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Talent Acquisition Sr. Consultant - Contract

Lake Forest, IL
The Talent Acquisition Senior Consultant is responsible for developing and executing sourcing strategies for targeted roles.

In an advisory capacity, as Talent Acquisition Senior Consultant, you will work with Human Resource Managers and hiring leaders in a matrixed environment to:
  • Calibrate new open positions via in-take discussions and create candidate profiles for each search (full life cycle and sourcing role depending on the need)
  • Ability to handle professional, complex positions across a number of groups; strong sourcing capabilities needed in supporting merchandising, supplier management and indirect procurement roles
  • Help hiring managers and HR managers understand the market landscape for highly sought-after skills
  • Share best practices in sourcing, new recruiting tools, and compare position profiles to identify common skill groups between positions, and improve workflow efficiency and recruiting processes
  • Grow and cultivate an extended network of professional contacts to help identify and source qualified pipeline candidates
  • Develop and execute on candidate generation strategies and build a pipeline of talent, including directly sourcing candidates, with an emphasis on diversity
  • Maintain knowledge of compensation offerings, benefits, salary structures and long-term incentive plans for potential candidates with the ability to analyze, recommend, develop, negotiate, present and construct closing strategies
  • Provide an external lens and network in the industry. Skilled with many parts of recruitment including systems/technology, research, strategy, and talent magnet capabilities

Position Requirements:
  • Minimum of 5 years experience as a recruiting/sourcing consultant in an agency or corporate environment preferred; also experience sourcing for remote offices
  • Strongly prefer candidates that have one of the following AIRS certificates (CIR, ACIR,C DR, CSSR, ECRE, PRC)
  • Expert level of knowledge in all sourcing components including, but not limited to, qualifying candidates, networking, job analysis, salary trends and relationship management
  • Knowledge of local regulatory compliance and local employment law preferred
  • Proven success in building credibility with hiring managers and utilizing external talent market knowledge to consult with and influence their own talent strategy
  • Proficiency using common desktop applications and social media (MS Office, SuccessFactors, Linked In, etc.)

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