Talent Acquisition Specialist HR at New England Center for Children Inc – Southborough, Massachusetts

The Talent Acquisition (TA) Specialist plays a critical role in aligning recruitment efforts with NECC’s organizational hiring objectives. This position is responsible for managing the full lifecycle recruitment process, including proactive sourcing, pre-screening, interviewing, and making strategic recommendations to ensure the selection of high-quality candidates.

The TA Specialist is responsible for driving hiring initiatives that support both current and future workforce needs. In this role, the TA Specialist will design and implement innovative and inclusive recruitment strategies that strengthen NECC’s brand in the marketplace and proactively build diverse and qualified candidate pipelines.

Success in this role requires strong interviewing, organization and time management skills, a deep understanding of talent acquisition best practices, and a commitment to fostering a positive candidate experience.

Recruitment Responsibilities

• Maintain a deep understanding of business needs and align recruiting strategies accordingly
• Maintain an updated and organized recruitment dashboard to prioritize tasks, monitor progress, and ensure effective time management and organizational efficiency.
• Use multichannel outreach to engage with potential candidates using a variety of communication methods (phone, text, email, social media, etc.) to maximize candidate engagement.
• Leverage the Applicant Tracking System (ATS) to track candidates, manage the recruitment dashboard and job postings to streamline the recruiting process.
• Verify candidate qualifications to ensure all applicants meet the minimum qualifications and requirements for the position before proceeding through the hiring process.
• Interview all qualified candidates prior to passing them on to hiring managers for final consideration, maintaining efficiency and consistency in the selection process.
• Conduct Behavioral-Based Interviews (BBI) to structure the interview using BBI techniques to evaluate a candidate’s experience, competencies, cultural and behavioral fit.
• Conduct electronic reference checks to validate experience and ensure that feedback supports the hiring decision.
• Follow all applicable policies and legal guidelines, including internal HR policies, labor laws and regulations, pay and benefits compliance and health and safety requirements.

Outreach and Sourcing Responsibilities

• Promote NECC’s employer brand by utilizing web-based advertising strategies to enhance NECC's visibility and attract top talent through online platforms.
• Represent NECC at various career fairs, local events and classroom information sessions as needed, to build talent pipelines and foster relationships with future candidates, both for employment and internships.
• Utilize a combination of conventional methods (e.g., job boards, referrals) and creative strategies (e.g., social media campaigns, joining communities) to identify and attract qualified candidates.

Time Management and Communication

• Effectively manage candidate communications and follow-up to ensure timely progression through the hiring process and minimize delays.

• Utilize the Onboarding Coordinator for all onboarding tasks
• Complete and verify offer letters for accuracy and email to candidates within 1 business day.
• Notify unselected candidates in a professional, respectful manner to maintain a positive NECC candidate experience
• Collaborate regularly with hiring leaders, peers, and organizational leaders
• Ensure timely, consistent communication with candidates and internal stakeholders:
• Review and reach out to all new candidates within 24 hours.
• Return internal calls within 1 business day
• Return external calls within 1–2 business days.

Teamwork

• Possess a mindset of innovation, embracing change and transformation
• Contribute to the overall success and efficiency of the Talent Acquisition team to exceed monthly and annual hiring goals.
• Identify business challenges and recommend actionable solutions based on recruitment best practices
• Partner with business to support and implement talent initiatives

Experience/Education Required

• 2+ years of progressive experience in full-cycle recruitment required
• Commitment to service orientation; sense of urgency, follow-up, and responsiveness; high-level of personal integrity and confidentiality
• Must have an in-depth understanding of workforce analytics and ability to implement data-driven initiatives.
• Ability to work well under pressure and demonstrate positivity by responding professionally to changing situations
• Strong organizational skills with the ability to manage multiple, conflicting priorities in a demanding environment
• Thorough knowledge of HR policies and practice and relevant HR laws and regulations
• Good knowledge of employee relations issues and the practice of de-escalating situations
• Bachelor’s degree required, master’s degree preferred