Talent Acquisition Specialist- Parental Leave Contract

The Talent Acquisition Specialist at MiQ plays a critical role in managing the entire recruitment process, including onboarding, benefits administration, and employee engagement initiatives. This role involves maintaining compliance with employment laws, facilitating employee training sessions, and supporting the HR department with strategic insights.

Candidates for the Talent Acquisition Specialist position at MiQ should have a minimum of 3-5 years of experience in HR functions, particularly in managing benefits programs and onboarding procedures. Familiarity with HRIS, payroll systems, and advanced Excel is crucial, as is a passion for enhancing the employee experience.

At MiQ, the Talent Acquisition Specialist will be responsible for administering a comprehensive range of employee benefits, including healthcare, retirement plans, and leave of absence management. We prioritize ensuring that our employees have access to the best possible benefits to support their wellbeing and work-life balance.

The culture at MiQ is inclusive and supportive, fostering a welcoming environment for all employees. As a Talent Acquisition Specialist, you'll engage in a team-oriented approach, collaborating with various departments to create meaningful onboarding experiences and promote a positive workplace culture.

MiQ is committed to employee development, offering a variety of growth opportunities for the Talent Acquisition Specialist role. Employees can expect internal mobility chances, professional training, and mentorship programs designed to support career advancement within the company.

When asked about strategies for improving onboarding, focus on collaboration and feedback. Share ideas like developing comprehensive onboarding schedules, engaging new hires through tailored training sessions, and creating a buddy system to help them acclimate effectively.

To answer this question, emphasize active listening and mediation skills. Highlight the importance of understanding both perspectives, communicating openly, and finding a resolution that respects company policy while addressing the employee's concerns.

Reflect on specific initiatives you have led, such as employee feedback surveys, team-building activities, or wellness programs. Be sure to discuss the outcomes and any measurable improvements in employee satisfaction or engagement metrics.

Discuss staying informed through HR associations, continuous professional development, and monitoring changes in local, state, and federal regulations. Mention specific resources or platforms you subscribe to for HR insights.

To address prioritization, explain your method of assessing urgency and impact. Talk about using project management tools, setting clear deadlines, and maintaining consistent communication with all stakeholders involved.

Emphasize the importance of adaptability and a positive attitude. Highlight how being solution-oriented can facilitate better interactions with candidates and team members, leading to successful outcomes in recruitment.

Discuss key performance indicators (KPIs) you would track, such as time-to-hire, quality of hire, candidate satisfaction ratings, and diversity metrics. Emphasize the need for data-driven decision-making in refining recruitment strategies.

Highlight your experience with benefits administration and how you would ensure transparency and accessibility for employees. Talk about the importance of regular communication and providing resources to help employees navigate their benefits efficiently.

Share innovative strategies such as partnering with diverse organizations, utilizing inclusive job postings, and promoting the company’s commitment to diversity and inclusion. Highlight the importance of building trust and community outreach.

Outline your commitment to confidentiality and the protocols you follow to protect sensitive employee information. Discuss the importance of maintaining trust and integrity in the HR function.