Recruiter for Vacaville Office job in Vacaville
Vacancy has expired
Vacaville CorTech LLC
| Job Ref: | 352111 |
| Employer: |
CorTech LLC |
| Job Type: | Contract |
| Salary and Benefits: | 20-30/Per Hour |
| Remote: | No |
Location |
|
| City: | Vacaville |
| Post Code: | 95688 |
| Map: |
|
Description |
|
|
Greetings! We are looking for an experienced recruiter for our Vacaville office ! Looking to join a growing team with opportunities for growth ? Look no further! We are actively looking to fill this roll ASAP, so don't wait, give us a call today ! (323) 201-1828, jruiz@jobsrus.com. Recruiter Roles and Responsibilities: Summary: The purpose of this report is to identify the basic responsibilities of a Sr. Placement Consultant/Recruiter. This is a basic overview; responsibilities of each recruiter will vary. Process: 1. Recruit Potential Candidates: Use different avenues to increase the number of applicants. a. Source i. Place job postings on various job boards. ii. Contact current employees to inform them of our open positions and ask for referrals. b. Pre-Screen i. Ensure candidates meet basic requirements; of legal age, can legally work in the U.S., etc. ii. Review basic work experience. iii. Provide employee a brief overview of our positions. iv. Determine if we might possibly employ the candidate. v. Schedule candidate to come in and apply. 2. Applicant Processing: Recruiters place all applicants through the Cor-Teck on-boarding process. a. Pre-App i. Provide all applicants with a pre-app, outlining basic information needed. b. Interview i. Ask employees series of questions to determine eligibility to work with Cor-Tech. ii. Follow best practices to gage level of experience and fitment to our clients needs. iii. Make final determination on moving forward with candidate. c. Processing Applications i. Enter basic information provided on pre-app into P.R. to generate offer letter. ii. Once offer letter is signed, have on-boarding specialist assign work flows. iii. Get final confirmation that applicant is approved to be sent to work. 3. Order Fulfillment: All orders must be filled with the most qualified candidates. a. Call potential candidates. i. Call candidates who have completed the on-boarding process and best fit the open position. ii. After speaking with candidates, make final determination if employee will be assigned to the open position. iii. Provide candidate with all the information needed for the assignment. iv. Confirm the arrival of the employee. 4. Payroll Issues/Discrepancies: Recruiters must address all payroll issues reported by employees. a. Gather all needed information i. Collect assignment information to know if we need to reach out to client or on-site. ii. Have employee provide as much information as possible regarding what they worked, including in/out times and dates. iii. Make final determination if employee is owed hours. iv. Start process of getting any owed hours paid. 5. Employee relations: Address any issues reported by employees. a. Determine what the issue is. i. Ask questions to find out the issue the employee is having. ii. Inform the needed personnel and/or direct them to the proper person; upper management, H.R., etc. 6. Daily Admin work a. Conduct admin work as needed. i. Conduct admin work assigned, including but not limited to; assignment changes, direct deposits, employee information changes, assign new documents, etc. | |
ref: (352111)
less than 2 minutes ago
Back to search results