Recruitment Specialist

Definition

Definition: Under general supervision of the Human Resources Recruitment Manager, performs paraprofessional recruitment and selection services in support of the HR Department mission statement directly to employees, Community Members and the general public; expected to exercise independence, initiative, discretion, and expertise in conducting the day-to-day operations of recruitment and employee selection while monitoring legal and procedural compliance; maintain confidentiality of personal and organizational information; will assume a team lead role by providing project-specific functional supervision to paraprofessional staff and receive functional support from HR staff professionals in the following areas: recruitment, selection, classification, compensation, and position control. Some independent judgment decisions are necessary when dealing with related issues that do not conform to a standard pattern. Cycles of high volume work requires the ability to meet tight deadlines while simultaneously handling multiple tasks and assignments. This job class is treated as FLSA non-exempt.

Examples of Tasks

Distinguishing Features: The Human Resources Recruitment Specialist differs from the Human Resources Technician I classification by performing more complex work, which requires more independent judgment and a broader knowledge of professional techniques used in the recruitment field.

Essential Functions: Essential functions may vary among positions and may include the following tasks, knowledge, abilities, skills, and other characteristics. This list of tasks is ILLUSTRATIVE ONLY and is not intended to be comprehensive listing of tasks performed by all positions in this classification).

Tasks:

• Responsible to the Human Resources Recruitment Manager for the proper procedures and timeliness of recruitment and selection, including assurance that generally accepted personnel procedures, laws and policies are adhered to, including Enrolled Community Member/Native American preference and Underfill program.
• Develops written proposals and makes recommendations to improve and modify existing recruitment related activities. Brainstorms/suggests alternative processes, in order to support HR personnel in implementing the HRIS (ERP) system. Commits to adapting to change and encourages team members during times of transition.

Recruitment:

1. Works in collaboration with hiring departments to produce recruitment materials to help meet the overall recruitment objectives for the hiring department and coordinates recruitment process for position openings, includes: composing job bulletins, respond to requests for information regarding personnel policy procedures, rules and regulations, conduct needs assessment.
2. Ensures all advertising deadlines are met and that position vacancy practices are followed within established guidelines. Monitors and collects data on recruitment cost and effectiveness. Prepares reports related to recruitment advertisement expenses and suggests alternative recruitment techniques to hiring department.
3. Provides pre-employment information to prospective job applicants to explain minimum requirements, job characteristics, and application and selection procedures. Explains specialized qualification requirements for such Public Safety jobs as Police Officer, Firefighter/EMT, and Firefighter/Paramedic.
4. Interview job applicants to match their qualifications with departments needs, recording and evaluating applicant experience, education, training, and skills. Counsel job applicants and employees regarding recruitment processes.
5. Actively participates in internal and external recruitment activities such as job fairs and community member outreach programs to continue to recruit a more diverse and qualified applicant pool.
6. Works with Recruiter and Recruitment Manager to proactively provide Community Member outreach and will assist community members with application review. Refers appropriate candidates to the Community Jobs/Underfill Program Coordinator.

Selection:

1. Facilitates selection process which includes; developing interview questions, reviewing and evaluating applications to determine minimum eligibility based upon job criteria, prepare and maintain eligibility lists, advises panel members on the selection criteria.
2. Administers Public Safety selection processes in conjunction with HR professional staff and hiring department, includes; researching and ordering valid testing materials, observing physical ability testing, assists in administering written test, scoring tests results and/or scheduling candidates for further steps in the selection process.
3. Performs initial screening of applications for, resumes, and supplemental questionnaires for some recruitment's in order to sort same by degree of qualification. May complete charts/forms documenting the relative qualifications of candidates.
4. Participates in employee selection discussion process when participating on an interview panel. Leads the discussion to ensure all recruitment process and procedures are adhered to ensuring that interviews are legally and consistently presented including Enrolled Community Member and Native American preference.
5. Coordinates and negotiates the job offer process with selected candidates within the boundaries of the pay plan and hiring policies and procedures. Makes creative efforts to secure the selected candidate while remaining within these boundaries. Prepares Selection forms to begin the hiring process.
6. Oversees background investigations on selected candidates and ensures that post-selection guidelines are followed such as Employment verification, Criminal History, Motor Vehicle Records, and fingerprint processing.

Leadership:

1. Assume team lead role to service recruitment needs of assigned departments which includes all aspects of the recruitment cycle; posting, interviewing, selection, backgrounds.
2. Provides work direction to the Human Resources Technician and Recruitment Administrative staff relating to recruitment and selection, as assigned.
3. Provides leadership, mentoring and training to HR Technicians and other recruitment staff.

Data Management:

1. Creates, updates, and maintains various computerized databases and files as needed; formats and generates a variety weekly, quarterly and yearly reports as requested.

Miscellaneous: Performs other job-related duties as assigned to maintain and enhance the HR Departments services to the Community.

Knowledge, Skills, Abilities, and Other Characteristics:

• Knowledge of the history, culture, laws, rules, customs and traditions of the Salt River Pima-Maricopa Indian Community.
• Knowledge of SRPMIC government organization.
• Knowledge of business English, spelling, and grammar.
• Knowledge of principles and processes for providing customer service, recruitment and selection practices. This includes needs assessment, meeting quality standards for services, and evaluation of customer satisfaction.

• Skill in assessing and prioritizing individually assigned, requested, and impending tasks in order to meet due dates and deadlines in the context of also being a work team member.
• Skill in identifying and maintaining the confidentiality of sensitive and important information while using diplomacy and tact.
• Skill in leading a team towards a mutual goal.

• Ability to work with minimal supervision, comprehend and make inferences from various sources.
• Ability to establish and maintain effective working relationships with internal staff, departments and with those contacted in the course of assignment.
• Ability to organize and prioritize multiple tasks.
• Ability to determine what action is needed and to initiate that action through the appropriate person.
• Ability to communicate with and instruct others, using specialized and commonly used language as appropriate to provide explanations to those for whom the subject matter is unfamiliar, difficult to understand, or resented.
• Ability to use a personal computer and job-related software applications for word processing, spreadsheets, database maintenance, information storage and retrieval, and related tasks.
• Ability to prepare and maintain detailed records and reports.
• Ability to work cooperatively, courteously, but firmly with all segments of the public.
• Ability to communicate orally with other employees and the general public in face-to-face one-one, in group settings, or using a telephone.

Minimum Qualifications

Qualifications:

• Education & Experience: Requires an Associates degree from an accredited college or university with a major in human resources, personnel management, public or business administration or a related field and human resources experience equivalent to three years full time paraprofessional level work, with at least two years experience in recruitment or selection. A Bachelors degree may substitute for one year of experience.

Equivalency: Any equivalent combination of experience and education that will allow the applicant to satisfactorily perform the duties of the job may be considered when filing the position.. Special Requirements

Incumbent will be subject to an extensive pre-employment background check, including fingerprinting.

Prior to hire as an employee, applicants will be subject to drug and alcohol testing. Will be required to pass a pre-employment background/fingerprint check. Employees are subject to random drug and alcohol testing.

"SRPMIC is an Equal Opportunity/Affirmative Action Employer" Preference will be given to a qualified Community Member, then a qualified Native American and then other qualified candidate.

In order to obtain consideration for Community member/Native American preference, applicant must submit a copy of Tribal Enrollment card or CIB which indicates enrollment in a Federally Recognized Native American Tribe by one of the following methods:
1) attach to application
2) fax (480) 362-5860
3) mail or hand deliver to Human Resources.

Documentation must be received by position closing date.
The IHS/BIA Form-4432 is not accepted.
Your Tribal ID/CIB must be submitted to HR-Recruitment-Two Waters.