Sourcer

Develop or implement recruiting strategies to meet current or anticipated staffing needs.

Evaluate recruitment or selection criteria to ensure conformance to professional, statistical, or testing standards, recommending revisions, as needed.

Address employee relations issues, such as harassment allegations, work complaints, or other employee concerns.

Interview job applicants to obtain information on work history, training, education, or job skills.

Analyze employment-related data and prepare required reports.

Confer with management to develop or implement personnel policies or procedures.

Hire employees and process hiring-related paperwork.

Review and evaluate applicant qualifications or eligibility for specified licensing, according to established guidelines and designated licensing codes.

Provide management with information or training related to interviewing, performance appraisals, counseling techniques, or documentation of performance issues.

Evaluate selection or testing techniques by conducting research or follow-up activities and conferring with management or supervisory personnel.

Schedule or administer skill, intelligence, psychological, or drug tests for current or prospective employees.

Interpret and explain human resources policies, procedures, laws, standards, or regulations.

Maintain current knowledge of Equal Employment Opportunity (EEO) and affirmative action guidelines and laws, such as the Americans with Disabilities Act (ADA).

Review employment applications and job orders to match applicants with job requirements.

Contact job applicants to inform them of the status of their applications.

Inform job applicants of details such as duties and responsibilities, compensation, benefits, schedules, working conditions, or promotion opportunities.

Schedule or conduct new employee orientations.

Conduct reference or background checks on job applicants.

Coordinate with outside staffing agencies to secure temporary employees, based on departmental needs.

Prepare or maintain employment records related to events, such as hiring, termination, leaves, transfers, or promotions, using human resources management system software.

Select qualified job applicants or refer them to managers, making hiring recommendations when appropriate.

Advise management on organizing, preparing, or implementing recruiting or retention programs.

Perform searches for qualified job candidates, using sources such as computer databases, networking, Internet recruiting resources, media advertisements, job fairs, recruiting firms, or employee referrals.