Talent Acquisition Specialist

Position Summary

The Talent Acquisition Specialist is responsible for developing and implementing strategic recruitment initiatives to attract and acquire toptier talent that aligns with the organizations culture and business objectives. This role ensures a seamless hiring process builds talent pipelines enhances the candidates experience and contributes to workforce planning and diversity initiatives.

The Talent Acquisition Specialist will operate within the outline defined by the Crescent Ways 3 Ps:

• Purpose
• Process
• People

While building on our Values to:

• Do it Right
• Do it Safe
• Do it Well

Essential Duties and Responsibilities

Safety

1. Doing it Safe Read and understand the Crescent Safety Playbook.
2. Promote and maintain a safe inclusive and compliant hiring environment throughout the candidates lifecycle.
3. To mitigate risks ensure all hiring processes follow Crescent policies equal employment opportunity (EEO) and labor laws.
4. Stay updated on employment laws and regulations to ensure all recruitment practices are compliant and reflect best practices.
5. Train hiring managers on biasfree interview practices safety standards when conducting interviews and onsite tours and compliance requirements.
6. Ensure that only safetyconscious people are hired or promoted within Crescent.

Quality

1. Develop and maintain diverse highquality talent pipelines for critical roles.
2. Analyze Targeted Selection Profiles to ensure alignment with role expectations and Crescent goals.
3. Conduct competencybased interviews to ensure cultural fit job proficiency and alignment with role expectations.
4. Evaluate and report key metrics (e.g. timetohire quality of hire offer acceptance rates) to monitor the effectiveness of talent acquisition efforts.
5. Data Integrity

• Evaluate and report key metrics (e.g. timetohire quality of hire offer acceptance rates) to monitor the effectiveness of talent acquisition efforts
• Ensure the complete integrity of all data.
• Maintain a network providing Crescent with access to talent.

Productivity

1. Manage fullcycle recruitment for both exempt and nonexempt positions including sourcing screening interviewing and facilitating the selection and hiring process to ensure seamless candidate experience.
2. Leverage innovative sourcing techniques (e.g. LinkedIn Recruiter job boards internal referrals talent pools) to reduce timetofill metrics.
3. Utilize recruitment tools systems (Greenhouse UKG ATS) and metrics to optimize efficiency and improve workflows.
4. Ensure consistent positive experience for candidates hiring managers and onboarding stakeholders.
5. Ensure we only promote and hire highperforming People who live our values are motivated to do the job and align with the cognitive needs for each role through the use of Crescent assessments e.g. Predictive Index HBDI and SHL.
6. Monitor all open positions within the sites and ensure an established course of action exists to recruit and fill these positions.
7. Continue to refine the recruitment process to improve our ability to gauge each candidates skills and their overall fit.
8. Deliver on established timelines for recruitment of external & internal positions.

People

1. Partner with internal stakeholders (e.g. hiring managers PG team managers) to identify current and future talent needs.
2. Serve as a mentor to Site People Generalist and provide guidance on sourcing candidate screening and pipeline management.
3. Enhance employer branding efforts by collaborating with the PG team and Communications to promote Crescent as an employer of choice (social media job fairs career events).
4. Build strong relationships with internal teams to support workforce planning and retention strategies.
5. Partner in the creation and design of our hiring marketing materials.
6. In conjunction with the Compensation and Compliance team members monitor the alignment of all levels 3 to 6 Crescent compensation bands within the markets we operate and new markets to expand.
7. Leverage behavioral and situational interviews skills assessments and tools like SHL Predictive Index and HBDI assessments to improve hire quality.
8. Promote and assist in Crescent achieving its goal of 2/3 internal promotions.
9. Identify and implement programs or sources to attract and retain our talent.
10. Collaborate with local organizations industry associations and the Goering Center network to broaden Crescents reach.
11. Partner with veterans programs special interest groups (i.e. engineers) and workforce development boards.
12. Encourage Crescent leaders and recruiters to grow networks on LinkedIn.
13. Regularly share job opportunities and thought leadership content.

Customer Value

1. In conjunction with the People Generalist/Business Manager and Hiring Manager ensure the TSP for each new hire or promotion is accurate and current.
2. Build and nurture relationships with potential candidates for future openings ensuring a robust talent pipeline.
3. Support Crescents internal and external branding initiatives such as intern partnerships with universities promoting Crescents employer brand through social media and representing Crescent at industry and hiring events.
4. Ensure a worldclass candidate experience through timely transparent and respectful communication throughout the hiring process.
5. Partner with hiring managers to provide clear expectations recruitment timelines and structured processes for interviewing and selection.
6. Support Crescent WPWB initiatives by implementing strategies to recruit talent with diverse skills backgrounds experiences and cognitive diversity focusing on how individuals perceive process and solve problems.
7. Ensure each new hire (Levels 3 to 5 receives an onboarding plan CCM.
8. Follow up with all new hires and promotions to assess their level of satisfaction with their new opportunity perform any and all CAPA to address issues or concerns.

Financial

1. Manage recruitment budgets effectively ensuring minimal reliance on external agencies while delivering strong results.
2. Drive cost savings by improving internal referral programs leveraging lowcost sourcing methods and minimizing timetofill.
3. Provide hiring analytics to identify trends and opportunities for cost and process optimization.
4. In conjunction with the Talent Acquisitions Team review and assess our overall competitive landscape at each of our businesses.

Regulatory

• Operate in full compliance of Crescent hiring process and state federal regulations.

All other duties as assigned including but not limited to identifying and training an individual capable of successfully completing all stated Essential Duties and Responsibilities as appropriate to maintain integrity of position for progression planning and coverage during times of absence.

Cultural Competencies

Do It Right

Doing what is right for our customers doing what is right for our company and doing what is right for our People. Continually improving the quality of our products and services. Monitoring and measuring every key ingredient which could negatively impact our quality. Doing it Right ensures we are always becoming a Premier Service Provider.

• Identifies and counters resistance to change
• Advocates continuous improvement
• Forges teams and provides direction
• Provides constructive performance feedback
• Willingly adjusts the makeup of the team
• Plans delegates and follows up
• Guides others to improve collaboration
• Entrepreneurial initiative

Do It Safe

Creating a safe environment and supporting our People to reach their highest potential. A safe environment where all forms of risk are assessed and controlled. A safe environment open to new ideas where our peoples opinions and overall wellbeing count. A diverse environment where everyone fits and can be successful.

• Selfassured yet humble
• Able communicatorgood clarity balanced talker and listener
• Patient
• Effectively assertive and able to handle conflict and confrontation
• Solution vs. blame oriented
• Mixture of firmness and flexibility
• Has energy and enthusiasm
• Holds self and others accountable
• Willing to take calculated risks

Do It Well

Optimizing all our resources to efficiently and effectively perform all tasks well. Our overall productivity as a company is a reflection of the thousands of activities performed well each and every day by everyone. At Crescent our ability to Do it Well is a real source of pride valued by our customers.

• Systematic trainer willing and able to develop people
• Good work ethic task focused and willing to extend extra effort
• Able to follow structure where it exists and create structure where it does not
• Resilientable to deal with the unexpected not easily flustered
• Maintains sense of urgency
• Follows up to ensure quality task completion
• Disciplined Self Starter

Work Environment / Physical Demands

• Dynamic fastpaced environment requiring adaptability to changing business and customer needs.
• Ability to frequently sit stand walk reach with hands and arms length climb or balance stoop kneel and crouch.
• Ability to sit for extended periods of time at a desk in a traditional office environment.
• Ability to travel 30 to Crescent locations job fairs etc.
• Willing to travel from home/corporate offices to corporate/operating sites routinely based on company travel policies.
• Ability to sit for extended periods while using a computer; occasional travel for recruitment events (e.g. career fairs college partnerships).
• Moderate noise (i.e. business office with computers phones printers warehouse traffic).

Management Reasoning and Organizational Skills

• High average to above average general intelligence good common sense and an ability to learn and apply lessons from direct experience
• Practical problem solver
• Ability to anticipate and look ahead
• Mental agility and the capacity to handle an uptempo work pace
• Idea generator
• Has viable administrative organizational and time management skills
• Can shift focus as needed
• Thorough accurate detailoriented
• Effective time management and ability to prioritize
• Exhibits big picture thinking and a combination of Short term and Long term (Strategic) thinking

Systems Usage

• UKG
• Greenhouse
• Microsoft Office
• LinkedIn
• DocuSign
• Checkr
• Grayscale
• LinkedIn
• Predictive Index
• Hootsuite
• Screenfluence
• SHL
• Canva
• HBDI Practitioners Portal
• Social Media Content Management

Performance Metrics and Trends

• Safety
• Quality
• Productivity
• People
• Customer Value
• Financial

Qualifications

Education & Experience:

• Bachelors degree in Human Resources Business Administration or a related field.
• 1 to 3 years of full cycle recruiting experience including sourcing interviewing and managing recruitment processes.
• Proficiency with Applicant Tracking Systems (ATS) LinkedIn Recruiter and other sourcing platforms.
• Exceptional written verbal and presentation skills to communicate effectively at all organizational levels.
• Proficiency with HR data analytics tools to drive databased decisions.
• Strong organizational skills attention to detail multitasking ability and problemsolving under timesensitive deadlines.
• Ability to align recruitment initiatives with longterm workforce goals.
• Understanding HR practices and compliance including employment laws hiring regulations and best practices in talent acquisition.

Preferred Qualifications:

• Certifications in Talent Acquisition or Human Resources (e.g. SHRMCP PHR AIRS Certified Recruiter).
• Experience in managing diverse and inclusive hiring initiatives.
• Background in highvolume or specialized recruitment within specific industries like Manufacturing Warehousing Aerospace or Corporate Services.
• 3 years of experience in proactively identifying and implementing creative sourcing strategies.
• Strong project management skills including the ability to plan coordinate and execute multiple hiring initiatives process improvements and talent acquisition projects within deadlines.
• Experience coordinating and participating in job fairs as well as facilitating new hire orientation and onboarding processes to ensure a smooth candidatetoemployee transition.

We will absolutely know the Talent Acquisition Specialist is successful if they can:

• High candidate satisfaction rates measured through posthire surveys.
• Positive feedback from hiring managers on recruitment effectiveness and quality of talent delivered.
• Achievement of hiring targets with a focus on timetofill and timetostart.
• Improved efficiency in recruitment workflows and process optimization.
• Talent pipelines are robust succession plans are in place and critical roles are filled quickly.
• Crescent retains highperforming and highpotential talent reducing turnover and filling roles internally.
• Improved quality of hire scores based on posthire performance and retention metrics.
• Reduced recruitment costs through proactive sourcing strategies and referral programs.

By completing this application you are acknowledging the following:

• I am at least 18 years of age of older
• I can perform the essential functions of this position with or without accommodation
• I am a US Citizen or otherwise authorized to work in the US on an unrestricted basis