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Talent Acquisition Business Partner 2
Job
Chipton-Ross
Remote
Full-Time
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Job Description
Chipton-Ross is seeking multiple Talent Acquisition Business Partner 2's for a remote contract opportunity.
- This is a remote opportunity, with a preference for candidates located in the Melbourne, FL or surrounding region to support occasional in -person business needs and recruiting events.
BASIC QUALIFICATIONS
(REQUIREDSKILLS/EXPERIENCE
):- 2+ years of sourcing and/or full-cycle recruiting experience
- Experience with sourcing technical talent across various engineering disciplines (Systems, Software, Mechanical, Electrical, Aerospace) and non-technical disciplines (business, production, operations, supply chain).
- Previous experience sourcing cleared talent.
- Experience sourcing using LinkedIn Recruiter or other sourcing platforms.
- US citizenship required.
POSITION RESPONSIBILITIES
As a Talent Acquisition Sourcer, you will directly impact the quality of candidates we hire by sourcing and pre-screening top quality talent in the marketplace. Now is a fantastic time to join our Sourcing team, because Talent Acquisition has never been more important to the success of our organization. We need a social media savvy Sourcer to support our aggressive hiring goals and who shares our high impact culture, core values, and passion for delivering incredible service to our customers with each and every candidate.- Providing sourcing support for a variety of engineering and technical business management and functional areas, to include: sourcing, screening, and managing candidate relationships with recruiters.
- Managing competing priorities, remaining highly flexible in an ever-changing environment while consistently anticipating and delivering exceptional talent acquisition solutions to recruiters.
- Sourcing and recruiting qualified talent while maintaining excellent customer service with hiring managers, candidates, and other stakeholders.
- Working closely with client-facing recruiters and hiring managers to understand the hiring needs and building a targeted sourcing plan.
- Supporting events-based sourcing, focused invitational events, and targeted career fairs.
- Attracting cleared talent to the company and have a knowledge base of security clearances.
- Ensuring data integrity of the candidate management database.
Strategic Talent Acquisition:
- Applying a business mindset to the talent acquisition function.
- Researching market conditions and industry trends as it relates to our competitors to assist in decision-making and marketing positions.
- Making connections between all talent management phases (acquisition, development, retention, culture).
- Leveraging data and market intelligence to develop and execute staffing strategies.
Sourcing:
- Utilizing professional networks to source candidates for active requisitions
- Sourcing candidates from a variety of sources, with a strong emphasis on LinkedIn, HireEZ, ClearanceJobs.com, Indeed.com, social media, and search engines (Google Chrome, Google X-ray, advanced Boolean searching strings and niche job boards).
- Using social networking mediums (i.e., LinkedIn groups and other online forums) to promote employment brand messaging that drives traffic to open roles by establishing and promoting positive relationships.
- Utilizing CRM to track day-to-day sourcing activity in the candidate management system.
- Successfully sourcing and attracting passive external talent.
- Leveraging sourcing data in weekly conversations with hiring managers and TA leadership.
- Extensive data mining of various social media to identify candidate profiles.
- Conducting phone screens to pre-qualify qualified candidates and maintaining candidate contact.
Consultation:
- Attaining a high-level understanding of our business, program, technological and cultural challenges.
- Demonstrating a deep understanding of the external recruiting landscape within their function.
Assessment and Selection:
- Accurately assessing candidates (via in-person or phone) for cultural, competency and skill fit.
- Quickly synthesizing candidate and hiring manager feedback.
- Routinely pre-closing candidates (early in the process) to ensure high acceptance rates.
PREFERRED QUALIFICATIONS
(DESIREDSKILLS/EXPERIENCE
):- Previous experience in both agency and corporate recruiting.
- Prior experience sourcing and/or recruiting in Aerospace and Defense.