Recruiter - Remote St. Paul

THS IS A REMOTE POSITION BUT CANDIDATES SHOULD LIVE IN THE ST. PAUL MN AREA TO ATTEND CAREER FAIRS, VIST PARTNER SITSE, PARTICIPATE IN COMMUNITY OUTREACH.

With a clear understanding of AmeriCorps and Ampact programs, the Recruiter will develop and implement a comprehensive talent acquisition strategy to successfully recruit AmeriCorps members who represent the diversity of the communities they serve. The Recruiter is responsible for full-cycle recruitment for their assigned AmeriCorps positions. Full-cycle recruitment includes: 1) recruitment planning and position management, 2) targeted sourcing activities that engage colleges, high schools, AmeriCorps service sites, current AmeriCorps members and alumni, job boards, community partnerships, and other sources 3) application screening and processing, 4) interviewing and selection including making site placement decisions, and 5) hiring and making offers to candidates to serve in AmeriCorps.

A successful Recruiter is action-oriented, outcomes focused, data informed, and believes in the mission of AmeriCorps and the power of national service. Experience in all or some of the following is desired: sales, recruitment marketing, talent acquisition and full-cycle recruitment, and the ability to achieve results in a fast paced, complex, and ever-changing environment are desired.

This position will observe confidentiality of all applicants, program, and organizational information.

RESPONSIBILITIES

1. Full-cycle recruitment: With direction from the Director of Talent Acquisition, Director of Programs, and Senior Manager, implement comprehensive full cycle member recruitment to successfully recruit quality, diverse AmeriCorps members. Continually monitor talent acquisition metrics to gauge the success of recruitment tactics and strategies and adjust priorities as necessary.

1. Recruitment planning: Develop and execute local and regional recruitment plans that lead to applicants and successful member placements. Manage all assigned positions and ensure postings are visible across internal and external job boards.
2. Sourcing : Build healthy and diverse applicant pipelines to ensure sufficient applicant flow. Leverage sourcing and marketing tools to actively source applicants across primary sourcing channels (colleges, high schools, AmeriCorps service sites, AmeriCorps members and alumni, job boards, and community partnerships). Sourcing requires travel to regional events and site partners. Successfully nurture leads and use lead management tools to convert leads into applicants.
3. Screening : Use applicant tracking system (iCIMS) to effectively screen applicants for AmeriCorps eligibly and minimum qualifications. Conduct phone screen conversations to educate candidates about AmeriCorps service and determine minimum qualifications. Maintain applicant data integrity and process efficiency.
4. Interview and Selection: Coordinate and conduct interviews to determine final site and program placements for AmeriCorps candidates. Ensure interview protocols are followed, documentation completed, and make well informed selection decisions that result in quality site and program placements.
5. Hiring : Make verbal offers and communicate hiring decisions to key stakeholders.

2. Develop Recruitment Partnerships: Develop sustainable partnerships with colleges, high schools, AmeriCorps service sites, and community organizations etc. to meet recruitment goals.

1. Build and maintain collaborative working relationships with assigned college(s). Activities may include but are not limited to conversations/information sessions with career centers, education department heads, student/cultural groups. Attend college career fairs in person and virtually to proactively nurture student relationships using various recruitment tools.
2. Seek out and build partnerships with local community organizations such as workforce centers, employment assistance organizations, and support agencies serving diverse populations to promote service opportunities. Throughout the year, attend events to promote assigned programs and positions.
3. Identify and develop partnerships with organizations and community groups that are led by or serve diverse communities with the goal of increasing the racial diversity of the applicant pool.
4. Track recruitment relationships and use data to inform partnership building efforts and priorities.

3. Be an Ambassador: Using recruitment marketing methods and in-house marketing tools, raise community awareness about AmeriCorps service by regularly engaging the community, presenting at events and career fairs in person and virtually, and facilitating word of mouth recruitment. Amplify marketing messages and campaigns by engaging community stakeholders, site partners, and AmeriCorps members.

4.Team Support: Under the direction of the supervisor, provide additional support as required or needed to meet the goals of the team. Participate in team meetings; provide updates, and collaborate across roles ensure successful member recruitment and retention.