Recruitment Analyst at City of Goodyear – Goodyear, Arizona

This position performs technical work in the branding, recruitment, hiring, onboarding, and offboarding areas of Human Resources. Performs complex analytical duties related to talent acquisition needs, industry standards and best practices. Work is performed under general direction and requires initiative and independent judgment with little supervision.

The ideal candidate is skilled in identifying talent trends, forecasting hiring needs, and evaluating recruitment channel effectiveness. They are also adept at supporting diversity hiring initiatives through data analysis and reporting. A strong collaborator, they work closely with recruiters, hiring teams, and business leaders to align analytics with organizational goals and continuously improve the recruitment process. They demonstrate high attention to detail, critical thinking, and a proactive approach to problem-solving—essential traits for delivering data-backed solutions that drive impactful HR decisions.

Integrity - Initiative - Empathy - Optimism - Innovation - Adaptability

EXAMINATION PROCESS

Only a limited number of the most highly qualified applicants meeting the City's requirements will be invited for an interview. The examination process for this position will include a panel Interview and may include a written assessment.

All communication regarding application status and interview notifications will be sent via email- please monitor your junk/spam email for communication as messages will come from a system generated source.

• Formal Education/Knowledge: Work requires knowledge of a specific vocational, administrative, or technical nature which may be obtained with a two-year associate's degree, diploma or equivalent from a college, technical, business, vocational, or correspondence school. Appropriate certification may be awarded upon satisfactory completion of advanced study or training.
• Experience - Minimum three years of experience in a related field.
• Certifications and Other Requirements: Valid Driver’s License.
• Reading: Work requires the ability to read general correspondence, manuals, code books, meeting minutes, legal postings, and reports at a college level.
• Math: Work requires the ability to read and create statistical reports; and to perform math calculations such as addition, subtraction, multiplication and division, as well as college level math and ratios.
• Writing: Work requires the ability to write general and technical correspondence, memorandums, advertisements, and reports at a college level.
• Managerial: Job has no responsibility for the direction or supervision of others but may provide advice/direction to an employee with less experience/skill or tenure.
• Budget Responsibility: Has no budgetary responsibility.
• Policy / Decision Making: Significant - The employee normally performs the job by following established standard operating procedures and/or policies. There is a choice of the appropriate procedure or policy to apply to duties. More complex work as well as decisions with more significant impacts may be reviewed prior to being finalized.
• Technical Skills: Comprehensive Application – Work requires a comprehensive, practical knowledge of a technical field with use of analytical judgment and decision-making abilities appropriate to the work environment of the organization.
• Interpersonal/Human Relations Skills: High - In addition to the sharing of information, interactions at this level may also include providing advice to others outside direct reporting relationships on specific problems or general policies/procedures. In many of the interactions, contacts may require the consideration of different points of view to reach agreement. Elements of persuasion may be necessary to gain cooperation and acceptance of ideas.

This information is intended to be descriptive of the key responsibilities of the position. The following functions do not identify all duties performed by the incumbent. Other duties and responsibilities will be performed as assigned.

• Coordinates full cycle recruitment of the selection and hiring process using online applicant recruiting and tracking system for various position openings by consulting with the departments on their needs; answering legal questions related to recruitment; preparing and reviewing interview questions; preparing compelling, engaging and inclusive job postings and advertising for the positions; creating scoring plans to review applications for minimum qualifications; scheduling interviews, conducting interviews; maintaining records of each recruitment; and scheduling and conducting applicant testing if necessary.
• Builds strong relationships with candidates, hiring managers, and HR Team and ensure exceptional service delivery to all parties.
• Manages applicant tracking system by maintaining data integrity, implementing system enhancements, creating standard work, and keeping abreast of new features and functionality.
• Conducts employment reference checks, coordinates background investigations, and pre-employment drug testing when required.
• Manages E-Verify System for the I-9 reporting.
• Creates, reviews and revises internal and external employment practices and application policies. Answers inquiries concerning internal & external recruitment processes Provides training regarding the recruitment and hiring process. Ensures all screening, hiring, and selection is done in accordance with employment laws and regulations. Ensure the integrity of the recruitment process is maintained and hiring practices are consistent with City and Department initiatives, legal requirements, and meet business priorities.
• Performs project management and oversight by researching and analyzing information, compiling results, developing reports, making presentations, and tracking project timelines, dues dates, and milestones.
• Successfully onboards and offboards employees ensuring an excellent employee experience.
• Demonstrates continuous effort to enhance communications, solve problems, improve operations, decrease turnaround times, streamline work processes, and work cooperatively and jointly to provide quality seamless customer service, which may be achieved through participation on various standing or ad hoc committees.
• Plans and implements a recruitment marketing and employer branding strategy to attract high-quality applicants. Promotes city employment by serving as brand ambassador of the city of Goodyear – selling the city as the employer of choice, emphasizing culture, benefits and perks while promoting career opportunities. May engage passive candidates and develop and retain their interest in the city of Goodyear. Reviews and implements fresh recruiting strategies to attract top talent for hard to fill positions.
• Tracks and analyzes recruitment and applicant data to help identify recruitment and retention trends, and creates recruitment-related reports to present to the city. Maintains databases, retrieves data, and designs reports based on the city reporting needs. Assists in completing surveys, questionnaires, and statistical reports for the city and other agencies and provides information as requested.
• Assists with all Human Resources Department activities and operations as necessary.

Recruitment Analyst

12 Month Objectives

Service Delivery Objectives

• Partner with HR Business Partners and Hiring Leaders
  Establish strong relationships by engaging in department introductions, conducting needs assessments, and actively listening to hiring managers to fully understand workforce requirements.
• Lead Full-Cycle Recruitment
  Manage the recruitment process end-to-end, from job posting through onboarding, while mastering the City’s recruitment workflow, interviewing standards, and compliance practices.
• Develop NEOGOV Expertise
  Complete online training modules, participate in quarterly user calls, and apply learning to streamline recruitment tasks and improve system utilization.
• Advance Employer Branding
  Collaborate with the HR Team to create a comprehensive branding strategy that highlights the City as an employer of choice. Deliver a final recommendation with tactics for implementation by Spring 2026.
• Innovate for Hard-to-Fill Roles
  Conduct research on competitive strategies and labor market trends. Present tailored recommendations to the HR team with actionable solutions, such as targeted outreach, niche job boards, and networking channels.
• Leverage Networking & Outreach
  Proactively identify and recommend relevant job fairs, cultivate LinkedIn/social media campaigns, and expand presence in professional networks to attract talent.
• Build Talent Pipelines
  Develop sustainable partnerships with local schools, universities, and business associations to create ongoing candidate pipelines and internship opportunities.
• Recruitment Metrics & Analytics
  Track and analyze performance data (time-to-fill, turnover, vacancy rates). Present quarterly updates on the City dashboard to demonstrate progress and inform future recruitment strategies.
• Champion Customer Service
  Deliver exceptional support and communication to candidates, hiring managers, and internal stakeholders, ensuring a professional and positive recruitment experience.
• Drive Recruitment Team Operations
  Lead daily huddles, coordinate payroll paperwork meetings, and establish standard work procedures to improve efficiency and consistency in recruitment operations.

Continuous Improvement Objectives

• Optimize Recruitment Processes
  Once proficient in NEOGOV and the hiring process, recommend process enhancements that improve efficiency and alignment with recruitment KPIs.
• Develop Training for Leaders
  Create “just-in-time” recruitment training materials for hiring leaders, ensuring they are equipped with clear, practical guidance for interviews, selection, and onboarding.
• Streamline Onboarding
  Learn the onboarding system, evaluate user experience, and propose process improvements that enhance both candidate and hiring manager satisfaction.
• Standardize Interview Tools
  Develop a competency-based interview question bank, aligned with core City values and job-specific skills, to improve consistency and quality in the hiring process.
• Strengthen Supplemental Screening
  Build a NEOGOV supplemental question library to support fair and efficient candidate screening across job classifications.