Virtually Connected Staffing’s Post

#hiring *Recruiter (Hybrid)*, San Diego, *United States*, $50/hr, fulltime #jobs #jobseekers #careers $50/hr #SanDiegojobs #Californiajobs #HRRecruitment #entrylevel #firstjob #newgrad #internship #entryleveljobs *Apply*: https://lnkd.in/gEqiGJDh Recruiter (Hybrid)Contract Duration 6 MonthsPay rate up to $50/hrSummary of Duties and Responsibilities:The Recruiter will develop and maintain internal and external relationships that facilitate acquiring the best available talent to align with business needs.Utilize proactive search methods in order to provide customers with highly qualified candidates in a timely manner.Support the overall talent acquisition effort for assigned positions.The Recruiter will source, screen, interview, and present a diversified and high-quality pool of candidates to customers in a timely manner.Partner with Human Resources Business Partners and key customers to understand organizational talent needs and develop and implement cost-effective, efficient, and creative recruitment strategiesThe Recruiter will collaborate with hiring managers, departmental leadership, and HR Business Partners throughout the employment life cycle.Provide appropriate feedback and recommendations throughout the acquisition process on candidate assessment, selection, salary, and overall offer recommendation.Consult with HR Business Partners as appropriate and needed on developing offer recommendations. Negotiate employment offersCoordinate, represent, and participate in recruitment events career fairs, networking events, college and or university relations, professional societies, etc. to fill open positions, maintain relationships, and uncover talent pool for consideration.Coordinate internship programsLeverage and partner effectively with outside search firms. Ensure agency deliverables are achievedComply and support all aspects of the overall talent acquisition process, policies, and related employment laws and regulationsBenefits:Medical, Vision, and Dental Insurance Plans401k Retirement FundAbout The Company:Our client is an innovative medical technology company whose purpose is to enable healthier lives everywhere, every day. While they develop groundbreaking products and services that benefit everyone, they are especially passionate about those that advance women's health and well-being. This allows us to be a company that prospers, grows, and empowers women to experience healthier lives.What powers their growth across Breast and skeletal Health, Diagnostic Solutions, and GYN Surgical Solutions is also what differentiates them: the exceptional and clinically proven ability of their products to detect, diagnose, and treat illnesses and other health conditions earlier and better.None of this would be possible without the talent, skills, and aspirations of their employees. Their proficiency and commitment to develop and share more robust, science-based certainty drives the company's inc

Here are a few common ways to hire candidates. 1. Job boards: Posting job openings on online platforms and job boards to attract candidates who are actively seeking employment. 2. Employee referrals: Encouraging current employees to refer qualified candidates for open positions. 3. Recruitment agencies: Partnering with external agencies that specialize in sourcing and screening candidates for specific roles. 4. Networking: Tapping into professional networks, attending industry events, and utilizing social media platforms to connect with potential candidates. 5. Internal promotions: Considering existing employees for promotional opportunities within the company. 6. Campus recruitment: Visiting universities and colleges to recruit fresh graduates or interns. 7. Online presence: Building a strong online presence through company websites and social media platforms to attract candidates who are actively researching potential employers. #HRHeroes #TalentTribe #PeoplePower #HiringHappiness #CultureCreators #DreamTeamBuilders #HRInnovators #TalentMagnet #FutureOfWorkSolutions #EngagementEnthusiasts #vivekvishvakarma #leadershipdevelopment #kuwaithiring #kuwaitjobs

#Recruitment strategies in #US #staffing can vary depending on the industry, job market conditions, and specific organizational needs. However, there are several common strategies and best practices that many staffing agencies and companies employ: Use of #Technology: Leveraging applicant tracking systems (#ATS) and other recruitment software to streamline the hiring process, manage candidate databases, and automate routine tasks such as resume screening and scheduling interviews. Active Sourcing and Networking: Proactively searching for candidates through online platforms like #LinkedIn, professional organizations, job fairs, and industry events. Building and maintaining a strong network of potential candidates is crucial. Job Advertisements: Crafting compelling job descriptions and posting them on relevant job boards, both general (e.g., #Indeed, Monster) and niche (e.g., industry-specific sites). Referrals and Word-of-Mouth: Encouraging employee referrals by offering incentives and maintaining positive relationships with current employees who can recommend suitable candidates. Social Media: Utilizing social media platforms (e.g., #LinkedIn, Twitter, Facebook) to promote job openings, engage with potential candidates, and showcase company culture and employer brand. Internship Programs: Developing internship programs to attract and evaluate potential future hires, providing a pipeline for talented individuals. Collaboration with #Educational Institutions: Partnering with colleges, universities, and vocational schools to recruit recent graduates or students for internships and entry-level positions. Diversity and Inclusion #Initiatives: Actively seeking to diversify the candidate pool through targeted outreach efforts and inclusive hiring practices. Candidate Experience: Ensuring a positive candidate experience throughout the recruitment process to enhance the employer brand and attract top talent. Continuous Evaluation and Optimization: Regularly reviewing recruitment metrics (e.g., time-to-hire, cost-per-hire, quality of hire) to identify areas for improvement and adjust strategies accordingly.

Our Story:   Nine to Five Recruiting was founded with a clear vision: to bridge the gap between emerging talent and corporate opportunities across diverse industries. Inspired by the belief that everyone deserves a chance to thrive in the corporate world, we focus on recruiting both permanent and temporary entry-level positions with an unwavering commitment to diversity and inclusion.   Our founder recognized the challenges faced by many individuals entering the corporate space, especially those from underrepresented backgrounds. With this in mind, Nine to Five Recruiting was established to provide not just job placements, but also a supportive community that guides candidates through their career journeys.   Our Mission:   At Nine to Five Recruiting, our mission is to connect talent with opportunity, fostering long-term success and meaningful career development. By partnering with high schools, state colleges, community colleges, Universities and HBCUs, we cultivate a diverse talent pool that meets the dynamic needs of today's corporate environment. We are dedicated to being more than just recruiters; we are mentors, advocates, and a supportive network for our candidates.   Our Team:   Our team comprises passionate and experienced professionals from diverse backgrounds who share a common goal: to help candidates and employers succeed. We bring together a wealth of expertise in recruitment, career counseling, and industry knowledge to provide personalized and effective solutions. Our team's commitment to excellence and empathy ensures that every candidate and employer receives the best possible service.   Our Values:   Diversity and Inclusion: We believe that a diverse workforce drives innovation and success. We are committed to creating opportunities for candidates from all backgrounds and ensuring that our clients benefit from diverse talent.  Integrity: We operate with honesty, transparency, and a deep sense of responsibility towards our candidates and clients.  Support and Community: We strive to build strong, lasting relationships and create a supportive network where candidates can grow and thrive.  Excellence: We are dedicated to delivering high-quality services and continually improving our processes to better serve our candidates and clients.   Join us at Nine to Five Recruiting, where we are committed to helping you find your place in the corporate world and supporting you every step of the way. Together, we can build a future where talent meets opportunity, and everyone has the chance to succeed. #diversityrecruiting #newrecruitingfirm #newtalent #recruitingfirm #recruitingcompany

If it can be taught, then it can be learned. Give beginners the chance.

Powerful reminder: Most jobs can be taught. It’s about giving people a chance to prove themselves. Some of the best employees start with zero experience. Let’s rethink entry-level job requirements and focus on potential. #Hiring #Recruitment #Opportunity #empowerment

I love this sentiment. Soft skills are invaluable, and if someone appears to be coachable, they can learn the job and grow with your guidance. Hiring is always a risk. A perfect candidate for your role can fully intend to stay with your organization, but their situation can change overnight. There’s also the risk of overconfidence, which might lead them to do the job the wrong way rather than asking for guidance. Take the risk and give someone an opportunity that might change their life. It is incredibly rewarding to watch them succeed.

I completely agree with this perspective from Andrew Lokenauth. In my experience, some of the best team members I’ve worked with started with little to no experience but had the right attitude and potential to learn. Entry-level jobs should be about providing opportunities to gain experience and develop skills, not about filtering out those who haven’t had the chance yet. It’s important to recognize that most skills can be taught, and a candidate’s fit with the team and their eagerness to learn are often far more important. Let’s give more people a chance to prove themselves and grow. If someone feels like a good fit, hire them and invest in their potential.

This is something I constantly share during my quarterly 1v1’s and meetings with my leadership. Teaching someone to run a piece of equipment or run a report is possible. Teaching someone to have a good and willing attitude is hard. So when you find someone willing take the opportunity to help them grow! #dogood #teamwork