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Assist with the local co-op and campus recruiting program by partnering with local universities and the WestRock Campus Recruiting team to provide a strong pipeline of technical talent.
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Duties: HR Generalist Duties, HR Data Management duties (candidates do not need Recruiting experience). Skills: Minimum of 3+ years of experience as a human resource generalist (Compensation, Benefits, Talent Acquisition, HR Data Management.
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3+ years of experience with strategic human capital, talent management, or workforce development activities, including recruiting or retention strategy development, competency modeling and assessment, leadership development, mentoring, succession planning, or workforce planning.
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Offices within the DCHR include: Staffing Classification & Compensation, Enterprise Recruiting and Veterans & Wounded Warrior Programs, Command Awards Program and Injury Compensation Management, Enterprise Talent Management, Workforce/Leadership Development, and Enterprise Human Resources Data Analytics.
Full-timeExpandApply NowActive JobUpdated 15 days ago - UpvoteDownvoteShare Job
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Human Resources Recruiting Relations Specialist collaborates with key departmental and organizational leaders to lead the strategy and implementation of employment branding, talent programs, communities, and systems in alignment with key human resources (HR) initiatives for short and long-term talent and workforce needs.
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Experience recruiting for technical roles such as "Hardware & ASIC/ VLSI", software engineers, data scientists, and product managers. Data Management and Reporting Regularly manage pipeline activity maintain data integrity, and proactively share data-centric updates.
$194,091 a yearFull-timeExpandApply NowActive JobUpdated 8 days ago - UpvoteDownvoteShare Job
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Including programs such as: Next Generation program, Journey Level Leadership program, Commander's Executive Fellows Program, advanced leadership programs, iNAVSEA SharePoint site, and any succeeding collaboration site/tool maintenance and support, mentoring, NAVSEA University, Workforce Development modules as they pertain to Total Workforce Management System, mandatory training, rotational assignments, and metrics/data calls.
Full-timeExpandApply NowActive JobUpdated 19 days ago - UpvoteDownvoteShare Job
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3rd party recruiting agencies must sign a standard Jensen Hughes agreement after being evaluated and accepted by a Human Resources or Talent Acquisition manager, or member of the talent acquisition team.
$90,000 a yearFull-timeExpandApply NowActive JobUpdated 14 days ago - UpvoteDownvoteShare Job
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Maintain knowledge management, best practices, and obstacles log to assist with information retention and tool updates. ROGERCO, Inc. delivers advanced technology, cybersecurity, communications advisory, and multi-media services and is looking for an energetic HR professional to join our team with the U.S. Navy. This Washington, DC-based position will manage data, analyze and develop metrics, and provide high level administrative support as needed.
Full-timeExpandApply NowActive JobUpdated 18 days ago - UpvoteDownvoteShare Job
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Today, our expertise extends broadly across closely related risk management fields — from accessibility consulting, risk and hazard analysis, process safety and forensic investigations to security risk consulting, emergency management and digital innovation.
$90,000 a yearFull-timeExpandApply NowActive JobUpdated 15 days ago - UpvoteDownvoteShare Job
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We provide innovative, connected solutions for student and special programs, business operations, and human capital management with powerful data and analytics to empower educators and administrators.
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Final compensation may vary based on factors, including but not limited to, responsibilities of the job, education, experience, knowledge, skills, and abilities, geographic location, internal equity, alignment with market data.
$90,000 a yearFull-timeExpandApply NowActive JobUpdated 18 days ago - UpvoteDownvoteShare Job
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The Talent Acquisition Specialist (TAS) performs full-cycle recruiting, process improvement, position management, and data analytics. Responsible for recruiting staff for all business units (BU), the TAS must partner with hiring managers and provide consultative services to meet talent acquisition needs while providing a superior service experience for our candidates and hiring managers.
Full-timeExpandApply NowActive JobUpdated 19 days ago - UpvoteDownvoteShare Job
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This role will support the strategic direction of the Talent Acquisition Program in the following areas: attracting and selecting candidates, recruitment and hiring processes, candidate experience, learning and development, and HRIS technology/database management.
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Jensen Hughes is committed to compliance with all relevant data privacy laws in all areas where we do business, including, but not limited to, the GDPR and the CCPA. Additionally, our service providers are contractually bound to maintain the confidentiality of personal data and may not use the information for any unauthorized purpose.
$90,000 a yearFull-timeExpandApply NowActive JobUpdated 7 days ago
talent management recruiting data jobs Title: specialist
FEATURED BLOG POSTS
Virtual Reality Job Interviews
With the advent of desktop computers, the arduous task of scouring through weekly job classifieds became a thing of the past. The mid-1990s brought about a new era where job seekers could easily search and apply for jobs online. The introduction of AOL's Instant Messaging feature provided an even faster means for employers and candidates to communicate and schedule interviews. As smartphones became more pervasive in the early 2000s, hiring managers increasingly used phone calls for screening and interviewing candidates. Despite this trend, over 80% of interviews still took place in person.
A Potential TikTok Ban?!
As you may already know, there has been a lot of talk lately about the possibility of a TikTok ban. While this has not yet come to fruition, it's important to consider the implications this could have for businesses and recruiters who rely on TikTok as a platform to market their brand, recruit new talent, and connect with their audience.
The Effects of Workplace Racism and Sexism
One day it's a covert statement to a mother returning to work after maternity leave. Another day it's a lingering gaze at an employee enjoying a culturally rich meal. These microaggressions (or sometimes macroaggressions) can take an employee from a confident, high-performer to one that feels insecure being themselves at work. Your employees engage with people with different ideas and feel most comfortable and valued when they can work without losing their cultural, racial, and gender identity. While most employers know this, why have workplace racism and sexism often been neglected?
When Rage Applying Strikes: How to Identify Unserious Candidates
As the job market remains highly competitive, we have seen a surge in "rage applying." This is when candidates apply to multiple jobs, often without considering whether they are truly interested in the role. Rage applying goes hand-in-hand with quiet quitting. Often, employees want to entertain the thoughts and feelings of leaving their job, but they aren't necessarily serious about leaving yet. Meanwhile, other employees engaging in this trend are actually trying to find a better role. As a recruiter, it can be hard to identify who are the real applicants in a sea full of quiet quitters, but understanding rage applying and identifying red flags will certainly help.
How to Increase Job Ad Exposure
In today's competitive job market, writing quality job ads is critical for attracting top talent to your organization. While networking and candidate referrals are prime real estate for finding qualified candidates, nothing beats the tried-and-true method of writing an extraordinary job ad. But while writing a great job ad is the first step, what's more important is increasing visibility. You could have the most detailed, well-written ad on the internet, but if no one sees it, then you are wasting time (and potentially money!). Employers often believe that job boards are the root of the problem, but you can learn how to increase job ad exposure by tweaking a few steps of your recruitment process.
How to Navigate Hiring Out of State
The job market has shifted significantly in recent years. The accelerated adoption of technology has not only pushed many companies into remote working arrangements but also increased the availability of supporting tools and technologies (i.e., video conferencing and collaboration software).
Building a Candidate Pipeline Through Internships
Building a candidate pipeline through a great internship program for local college students and recent graduates at local universities is a great and cost-effective way to attract and retain top talent. By offering meaningful and impactful work experiences, regular feedback, coaching, and mentorship, you can create a positive internship experience that will make your organization a sought-after destination for future employees. This not only benefits the organization in the short-term but also in the long-term, as you'll have a pool of well-trained and experienced candidates who may be interested in full-time employment once they graduate. Furthermore, building relationships with local universities and college students can increase brand awareness and build a positive reputation for your organization in the local community.