Talent Acquisition Specialist - job 2 of 2

As a Talent Acquisition Specialist at Continental, you will manage the entire recruitment process, including partnering with hiring managers to identify staffing needs, crafting job postings, sourcing candidates, screening applicants, and coordinating interviews. You'll also ensure compliance with employment laws and maintain a positive candidate experience throughout, all while making sure we attract the right talent to support our innovative mobility solutions.

To become a Talent Acquisition Specialist at Continental, you should have a Bachelor's Degree in Human Resources Management, Business Administration, or a related field along with a minimum of 2 years of experience in managing the recruitment and selection process. Additionally, legal authorization to work in the U.S. is required as we cannot sponsor visas for this position.

At Continental, our Talent Acquisition Specialists work within a climate-controlled environment that prioritizes safety. Safety procedures must be followed at all times, including wearing safety gear such as steel-toe footwear and hearing protection. We are committed to providing a safe and welcoming workplace for all our employees.

Having more than 3 years of experience in recruitment within a manufacturing setting is a significant advantage for the Talent Acquisition Specialist position at Continental. Additionally, skills in applicant tracking systems and a strong understanding of market trends and compliance regulations will set you apart from other candidates.

As a Talent Acquisition Specialist at Continental, you'll enjoy a wide range of benefits, including competitive bonuses, tuition assistance, employee discounts on tires, a 401k match, immediate healthcare benefits, and a diverse, inclusive work environment that encourages personal and professional growth.

When sourcing candidates for technical roles, it's important to understand the specific skills and competencies required for the position. I typically start by reviewing job requirements, leveraging professional networks like LinkedIn, and utilizing various job boards to find potential candidates. Engaging with specialized communities or forums can also help in attracting qualified professionals.

In my previous roles, I've extensively used Applicant Tracking Systems (ATS) to streamline the hiring process. I manage candidate profiles, track application workflows, and ensure compliance with hiring protocols. Staying organized and familiar with the software's features allows me to enhance efficiency and improve communication throughout the hiring cycle.

To ensure a positive candidate experience, I prioritize clear communication at every step. I keep candidates informed about their application status, provide constructive feedback where appropriate, and make the interview process as welcoming as possible. A respectful and engaging experience helps candidates feel valued, regardless of the outcome.

Collaboration with hiring managers is key. I schedule regular meetings to discuss their specific needs, understand job requirements, and define the ideal candidate profile. This ensures alignment between recruitment efforts and the company's goals, allowing us to attract the right talent effectively.

For college recruitment, I focus on establishing connections with local universities and attending career fairs. Building relationships with faculty and participating in internship programs allows us to tap into emerging talent and create a strong pipeline while engaging with students through informative sessions about our company culture and career opportunities.

In a previous role, I faced a challenge in filling a specialized technical position due to a limited talent pool. I addressed this by broadening our recruitment scope, tapping into niche job boards, and reaching out directly to potential candidates through professional sites. This proactive approach eventually led to securing a qualified hire.

I stay updated with employment laws and recruiting best practices by attending workshops, participating in HR forums, and subscribing to industry newsletters. Continuing education is vital in keeping abreast of changes in legislation and trends in recruitment, which enables me to apply compliant and effective strategies.

Key metrics for evaluating recruitment success include time-to-fill, quality of hire, and candidate satisfaction scores. These metrics help assess the effectiveness of recruitment strategies and ensure that we are not only filling positions efficiently but also attracting high-quality candidates who align with our company culture.

Assessing cultural fit goes beyond evaluating skills; it involves understanding a candidate's values and work ethic. During interviews, I ask behavioral questions and scenarios related to our core values. This provides insight into how candidates may align with our workplace culture and ethos.

One of the most challenging aspects of being a Talent Acquisition Specialist is managing the expectations of hiring managers while also ensuring a positive candidate experience. Balancing urgency with thoroughness is key—it's essential to provide timely results without compromising the quality of the candidate search.