Temporary Recruiter

A Temporary Recruiter at Buckner International is responsible for managing the entire recruitment process, from sourcing to extending job offers. This includes screening resumes, coordinating interviews, and building relationships with candidates and hiring managers. The recruiter ensures that all candidates have a positive experience while navigating through various recruitment stages.

To be considered for the Temporary Recruiter position at Buckner International, candidates must have a minimum of 4 years of experience in full-cycle recruiting. A background in healthcare and human services is preferred along with strong knowledge of recruitment strategies and familiarity with Applicant Tracking Systems (ATS) software.

Buckner International is committed to providing a seamless candidate experience by maintaining clear communication, offering prompt feedback on application statuses, and ensuring a streamlined interview process. The Temporary Recruiter plays a crucial role in making candidates feel welcomed and informed throughout their journey.

At Buckner International, a Temporary Recruiter can expect a collaborative, supportive, and engaging work environment that values respect and inclusivity. The recruiter will have the flexibility of a hybrid work model, allowing them to work both onsite and remotely, which fosters a healthy work-life balance.

Buckner International is a long-standing, faith-based organization that has been transforming lives since 1879. The organization serves vulnerable populations through various programs, making a significant impact in communities both locally and globally. Working as a Temporary Recruiter at Buckner means being part of a mission-driven entity focused on delivering hope and support to those in need.

To effectively manage multiple recruitment processes, prioritize tasks based on urgency and importance. Utilize an Applicant Tracking System (ATS) to organize candidate information and status updates. Maintaining clear communication with hiring managers and candidates also plays a key role in managing expectations and timelines.

When discussing your experience with sourcing candidates, outline the channels you have used, such as social media, job boards, or networking events. Highlight specific successful strategies or campaigns, and explain how you attracted top talent while building relationships within your network.

Assessing candidates' soft skills often requires a combination of behavioral interview questions and situational scenarios. Prepare to discuss specific techniques you use to evaluate attributes such as teamwork, communication, and problem-solving, and how you determine if they align with the company culture.

Keeping candidates engaged can involve regular, personalized communication about their application status, providing details on the next steps, and being available to answer any questions. Discussing the company’s values and culture also helps candidates feel connected and enthusiastic about the opportunity.

Adapting recruitment strategies requires understanding the specific needs of each role. Discuss how you tailor your sourcing, screening, and interviewing approaches based on job requirements and desired candidate profiles, and share examples of successful adaptations you’ve made in the past.

Teamwork is essential in recruitment. Discuss how collaborating with hiring managers ensures alignment on candidate expectations and helps establish a cohesive hiring strategy. Emphasize the importance of maintaining open communication and sharing insights among team members to streamline processes.

Staying updated on recruitment trends can involve attending industry conferences, engaging with professional networks, and regularly reading industry publications or blogs. Highlight specific sources you follow and how you integrate new insights into your recruiting practices.

When answering this question, provide a specific example of a challenging position you successfully filled. Discuss the creative sourcing strategies you employed, the challenges faced, and the perks of collaborating with hiring managers to attract the right talent.

Maintaining candidate records involves using an Applicant Tracking System (ATS) to document interactions and status changes. Explain how you ensure compliance with records retention requirements, and discuss the importance of keeping accurate and organized candidate files.

Discuss your passion for connecting people with opportunities. Highlight the satisfaction derived from helping candidates find roles that fit their skills and aspirations, and express how being part of an organization like Buckner International, which serves the community, fuels your motivation even more.