Recruiter at Minneapolis

Job Description

Atkins has been providing infrastructure planning, engineering, construction, environmental consulting, urban planning, architecture, and program management services to public and private clients across the United States for more than 50 years. Globally, Atkins is the largest UK-based engineering and design consultancy and the worlds 11th largest design firm with nearly 18,000 employees worldwide. We have the depth and breadth of expertise to respond to the most technically challenging and time-critical infrastructure projects and the urgent transition to a low-carbon economy. At Atkins, we offer our employees more than just a job; we offer an opportunity to shape the world for generations to come through innovative and sound design. As the official engineer of the 2012 London Olympics, few companies can rival the size and diversity of our projects. Whether its the concept for a new skyscraper, the upgrade of a rail network, the modeling of a flood defense system or the improvement of a management process, we plan, design and enable solutions. Atkins seeks an energetic, highly motivated and detail-oriented Recruiter to join our Corporate Recruitment Group and be based in our Minneapolis,Minnesota office. In this role you will be responsible for recruiting and staffing throughout the assigned area of responsibility, following company guidelines. You will recruit for both exempt and non-exempt positions. You will maintain communication with technical managers throughout the assigned area of responsibility relative to critical jobs and standard recruiting needs as well as maintaining pipelines of candidates for ongoing needs or upcoming projects.

Job Requirements

Typical responsibilities include:

• Communicate with hiring managers in the company as to the technical staffing needs, key personnel, overall perspective on future direction, and senior management needs and priorities both immediately and for the future for assigned area of responsibility.

• Develop strong, trustworthy relationships with key stakeholders within theassigned area of responsibility, including senior operating leadership and HR staff.

• Assign priority to key positions as ascertained from managers and assumes responsibilities which may include: determining position requirements, technical duties, special skills, etc; initial screening of candidates; telephone interviewing of candidates; evaluation of each candidate with recommendations for interviews; setting interviewing schedules; debriefing both candidates and interviewers; assisting in the negotiation (if required); and assisting in the closing of the candidate. Conducts reference checks for candidates.

• Research resources to find qualified applicants and candidates who meet specific needs and qualifications, and identifies them for current or future talent needs.

• Actively source qualified candidates for urgent needs in the assigned area of responsibility through using all accessible recruiting tools. For example: Career Center, database searches, advertising, agencies, networking and passive candidate sources. Prioritizes use of recruiting tools based on urgency and budget.

• Perform research for passive candidates.

• Create requisitions that clearly define the scope and responsibilities of each position in order to attract candidates. Manages all requisitions (including those created by technical personnel) and their respondents through the Career Center on a regular basis - daily or every other day. Qualifies those candidates and refers as appropriate to the managers for consideration. Ensure that applicants and requisitions are properly processed in the Career Center, in order to comply with the DOL.

• Coordinate the efforts of approved search firms (when approved by the technical manager/client). Act as liaison between the search firm and the manager to facilitate the smooth hiring of candidates. Selects the search firm based on competency in the technical area; coordinates the submission of resumes; and proactively oversees the smooth and timely flow of the hiring process.

• Track candidates throughout the system, through the companys ATS and by communicating directly and frequently with the hiring managers, monitoring turnaround time within assigned area of responsibility, encouraging a more rapid flow of the process when it appears stalled, and ensuring that appropriate comments are made for each candidate. For requisitions posted by the local HR Rep or the technical manager, the Recruiter stays in regular communication with them to assist and train them as necessary.

• Place advertisements in print, electronic, and minority publications. Checks to make sure that requisitions have been posted. Utilize social networking sites to advertise job opportunities, particularly among passive candidates.

Country: USA, State: Minnesota, City: Minneapolis, Company: Atkins.