Job Description

The Onsite University Recruiter acts as a consultant and talent advisor to client stakeholders, driving university recruitment strategy. They partner with academic institutions, career centers and faculty to build relationships with students for co-op, intern or new graduate opportunities. They identify and recommend candidates, ensuring a high quality and diverse talent pool. They act as a brand ambassador for the client, focused on delivering exceptional talent and enhanced academic relations while providing proactive and timely communications.

Responsibilities
Program and Client Partnership:
- Partner with the client to accumulate needs for co-op, intern and new grad hiring at appropriate times during the year.
- Create timelines and project plans associated with each academic institution for all activities and events including influencing stakeholders to attend and communicate regularly to institutions.
- Create interest and awareness across the business(s) as it relates to University Recruiting using internal communication tools.
- Partner with Recruiters to understand where new grads may fill their open roles and work with schools to provide pipelines of talent and communicate to academic institutions the positions open at all times during the year.
- Report out to all stakeholders including UR Leadership, Talent Acquisition, and divisional business stakeholders.
- Understand budget associated with program and plan events and necessary purchases accordingly.

Finding Candidates:
- Review of candidates who have applied via the Applicant Tracking System (ATS).
- Evaluate candidate qualifications against position requirements and determine who to move forward in the recruitment process.
- Develop and manage recruitment marketing plans or sourcing plans to determine the most appropriate candidate sources that align to the search requirements.
- Source candidates via resume databases, search engine and networking sites using Boolean search language.
- Solicit and pursue referrals from business networks and/or internal referrals.
- Utilize Cielo’s proprietary software for mobile and email campaigning to talent communities.

Engaging Candidates:
- Use an appropriate mix of media to connect with university talent communities (phone, email, social media, etc.).
- Articulate value proposition to candidates who are interested in the job opportunity.
- Prepare candidates for interviews, coaching them on logistical information, interview schedule, appropriate attire and overall expectations.
- Ensure candidates are provided with timely updates concerning the status of their applications and interviews.

Assessing Candidates:
- Use independent judgement to compare candidate skills assessments with position requirements to determine if the candidate is a match for the role or a potential match for other open positions.
- Issue skills testing as needed and evaluate results (if process dictates).
- Review background and reference information (if process dictates).

Influencing the Hire:
- Keep candidates engaged throughout process, ensuring consistent communication on the status of the search.
- Partner with hiring leader to determine offer details, using market data and compensation guidelines to support recommendations.
- Articulate a job offer to candidate and drive for candidate acceptance, anticipating and negotiating counter-offers as appropriate.

Service Excellence:
- Strict adherence to all regulations (OFCCP and all other compliance standards set forth).
- Work to deliver a strong candidate slate, continuously building talent pipelines to ensure there are multiple qualified candidates in play at all times.
- Provide accurate and regular reporting of recruiting activities to the hiring leader and Cielo leadership to depict both metrics and efforts.
- Identify perceived difficulties with searches and research and recommend solutions to both internal and external stakeholders.
- Proactively and regularly communicate the status of each search to the hiring leader, providing a consultative approach with recommendations on how to move forward.

Qualifications

Education:
- High school diploma required. Bachelor’s degree in business, management, human resources or related field is strongly preferred.

Experience:
- Healthcare industry experience is a huge plus
- Minimum of two or more years’ recruiting experience with demonstrated successes in a corporate, RPO or agency setting required.
- Experience within university recruiting strongly preferred.
- Experience using recruitment technologies such as Applicant Tracking Systems (ATS) and social media tools.

Functional/Technical Knowledge, Skills and Abilities Required:
- Proficient in Boolean search techniques for sourcing.
- Proficient in Microsoft Office, including Outlook, Word, Excel and PowerPoint.
- Ability to present and influence at multiple levels of the organization.
- Knowledge of common Human Resources principles, practices and metrics related to talent acquisition.

The anticipated starting salary range for individuals in this position is of $42,000 - $60,000 dependent upon experience, geography, and industry knowledge.
This position is eligible for an annual bonus based on the achievement of defined goals and benefits including:
• Various medical plans based on coverage needed including medical, dental and vision.
• STD, LTD, and HSA
• Holiday pay
• Flex Paid Time Off (PTO) model
• 401K with a match of 50% up to the first 4%
• Volunteer Time Off (VTO)

-Onsite Position in Grand Forks, ND

-Approved for US-based candidates only

All your information will be kept confidential according to EEO guidelines

Additional Information

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