Job Order #2309

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Posted Date: 8/1/2014
Job Category:
Position Title: Recruiter/Sourcer
Salary Range:
Location: Chicago, Illinois, USA
Desired Skills:
Name Level Experience Required
Business Operations No
Crm No
Data Integrity No
Database No
Educating No
Operations No
Organizational Skills No
Patience No
Self Motivated No
Staffing No
Trading No
Description:

Title: Research Partner (Professional Candidate Sourcer/Headhunter)

Top 3:
1. 5+ years of experience working within the recruitment and staffing industry as a recruiter/sourcer.
2. Experience using CRM/Talent Management tools (Taleo preferred)
3. Over 3 years experience recruiting mid-level management positions and up.

Notes:
• The manager is looking for a sourcer/headhunter to find and attract tough to find talent.
• The candidate will be developing their own sourcing strategies to aggressively seek candidates for open opportunities. Candidates that are not comfortable picking up the phone, cold calling, using all of the tools available to get in touch with qualified candidates are not going to be a fit.
• This isn’t a “typical” corporate recruiting role; the manager doesn’t want a candidate that just posts a role online etc. Needs someone to build a network in the marketplace and ask for referrals etc.
• 6 month contract to start, potential for full time/extension.

JOB DESCRIPTION
The Senior Research Partner will develop and implement innovative sourcing tactics, internally and externally, for both specific search assignments and for general sourcing requirements to identify qualified candidates for internal clients across the enterprise, both in the US & Canada. The Senior Research Partner will identify and develop qualified candidates in order to make qualified referrals to Senior Search Partners and Talent Acquisition Partners for identified targeted roles.

Supporting a talent mindset in hiring managers and business leaders, this role monitors industry trends to identify new channels and approaches to search and recruitment, educating the business and peer coaching to meet the overall objectives of the team.

A. Relationship Management/Research Strategies

• Develop and execute cutting edge innovative search tactics, using industry best practices (including networking, cold calling, internet research, industry associations), to target qualified active and passive candidates, internally and externally, for specific search assignments and to populate the candidate database with qualified candidates
• Partner with the Senior Search Partner or Talent Acquisition Partner to understand the business needs and future requirements for sourcing and recruiting, leveraging all internal contacts to expand understanding of these requirements
• Execute sourcing tactics to produce the widest possible pool of candidates,
• Conduct industry analysis and trends and create presentations to better understand target candidate segments or potential target employers, including general industry overviews and company press releases
• Develop preliminary company analysis/targets, based on industry trends and market conditions and an understanding of the required skills and capabilities, to recommend possible sourcing targets to the Director, Search & Recruitment Group
• Develop and maintain a personal network of contacts (both internal and external) for candidates and referrals to support effective sourcing strategies
• Contact potential candidates identified through internet searches and company research
• Perform a preliminary screening of candidates to ensure fit according to established principles and philosophies
• Make assessments on candidate fit and qualification, as per established processes, and update information in the candidate database to ensure data validity and accuracy

B. Candidate Development

• Develop effective relationships with potential candidates in the early stages of contact to ensure the ongoing willingness of candidates to continue discussions about employment opportunities and to refer other top talent potential candidates
• Assess the most effective tactic to use with candidates to ensure continued good will and receptivity for a referral to a Recruiter for a specific opportunity
• Follow defined contact procedures to maintain updated personal and company information for candidates on the database

C. Business Operations

• Provide ongoing status on search assignments to the Recruiters and the Director to ensure that timelines are met according to business needs and any issues are escalated
• Follow established standards and governance for the candidate database, including the relationship management and contact standards, ensuring privacy of information and a systematic approach for recommending candidates for specific roles
• Maintain data integrity to ensure that the most accurate candidate and company information are on record within the candidate database
• Maintain accurate record of conversations with candidates and status for the candidate to ensure that institutional knowledge is created and retained within the system
• Follow protocols for using the candidate database prior to making any candidate contact to ensure that established relationship management and contact principles are maintained

E. Risk Management & Compliance

• Follow all established procedures for risk management and compliance set within the Strategic Workforce Recruitment Centre
• Ensure adherence to all aspects of First Principles our code of Business Conduct and Ethics including individual accountability as it relates to potential conflicts of interest, safeguarding of customer information, trading in securities, anti-money laundering, privacy and disclosure of outside business activities

Candidate Profile

Essential:
• 4-7 years’ experience working in a retained search environment preferably with an emphasis in Financial Services
• Expertise in sourcing and attracting mid-to-senior level financial services’ talent
• Familiarity using a Client Relationship Management (CRM) and Applicant Tracking Systems (ATS)
• Experience executing complex recruitment assignments – roles are traditionally defined as “hard to fill” which requires a great deal of creative thinking and developing innovative sourcing strategies
• Experience cold calling into organizations to source talent
• Ability to analyze both tactically and strategically; creative thinker who is proactive in offering new approaches towards solving a recruitment challenge and identifying other opportunities to recruit talent.
• Enthusiastic, knowledgeable and supportive champion of building a recruitment culture, with the skill, patience and drive to facilitate recruitment information and knowledge exchange within the enterprise to result in the creation of an enriched talent knowledge base.
• Superior communication and relationship management skills
• Excellent organizational skills, able to prioritize work.
• Strong business acumen
• University degree
Helpful
• Success in recruiting diverse talent
• Demonstrated ability to execute in person, internet and telephone-based research; ability to extract information from executives and their “gatekeepers”
• Must possess strong abilities to influence potential candidates to meet with/talk to Senior Search Partners and Talent Acquisition Partners
• Ability to interpret business direction and realign/develop/sourcing strategies and refine strategies accordingly
• Proven track record of success in labour market research and candidate generation
• Strong verbal & written communication skills; able to effectively & persuasively present information
• Able to effectively & persuasively present information



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