Senior Corporate Recruiter at CampusWorks

Sr. Corporate Recruiter Remote/Virtual Work

  • CORPORATE FUNCTIONS – HUMAN RESOURCES
  • FULL-TIME EMPLOYEE

Position Objective:

This position leads, develops and implements sourcing strategies that produce a continuous, highly qualified pipeline of professionals for our teams. The talent acquisition/recruiting position serves as an integral role for the success of CampusWorks initiatives and growth. The incumbent must possess an innate ability to understand and communicate the big picture view of company’s talent acquisition and recruiting needs. In a two-pronged approach this involves being able to:

  • Create solutions to a build network and queue of talented team members within a broad higher education network
  • Develop approaches for successful Just-in-Time hiring with an expert skill to find and present several qualified candidates for consideration

The role requires strong and effective communication, high degree of collaboration, and self-driven characteristics to build relationships across multiple internal and external stakeholders. It also requires the ability to synthesize information and consistently share progress with the appropriate internal teams guiding the process from requisition to onboarding.

This position serves as a valuable team player who is fully integrated with the company to understand the business including future needs. Proven hands-on recruiting experience in higher education, information technology, and consulting, with an emphasis on staffing for hard to fill positions in remote areas that is aligned to our core business offering.

A typical day for this role begins with a checklist of priorities, filtering through emails and notifications of hiring requests. Regularly, if not daily, reviewing the status of new hires and where they fall in the on-boarding process, i.e. background checks, references, is top of mind. Providing wrap around collaborative services to support both our hiring managers and potential candidates occurs several times a week. Further, based on priorities the role is always providing phone screens and phone interviews, scheduling Zoom interviews with potential candidates to build the pipeline and the contracted consultant rosters. Making several recommendations on high potential candidates to move them forward in the process and making hiring managers aware of their candidacy. Sourcing and building relationships through professional networks virtually and by other means is a central part of the role and occurs once or more per week. The day should end with checks and balances noting where you stand and the expectations for the coming days.

Accountabilities

  • Communication & Responsiveness:Response time, response accuracy, and internal cooperation (this is a qualitative and subjective assessment). Create a weekly/ad hoc communication schedule with hiring managers and operations regarding details of the pipeline for effective selection of candidates. (Requisition details, next steps, candidate flow, hard to fill nuances, offer status)
  • Performance of hires: Increase the quality of the hire as measured by wrong hires, retention, and hiring manager satisfaction, voluntary turnover at the end of six months/1year, involuntary turnover at the end of six months/1 year.
  • On-time results: Maintain an average time to fill at or below 40 days to ensure quality candidates are hired by the “delivery start date”. What percentage of hires were completed on or before the start date that the manager specified (start date must be included on req. to track this metric)?
  • Candidate, applicant, and new hire satisfaction: Maintain a score of 90% or above on a candidate/new hire feedback survey. What percentage of interviewees stated that they were “extremely satisfied” when they were asked to rate how satisfied they were with the services provided by the recruiter and with the overall hiring process?
  • Diversity (of people, skills, talents): Build and maintain a diverse pipeline of contracted consultants three times the size of the employee population based on demand and projections.
  • Manager Satisfaction with the results: Maintain a 90% manager satisfaction survey assessed by distributing a user survey to all managers (or a representative sample of managers) immediately after a hire is completed).
  • Contribution to branding: Continue to build the employer brand by actively monitoring internal and external trends, participating actively in social media platforms to build visibility and engage potential. Participating and creating content that provides the organization the opportunity to be an employer of choice and best place to work candidate. Identify the effectiveness of sources used independent of executive or search firms.
  • Expenses: Reduce or maintain the cost per hire without compromising quality.
  • Build Industry Network: Develop and build active relationships with key industry associations, contacts, and partners (including communities where we have managed services clients) to discover new talent
  • Trends to Attract Talent: Keep current, “a day in the life” videos to demonstrate employee experience to candidates. Understand the marketplace for talent and work to attract them.

Experience, Education, and KSA’s

  • 7+ years of corporate/consulting recruiting and talent acquisition
  • Contribution to branding: Continue to build the employer brand by actively monitoring internal and external trends, participating actively in social media platforms to build visibility and engage potential. Participating and creating content that provides the organization the opportunity to be an employer of choice and best place to work candidate. Identify the effectiveness of sources used independent of executive or search firms.
  • Expenses: Reduce or maintain the cost per hire without compromising quality.
  • Build Industry Network: Develop and build active relationships with key industry associations, contacts, and partners (including communities where we have managed services clients) to discover new talent
  • Trends to Attract Talent: Keep current, “a day in the life” videos to demonstrate employee experience to candidates. Understand the marketplace for talent and work to attract the needed skills

Knowledge, Skills, & Abilities

  • Five – seven years recruiting experience specifically in the higher education, consulting, and/or information technology fields
  • Bachelor’s degree from an accredited institution
  • Information technology recruiting experience required (ERP systems a plus)
  • Exceptional research, consulting, and sourcing abilities with a strong network of higher education/consulting professionals
  • Excellent communicator able to capture the attention of highly in-demand talent
  • Strength is in influencing and engaging with education/consulting/IT professionals in a proficient and professional manner
  • Ability to build relationships focused on candidate experience and customer service
  • Excellent analytical skills and a passion for metric-driven results
  • Higher education recruiting or other work experience highly desired

What You Can Expect from Us

At CampusWorks, we don’t just help our clients succeed; we help our employees succeed. Competitive pay, robust benefits, and professional development opportunities are a few of the many reasons that CampusWorks is a great place to build your career.

Our team members also enjoy:

  • Meaningful work. Our employees often tell us that their work gives them a sense of purpose because it makes a difference in the lives of students and educators.
  • A CEO who cares. Chairman and CEO Liz Murphy has made it her mission to create a culture that appreciates and takes good care of its people. As a result, being an employee of CampusWorks feels like being a member of a big family.
  • A virtual workplace. In an effort to reduce our environmental footprint, CampusWorks became a virtual company in 2012. As such, our team members are located across the U.S. and Canada, where they work from their home offices and at client sites.
  • Flexibility. We value work-life balance because we know that happy employees create happy customers. T hat’s why CampusWorks offers both full-time and part-time 1099 consulting career opportunities to fit life’s unique demands.
  • A company that gives back. Every year CampusWorks proudly supports numerous charitable fundraising initiatives that align with our vision to make higher education accessible to everyone.

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