Professional I, Talent Acquisition (Technical Recruiter)

As a Professional I, Talent Acquisition at CRI Work-at-Home, your key responsibilities include developing and implementing recruiting strategies, managing the interview process, and collaborating with Hiring Managers to fill positions efficiently. You'll organize intake sessions, create job descriptions, and use metrics to continually improve recruitment efforts. Your role involves sourcing candidates across various platforms, maintaining candidate tracking in the Workday ATS, and consulting with hiring managers to provide tailored solutions.

To apply for the Professional I, Talent Acquisition position at CRI Work-at-Home, candidates generally need 3 to 5 years of recruiting experience, including at least 2 years focused on technical staffing. An Associates or Bachelor's degree is preferred, though relevant work experience can substitute. Proficiency in using the Workday HCM/Talent Acquisition system and strong skills in Microsoft Excel are also essential, along with advanced English proficiency.

At CRI Work-at-Home, we believe in continuous development for our employees. The Professional I, Talent Acquisition (Technical Recruiter) role offers opportunities to enhance your skills through regular training, mentoring, and feedback processes. By collaborating with experienced colleagues and participating in talent acquisition strategy discussions, you can grow both personally and professionally while impacting the recruitment success of our organization.

The work environment at CRI Work-at-Home for a Professional I, Talent Acquisition (Technical Recruiter) is dynamic and supportive. You will have the flexibility to work from home while being part of a virtual team. Collaboration with colleagues across various functions is encouraged, fostering a sense of community despite the remote setting. Our goal is to create a productive and encouraging environment that enables you to excel in your recruiting efforts.

In the Professional I, Talent Acquisition role at CRI Work-at-Home, you'll utilize a variety of tools and systems to streamline the recruitment process. Key among these is the Workday HCM/Talent Acquisition platform for tracking candidates and managing recruitment data. Familiarity with social media platforms for candidate sourcing and engagement, as well as proficiency in Microsoft Excel for reporting and analysis, will also play a significant role in your success in this position.

When answering this question, provide specific examples of your technical recruiting experience, including the industries you've worked in and the types of positions you've filled. Highlight your methods for sourcing candidates, such as leveraging social media or technical job boards, and mention any challenges you faced and how you overcame them.

Discuss how you initiate communication with Hiring Managers to understand their specific needs and preferences. Emphasize active listening, scheduling regular check-ins, and being proactive in addressing their concerns. Share an anecdote where strong relationships led to successful hires.

Reflect on your approach to maintaining clear and timely communication with candidates throughout the hiring process. Mention any tools you use for tracking and updating candidates, and how you gather feedback to continuously improve their experience. Provide an instance where a positive experience significantly impacted a candidate's decision.

Explain your organizational methods, such as using candidate tracking software to manage the pipeline effectively. Talk about prioritizing roles based on urgency and collaborating with Hiring Managers to maintain alignment on recruitment efforts. Share a time when you successfully handled several openings concurrently.

Discuss specific metrics such as time-to-fill, offer acceptance rates, and candidate quality. Explain how you analyze these metrics to identify trends and areas for improvement in your recruitment process. Share how you've used data to enhance performance in your previous roles.

Detail the techniques you use to identify and engage passive candidates, such as networking and leveraging social media platforms. Include any innovative strategies you've implemented, like engaging in industry-specific forums or events. Provide an example of a successful passive recruitment story.

Be honest and detailed about specific challenges you've encountered, such as difficulty sourcing candidates for niche technical roles. Share the strategies you developed to address these challenges, including adjustments in outreach methods or changes to your role descriptions.

Mention your dedication to continuous learning, such as attending relevant workshops, webinars, or industry conferences. Highlight how you stay informed about industry trends and advancements that impact your recruiting efforts, and provide an example of how your updated knowledge helped you in a recent recruiting endeavor.

Discuss the importance of diversity in hiring practices and how you actively implement strategies to ensure diverse candidate pools. Share an example where your focus on diversity has had a positive impact on a team or project.

Talk about your openness to receiving constructive feedback and how you embrace it as an opportunity for growth. Provide examples of how feedback from clients has led you to refine your recruitment strategies or improve candidate selection.