Talent Acquisition Coordinator

The Talent Acquisition Coordinator at Anderson Merchandisers is responsible for sourcing candidates for both part-time and full-time positions. This includes using methods like cold calling, data mining, and job board searches to find qualified applicants. Additionally, you'll actively work within our systems such as Workday and Phenom to track and hire candidates, while ensuring excellent communication and onboarding processes are maintained throughout.

To qualify for the Talent Acquisition Coordinator role at Anderson Merchandisers, candidates must have at least a high school diploma or equivalent certification. Key skills include proficiency in internet navigation, basic Excel knowledge, and strong communication abilities. Experience in recruiting or sourcing candidates is beneficial but not mandatory, as a positive and flexible attitude is highly valued.

As a Talent Acquisition Coordinator at Anderson Merchandisers, you can expect a range of benefits including flexible work schedules, a 401(k) retirement plan, comprehensive health insurance (including dental and vision), telehealth options, paid time off, discounts on services, and various training and career development opportunities, all aimed at supporting your personal and professional growth.

Engagement with candidates is a critical part of the Talent Acquisition Coordinator’s role at Anderson Merchandisers. Coordinators will communicate through various channels, including phone calls and emails, to keep candidates informed and enthusiastic about their application status. Your aim will be to maintain a high level of professionalism while ensuring candidates feel welcomed and valued during their onboarding experience.

The work environment for a Talent Acquisition Coordinator at Anderson Merchandisers is fast-paced yet supportive, filled with a blend of seriousness and fun. Team members are encouraged to not only work hard but also foster a community spirit. Flexibility and creativity are key components, allowing you to thrive and adapt to varying recruitment needs while enjoying collaboration with your colleagues.

As a Talent Acquisition Coordinator, I would leverage a variety of sourcing strategies such as networking on LinkedIn, utilizing job boards, engaging in creative outreach through social media, and employing data analytics to identify where the best candidates are. My goal is to expand our candidate reach and ensure we attract a diverse pool of applicants.

Maintaining communication with candidates is crucial. I believe in providing regular updates through emails and phone calls. I would create a scheduling system to ensure that each candidate knows where they stand in the process. Building rapport and being responsive instills confidence and keeps candidates engaged.

I once faced a challenging position that required niche skills. I intensified my sourcing efforts, tapping into specialized networks and attending industry-specific job fairs. After identifying strong candidates, I engaged them with personalized outreach, which led to an eventual hire who was not only qualified but also a cultural fit for the company.

A positive candidate experience can be achieved by providing clear information, showing respect for their time, and being genuinely supportive throughout the process. I ensure timely communications, offer feedback post-interviews, and express appreciation for their applications to enhance their interactions with our organization.

I track various metrics to measure the effectiveness of our recruitment efforts, including time-to-fill, quality of hire, candidate satisfaction scores, and sourcing channel effectiveness. Analyzing these metrics allows for continuous improvement and helps align recruitment strategies with organizational goals.

I am experienced in using various recruiting software tools such as Workday and Phenom for candidate tracking and management. I also utilize assessment tools and applicant tracking systems (ATS) to streamline the hiring process, enhancing the overall effectiveness of our recruitment efforts.

Handling rejections thoughtfully is essential. I provide constructive feedback to candidates, ensuring that they understand the reasons behind our decisions. I maintain a positive and empathetic tone, encouraging them to apply for future opportunities because their skills and interests may align with other open positions.

Absolutely! During a ramp-up period, I had to adapt my strategy by shifting from traditional sourcing to more digital avenues like social media and virtual job fairs. This pivot resulted in greater engagement levels and a successful influx of candidates, showcasing my ability to respond effectively to changing needs.

To attract diverse candidates, I believe in promoting our commitment to diversity, equity, and inclusion through all recruitment channels. Leveraging partnerships with organizations dedicated to underrepresented groups can also amplify our outreach and attract a wider array of talent by showcasing our inclusive culture.

I utilize applicant tracking systems to meticulously manage and document candidate information. Additionally, I employ spreadsheets for tracking metrics and maintaining clear records. This structured approach ensures that I can easily reference and update details, guaranteeing no information is lost and facilitating smooth transitions throughout the recruitment process.