- Staffed for CDL Drivers Non-CDL Dispatchers Fleet Managers Project Managers Safety Managers Shipping/ Receiving ManagersTerminal Managers Traffic/ Logistics Managers Warehouse Managers- Confers with management, supervisors, and customers to identify driver requirements, job specifications, job duties, qualifications, and skills.- Collaborate with payroll team to ensure payroll adjustments and corrections are processed-Develops and maintains network of contacts to help identify and attract qualified driver candidates. -Develops recruitment programs, budgets, and collateral, such as brochures about the organization and its opportunities, to attract applicants and to fill specific job openings.-Collaborates with Staffmark Group branch offices to identify and recruit driver candidates.-Develops and places job advertising in various media; to include online recruiting sources.Initiates contact with potentially qualified driver candidates for specific job openings.-Reviews applications and interviews applicants to obtain work history, education, training, job skills, and salary requirements, and to provide information about the organization and position.Screens and refers driver candidates for additional interviews with others in organizationEvaluates and interviews applicants, decides on appropriate assessments and evaluateExtends Conditional Job Offer to qualify applicants and establishes appropriate pay rates based on individual applicant’s skills, abilities, and experience.Evaluated temporary employees and determines the employee who would best meet the needs for our customers, while at the same time evaluating the needs and skills of the temporary employee.Serves as intermediary between employees and customers.Determines best methods to ensure the human resources needs of the customer and the employee are met.

Coordinate with hiring managers to identify staffing needsDetermine selection criteriaSource potential candidates through online channels (e.g. social platforms and professional networks)Plan interview and selection procedures, including screening calls, assessments and in-person interviewsAssess candidate information, including resumes and contact details, using Workday Ats Design job descriptions and interview questions that reflect each position’s requirementsLead employer branding initiatives/Marketing Organize and attend job fairs and recruitment eventsForecast quarterly and annual hiring needs by departmentFoster long-term relationships with past applicants and potential candidates

• Drive candidate and client satisfaction and loyalty by matching top talent to great work opportunities• Recruiting - Attract, engage, market, assess and employ candidates• Works with Client Partners to define target audiences, profiles and personas. • Owns and develop the attraction template on how we present e2e strategies to clients (current and potential) - in strong collaboration with our media team• Works with stakeholders, vendors and media team to identify, design and manage omni-channel attraction strategies and campaigns, including pricing in collaboration with media team• Support technology improvement to offer seamless experience for talent and increase operational effectiveness of recruitment marketing, media and digital campaigns - reducing overall reliance on job boards and LinkedIn licensesDelivers out of home campaigns

Drive and execute full candidate lifecycle recruiting (sourcing, postings, screening, scheduling interviews/travel, etc.) • source candidates via job platforms, indeed, zip, career builder, LinkedIn. Provide candidate pipeline for down the road Develop and maintain candidate pipeline flow using proactive and innovative sourcing techniques (internet research, networking events, employee referral program, etc.)•Collaborate with Divisional Talent Acquisition Manager(s) and hiring managers to prepare, negotiate, and extend offer packages to candidates•Keep up to date with knowledge of industry employment trends, internal compensation, benefits, etc

• Worked closely and consistently with recruiters to understand talent needs and execute recruitment strategies to attract top talent• Develop effective communication and outreach approaches to assist in the sourcing of candidates• Advanced sourcing through ATS, CRM, industry networking, social media, referrals, and other sourcing methods• Engage with prospective candidates to ensure proper qualifications and pass “warm and informed” leads to recruiters• Created and maintained a talent database for future consideration in addition to a pipeline of passive candidates• Execute engagement campaigns for potential candidates• Maintain visibility of Affirmative Action Plan to ensure sourcing strategies are aligned appropriately• Ensure sourcing strategies are inclusive in order to create diverse talent pipelines • industrial engineering positions, manufacturing, HVAC, Desktop Technicians • Daily goals focused around contacting candidates (via phone and email) in order to understand candidates skills, goals, and interests in order to identify active and passive job seekers• Connect candidate to Recruiting Coordinator based on relevant requirement (candidate hand off after initial process)• Generate referrals through networking

Maintain communication/public relations with established clients to ensure successful business development, build business relationships within the client site, and promote client and employee retentionDetermine client needs and place appropriately skilled employees on assignmentsGuidance given: Assignments are received in objective-oriented terms. Receives guidance based on organizational goals and company policy. Work is reviewed in terms of meeting the organization's objective and schedulesPolicy involvement: Follows all operating policies and all organizational policiesUse appropriate interpersonal styles and methods to help guide team/peers toward company goals and objectivesConduct flexible employee orientation and participate in ongoing training, as well as motivate the team to achieve performance and production goalsRecruit, interview, evaluate and make hiring decisions for flexible employeesCounsel flexible employees on company policies and procedures and take corrective actions when necessary; recommend and/or make the final decision as to the termination/discharge of flexible employeesMaintain a high level of service excellence, respect, and a positive attitude when working with peers, flexible employees, and clients

• Manage employee personnel files• Enter personnel actions and benefit changes• Collaborated with payroll team to ensure payroll adjustments and corrections are processed• Completed administrative duties for department such as scanning and electronic filing• Mostly focused on Industrial engineers, HVAC, facilities & operations roles • Enter and post requisitions in Workday• Attended and conducted intake calls with hiring managers (Recruitment Strategy Discussions)Some candidate sourcing• Screening candidates for qualifications and sending them over to the hiring manager• Conduct Phone screens for some requisitions• Following up with hiring manager on status of requisitions Pre-Employment Process (PEP) Other Responsibilities Include:Review and monitor background checksFollow-up with candidates and hiring managers on statusEnsure candidates are Ready for Hire on target start date