Recruitment Specialist

The Recruitment Specialist, as part of the departmental HR team and reporting to the Manager of Talent Acquisiton, plays a critical role in developing effective recruitment strategies. In collaboration with hiring managers, the specialist uses business and operational insights to attract and hire top talent. They apply workforce planning principles, share accountability for position management with HR Shared Services, and ensure adherence to policies and legislation. The Recruitment Specialist is integral in supporting the department’s recruitment needs, ensuring a seamless and compliant hiring process.

• Partnering with Hiring Managers to determine appropriate staffing models, develop proactive talent acquisition strategies through workforce planning discussions.
• Building talent pools for critical roles and drive social media content to attract top talent using innovative sourcing solutions with a variety of platforms.
• Identifying hard to fill roles, source active and passive candidates for present/future vacancies using LinkedIn.
• Liaising with centres of expertise, including Talent Management as required.
• Assisting or leading departmental/corporate work plans, projects and other initiatives to support business operations.
• Making recruitment decisions independently, such as recommending fair and justified salary for candidates, or determining posting strategies.
• Ensuring compliance with policies, recruitment guidelines, compensation, internal equity, and with any exception requirements to the City's policy.
• Determining appropriate format of internal/external posting, including recommendations to add images and using industry wide job titles and common job posting language.
• Partnering with external agencies for temporary and permanent roles and working with executive search firms to source senior level vacancies and hard-to-fill roles.
• Supporting, guiding, and advising to hiring managers during the assessment and interviewing stages to identify qualified candidates and ensure a fair and equitable process.
• Supporting in the development of interview questions and assessments to ensure they are job specific.
• Interpreting various assessment tools, providing results and recommendation to hiring managers particularly with regards to fit of the position.
• Ensuring a consistent, positive experience for all candidates and hiring managers during the recruitment process through communication, updates and transparency.
• Ensuring the recruitment process follows legislative compliance, such as the AODA.
• Influencing, negotiating and creating offers of employment translating the employer value proposition to candidates.
• Ensuring all onboarding requirements for full-time and contract staff are met within Service Level Agreements.
• Coaching/training and support hiring managers throughout the full recruitment cycle on the recruitment process as per the City’s policies, procedures, and guidelines and applicant tracking system (SuccessFactors).
• Developing and delivering recruitment related training sessions with SuccessFactors training sessions as necessary to hiring managers.
• Ongoing coaching and support to internal and external candidates regarding the full cycle recruitment process as per the City’s recruitment and salary administration policies and guidelines and navigating through SuccessFactors.
• Ensuring hiring managers are completing the candidate matrix, uploading notes, conducting references, and are in compliance with recruitment guidelines and policies.
• Ensuring recruitment activity is updated on a regular basis in an applicant tracking system (ATS) to meet recruitment goals & metrics based on established processes and activity ratios such as time to fill ratio.
• Reviewing, analyzing, and updating monthly items including vacancy/gapping report and accountability for accuracy of changes to spreadsheet.
• Providing recruitment reports/background information for investigation as needed.
• Ensuring data accuracy and data integrity are followed and safeguarding all confidential information.

• Graduation from a recognized post-secondary institution, preferably in Human Resources, Business, Social Sciences or a related discipline.
• Certified Human Resources Professional (CHRP) designation preferred.
• Registered Professional Recruiter (RPR) certification an asset.
• Excellent analytical and organizational skills with an ability to manage multiple projects and priorities, under pressing deadlines, are essential.
• Microsoft Office application skills required.
• Excellent research and written skills, including reading and interpreting legislation, regulations, and policies/standards required.
• Strong interpersonal, presentation, and training skills required.
• Ability to work as part of a team with a demonstrated ability to collaborate and work in consultation with internal staff as well as external groups, agencies, corporations, and Members of Council.
• Excellent verbal and written communication skills. Must have strong organizational, problem solving and decision making skills.
• The role requires business and political acumen when collaborating with internal staff and external groups.
• Staying informed of all regulations and legal requirements that may influence policy, projects, and initiatives.