Job description
Do you want your work to matter? Do you want to use your skills to make a difference, not just a living? Do you want to improve millions of lives, including your own?
Responsibilities
We seek a creative detective to join our talent acquisition team. Someone who can find needles in haystacks. Develop creative ways to assess candidates. Negotiate complex offers. And make both candidates and internal clients happy.
Create recruitment strategy. Each recruitment is like a mini casting call, requiring a clear understanding of the role and the reasons a talented candidate would want to play the part. But before filling the part, we need you at to clarify the three P’s — the position, people involved, and process.
Find people. Many candidates find us through our website and ads. When it comes to the best candidates, however, we often find them. That’s why we want a recruiter with sourcing savvy: the knowledge of where the best candidates work and the ability to find them. You will identify candidates through industry listservs, Boolean search strings, other NGOs, LinkedIn, Facebook, Development Executive Group, international conferences and trainings, and places we haven’t even thought of.
Emphasize opportunity. Great people come to Living Goods because of what we do and because of what they can do. That’s why we’re looking for a recruiter who can sell opportunity. A manager who can breathe new life into a Living Goods branch. An analyst who can measure what matters. A leader who can revive a dispirited team.
Assess people. Knowing whether a candidate can do a job well is the hardest nut to crack in recruiting. At Living Goods, this means hiring people who can thrive in a team, do their jobs well, and do them with great gusto. To find these people, we want a recruiter who has creative ideas on how to assess candidates – through things like writing assignments, presentations, mini projects, and auditions.
Create tools. Recruiting tools can serve as an exercise of creativity and a way to organize people’s time and thoughts. You will take stock of recruiting tools already in use, such as sample interview guides and evaluation forms. Then, you will identify new and better tools that can help us find, assess, and hire the best candidates.
Get a yes. A golden rule in recruiting is to never make an offer that won’t be accepted. That’s why great recruiters check in with candidates every step of the way—during the initial phone interview, after an interview with a hiring manager, and often in between. Knowing candidates’ doubts and what qualities and responsibilities they really want can help a recruiter negotiate a “yes.”
Qualifications
Recruiting credentials. We’re looking for a recruiter who knows things we don’t – someone with 3+ years experience finding and hiring people for global organizations.
Preferred experience recruiting people for global health or development NGOs. 4-year college degree required; masters degree preferred.
Sourcing savvy. You are able to find and reach out to passive candidates with personalized messages that build relationships and prompt talented people to apply. You can use online recruiting tools to identify great prospects. You are proficient in Boolean.
Organizational skills. You are able to lead searches through methodical steps and to adhere to timelines. You have the ability to multitask – to manage multiple searches for positions that are at different stages.
Computer skills – You are comfortable with Microsoft office and know how to use applicant tracking systems to track candidates and analyze recruiting.
Collaborative spirit. We want someone who actively listens and communicates. Who can connect easily with her team and gain their trust and respect. Who can roll up their sleeves and help others out in a pinch.
Problem solving skills. You have the intelligence to anticipate challenges and the resourcefulness to find solutions.
Flexibility. Sometimes you will have 3 months to recruit someone for a position; sometimes you will have only a week. You are comfortable in a fast paced environment with fluid deadlines.
Analysis skills. You are able to ability to compare candidates and offer guidance to hiring managers on candidate strengths and weaknesses. You can identify recruitment problems and propose solutions.
Gets our model. Living Goods is a hybrid model. We’re a nonprofit organization with a business minded approach. We use business practices to achieve social goals.
Candidates with for-profit and nonprofit experience preferred.
Lives our values. You can thrive in our culture – you can demonstrate inclusion, integrity, innovation, quick footedness, collaboration, and accountability.
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