Recruiter - Talent Acquisition Specialist I - Melbourne, Florida, United States - Full-time / Part-time

Recruiter - Talent Acquisition Specialist

TeleTech is currently looking for a Recruiter - Talent Acquisition Specialist to join our season on a Seasonal assignment lasting from April through October of 2015. This is a Full Time position and will require overtime. If you are ready for a challenging learning experience, this is a great opportunity for you.

Talent Acquisition Specialists recruit quality talent to meet aggressive associate hiring requirements for specific clients. They also assist in general and administrative (G&A) recruiting in support of TeleTech's business units. This may include screening resumes and applications, conducting initial phone screens, administering TeleTech approved assessments, scheduling onsite interviews, conducting interviews, making offers, and completing all associated paperwork for each individual hire.

TA Specialists will represent TeleTech at job fairs and other community events. While they function as part of the Talent Acquisition team, they are responsible for aggressive individual recruiting goals which are monitored constantly.

TA Specialists must be able to quickly adapt plans and shift directions in order to meet changing client requirements. This is a challenging position that is suited for a high-energy individual who must be able to meet aggressive goals and timelines. Successful candidates will be self-starters, quick learners and multi-taskers.

Key Performance Objectives

1. Achieve 100% of assigned agent recruiting targets. TA Specialists are given daily, weekly, and monthly recruiting goals associated with each client ramp, which must be met on time with high-quality candidates. These goals can be very aggressive ranging from 15-75 new hires per week, requiring screening 30-200 new applicants per week. Fifty percent of the job is screening these candidates and deciding whether or not to send them through the full hiring process. In addition to achieving hiring goals, TA Specialists are also responsible for quality of hire as measured by graduation rates and attrition in the first 30, 60, and 90 days. They may also help Senior TA Specialists and Managers to source and screen candidates for some G&A positions. (Time management, efficiency, urgency, accountability)

1. Understand key business objectives, timeframes, legal issues, and requirements associated with each new client. TA Specialists quickly learn TeleTech's processes for screening, interviewing, and processing candidates on behalf of each new client and adapt quickly to any changes in the process. Understand the requirements for each client while strictly adhering to TeleTech's hiring policies. (Attention to detail and process, legal implications, customer service, follow-through)

1. Implement high-volume sourcing strategies to attract candidates that meet the client's specifications. Some TA Specialists may partner with the appropriate corporate support team for the following tasks: writing creative ads, posting ads on internet job boards, placing advertisements in newspapers, and searching resume databases (both internal and external) for quality candidates. TA Specialists may also represent TeleTech at community events and job fairs. They may participate in creating awareness by placing posters or distributing fliers at appropriate community locations. Experience speaking to large groups is a must. (Knowledge of sourcing channels, creativity, sales, strong verbal and written communication skills)

1. Improve the key success metrics associated with hiring goals. These include:

• Cost per Hire (goals will vary by business unit)
• New Hire First Day No Call No Show percentage
• Hiring timeline and time to fill open positions
• Meeting client hiring requirements (varies based on client and ramp)
• 60-day attrition rate for new hires

TA Specialists should be constantly looking for opportunities to improve the current process and communicate their ideas to their TA Manager regularly. While they are responsible for sharing ideas, they must not make ad hoc changes to the process without approval from the broader TeleTech TA team. (Observation, innovation, creativity)

1. Leverage TeleTech's Employee Referral Program. Some TA Specialists are given responsibility to manage the program locally, but all are responsible for encouraging employees to recommend friends and colleagues for positions at TeleTech. This might include walking the floors and engaging with high-quality employees to solicit referrals. Those in charge of the program also create reports, internal marketing campaigns, and calculate payouts when not in line with current Talent Acquisition Strategy guidelines. (Influence, persuasion, education)

1. Ensure a positive experience for every candidate. TA Specialists maintain a positive, respectful, and caring attitude with all candidates – even those that will not be offered a position at TeleTech. This includes clearly communicating the hiring process and timeframes, giving honest and direct feedback, providing guidance for future possibilities, and soliciting referrals from all candidates. (Friendly, helpful, positive demeanor, respectful, communication, follow-up)

1. Develop a tight schedule for processing candidates. TA Specialists are responsible for high-volume hiring needs often requiring screening, interviewing, and processing of hundreds of candidates each week. This requires tremendous focus, organization, and efficiency. Talent Acquisition Specialists set strict schedules to make the most of their time. They must be able to determine general suitability for a particular role quickly and decide whether to engage the candidate in the full hiring process. (Time management, efficiency, focus, decision-making)

1. Conduct efficient and effective interviews. TA Specialists must be able to conduct short, effective interviews which uncover a candidate's true desire, motivation, and suitability for an Associate role at TeleTech. (Behavioral interviewing, fact-finding, judgment)

1. Ensure compliance with TeleTech's hiring processes for each client. TA Specialists implement a specific hiring process on behalf of a client. These processes are set by the TA team and TeleTech Corporate, and must not be modified by the TA Specialist. This includes ensuring that the candidate meets all legal requirements, participates in all required assessments, and that all information is accurately documented within Taleo and in paper files when appropriate. (Total process understanding, attention to detail, organization, legal implications)

Basic Qualifications

• Desire to achieve aggressive recruiting goals under tight deadlines
• Minimum of 1 year experience Recruiting in a fast paced environment
• Strong ability to interview for required performance and skills
• Great interpersonal skills with candidates of all ages and backgrounds
• Advanced Experience with candidate tracking databases, Excel, Internet, and other recruitment technology
• Ability to influence others by example, coaching, and mentoring
• Strong verbal and written communication skills
• High level of integrity, judgment, and follow-through
• Strong attention to detail
• Ability to Multi-Task successfully

Preferred

• Working knowledge of Taleo
• Previous Call Center or Staffing Agency Recruiting Experience

TeleTech requires all employees hired in the United States to successfully pass a background check and depending on location and client program a drug test, as a condition of employment. TeleTech is an Equal Opportunity Employer.