Recruitment Talent Specialist

2 weeks ago

Syracuse, United States Marriott Syracuse Downtown Full time
Description

Our ideal candidate would be a Recruiter with full-cycle recruiting experience , from talent sourcing and attracting candidates to interviewing with collaboration with Department managers and Human Resources staff on a regular basis. Seeking out quality candidates, researching job seekers and inviting them to apply to jobs, screening candidates through phone interviews

Essential Job Duties:

Sources and recruit candidates. Review resumes and applications. Conduct phone interviews using various reliable recruiting and selection tools to filter candidates within schedule. Assess applicants' relevant knowledge, skills, soft skills, experience and aptitudes. Arrange in person interviews with Department Heads and/or Human Resources for open positions Work with Director of Human Resources on Social Media and job board sites to increase visibility and seek out both active and passive candidates for open positions to attract, hire, and retain the best employees while growing a strong talent pipeline Monitor and apply Human Resources recruiting best practices. Provide analytical and documented recruiting reports to the team Act as one of the points of contact during the section process

Required Skills and Abilities

Good Research techniques and computer skills. Excel at interviewing and communication by email, phone and in person.

Excellent interpersonal and organizational skills a must.

Requires a bachelor's or associates degree in Human Resources or related field. Years of on the job experience may be substituted for a degree.

Must have the ability to communicate. Self-starting personality with an even disposition. Maintain a professional appearance and manner at all times.

We are an equal opportunity employer.Qualifications

Experience working in recruitment and or Human Resources

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)

Source: Hospitality Online

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