Talent Acquisition Manager
3 weeks ago
Salt Lake Community College (SLCC) is committed to attracting and retaining top talent to support its mission of providing quality education and workforce development opportunities.
The Talent Acquisition Manager will oversee the full recruitment cycle to ensure open positions are filled in a timely manner with quality candidates and provide a positive and engaging recruitment experience.
This is a working position that executes the strategy, duties, and functions of a Recruiter and will be a strategic leader of recruitment practices that contribute to SLCC as an employer of choice.
Sourcing and Recruitment:- Oversee facilitation and implementation of all phases of the talent acquisition/recruitment process.
Develop comprehensive full-cycle talent acquisition/recruitment strategies with specific recruitment action items to hiring managers' that will reduce time-to-fill for all open positions to include: proactively and continuously sourcing using employee referrals, social media, industry specific events and organizations, researching and cold-calling ideal candidates for hard-to-fill positions, across multiple markets to build strong candidate database and pipeline.
Determine innovative ways to source and attract talent.
Develop, implement, and maintain a talent pipeline strategy that ensures SLCC meets its future talent needs, i.e., using branding, social media technology, networking, grassroots recruitment techniques, research, cold-calling, and candidate management techniques to drive candidates to jobs.
Analysis and Reporting Key Performance Indicators (KPI's):Develop key performance metrics and dashboards to ensure accountability, tracking, and monitoring of equity, diversity, and inclusion efforts as they pertain to faculty and staff, recruitment, retention, and inclusive community.
Generate regular reports on recruitment metrics and performance.
Metrics may include but are not limited to:
- Time-to-fill.
- Cost-per-fill.
- Open vacancies.
- Turnover/retention rate.
- Percent of new hires leaving within 12 months.
- Percent of positions filled with internal candidates.
- Number of meetings/intake sessions with hiring managers.
- Number of strategies presented to hiring managers.
- Number of recruitment events/career fairs attended.
- Number of candidates' contact information collected and follow up executed on from events.
- Databases and sources searched.
- Number of potential candidates contacted and method (emailing, messaging, texting, and calling).
- Number of searches utilizing recruitment and advertisement form.
- Number of hires.
- Number of Employee Referral hires.
Proactively develop and maintain weekly, monthly, and yearly talent acquisition/recruitment benchmarks and goals.
Collaborate with user group managers and supervisors to ensure goals are met.
Program/Project Management, Effectiveness Assessment and Budget:Create various resources to increase the effectiveness and quality of assigned programs and areas.
Contribute to development of recruitment solutions and tools hiring managers need to be successful as bandwidth allows.
Work with groups across campus on talent acquisition/recruitment and employee engagement initiatives to measure program outcomes and goals.
Refine strategies and develop innovative solutions to improve efficiency and ensure the program is delivering results.
Develop budgetary proposals and maintain budgets related to area projects and initiatives.
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