options & market
Engage Sourcing Manager in development of research and sourcing strategy

 Sourcing:  (% of time 5%) 

Partner with Staffing manager, ME, hiring manager, and sourcing colleagues to develop sourcing strategy and identify appropriate candidates for non-class hires
Recommend sourcing strategy with an eye to cost implications and timeliness of hiring, both for immediate need as well as longer term 
Optimize job postings and screening questions for marketability for both internal & external positions; Participate with third party agencies in process of sourcing external candidates  
Review resumes and pre-screen candidates
Engage various industry-specific organizations (alumni, clubs, associations, career fairs, etc) for leads and participate in networking activity within these environments  
Participate in internet sourcing, exploring niche job boards and resume mining in HMS as part of sourcing strategy
Coordinate with other Staffing groups to share candidates for multiple opportunities 
Participate in site specific and/or function specific recruiting and community events such as college on campus recruiting, regional public affairs events, and job fairs
Ensure a positive experience for all candidates beginning with initial contact; Keep active candidates interested by sending mailers or initiating other communications to promote Fidelity and/or specific opportunities  
Continually monitor sourcing strategy and recommend changes to sourcing channels as needed to improve candidate flow  
Stay knowledgeable to the external hiring markets and to the sourcing channels being leveraged
Pro-actively share this information with Point of Contact and other appropriate audiences
As needed, actively source, qualify, phone interview and schedule candidates

  Interviewing:  (% of time 70%) 

Serve as Fidelity ambassador and talent manager during entire interviewing process  
Prepare candidates for screenings/interviews by supplying as much information as appropriate to candidates about Fidelity, the business unit, the job, the hiring manager, the team, etc., either in 1-1 interviews
Use deep knowledge of client business to respond to detailed candidate questions about the role and function  
Interview and screen candidates for preparation of best candidate slate  
Provide timely, accurate, and relevant feedback to internal & external candidates, regardless of hiring outcome, to assure management of candidate expectations and to keep candidates interested  
Coach candidates on effectively representing themselves and their skills and experience, in order to set them up for success  
Respond to individual candidate needs and expectations while positively positioning Fidelity at all times  
Guide hiring managers through interview process; set manager expectations regarding candidate attributes and expectations  
Prepare interview guides for hiring managers 
Continually monitor interview questions and techniques with hiring manager and interview participants to ensure the right candidate profile; revise strategy as needed
Present slate of pre-screened candidates to hiring managers, and provide assessment of candidates under consideration for Fidelity jobs  
Ability to effectively educate candidates on Fidelity’s career paths, benefits and compensation
Partner with business unit regarding logistics and resources needed for multiple interview sessions per month to determine interview dates, coordinate logistics of the event including presentation room, interview rooms, number of interviewers, etc
Serve as Fidelity ambassador and talent manager during entire interviewing process
Phone interview a minimum of 60 candidates per month
Manage Interview sessions i.e. Hiring Events ranging in size from 20 -70 candidates per day
Lead debrief sessions with managers to discuss outcomes of interviews  
Host debrief session with Candidate Developers the day following the interviews to review feedback and facilitate discussion regarding execution of offer process

  Offer Management:  (% of time 5%) 

Share point of view and influence hiring decision by consulting to hiring manager on candidate “fit” as aligned to job specifications  
Make compelling case for highest quality candidate(s)  
Provide information and feedback to assist hiring manager with offer details and negotiation points    
Consult with Compensation and Legal departments to develop competitive and complex offers
Use well-developed knowledge of market compensation trends and available corporate packages to structure best offer  
Close the offer by proactively addressing any reservations or concerns, minimizing multiple negotiation contacts between candidate and hiring manager and/or ME  
Conduct telephone references, as appropriate 
Evaluate and approve base salary offers and offer letters and make suggestions to
ensure consistency within guidelines
Serve as point of contact for questions about the offer process for CD’s and SA’s
If needed, have direct contact with candidates to “close offer” or discuss counter-offers

  On Boarding:  (% of time 5%) 

Ensure smooth transition into Fidelity for selected-candidates by facilitating on boarding process  
Provide Staffing Administrator with all relevant details regarding offer, for preparation of offer letter and welcome package  
Confirm arrangements with Staffing Administrator and/or hiring manager for new hire orientation and any initial appointments required for candidate assimilation 
Assist with any outstanding questions or concerns and refer the new hire to appropriate resources within Fidelity 
Review outcomes with hiring manager to identify ways to improve future hiring process
Send class roster to Training and Ops Manager within established timeframes

  Data Management:  (% of time 5%) 

Responsible for inputting and updating data in HMS on a real time basis  
Responsible for updating rescinded offers in HMS on a real time basis
Review pipelines and class reqs to ensure data integrity and escalate concerns to Manager
Maintain accuracy of overflow candidates and coding in HMS

  Project Management:  (% of time 5%) 

Lead or participate in project teams to address current staffing initiatives  
Coach and mentor colleagues, either formally or informally  
Develop, recommend, and implement innovative and creative solutions to staffing issues and overall technology and process improvements

 Requirements 

B.S. or B.A. in a related field or equivalent business experience is preferred
5+ years of corporate recruiting experience in a high paced, structured environment
Team player, positive attitude
Excellent communication skills, ability to interface with clients
Strong attention to detail, operational, and processing skills
Outstanding typing skills, need to be able to quickly type detailed notes while conducting a phone interview
Availability to work overtime as needed, up to 50 hours/week during busy periods
Financial services experience is a major plus
Leverages Staffing expertise, organizational knowledge, and sound business judgment in order to contribute to the business and build credibility with clients
Exposure to various compensation package structures including cash, variable pay, other incentives
Excellent interviewing skills and practices
Skill in professionally presenting to senior manager audience
Marketing and sales/service expertise and orientation
Highly developed consultative skill to build strong, long-term relationships with clients and business partners
Mature organizational awareness to manage complex politics, agendas, and informal networks to achieve goals
Proficiency in web-based recruiting systems - Taleo experience is a plus

  

This position, Staffing Consultant ( IT Recruiter ), was posted on August 17, 2011. The employer is Coach. Since this job has been published, it has been viewed 34 times.