Specialist Recruiter, Early-in-Profession

Operational Compliance & Excellence 

• Maintains current documentation/information on candidates’ qualifications and status in the appropriate staffing or tracking system, within compliance guidelines (e.g., Office of Federal Compliance Programs, General Data Protection Regulation). Captures relevant data in recruiting platform and leverages data to inform meaningful insights.
• Uses subject matter expertise on applying internal and external staffing policies, standards, and/or regulations throughout the entire staffing lifecycle to educate clients, stakeholders, and other staffers on policy, system, and process issues. Identifies opportunities to optimize policies, systems, and processes. 

Market Analysis and Channel Insights 

• Synthesizes, analyzes, and interprets external market data, and provides market and channel insights to the business to inform hiring plans and implement talent acquisition initiatives. Develops sourcing strategy using market and channel insights. 

Stakeholder / Client Engagement 

• Uses data to educate and influence hiring managers on talent acquisition strategy and linking this data to filling the roles. Interprets client’s business and the industry landscape and/or university talent pools to influence the client to adopt optimal staffing solutions.
• Understands factors relevant to the business and hiring managers' needs (e.g., time to hire, location, budget) and uses this knowledge to strategize, implement, and execute end-to-end hiring plan aligned to the needs of the business group.
• Consults a business area on talent needs and opportunities and pushes for the acceptance of differentiated and alternative types of talent (e.g., compete, diverse, nontraditional, unconsumed or runner-up candidates from previous searches) that may not be typically considered. 

Talent Sourcing 

• Develops multi-channel strategies to contribute to differentiated talent in emerging roles or highly competitive talent pools to meet long-term business needs (e.g., industry, technical recruiting).
• Uses an understanding of talent markets and complex candidate profiles, as well as growing relationships with new talent pools and communities with future potential, to identify and engage candidates for immediate and future talent needs. Creates and presents effective reports to the business that provides key insights and market intelligence that help form effective sourcing strategies. 

Candidate Assessment & Screening 

• Identifies, gathers, and assesses information (e.g., relocation, immigration, compensation) to qualify talent pool. Executes initial screening and assessing of candidates.
• Leverages tools and assessment frameworks from Operations teams and Center of Excellence to assess candidates. May contribute to the creation of assessment materials by identifying relevant competencies and job criteria. 

Candidate Attraction 

• Coaches the client to represent Microsoft’s unique career possibilities, advantages, and rewards that are distinct from those of competitors. Delivers differentiated pitch to candidates based on their unique motivators and knowledge of the Microsoft deal (e.g., compensation, benefits, perks, career development).
• Shares best practices on sourcing, recruiting, and/or closing techniques and stories with their own team. Tracks candidate activity using systems and tools.
• Elicits interest in passive, active, and potential candidates by telling the business story, and contributes to the development of new stories. Generates awareness through community outreach events and strategic networking related to future hiring needs. 

Required Qualifications 

• Bachelor's Degree AND 4+ years talent acquisition experience (e.g recruiting, sourcing, campus hiring) OR equivalent experience.
• Strong critical thinking, judgment capability and communications skills, with the ability to engage and consult in strategic hiring discussions.
• Proficient with a data-driven approach to recruiting, using talent insights, hiring data & competitor analysis to drive impactful hiring outcomes.  

Preferred Qualifications

• Full-cycle experience in engineering or technical recruitment, with deep understanding on different technology stacks.
• Experience in university recruiting or volume hiring for early-in-career talents.
• Strong planning, program and event management skills is a plus.
• Experience in leveraging technology, in process improvements and/or scaling hiring programs.