Intermediate Recruiter

Job Details

Job Objective

Job Code: HRCR.6.0001

Job Family: HR - Human Resources

Exemption Status: Exempt

Job Sub Family: CR - Human Resources Recruiting Center

Sources, screens, interviews, and refers qualified individuals to hiring managers throughout the firm, under general supervision. Develops and maintains effective relationships with hiring managers, candidates, other recruiters, applicants, external agencies, colleges, and technical schools to adequately identify and meet staffing goals.

Duties and Responsibilities

Competency

Capability Level*

Approximate Time Spent

30%

• Business Acumen
• Client Service
• Engagement
• Innovative Thinking
• Leadership
• Results Driven

F P P F F F

Identifies and attracts candidates to meet the firm’s hiring needs. Partners with hiring managers to deliver high quality candidates to meet immediate and future hiring needs by clearly defining job responsibilities and requirements. Conducts proactive research and applies innovative strategies to support full life-cycle recruiting from sourcing through acceptance. Participates in or oversees/manages small to medium-sized recruitment programs (i.e., College Recruitment Program, Reboot Program, Referral Program, etc.).

Communicates with candidates and leads for open positions and programs, reviews resumes and appropriately prescreens candidates; prepares applicants for interviewing; ensures timely feedback to applicants throughout the process; extends offers of employment under direction of hiring managers and within the guidelines of the firm’s policies and procedures.

Develops and maintains existing and new recruiting relationships with supported groups or colleges for entry level hiring. Develops plans to improve recruiting events including the firm’s name recognition and resources, when required.

Develops continuous applicant flow and maintains pipeline of active, passive and diverse candidates by applying technology, conducting research and internet searches, networking, employing direct sourcing and outreach to meet the needs for positions across the firm.

Ensures and maintains accurate records, prepares tracking reports concerning recruitment process, and provides reports to hiring managers on candidate activity and job status, by using the full functionality of the Applicant Tracking System (ATS).

When necessary, oversees the Cooperative Education, Student Intern programs as required.

20% 20% 10% 10% 5% 5%

Performs other duties as required.

Skills and Abilities

• Proficiency in Microsoft Office, applicant tracking systems and technology for sourcing candidates is essential.
• Good communication skills and the ability to work with all types of people is required.
• Ability to work with detail, manage multiple priorities, and work with deadlines.
• Ability to work as an individual contributor and team player.

Minimum Requirements

Education Requirements: Bachelor's Degree.

Experience Requirements: 5 + years of related experience.

Note: Equivalent additional directly related experience will be considered in lieu of a college degree.

Travel Requirements:

Domestic and/or international travel may be required. The frequency of travel is contingent on specific duties, responsibilities, and the essential functions of the position, which may vary depending on workload and project demands.

Environmental Factors:

Employees may be placed in a CDM Smith or a client site in a professional office environment or in a field environment based on the nature of the employee's responsibilities, an assigned project or task, the skills of the employee and the work available. Work may require active and focused participation in meetings or conference calls (e.g., communicate, express oneself and exchange information, etc.) of varying durations of time. May be frequent periods of high productivity with varying tight or rigid deadlines. Work demands may require employees to work beyond the standard scheduled workday or workweek. May be required to move about the assigned work location. May be required to operate and use a PC/computer/electronic device. When working in an office setting, may be required to move about to access files and utilize office equipment. While in an office setting, lifting will generally involve carrying one’s work materials and tools e.g., laptops, etc. For positions involving file management activities, lifting will generally involve carrying files and boxes. For certain Facilities group positions, lifting up to 50 pounds may be required to move supplies, make deliveries, etc. When working in the field, may be exposed to hazardous weather conditions; extreme temperatures (hot or cold); excessive humidity; dampness or chilling; loud and/or continuous noise, vibrations or other sensory conditions; hazardous/dirty materials, equipment, locations; or working around machinery with moving parts, and/or moving objects or vehicles. When working in the field, may be required to move about to utilize and operate field equipment and/or machinery and to navigate slippery and uneven terrain. When working in the field, may be required to work in and move about a confined space. While working in the field, lifting may be required generally up to 50 pounds.

Capability Level*

1. The individual demonstrated limited experience of a competency and is currently growing their competency through formal and informal development, on the job and elsewhere. The result will be that they apply their increased skills without assistance or frequent supervision.
2. The individual demonstrates a working or functional capability level which enables the competency to be exercised effectively (has working or functional command of the competency) with the opportunity for ongoing development.
3. The individual consistently demonstrates complete capability and is recognized as an authority or master performer in exercising the competency.

Disclaimer: The above statements are intended to describe the essential functions and the general nature and level of work being performed by individuals assigned to the job. The primary responsibilities are not intended to be a comprehensive inventory of all duties, tasks, and skills required by employees assigned to the job. In addition, the percentages of time spent presented for each responsibility represent estimated percentages and are not intended to define the percentage of time any specific individual will spend on each responsibility. Individuals assigned to this job may also have additional responsibilities as a result of also being assigned a SPARS Role that are not included in this description.

Effective Date: 3/10/2021

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