Equal Opportunity Employer/Disabled/Veterans

Academy Bank and Armed Forces Bank provides equal employment [and affirmative action] opportunities to applicants and employees without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, protected veteran status, or disability.”

Do you love connecting with people? Do you look forward to helping others find their next career? We are looking for a professional to collaborate with senior leaders and business partners to help find their next talent. If you are passionate about recruiting, we have a spot for you!

Summary:

The Corporate Recruiter is responsible for finding, reaching and efficiently hiring high quality candidates for both hard to fill and critical vacancies. This role is like an in-house headhunter, developing talent pipelines with passive and active job seekers. Specific responsibilities include sourcing, screening, interviewing, extending job offers, developing recruitment plans, data mining, and relationship building. A successful Corporate Recruiter will have extensive knowledge in how to source candidates, including through digital platforms. Under general supervision of the Manager of Recruitment, the Corporate Recruiter exercises judgment in the performance of responsibilities and is expected to serve as a resource for others, both within and outside of Human Resources.

Principal Accountabilities:

• Identify and execute creative candidate sourcing and recruitment strategies.
• Works closely with hiring managers to understand the bank’s various roles and what makes a strong candidate for all corporate positions.
• Develop and maintain metrics and reporting to track the ROI of various candidate sources.
• Recruit passive candidates gauging for strong job fit as opposed to just “selling” a role.
• Ensure pipeline of diverse candidates and talent community.
• Build a network of potential candidates in advance of business need through pro-active market intelligence, industry research and talent communities, and grow use of ADP Talent Community features to connect with that network.
• Utilize digital tools including the internet; LinkedIn; Social Media, Indeed, virtual job fairs, conferences, tech schools, cold calls, and web tool sourcing utilizing advance filtering and Boolean search strings and the most up-to-date techniques for finding candidates.
• Maintain awareness of the organization’s employment brand online and monitors need for reviews, etc.
• Act as the Bank’s brand ambassador and recognize importance in helping the organization become a “go to” employer.
• Network through industry contacts, association memberships, trade groups, and current associates to source viable candidates for corporate openings.
• Coordinate and implement college and job fair recruiting initiatives, including regular attendance at career fairs for recruiting and Company recognition.
• Work with executives (this can be directors or managers) on recruiting needs, including regular follow-up on effectiveness of recruiting efforts.
• Efficiently and effectively fill open positions in a manner such that turnover has as little impact on current staff as possible, meeting or exceeding goals set by Director of Human Resources and hiring managers.
• Review of applications; conducting prescreening, and full interviews using behavioral interviewing techniques; checking references, sending offer and rejection letters in the ADP system as appropriate; all while ensuring a superior candidate experience.
• If necessary, follow-up with new associates to help HR business partners identify or resolve onboarding issues.
• Use applicant tracking system to accurately record status of applicants.
• Research and recommend new sources for active and passive candidate recruiting.
• Keep abreast of federal and state employment and labor laws that relate to employment, including but not limited to EEO, Affirmative Action, FMLA, ADAAA, FLSA, NLRA, ADEA, USERRA, VEVRAA, HIPAA, OSHA, and Title VII of the Civil Rights Act of 1964.
• Maintain all applicant and interview data, including data required for Affirmative Action reporting.
• Coordinate package renewals and act as liaison for problem resolution with outside job posting sites, such as Indeed and Linked-In.
• As an integral part of the Recruiting and Human Resources team, adheres to affirmative action plan requirements and competitive hiring policy. As necessary, participate in, corporate events, internal programs, or cross-functional committees.
• Understands, embodies, communicates, and instills corporate initiatives and vision, including the Six Pillars of Success.
• Maintains client and associate information in complete confidence.
• Regular attendance required, working at the assigned worksite, or assigned remote location during regular business hours and/or assigned hours.
• Completes other specified duties as assigned.
• 10% travel within the local area, sometimes overnight, to attend job fairs, recruiting events and/or networking events.