Talent Acquisition Sourcer - job 1 of 2

As a Talent Acquisition Sourcer at GoodLeap, your responsibilities include developing recruitment strategies, actively sourcing candidates, conducting interviews, negotiating salaries, and collaborating with leadership to identify candidate needs. You will also represent the company at recruitment events and play a key role in building a robust candidate pipeline.

To excel as a Talent Acquisition Sourcer at GoodLeap, you need at least 2 years of recruitment experience, strong knowledge of recruitment processes, the ability to manage a high volume of requisitions, and good judgment. Proficiency in using social media for recruitment and flexibility in various situations are also essential skills.

GoodLeap seeks candidates with a minimum of 2 years of experience in recruitment, familiarity with full recruitment life-cycle processes, and the ability to handle confidential information with discretion. Bilingual skills in Spanish and English are preferred, adding an asset to the recruitment efforts.

The Talent Acquisition Sourcer at GoodLeap supports the hiring process by partnering with leadership to identify applicant requirements, pre-screening candidates, preparing them for interviews, and effectively negotiating offers. This ensures a smoother experience for both candidates and hiring managers.

GoodLeap fosters a collaborative and inclusive company culture, supporting a rewarding career for its employees. As a Talent Acquisition Sourcer, you will be encouraged to bring innovative ideas to the recruitment process while being part of a team that is focused on making a significant impact in the sustainable solutions sector.

When developing recruitment strategies, I begin by evaluating the needs of the hiring managers and the unique qualifications for the position. I then identify different sourcing channels, including job boards, social media platforms, and networking events, ensuring a balanced approach to attract both active and passive candidates.

My process for evaluating candidates involves a thorough review of resumes followed by phone or in-person interviews. I assess their skills, experience, and personality in alignment with the job requirements and organizational culture, often employing behavioral interview techniques to gauge their fit.

I utilize various applicant tracking systems (ATS) to manage candidate records and facilitate communication with hiring managers. Additionally, social media platforms like LinkedIn are essential for sourcing candidates, while Google Sheets or other management tools help me maintain organized candidate databases.

Handling salary negotiations requires clear communication and understanding typical compensation benchmarks for the industry. I ensure that I know both the company's constraints and the candidate's expectations, aiming to find a mutually beneficial agreement while adhering to our company's policies.

To attract passive candidates, I leverage networking opportunities at industry events, utilize LinkedIn for outreach, and maintain a strong employer brand presence online. Building genuine relationships and showcasing GoodLeap's values and culture are also crucial in engaging those who aren’t actively looking for new roles.

Maintaining open communication with both candidates and hiring managers is key to ensuring a smooth hiring process. I provide timely updates, gather feedback after each recruitment stage, and work collaboratively with all stakeholders involved to make adjustments and enhance the process as needed.

I have extensive experience representing previous employers at recruitment events, where I interacted with job seekers to promote the company's culture, values, and available opportunities. I prepared brochures, presentations, and materials that highlighted our unique benefits to engage potential candidates.

Staying current with recruitment trends involves continuous learning through industry webinars, reading relevant blogs, and subscribing to professional organizations. Networking with fellow recruiters and attending HR conferences also provides insights into the latest best practices.

The most challenging part of being a Talent Acquisition Sourcer often involves attracting top talent in competitive markets. To address this, I focus on refining our employer branding and creating a compelling value proposition that resonates with potential candidates.

If a candidate declines their offer, I would first seek feedback to understand their reasons. This information can provide insights into areas of improvement for future conversations. I would also keep the line of communication open in case their situation changes, as they may be a suitable candidate for a future opportunity.