Recruiter

JOB DESCRIPTION

Responsible for the complete recruitment cycle including posting job advertisements, searching the Internet and relevant databases, networking and qualifying candidates. Screens, interviews and registers prospective professional candidates. Submits and reviews candidates with the hiring manager. Assists in negotiating salaries, making offers and conducting orientation for new hires. Handles multiple requests simultaneously and provide professional support to managers. Able to understand and advance company s compensation, people development, and equal employment strategies. Ability to work with all levels within an organization including senior management/executives. Works with general direction regarding tasks to be performed while possessing a drive to succeed and work independently. Explain what the scope of the work/project is? Project Overview, deliverables (what is this person responsible for). The recruiter will primarily be responsible for recruiting for call center roles, including call center agents, credit representatives, and business service center representatives. What are the top 3-5 skills and qualifications (technology/application/software, etc.) required? Experience with ATS systems (preferably Workday), full cycle recruitment experience, sourcing experience, and offer management experience. 2. What non-technical skills are necessary (i.e., such as communication, problem solving, team player)? Strong relationship-building skills, ability to cultivate relationships with stakeholders, and talent advocacy. 3. Ideal candidate background and how many years required? Information in job description 4. Are there any specific companies you like to see on a candidate's resume? 5. Are there any certifications that the candidate must possess? A high school diploma is required, and a college degree is preferred but not mandatory. 6. Are there any preferred or "nice to have" skills? Experience in high-volume recruiting, especially in customer care or call center settings, and experience with offer management. 7. Can you think of any "red flags" on a resume? (Large gaps, previous companies, drastic career changes, job hopping) Previous employment with Xcel Energy in talent acquisition could be a red flag, as the document suggests not submitting candidates who have worked with Xcel Energy in TA before.