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Human Resource / Human Resource
Meritrust Credit Union Hiring for Talent Acquisition Specialist Full Time
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Overview:
Applicant Tracking System (iCIMs)
Retail Hiring
 Responsible for sourcing, screening, and interviewing all candidates for Retail positions including; Branches, Contact Center, ITM and Video Banking roles.
 Develops candidate persona for each of the Retail positions to better define the necessary relevant skills/behaviors, formulate effective strategy for marketing/sourcing the position and enable quality of hire decision.
 Make hiring decisions/extend all offers for Retail positions. Collaborate with Retail Management/Directors for hiring of management roles within the Retail area.

Follow up with Retail Managers for ing of new hire performance, using qualitative and quantitative feedback for quality of hire metric and improvement of hiring practices.
Interview/Selection Process
 Act as a liaison between internal departments and applicants by reviewing applications, screening candidates and coordinating in-person interview with hiring managers.
 Work with managers to provide meaningful/actionable feedback to internal candidates.
 Utilizing skill profile information and/or candidate persona, support HRBPs in developing structured interview questions/process and participate in interviews as needed.
 Complete background/credit checks, assessment administration and review and extend offer to candidates including completion of new hire documents.
Recruiting Analytics
The Talent Acquisition Specialist is responsible for recruiting talent for Meritrust Credit Union with a focus on relevant skills necessary for achieving organizational objectives. The TA Specialist will manage the recruitment process, sourcing, screening, interviewing and selecting candidates to fill role in the Retail area of the Credit Union and support the process to fill roles across the organization. This position will partner with various academic and community organizations to expand our candidate pool and our employer brand to identify talent for current openings and create a diverse pipeline of talent for future opportunities.
Responsibilities:
Applicant Tracking System (iCIMs)
 Work with hiring managers, HRBPs to ensure appropriate position posting requirements within the system.
 Manage candidates in applicant tracking system to move through the selection phase to on-boarding, provide hiring managers with assistance in the system.
 Utilize system to identify skills and create talent pools and outreach programs for re-engagement of past applicants qualified for new positions.
 Work with system administrator to ensure appropriate configuration of system for effective experience for hiring managers and job candidates.
 Collaborate with system administrator to deliver training to hiring managers for effective use of the ATS.
 Manage candidates in applicant tracking system to move through the selection phase to on-boarding, provide hiring managers with assistance in the system.
 Utilize system to identify skills and create talent pools and outreach programs for re-engagement of past applicants qualified for new positions.
 Work with system administrator to ensure appropriate configuration of system for effective experience for hiring managers and job candidates.
 Collaborate with system administrator to deliver training to hiring managers for effective use of the ATS.
Retail Hiring
 Responsible for sourcing, screening, and interviewing all candidates for Retail positions including; Branches, Contact Center, ITM and Video Banking roles.
 Develops candidate persona for each of the Retail positions to better define the necessary relevant skills/behaviors, formulate effective strategy for marketing/sourcing the position and enable quality of hire decision.
 Make hiring decisions/extend all offers for Retail positions. Collaborate with Retail Management/Directors for hiring of management roles within the Retail area.

Follow up with Retail Managers for ing of new hire performance, using qualitative and quantitative feedback for quality of hire metric and improvement of hiring practices.
Sourcing Candidate Pool
 Develop and drive sourcing strategies to proactively attract qualified and diverse workforce to ensure hiring managers and HRBPs have a pool of qualified top talent.
 Participate in college recruiting/job fairs and internship programs to build talent pipeline for critical roles within the organization.
 Develop relationships with external employment sources, including graduate and undergraduate placement offices, and specific industry focused organizations.
 Collaborate with Internal Communications and Growth Teams to implement employer brand initiative to support building of pipelines of potential applicants.
 Use online channels such as LinkedIn and other professional networks to reach potential candidates.
 Organize and attend job fairs and recruitment events to support expanded talent pipeline.
 Participate in college recruiting/job fairs and internship programs to build talent pipeline for critical roles within the organization.
 Develop relationships with external employment sources, including graduate and undergraduate placement offices, and specific industry focused organizations.
 Collaborate with Internal Communications and Growth Teams to implement employer brand initiative to support building of pipelines of potential applicants.
 Use online channels such as LinkedIn and other professional networks to reach potential candidates.
 Organize and attend job fairs and recruitment events to support expanded talent pipeline.
Interview/Selection Process
 Act as a liaison between internal departments and applicants by reviewing applications, screening candidates and coordinating in-person interview with hiring managers.
 Work with managers to provide meaningful/actionable feedback to internal candidates.
 Utilizing skill profile information and/or candidate persona, support HRBPs in developing structured interview questions/process and participate in interviews as needed.
 Complete background/credit checks, assessment administration and review and extend offer to candidates including completion of new hire documents.
Candidate Experience
 Create and implement end to end hiring processes to ensure a positive experience for candidates, including;
o Regular review of career page/site
o Collaboration with Communications/Growth for social media and other job advertising posts
o Online application process
o Manage the virtual and in-person interview process
o Communication with HRBPs and hiring managers
 Develop communication process with candidates to ensure prompt response to initial receipt of the application maintaining touchpoints with the candidate throughout the interview and selection process.
 Ensure fair and equal treatment of all candidates. Understand the nuances of interviewing individuals with various life and work experience and application to the requirements for the job.
 Provide meaningful feedback to both internal and external candidates regarding selection decision.
 Utilize qualitative feedback and numeric ratings regarding the recruitment experience of new hires to constantly improve the candidate experience.
o Regular review of career page/site
o Collaboration with Communications/Growth for social media and other job advertising posts
o Online application process
o Manage the virtual and in-person interview process
o Communication with HRBPs and hiring managers
 Develop communication process with candidates to ensure prompt response to initial receipt of the application maintaining touchpoints with the candidate throughout the interview and selection process.
 Ensure fair and equal treatment of all candidates. Understand the nuances of interviewing individuals with various life and work experience and application to the requirements for the job.
 Provide meaningful feedback to both internal and external candidates regarding selection decision.
 Utilize qualitative feedback and numeric ratings regarding the recruitment experience of new hires to constantly improve the candidate experience.
Recruiting Analytics
 Participate in establishing/tracking meaningful recruitment metrics to support effective organization of day to day work and enhancement of recruiting productivity.
 Utilize candidate/hiring diversity metrics to ensure recruiting strategies, candidate sourcing and engagement support building a diverse workforce.
 Align recruitment metrics with business goals; use data to understand and improve the candidate experience, hiring manager experience and to demonstrate value of processes in support of the organization’s talent needs.
 Utilize candidate/hiring diversity metrics to ensure recruiting strategies, candidate sourcing and engagement support building a diverse workforce.
 Align recruitment metrics with business goals; use data to understand and improve the candidate experience, hiring manager experience and to demonstrate value of processes in support of the organization’s talent needs.
Qualifications:
 Excellent oral/written communication skills, telephone manners/techniques, and human relations and problem solving skills.

Experience in recruiting function; interviewing and selection process.
 Knowledge of applicable employment laws and regulations.
 Experience utilizing social media tools such as LinkedIn, for sourcing and recruitment.
 Experience using Applicant Tracking Systems.
 Bachelor’s degree in Human Resources, Communications, Organizational Development or other relevant field.

3 or more years of relevant work experience

SHRM Certified Professional (SHRM-CP) or Senior Certified Professional (SHRM-SCP) credential, preferred, or willingness to work toward certification
 SHRM Talent Acquisition Certification preferred or willingness to work toward certification.

Experience in recruiting function; interviewing and selection process.
 Knowledge of applicable employment laws and regulations.
 Experience utilizing social media tools such as LinkedIn, for sourcing and recruitment.
 Experience using Applicant Tracking Systems.
 Bachelor’s degree in Human Resources, Communications, Organizational Development or other relevant field.

3 or more years of relevant work experience

SHRM Certified Professional (SHRM-CP) or Senior Certified Professional (SHRM-SCP) credential, preferred, or willingness to work toward certification
 SHRM Talent Acquisition Certification preferred or willingness to work toward certification.