Senior Recruiter - Urgent Position

Company : Pine Street Inn

Job Type : Full Time

Boston, Ma

Number of Applicants

000+

Apply Now

Job Description - Senior Recruiter - Urgent Position

We are searching for a competitive Senior Recruiter to join our growing team at Pine Street Inn in Boston, MA.
Growing your career as a Full Time Senior Recruiter is an awesome opportunity to develop relevant skills.
If you are strong in creativity, project management and have the right mindset for the job, then apply for the position of Senior Recruiter at Pine Street Inn today!

SCHEDULE: 40 hours, Monday – Friday, 830AM-5PM, with early mornings, late afternoons or some weekends based upon program needs. This position is non-essential in the event of an emergency.

Pays $71.676 annually DOE

LOCATION: 434 Harrison Ave, Boston MA

JOB DESCRIPTION:

SUMMARY OF THE POSITION:
Reporting to the Director of Employment and Workforce Planning (the Director), the Senior Recruiter will work with the recruiting team in the Human Resources department to develop overall recruiting strategies and implement a successful recruitment plan to manage the hiring process at Pine Street Inn. The Senior Recruiter will have an active role in identifying and implementing opportunities for change across the agency, and will have an active role in coaching PSI staff to achieving higher competency in their roles, consistent with Pine Street Inn’s Strategic Plan.

The Senior Recruiter will have responsibility for managing a workload of requisitions for departments with frequent turnover or other factors impacting the difficulty of hiring and retaining staff, and along with the Director of Employment and Workforce Planning, will serve as a resource to the Recruiter in managing their assigned requisitions.

The Senior Recruiter will source and attract candidates though an Applicant Tracking System (ATS), social media, employee referrals, outside networking groups, and other sources as identified. The incumbent will screen, interview and assess potential candidates for program needs.

The Senior Recruiter will be responsible for consulting with hiring managers to understand their recruitment needs, develop sourcing strategies, pre-screening candidates to assess their qualifications utilizing behavioral based interviewing, and monitoring requisition status to ensure an efficient recruitment process. The Senior Recruiter will ensure hiring managers are oriented to hiring procedures, paperwork, and technical requirements of using the Applicant Tracking System. The Senior Recruiter will work with hiring managers and program leadership, alongside the Director of Employment and Workforce Planning, to identify areas where changes in job duties, pay, schedule, or other working conditions may beneficially impact candidate sourcing and employee retention.

The Senior Recruiter will have discretion to expend advertising and other budgeted funds on behalf of the recruitment team, and will have oversight of the staffing agency billing reconciliation process and the employee referral bonus reimbursement process. The Senior Recruiter will have discretion to communicate with all PSI staff on behalf of the recruiting team, and will have discretion to advise managers and program leadership regarding changes to be made to any aspect of the hiring process that may beneficially impact departments’ hiring and retention.

The Senior Recruiter will work with the Director to design and implement trainings and informational documents that will address the hiring and retention questions and competencies of PSI staff and managers andwill work with the Director to creatively increase PSI’s outreach efforts to potential hiring candidates.

The Senior Recruiter will escalate issues with their requisitions and/or hiring managers to the Director for consultation, problem-solving, and planning.

REQUIREMENTS:

EDUCATION/TRAINING:

REQUIRED:

Associate’s Degree
Five (5) years’ experience in a recruiting function

PREFERRED:

Human Resources Management training or Certification
Bachelor’s degree

KNOWLEDGE/EXPERIENCE:

REQUIRED:

Minimum of five (5) years of direct recruitment experience in a medium to large organization
Excellent computer, communication, and writing skills; strong MS Office skills including Word, PowerPoint, Sharepoint, Excel, Outlook, and Scheduling Assistant.
Must have HRIS experience and strong data analysis and tracking skills
Must have prior experience with paperless onboarding and paperless Applicant Tracking Systems

PREFERRED:

Human Resources experience in a non-profit setting
Experience with Clear Company, SkillSurvey, or similar electronic reference and electronic applicant tracking systems

PHYSICAL ABILITIES/SKILLS:

REQUIRED:

Ability to travel as needed in Boston area to attend job and career fairs at a variety of sites
Ability to use computers and phones, sitting or standing, for long periods of time, in an office environment
Ability to access different building locations, equipment, mailboxes and perform manual filing

MENTAL ABILITIES/SKILLS:

REQUIRED:

Ability to negotiate and interact with vendors, agencies, institutions, etc.
Ability to take a strategic approach to recruitment. Very high level of organizational skills
Ability to manage and follow through with multiple projects and priorities simultaneously
Ability to work with frequent interruption, while maintaining accuracy and attention to detail
Excellent interpersonal skills: to interact and build positive relationships with a wide range of applicants, employees, managers and outside agencies
Must function as a team player in the Human Resources Department and all other areas of Pine Street Inn
Ability to coach and train PSI staff in all aspects of the recruiting and hiring function
Ability to coach and train PSI staff in all aspects of applying for promotions/transfers, including process reviews, resume reviews on request, and familiarizing applicants with job description and work conditions
Ability to maintain confidentiality regarding program, staffing, or other strategic changes
Judgement to escalate or troubleshoot barriers to department goals

ESSENTIAL FUNCTIONS INCLUDE BUT ARE NOT LIMITED TO:

With the Director, develop and implement a recruitment plan to attract well-qualified, diverse staff (internally and externally). Identify areas for implementing departmental and organization-wide succession planning. Acquaint self with programs and departments’ operations and needs to better support hiring.
In the absence of the Director, serve as the point person for agency-wide recruiting functions and as a primary resource to the Recruiter, Recruiting Coordinator, and any temporary/contract recruiters
Oversee and direct the work of contract recruiters, temporary staff, or interns.
Design and implement workflows, approval processes, reporting and auditing protocols, and systems to delegate and manage all aspects of the hiring function across the recruiting team, the HRIS administrator, and the Receptionist.
Use influence and experience to drive change in hiring processes to ensure hiring managers exhibit competencies in hiring and retention, and address areas requiring coaching with hiring managers across the Inn to further the Inn’s goal of consistent, equitable hiring and compensation practices. Escalate issues and matters requiring immediate correction to program leadership and the Director.
Manage a caseload of requisitions and follow up with all applicants and hiring managers on a timely basis.
With Director, draft and implement hiring policies and procedures for all supervisory staff.
With hiring managers, plan process for initial screening of applicant pools, as well as conduct phone screens or interviews. Screen applicants utilizing screening tools to appropriately match applicants to open positions.
Recommend appropriate recruitment methods to hiring supervisors. Work creatively with programs/departments to create recruitment plans and identify resources for staffing needs.

(custom screening tools, behavioral interviewing questions, writing samples, computer testing, group interviews and onsite recruiting events, scheduling changes, pay issues, adjustments to job descriptions).

Provide training on recruitment and interviewing as part of the supervisory training offered at Pine Street Inn, in groups and on a 1:1 basis, including guidance on employment laws, affirmative action processes, and fair hiring practices.
With Director, plan and implementregular schedule of trainings, communications, and reference materials for hiring managers and PSI staff to ensure understanding of and compliance with PSI hiring policies and procedures, in order to maximize staff access to the recruiting team and facilitate timely and fair hiring for all applicants
In conjunction with HR, plan, develop, modify and implement PSI’s affirmative action policies and procedures and the affirmative action plan to assure a diverse and inclusive applicant pool.
Conduct employee orientation with other HR staff on a rotating basis.
Outreach and network through a wide range of sources to assist in attracting potential candidates for employment at Pine Street Inn (temp agencies, colleges, unemployment offices and training programs), and work with hiring managers to identify recruitment sources.
Coordinate on-site recruitment events for programs/departments. Create newspaper ads, social media, and email communications to attract/invite applicants to recruiting events. Work with hiring supervisors to interview applicants and provide timely feedback on application status.
Attend off site recruitment events and attract new talent for open positions. Provide information to job seekers on current openings, volunteer work, future opportunities and organizational information.
Research and develop partnerships with area schools, agencies, employers, and other resources to increase talent pool and hiring pipeline. Use creative and non-traditional approaches to perform outreach to potential candidates.
Handle the administrative operations of recruitment and the hiring process:
- Applicant paperwork including application, new hire paperwork, screening and interviewing notes, references, CORI paperwork and driving records
- Follow up on outstanding paperwork with applicants and hiring supervisors
- Submit driving records for review and provide follow to hiring supervisors and applicants
- Provide verbal and written employment offers to candidates and schedule for New Employee Orientation. Negotiate salaries as necessary
Maintain the personnel requisition process. Ensure personnel requisitions are submitted to replace staff in a timely manner. Review requisition information and submit for approvals. Follow up with hiring supervisors on requisition information as needed.
Monitor and evaluate hiring and turnover data, in conjunction with Director and with HR Employee Relations team.
Facilitate fair employment practices in hiring process.
Conduct professional reference checks through computer-based Skill Survey tool, or through phone reference checks as needed to ensure timely turnaround on applications. Maintain the reference process to ensure timely communication with candidates and hiring supervisors. Consult with hiring managers with regard to results of reference checks, and made recommendations for hire as needed.
Track and account for all expenditures related to advertising and recruiting expenditures, working with the Director regarding large expenditures. Update department budget tracking documents and submit receipts to Director. Draft and propose changes to tracking processes as needed.
Manage the employee referral bonus tracking process, delegating and reviewing work as appropriate.
Provide accurate information about employment and recruiting policies and procedures, and engage in positive and professional relations with all applicants, employees and representatives of outside agencies.
Respond to questions from employees and managers about employment related policies/procedures, referring staff to other HR team members as appropriate.
Confer with HR employee relations team to address pending vacancies due to corrective action, resignation, leaves of absence, or other staffing issues.
Coordinate with HRIS Administrator and/or Receptionist to ensure new postings are posted and advertised in accordance with team procedures, conferring with hiring managers regarding advertising sources, and ensuring HR policies regarding posting timelines and deadlines are being enforced.
Temporary and Permanent Staffing Agencies:
Work with staffing agencies on new and existing contracts to ensure terms are up to date, and negotiate new terms in consultation with the Director to ensure good financial stewardship practices.
Ensure hiring managers have confirmed budget for placement fees and/or billing rates prior to placing temporary and/or permanent staff
Ensure staffing agencies are in compliance with team CORI and reference check procedures
Review and approve staffing agency invoices.
Submit invoices to accounts payable for processing in a timely manner.
Work with staffing agencies, hiring managers, and accounts payable on outstanding invoices and discrepancies. Maintain staffing agency Certificate of Insurance and contracts.
Partner with Communications department and Director to update/add recruiting content to Pine Street Inn social media pages and plan social media campaigns.
Work cooperatively to resolve department issues to maintain quality human resources procedures, systems, and teamwork.
Participate actively in regular HR staff meetings.
Assist with planning employee events as needed.
Assist all members of the HR department with administrative and project support as requested by the HR Director.
Delegate work to the Recruiter, Recruiting Coordinator, HR Assistant, or contract recruiters to meet the needs of the recruiting team
Provide feedback to ATS and reference check vendors regarding technical issues and technical needs as well as overall system design and/or upgrades, and consult with ATS and reference check vendors regarding troubleshooting issues.
Self-educate in trends in hiring, retention, recruitment, systems proficiency, and other areas that will assist the Senior Recruiter in executing job functions, including identifying online and in-person trainings, networking events, and conferences that will further the Senior Recruiter’s knowledge and impact. Self-educate to maintain Human Resources certifications.

Applicant Tracking System (ATS):

Review job applications and manage the hiring process. Review resumes and credentials for applicability of skills and match qualified applicants to current job openings utilizing job descriptions and screening tools through Applicant Tracking System.
Track and manage candidate’s workflow and communicate with candidates and hiring supervisors through the ATS.
Work within ATS to screen and forward qualified applicants to departments/programs for review and screening applicants as requested by hiring supervisor.
Develop pipelines of talent for future opportunities within the organization.
Create and review applicant flow and requisition reports for Program Directors and hiring supervisors, convening in-person or telephone meetings to ensure regular review as needed for high-turnover departments or high-priority roles.
Review and consult with HR employee relations team to confirm eligibility for internal transfers, and provide feedback to internal applicants when necessary. Forward transfer form and resume through ATS to hiring supervisors for review.
Provide training to users in proper functions of ATS (reviewing resumes, communication with Recruiter and applicants and updating applicant workflow status).

GENERAL COMPETENCIES TO BE EXERCISED:

Analytic Thinking : Analyzes and synthesizes information to understand issues, identify options, and support sound decision making. Demonstrates curiosity, digging for information below the surface. Gets more complete and accurate information by checking multiple sources. Applies broad analysis. Integrates information from diverse sources, often involving large amounts of information. Thinks several steps ahead in deciding on best course of action, anticipating likely outcomes.

Attention to Detail: Works in a conscientious, consistent and thorough manner. Demonstrates concern for thoroughness and accuracy.- Identifies multiple sources/approaches of information to ensure that details are addressed. Reviews work documentation for accuracy and thoroughness. Follows up to ensure tasks are completed and commitments are met by others. Verifies that work has been done according to procedures and standards.

Project Management: Manages well defined projects. Assumes personal responsibility for specific, straightforward components of larger projects. Takes personal responsibility, with guidance, for small, straightforward projects, involving coordination with others. Understands the importance of reporting quality information on the project.

Problem Solving: Identifies and solves problems. Identifies alternate solutions, considering applicable precedents. Identifies optimal solutions based on weighing the advantages and disadvantages of alternative approaches. After implementation, evaluates the effectiveness and efficiency of solutions.