Recruiter
Recruit quality talent to meet aggressive associate hiring requirements for specific clients. They also assist in general and administrative (G&A) recruiting in support of TeleTech?s business units. This may include screening resumes and applications, conducting initial phone screens, administering TeleTech approved tests, scheduling onsite interviews, conducting interviews, making offers, and completing all associated paperwork for each individual hire. Recruiters may implement sourcing strategies and actively build relationships within the community to provide new sources of quality candidates. While they function as part of the Talent Acquisition team, they are also responsible for aggressive individual recruiting goals which are monitored daily and weekly. Recruiter must be able to quickly adapt plans and shift directions in order to meet changing client requirements and TeleTech processes. This is a challenging position that is suited for a high-energy individual who must be able to meet aggressive goals and timelines.
Key Performance Objectives
1. Achieve 100% of assigned associate recruiting targets. Recruiters recruit high quality candidates in order to meet daily, weekly, and monthly goals associated with each client hiring goal. Goals can be very aggressive ranging from 15-75 new hires per week, requiring screening 30-200 new applicants per week. Fifty percent of the job is screening these candidates and deciding whether to send them through the full hiring process. In addition to achieving hiring goals, Recruiters are also responsible for quality of hire as measured by graduation rates and attrition in the first 30, 60, and 90 days. They may also help TA Managers to source, screen, and interview candidates for G&A positions. (Time management, efficiency, urgency, accountability)
2. Understand key business objectives, timeframes, legal issues, and requirements associated with each new client. Recruiters quickly learn TeleTech?s processes for screening, interviewing, and processing candidates on behalf of each new client and adapt quickly to changes in the process. Understand the hiring requirements and performance expectations for each client while strictly adhering to TeleTech?s hiring policies. Help educate newer TA Specialists in hiring processes and tools. (Attention to detail and process, business acumen, legal implications, customer service, follow-through)
3. Implement high-volume sourcing strategies to attract candidates that meet the client?s specifications. Partner with the appropriate corporate support team for the following tasks: writing creative ads, posting ads on internet job boards and placing advertisements in newspapers, and searching resume databases (both internal and external) for quality candidates as required. Recruiters may also represent TeleTech at community events and job fairs. They may participate in creating awareness by placing posters or distributing fliers at appropriate community locations. Actively solicit employee referrals and engage in sourcing activities to attract passive candidates. (Knowledge of sourcing channels, creativity, sales, strong communication skills ? verbal and written)
4. Improve the key success metrics associated with hiring goals. These include:
1. Cost per Hire (goals will vary by business unit)
2. New Hire First Day No Call No Show percentage
3. Hiring timeline and time to fill open positions
4. Meeting client hiring requirements (varies based on client and ramp)
5. 60-day attrition rate for new hires
Recruiters constantly look for opportunities to improve the current process and share their ideas with their TA Manager and team. They will often be assigned to research or pilot changes to the TA processes. They actively partner with the operations team to gauge the effectiveness of each class by monitoring a candidate?s progress through training and their first 30, 60, and 90 days on the job. They quickly diagnose problems and make recommendations to improve candidate quality and reduce attrition. (Data analysis, innovation, persuasion, accountability, problem solving)
5. Act as a talent ambassador for TeleTech within the local community. Recruiters reach out to influential people in associations, civic groups, community partners and educational institutions to develop strong relationships, establish TeleTech as an employer of choice, and identify potential sourcing channels. They volunteer to serve on boards and advisory groups as well as represent TeleTech at job fairs and community events. (Persuasion, public relations, relationship building)
6. Ensure a positive experience for every candidate. Recruiters maintain a positive, respectful, and caring attitude with all candidates ? even those who will not be offered a position at TeleTech. This includes clearly communicating the hiring process and timeframes, giving honest and direct feedback, providing guidance for future possibilities, and soliciting referrals from all candidates. (Friendly, helpful, positive demeanor, respectful, communication, follow-up)
7. Develop a tight schedule for processing candidates. Recruiters are responsible for high-volume hiring needs often requiring screening, interviewing, and processing of hundreds of candidates each week. This requires tremendous focus, organization, and efficiency. Recruiters set strict schedules to make the most of their time. They must be able to determine general suitability for a particular role quickly and decide whether to engage the candidate in the full hiring process. (Time management, efficiency, focus, decision-making)
8. Conduct efficient and effective interviews. Recruiters must be able to conduct short, effective interviews which uncover a candidate?s true desire, motivation, and suitability for an agent or leadership role at TeleTech. (Behavioral interviewing, fact finding, judgment)
9. Ensure compliance with TeleTech?s hiring processes for each client. Recruiters implement specific hiring processes on behalf of clients. These processes are set by the TA team and TeleTech Corporate, and must not be modified by the Recruiters. This includes ensuring that the candidate meets all legal requirements, completes and passes all required tests, and that all information is accurately documented within Taleo and in paper files when appropriate. (Total process understanding, attention to detail, organization, legal implications)
10. Coordinate and calibrate with the Global Talent Acquisition Specialists (GTAS) team. Recruiters proactively coordinate with the GTAS team to ensure the processes sourced to GTAS are working properly and they have a positive relationship with the GTAS resources supporting their site: Includes participation in regular calibration calls as well as providing professional, constructive, and clear feedback to members of the GTAS team to ensure high candidate quality and positive interaction among the team. (Communication, teamwork, process development)
