HR Recruiter

Twin City Fan Companies, Ltd. - Mitchell, SD3.2

Full-timeEstimated: $37,000 - $47,000 a year
Job Details
PRIMARY PURPOSE: The recruiter is responsible for front end sourcing/recruiting, screening, follow up and administrative tasks related to recruitment in a broad spectrum of positions for Twin City Fan Companies, LTD (TCF). This role has a solid understanding of the industry and the hiring manager’s needs and aligns with the strategic direction of the organization.

What You'll Do (including but not limited to):
Meet with stakeholders to identify talent needs, including partnering with managers and the HR Manager to ensure consistency
Commit to timelines that are reasonable yet demanding and hold the hiring managers accountable for engaging accordingly
Help develop job descriptions and consult on job specifications and compensation
Conduct research to identify talent sourcing channels
Creatively source candidates through cold calling, associations, LinkedIn, rosters, colleges, universities, networking etc.
Build networks to find qualified passive candidates
Network within community/social groups and use personal connections to generate applicant leads, both active and passive
Cultivate a professional brand that exemplifies the culture of TCF
Identify, thoroughly screen, and test candidates to fill open positions
Document interview notes and create Executive Summaries for all candidates
Schedule and conduct interviews, reference checks, and background checks
Work with HR Manager to coordinate/conduct all New Hire Day 1 Paperwork and New Hire Onboarding
Clearly communicate updates, challenges, successes on a weekly/daily basis; reporting and metrics
Perform administrative tasks as designated by their manager
Create and maintain accurate candidate tracking documents
Successfully track all candidates interviewing for open positions and track all resources used for positions being worked on with hiring managers
Proactively inform stakeholders on status of position
Possess strong communication skills
Work with honesty and integrity at all times
Utilize technology to the best extent to drive efficiency and value in the recruiter function
Demonstrate commitment to Core Values by leading, acting and behaving in a manner consistent with these values
Follow all company safety policies and procedures and attend all safety trainings related to the job

Must Haves:
Bachelor's degree (B. A.) from four-year college or university preferred
1+ years’ experience in full cycle recruiting
Organization – Ability to create efficient systems and put processes in place; demonstrate successful time-management
Communication – Demonstrated proficiency in verbal, written and listening skills; ability to write reports and business correspondence, and to effectively present information and respond to questions from groups of managers, clients, applicants, etc.
Interpersonal – Maintain confidentiality; keep emotions under control; approach others tactfully; work with integrity and ethics
Teamwork – work with Shared Services HR team
Driven – Works with a sense of urgency; strong desire to be the best
Computer - Proficient in the use of internet, Microsoft Excel and Word, and enterprise applicant tracking systems
Ability to work well with others.

Standard office environment
Ability to occasionally lift up to 20 pounds
Ability to occasionally climb, balance, stoop, kneel, reach
Ability to work extended hours sitting at a computer

This job description does not constitute a written or implied contract of employment, nor is it an all-inclusive list of responsibilities. Twin City Fan Companies, Ltd. reserves the right to revise or change job duties and responsibilities as business needs arise. Qualifications are representative of minimum levels of knowledge, skills, and experience required.

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information.