Talent Acquisition Specialist (Temp)

To be fully considered for this position all candidates at the time of submission must provide the following documents:

• A complete and accurate GSU application
• Resume

Bachelors degree and three years related experience or a combination of education and related experience.

Talent Acquisition Specialist (Temp)

Human Resources Administration

Georgia State University

Georgia State University is a vibrant community in the heart of Atlanta. At Georgia State University (GSU) we value the unique skills perspective talents and passion that each employee contributes to its learning community. To work at GSU is to accept an invitation to participate in the growth and development of the internal and external community we serve!

Human Resources Administration at Georgia State University is seeking to hire a Talent Acquisition Specialist (Temp).

WHAT MAKES GSU A GREAT PLACE

• Flexible work environment.

• A knowledge-sharing organization that works collaboratively with diverse partners.

• Professional development opportunity and mentorship.

• A rapidly growing center within an academic setting.

WHAT WILL YOU DO:

The Talent Acquisition Consultant (TAC) role have a fiduciary duty to ensure compliance with legal and regulatory requirements throughout the recruitment and hiring processes. They collaborate with Human Resource Officers (HROs) to align sourcing and hiring strategies with compliance guidelines based on USG/GSU requirements. TACs are also responsible for building effective partnerships with the colleges and divisions they serve.

DUTIES AND RESPONSIBILITIES INCLUDE:

• Assesses the needs of the hiring manager and develops a recruitment strategy . The strategy includes a recruitment calendar selected recruitment sources a process to determine candidate qualifications and an advertising budget. The Specialist implements the recruitment and sourcing strategy on schedule and to the expectations of the hiring manager.

• Identifies the professional and technical knowledge and skills deemed appropriate for positions based on the expectations of the manager department and/or position minimum hiring standards (MHS). When appropriate coordinates change in MHS for the hiring manager with the Classification and Compensation Unit.

• Utilizes creative sourcing methods including social media to generate a qualified pool of applications

• Recruits for hard to fill positions.

• Supports hiring managers in the preparation of requisitions with specific assistance in writing position specifications determining the posted salary range selecting appropriate skill demonstrations if appropriate determining if a credit check is appropriate and whether the position will be advertised as mail or walk-in.

• Coordinates with Affirmative Action to determine which positions must be advertised outside of the University as well as internally. For underutilized positions informs hiring manager that position must be advertised outside of GSU. Attends various career fairs for diversity recruitment efforts. This role will recruit for positions at the assistant director and above levels. Stays abreast of changes in the relevant labor market and develops string external partnerships.

• Writes job announcements and assists hiring manager to prepare copy for paid advertisements deemed appropriate for the position. Prepares cost estimates for the hiring manager and coordinates advertising expenditures between the hiring manager and the Purchasing Department. Ensures advertisements run as specified and on schedule.

• Serves as an advisor and/or consultant to hiring managers during the recruitment and selection of employees for the University ensuring managers understand the timeliness and appropriateness of recruitment activities. This requires considerable breadth and depth of knowledge about professional technical and research activities and needs across the campus.

• Provides instruction and direction to managers and HR administrators ensuring the compliance with University recruitment and selection procedures and practices .

• Seeks ways to add value to the services of the Employment Office to the hiring manager and job applicant by focusing on their particular needs and utilizing the departments capabilities appropriately.

• Demonstrates through personal action those attributes that build trust radiate honesty and integrity build respect demonstrate professionalism and ensure equity in the treatment of others

• Contacts media sales representatives when placing job advertisements and employment agencies and/or recruiters for services deemed appropriate for a candidate search.

• Communicates to the hiring manager the estimated cost of recruitment activities to ensure that the manager is aware of expenses that will be incurred during a candidate search. Monitors billed charges from the media recruiters and other employment services that are utilized.

• Cost control and quality assurance in employment. Monitors the screening of all applications received by the Employment Office for adherence to the specifications of the hiring manager established minimum hiring standards and satisfactory completion of all prerequisite skill assessments and background investigations.