Job Title: Talent Acquisition DI&B Scout - Operations Duration: 11+ Months Location: Remote- any time zone is fine Starting Rate: $50/hr
Description: Responsibilities • Own external engagement Standard Operating Procedures to optimize execution of inclusive hiring efforts in Operations (20%): As a talent advisor to the Operations DI&B team, develop Standard Operating Procedures (SOPs) to optimize and operationalize recruitment efforts aligned to Operations DI&B events and external engagement (generating prospects, then converting prospects to hires). Gain an understanding of existing systems and processes and work with key cross-functional partners to outline process maps to identify opportunities and recommend improvements.
• Lead sourcing and candidate engagement process across pipeline programs and external engagements in Operations Talent & Culture (20%): Partner closely with Operations business leaders and Operations DI&B team on external engagement with an Operations lens (understanding of function, talent needs and focus areas, open role opportunities for early career and professional). Drive pull-through of talent engagement for events including best in class approaches for operationalizing and executing on talent opportunities. Seek out creative ways to continuously engage with and amplify the Operations talent community. As an ambassador, demonstrate company's values, be versed in career progression and potential company opportunities, DI&B initiatives and other enterprise-wide priorities that are important to and resonate with executive candidates and potential prospects.
• Own Candidate Relationship Management (CRM) communication pre/post Ops DI&B external events (20%): Ensure and proactively outline a holistic approach for Candidate Relationship Management (CRM) communication pre/post vents to ensure meaningful ongoing engagement with prospects that is targeted yet sustainable. Conduct screening interviews, compile, and produce candidate profiles for hiring managers to review. Build relationships with and solicit resumes directly to hiring managers and recruiting partners. Take ownership of the candidate experience, ensure that it is a positive and respectful one.
• Consult on Talent Acquisition and Sourcing approach for Ops apprenticeship and other Ops talent pipeline programs across Ops T&C (20%): Analyze and garner a strong understanding of the landscape and business needs to leverage this to help identify and source talent from untapped engagements/associations/schools aligned with focus areas and strategy. Build and manage process to qualify candidates using the available job description information, references, technical screens, and test sources. Educate candidates on the specifics of the position as well as influence passive candidates to engage in the interview process with company.
• Liaise between Talent Acquisition / University Relations and Operations Talent and Culture teams to ensure alignment (10%): Foster a cross-functional relationship with Talent Acquisition and Operations Diversity, Inclusion, and Belonging (DI&B), acting as a key member of the broader matrixed team. Liaise between the talent acquisition team and event participants to coordinate interviews at external hiring and/or career fair events. Investigate and share.
• Execute robust reporting capabilities around hiring outcomes against a defined target and key metrics (10%): Outline best approach for creating / maintaining / reporting on sourcing codes and related event links to drive visibility to best sources of talent. Develop robust reporting capabilities around hiring outcomes against a defined target and key metrics. Drive operational excellence and compliance and set high sourcing standards.
• As an ambassador, demonstrate company's values, be versed in career progression and potential company opportunities, DI&B initiatives and other enterprise-wide priorities that are important to and resonate with executive candidates and potential prospects.
Basic Qualifications • High school diploma / GED and 12 years of recruiting experience OR • Associate degree and 10 years of recruiting experience OR • Bachelor’s degree and 4 years of recruiting experience OR • Master’s degree and 2 years of recruiting experience OR • Doctorate degree
Preferred Qualifications • Ability to interact comfortably with individuals of varying backgrounds, experiences, and interests. • Experience working in agency setting with demonstrated successes specific to sourcing and soliciting passive candidates. • Pharmaceutical/Biotech recruitment experience is highly preferred. • Strong acumen in and engagement with Diversity recruitment and trends • Strong proficiency in the Microsoft Office Suite • Strong communication and partnering skills. • Sense of ownership regarding talent and innate interest in contributing directly to build strong, diverse teams within company and company’s Operations • Drive to understand the business need and establish relationships with business leaders to collaborate to drive impact. • Power user experience using recruitment technologies such as Applicant Tracking Systems (ATS), Candidate Relationship Management (CRM) (preferably Eightfold) and social media tools like LinkedIn Recruiter • Self-directed and willing to take informed risks. • Detail-oriented, resourceful, and able to manage shifting priorities. • A strong conviction for efficiency, ingenuity, and impact over activity • Willingness to “speak up” and respectfully challenge previous processes to drive continuous change. • A strong interest in having a broad impact for the better and having fun while doing it
Top 3 Must Have Skill Sets: Ideal candidate is someone who has no issue being a true talent scout and can work in a environment with multiple priorities due to cross-functional initiatives. A strong recruiter/scout with a passion for DI&B would be a good candidate. DI&B experience with no recruiting/ scouting experience would be rejected Problem-solving - must have a solution oriented mindset and provide large scale examples. Challenge STATUS QUO. Think outside the box. Disruptive thinking-create solutions that are better than what exist. Project management - although this role isn't project managing events, the skill set is transferable as a successful candidate will need to influence and drive multiple moving pieces Leadership - need someone who is a thought partner, demonstrates initiative, and can manage up
Day to Day Responsibilities: Responsibilities • Own external engagement Standard Operating Procedures to optimize execution of inclusive hiring efforts in Operations (20%): As a talent advisor to the Operations DI&B team, develop Standard Operating Procedures (SOPs) to optimize and operationalize recruitment efforts aligned to Operations DI&B events and external engagement (generating prospects, then converting prospects to hires). Gain an understanding of existing systems and processes and work with key cross-functional partners to outline process maps to identify opportunities and recommend improvements.
• Lead sourcing and candidate engagement process across pipeline programs and external engagements in Operations Talent & Culture (20%): Partner closely with Operations business leaders and Operations DI&B team on external engagement with an Operations lens (understanding of function, talent needs and focus areas, open role opportunities for early career and professional). Drive pull-through of talent engagement for events including best in class approaches for operationalizing and executing on talent opportunities. Seek out creative ways to continuously engage with and amplify the Operations talent community. As an ambassador, demonstrate company's values, be versed in career progression and potential company opportunities, DI&B initiatives and other enterprise-wide priorities that are important to and resonate with executive candidates and potential prospects.
• Own Candidate Relationship Management (CRM) communication pre/post Ops DI&B external events (20%): Ensure and proactively outline a holistic approach for Candidate Relationship Management (CRM) communication pre/post vents to ensure meaningful ongoing engagement with prospects that is targeted yet sustainable. Conduct screening interviews, compile, and produce candidate profiles for hiring managers to review. Build relationships with and solicit resumes directly to hiring managers and recruiting partners. Take ownership of the candidate experience, ensure that it is a positive and respectful one.
• Consult on Talent Acquisition and Sourcing approach for Ops apprenticeship and other Ops talent pipeline programs across Ops T&C (20%): Analyze and garner a strong understanding of the landscape and business needs to leverage this to help identify and source talent from untapped engagements/associations/schools aligned with focus areas and strategy. Build and manage process to qualify candidates using the available job description information, references, technical screens, and test sources. Educate candidates on the specifics of the position as well as influence passive candidates to engage in the interview process with company.
• Liaise between Talent Acquisition / University Relations and Operations Talent and Culture teams to ensure alignment (10%): Foster a cross-functional relationship with Talent Acquisition and Operations Diversity, Inclusion, and Belonging (DI&B), acting as a key member of the broader matrixed team. Liaise between the talent acquisition team and event participants to coordinate interviews at external hiring and/or career fair events. Investigate and share.
• Execute robust reporting capabilities around hiring outcomes against a defined target and key metrics (10%): Outline best approach for creating / maintaining / reporting on sourcing codes and related event links to drive visibility to best sources of talent. Develop robust reporting capabilities around hiring outcomes against a defined target and key metrics. Drive operational excellence and compliance and set high sourcing standards.
• As an ambassador, demonstrate company's values, be versed in career progression and potential company opportunities, DI&B initiatives and other enterprise-wide priorities that are important to and resonate with executive candidates and potential prospects.
Possible Extension: Yes Red Flags: Lack of specific examples related to the aforementioned skillsets Can't answer questions around metrics Lack of stability in job history No DIB or recruitment experience Interview Process: Webex/ TEAMs
About Us: Established in 2004, SPECTRAFORCE® is one of the largest and fastest-growing diversity-owned staffing firms in the US. The growth of our company is a direct result of our global client service delivery model that is powered by our state-of-the-art A.I. proprietary talent acquisition platform, robust ISO 9001:2015/ISO 27001 certified processes, and strong and passionate client engaged teams. We have built our business by providing talent and project-based solutions, including Contingent, Permanent, and Statement of Work (SOW) services to over 140 clients in the US, Canada, Puerto Rico, Costa Rica, and India. Key industries that we service include Technology, Financial Services, Life Sciences, Healthcare, Telecom, Retail, Utilities and Transportation. SPECTRAFORCE is built on a concept of “human connection,” defined by our branding attitude of NEWJOBPHORIA®, which is the excitement of bringing joy and freedom to the work lifestyle so our people and clients can reach their highest potential. Learn more at: http://www.spectraforce.com
Benefits: SPECTRAFORCE offers ACA compliant health benefits as well as dental, vision, accident, critical illness, voluntary life, and hospital indemnity insurances to eligible employees. Additional benefits offered to eligible employees include commuter benefits, 401K plan with matching, and a referral bonus program. SPECTRAFORCE provides unpaid leave as well as paid sick leave when required by law.
Equal Opportunity Employer: SPECTRAFORCE is an equal opportunity employer and does not discriminate against any employee or applicant for employment because of race, religion, color, sex, national origin, age, sexual orientation, gender identity, genetic information, disability or veteran status, or any other category protected by applicable federal, state, or local laws. Please contact Human Resources at LOA@spectraforce.com if you require reasonable accommodation. At SPECTRAFORCE, we are committed to maintaining a workplace that ensures fair compensation and wage transparency in adherence with all applicable state and local laws. This position’s starting pay is: $50.00/hr.
