Recruiter in Respect.Studio

6 серпня 2024

Recruiter

Львів

As the Corporate Recruiter for our combined sisterhood of companies, you will be responsible for managing the recruitment processes for the enterprise.

You will work closely with the HR team and hiring managers to define hiring needs, set goals, execute the recruitment plan and track metrics. Your role involves sourcing candidates from various channels, conducting interviews, using assessment tools to evaluate candidate suitability, and overseeing communication with candidates throughout the hiring process.

Additionally, you will maintain the company’s employer brand, participate in recruitment events and contribute to the overall talent acquisition strategy.

Key Responsibilities include, but are not limited to:

• Talent acquisition: manage the end-to-end recruitment process for UA and US-based roles, including job posting, candidate sourcing, screening, interviewing, and offer negotiation. Continually evaluate and challenge processes and methods to enhance results, improve efficiency and add value.
• Collaboration: Partner with hiring managers and HR teams across affiliated companies to understand their staffing needs, job requirements and company culture. Ensure roles are appropriately documented to ensure alignment between position requirements, hiring manager expectations and candidate’s perception of the role.
• Sourcing : Utilize various sourcing methods, both reactive and proactive, including job boards, social media, local universities, agency and/or freelance partners, and professional networks, to identify and engage potential candidates. Maintain candidate database including contact information, work history, current notations regarding candidate discussions and activity and source codes.
• Partnerships: Build and maintain a network of recruitment resources that can be called upon to assist in filling roles (freelancers, agency partners). Direct the efforts of local employment agencies, search firms and/or freelancers including contract negotiation and controlling employment-related fees.
• Offer Preparation: Prepare detailed and competitive job offers, including salary, benefits and other compensation components ensuring alignment with company policies and market standards. Extend offers to candidates after receiving appropriate approvals.
• Offer Negotiation: Engage in discussions with candidates to negotiate terms of employment, addressing any concerns or counteroffers to finalize agreements effectively.
• Candidate Experience: Ensure a positive and professional candidate experience throughout the recruitment process, maintaining clear and timely communication.
• Market Research : Stay informed about industry trends, competitive landscape, and best practices in recruitment to effectively target and attract top candidates.
• Reporting: Track and prioritize recruitment needs, report on recruitment metrics including time to fill, cost per hire, candidate sources and candidate quality to measure the effectiveness of recruitment strategies. Develop baseline metrics and strive to improve effectiveness over time.

High-Level Measurements of Success:

• Meet the company’s staffing needs accounting for both growth and attrition
• Promote & cultivate employer brand; position company as an employer of choice
• Track and report the following metrics to assess performance, identify areas for improvement and align efforts with the company’s hiring goals and objectives:
• Time to Fill: The average number of days taken to fill a position from the date the job requisition is opened to the date the offer is accepted. Target: 30-45 days, depending on the role.
• Cost-Per-Hire: The total cost of hiring a new employee including advertising, agency fees and recruiter time. Target: Lower cost-per-hire indicates more efficient recruiting process. Goal will be to lower the cost over time.
• Quality of Hire: Measures the performance and retention of new hires, often assessed through performance reviews and turnover rates within the first year. Target: High ratings in performance reviews, low turnover within the first year.
• Sourcing Channel Effectiveness: Evaluate the effectiveness of different sourcing channels (i.e., job boards, social media, referrals, agency, etc.) in generating qualified candidates. Target: Focus on channels with the highest yield of quality candidates and hires.
• Candidate Pipeline Health: The number of qualified candidates in the pipeline for current and future openings. Target: Maintain a healthy pipeline with a sufficient number of candidates for critical roles.

Qualifications:

• Work experience as an in-house recruiter;
• Familiarity with full-cycle recruitment;
• Hands-on experience with recruitment software and applicant tracking systems;
• Strong interviewing skills and familiarity with various interview techniques (like video or panel interviews);
• Experience with social media recruiting;
• Understanding of recruiting and HR best practices;
• Ability to work independently and manage multiple recruitment processes simultaneously;
• Strong organizational and time management skills;
• Exceptional communication, interpersonal and negotiation skills;
• Languages: Strong command of English language (both written and spoken), as some hiring managers and applicants will be US-based;
• Cultural Fit: Demonstrated ability to adapt to diverse cultural environments and work effectively with international teams.