Industrial Recruiter (Full Cycle)

As an Industrial Recruiter (Full Cycle) at our company, your primary responsibilities include sourcing candidates using various methods like job boards and social media, conducting initial screenings, coordinating interviews, and managing candidate records in our ATS. You'll also draft job descriptions and participate in recruitment events, all while building strong relationships with both candidates and hiring managers.

To qualify for the Industrial Recruiter (Full Cycle) position at our company, you should hold a Bachelor's degree in Human Resources, Business Administration, or a related field. Additionally, a minimum of two years of full-cycle recruiting experience is necessary, along with at least one year of recruiting in the industrial/manufacturing sector. Proficiency in Microsoft Office and familiarity with applicant tracking systems like Bullhorn will also be advantageous.

Yes! The Industrial Recruiter (Full Cycle) position at our company is 100% remote, providing you the flexibility to work from anywhere while contributing to our dynamic team.

In the Industrial Recruiter (Full Cycle) role at our company, the salary range is between $50,000 to $65,000 annually, depending on your experience and qualifications.

Key skills for success as an Industrial Recruiter (Full Cycle) include strong communication and interpersonal skills, attention to detail, the ability to manage multiple priorities in a fast-paced environment, and a willingness to stay updated on industry trends. These skills will aid you in effectively attracting and selecting top talent within the industrial and manufacturing sectors.

When answering this question, highlight your specific experiences in sourcing, screening, interviewing, and hiring candidates. Use examples where you successfully filled challenging positions and the strategies you employed at each stage.

Share the methods you've found most effective for this sector, such as leveraging industry-specific job boards, engaging with candidates through social media, or networking at relevant events. Highlight successful campaigns or initiatives you implemented.

Discuss your approach to evaluating candidate resumes, conducting behavioral interviews, and utilizing assessment tools. Mention the importance of cultural fit in addition to skills and experience, and how you communicate this to hiring managers.

Mention the applicant tracking systems (ATS) you are familiar with, like Bullhorn, as well as any recruitment marketing software. Highlight how these tools have improved your efficiency and candidate experience in the recruitment process.

Share how you prioritize open communication and set clear expectations from the outset. Provide an example of a challenging situation and explain how you navigated it to ensure a successful partnership.

Explain how you ensure job descriptions are clear and enticing, accurately reflect the role, and utilize keywords that will attract the right candidates. Discuss the importance of collaboration with hiring managers during this process.

Describe a particular recruitment campaign, detailing your objectives, the strategies you employed, and the outcomes. Focus on metrics such as time-to-fill, candidate quality, or overall satisfaction from clients or hiring managers.

Talk about your dedication to continual learning through attending workshops, following industry blogs, or joining recruitment groups. Mention how you have implemented new trends or practices into your recruiting strategy.

Explain how you evaluate candidates not just for skill but for their alignment with the company culture. Describe how you communicate the company’s values to candidates and assess their cultural fit during interviews.

Express your enthusiasm for the role and the company, mentioning specific aspects of the job or the company culture that resonate with you. Share your passion for connecting talent with opportunities and how you can contribute to the team’s success.