In-House Recruiter

As an In-House Recruiter at Reserv, your main responsibilities include sourcing and recruiting high-quality candidates for insurance adjuster roles, maintaining solid relationships with hiring managers and external recruiting agencies, conducting interviews, and managing our Applicant Tracking System (ATS) to ensure a seamless hiring process.

To qualify for the In-House Recruiter position at Reserv, candidates should have at least 2 years of full life-cycle recruiting experience specific to insurance adjuster roles, a Bachelor's degree or equivalent work experience, and proven relationship-building skills with both hiring managers and candidates.

The recruitment process at Reserv involves various stages such as sourcing candidates through multiple channels, conducting phone and video interviews, gathering feedback from hiring managers, and coordinating interviews, all while ensuring the hiring process is efficient and well-documented in our ATS.

At Reserv, we use the Greenhouse Applicant Tracking System to manage our recruitment processes effectively. Additionally, tech tools like Apple Computer, Google Suite, and Slack enhance communication and productivity within the recruiting team.

In addition to a competitive salary, In-House Recruiters at Reserv enjoy a generous health-insurance package, a 401(k) retirement plan with employer matching, competitive PTO, and the flexibility to work from anywhere, supporting a healthy work-life balance.

When answering this question, highlight specific experiences and successes in recruiting for insurance adjuster roles, emphasizing the strategies you utilized to attract talent and how you ensured candidates fit the specialized requirements.

In response, mention your experience in using organizational tools and techniques, such as setting deadlines, employing task management software, and maintaining clear communication with all stakeholders to ensure timely progress.

Discuss varied sourcing methods you've employed, such as leveraging social media platforms, networking events, job fairs, and employee referrals, focusing on how these approaches contributed to successful hires.

Share your approach to evaluating candidates, such as assessing their skills through direct questions during interviews, discussing their past experiences relevant to the role, and utilizing behavioral interview techniques to understand their thought processes.

Provide an example where you've analyzed recruitment metrics from your ATS to identify bottlenecks or inefficiencies in the hiring process and explain how you implemented changes based on these insights to enhance the overall experience.

Explain your methods for maintaining communication and providing feedback to candidates at all stages of the recruitment process, ensuring they feel valued and informed, which fosters long-term relationships even if they aren't selected.

Discuss the importance of employer branding in attracting top talent, sharing ways you've promoted positive aspects of the company's culture and values through social media, job postings, or interactions with candidates.

Share your commitment to diversity and inclusion by discussing specific practices, such as targeting diverse talent pools, employing blind recruitment techniques, and fostering an inclusive interview process.

Identify a specific challenge you encountered in recruiting insurance adjusters, describe the steps you took to address it, and highlight the successful outcome you achieved.

Express your enthusiasm for the opportunity, connect it to your skill set and experiences, and mention your alignment with Reserv's values and how you are eager to contribute to the company's innovative mission.