Talent Acquisition Specialist

4 weeks ago

Boston, Massachusetts, United States American Student Assistance Full time

Talent Acquisition Manager Role Summary

The Talent Acquisition Manager at American Student Assistance is responsible for managing the full recruiting life cycle to attract, hire, and retain top talent for the organization. This role focuses on direct involvement in all facets of talent acquisition without managing a team.

Key Responsibilities

  • Talent Acquisition Strategy
    • Develop and implement innovative talent acquisition strategies to attract a diverse pool of qualified candidates.
    • Collaborate with hiring managers to identify staffing needs, define job requirements, and create effective job descriptions.
    • Utilize various sourcing methods, including job boards, social media, networking, and employee referrals, to build a robust talent pipeline.
    • Stay informed about market trends, industry standards, and best practices to continually improve the recruitment process.
    • Ensure strategy aligns with ASA's commitment to DEI&B initiatives.
  • Full-Cycle Recruitment
    • Manage the full-cycle recruitment process, including sourcing, screening, interviewing, and extending offers to candidates.
    • Proactively source and engage passive candidates through networking, social media, and professional associations.
    • Conduct initial phone or video interviews to assess candidates' skills, experience, and cultural fit with the organization.
    • Coordinate and facilitate interviews with hiring managers, ensuring a smooth and efficient process for both candidates and interviewers.
  • Candidate Experience
    • Ensure a positive candidate experience by maintaining clear and timely communication with candidates and hiring managers throughout the recruitment process.
    • Provide candidates with detailed information about the company, role, and culture to help them make informed decisions.
    • Manage the offer process, including extending offers, negotiating terms, and handling candidate objections professionally.
    • Guide candidates through the onboarding process and escalate concerns to ensure a seamless transition into the organization.
  • Employer Branding
    • Promote the organization's employer brand through various channels, including social media, job boards, and company events.
    • Develop and execute employer branding initiatives to showcase the company's culture, values, and career opportunities.
    • Represent the company at job fairs, career events, and networking opportunities to enhance the company's visibility in the job market.
  • Collaboration and Partnership
    • Partner with hiring managers and department heads to understand their staffing needs and provide strategic recruitment support.
    • Offer guidance and best practices to hiring managers on candidate selection, interviewing techniques, and recruitment processes.
    • Build strong relationships with external partners, such as recruiting agencies and educational institutions, to expand the talent pipeline.
  • Data Analysis and Reporting
    • Track and analyze key recruitment metrics, such as time-to-fill, cost-per-hire, and source of hire, to assess the effectiveness of recruiting strategies.
    • Prepare and present regular reports on recruitment activities, hiring status, and recruitment performance to P&C leadership and hiring managers.
  • Compliance and Best Practices
    • Ensure compliance with all federal, state, and local employment laws and regulations, including Equal Employment Opportunity (EEO) and anti-discrimination laws.
    • Implement and maintain recruitment policies and procedures that support organization's diversity, equity, and inclusion (DEI) initiatives and values.

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