Georgia's Own Credit Union - Atlanta, GA (30+ days ago)3.2


This role is responsible for identifying qualified candidates, conducting interviews and screening for all potential applicants. The Recruiter selects qualified candidates to fill open positions through local advertising, staffing agencies and other recruiting channels such as job fairs and attending events. The position will handle coordination of background checks, employment/reference verifications and other pre-employment screens as necessary. Additionally, this position ensures follow through on all resumes and applications received for positions to ensure that proper correspondence is sent to applicants and also maintains the resume and application database.

ESSENTIAL DUTIES AND RESPONSIBILITIES include the following. Other duties may be assigned.

Actively manages the recruitment pipeline for entry, mid and management level positions.
Conducts Kick-Off meetings with hiring managers to outline the recruitment process, gather requirements for the position and identifies updates to job descriptions and screening/interview questions.
Work closely with HR Business Partners to facilitate candidate slate process; promote and manage internal mobility process.
Works with hiring managers to update job descriptions ensuring candidate requirements are clear.
Provides proactive and consistent communication with hiring managers to drive the process, providing weekly status updates and ensure successful hires within the expected timeline.
Possesses extensive knowledge of Applicant Tracking Software programs (i.e. Workday Recruiting and Onboarding) and is proficient in mining for candidates, managing the recruitment pipeline and generating reports from the platform.
Provides consultative recruiting services; including research, market intelligence, sourcing, and candidate assessment.
Demonstrable skills in sourcing passive candidates and proactively building a pipeline of candidates for all open positions.
Collaborates with vendors to enhance recruitment processes and offerings.
Ensures all employment screenings such as background, drug testing and credit checks are processed timely.
Revisits recruitment strategy at first signs of encountering roadblocks to fill.
Provides fact based assessments of candidates when making recommendations.
Possesses key negotiation skills to close candidates.
Tracks and reports key metrics designed to measure and predict staffing activity and identify process improvements.
Other duties as assigned.

The requirements listed are representative of the knowledge, skills, and/or abilities required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential job functions.

Education, background and experience

3-7 years of full-lifecycle recruiting managing a high volume of requisitions.
Minimum of 3-5 years of experience working with an Applicant Tracking System.
Corporate recruiting experience preferred
Demonstrated ability to source passive and active candidates utilizing a variety of tools
Workday experience preferred
Advanced skills with Microsoft Office Suite – Word, Excel, PowerPoint.
Managerial Responsibility

Has no supervisory/managerial responsibilities

Other Skills and Abilities

Exceptional organizational skills and follow through. Attention to detail and accuracy. Sense of urgency and promptness. Must have excellent communication skills, verbal and written. Excellent collaboration skills to work with partners seeking hiring assistance.


Physical Demands

Ability to sit, talk and hear consistently

Vision Requirements

Close vision (clear vision at 20 inches or less)

Distance vision (clear vision at 20 feet or more)

Color vision (ability to identify and distinguish colors)

Weight Lifted or Force Exerted

Ability to lift up to 10 pounds frequently and up to 25 pounds occasionally

Our brand is our business. But, we’ll be the first to admit- it means nothing without our employees. We believe that by attracting and retaining people that embody honesty, enthusiasm and integrity, we ultimately invest in you, the member, and are better equipped to help you reach your financial goals.
You’ve worked hard for your money; really hard. And these days, it needs to be put to good use. That’s why we return our earnings to our members, rather than a contingent of stockholders. Why is that a big deal, you ask? Well, this allows us to provide more competitive rates, fewer and lower fees, and better overall quality. Basically- you win!

Corporate and individual integrity is the cornerstone of our success and the currency with which we continue to earn the trust of those we serve. Sound like a breath of fresh air when it comes to banking? We think so, too, which is why our integrity, both in our employees and as an organization, will never waver.
Our business is banking, but our interest lies in improving what matters to you. Sure, we have lots of ways to help you build a better financial future. But ultimately, we all want that translated into better schools, a greener earth, and a happier society, right? That’s why our corporate citizenship is rooted in social responsibility; in simply doing what’s right. We don’t know another way!

When it comes to innovation, banking may not be the first word that comes to mind…and that’s ok. But, we wanted you to know that we are constantly searching for ways to fit seamlessly into your life; to give you access where you didn’t have it before, and to provide you with service that’s unmatched by anticipating your needs. Our commitment to service starts with innovation, and you can bank on that.

All positions that have lending responsibilities must comply with all requirements under the SAFE ACT, as well as the union’s policies and procedures related to the SAFE ACT. This includes an obligation on the employee’s part to ensure that NMLA registration pertaining to the SAFE ACT is kept current. The employee must notify the credit union within 30 days of any changes that need to be reflected on the NMLS Registry.

Georgia’s Own Credit Union is an equal opportunity employer and will not discriminate against any employee or applicant on the basis of age, color, disability, gender, national origin, race, religion, sexual orientation, veteran status, or any classification protected by federal, state, or local law. Consistent with obligations under federal law, every company that is a federal contractor or subcontractor is committed to taking affirmative action to employ and advance women, minorities, disabled veterans, special disabled veterans, veterans of the Vietnam era, and other eligible veterans.

Required Skills

Required Experience