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Serves as an instructor for Talent Scout license as assigned by head of Talent ID and contributes to the development and content of the course, in collaboration with Coach Education. U.S. Soccer Talent Scout License or international equivalent.
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Location: GAtlanta Job Title: Morning Show On-Air Talent - WALR Radio Position Overview WALR Radio Atlanta has an opening for full-time Morning Show On-Air Talent! We’re looking for a dynamic talent to complement the existing morning show team of personalities.
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Proven work experience as a Recruiter (either an in-house recruiter or a staffing agency recruiter) Global Dimensions is currently seeking an Intel Recruiting Professional with proven experience in various intelligence (SIGINT, HUMINT, CI, IMINT, GEOINT, OSINT, etc.
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Human Resource Dimensions has been retained to place a Talent Acquisition Director for an insurance client in Atlanta, GA. The Talent Acquisition Director will lead the strategic recruitment efforts for our client, ensuring he/she attracts and retains top-tier talent aligned with our client’s mission and values to meet their current and future business needs.
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Job Description Job Description MUST RESIDE IN THE ATLANTA, GA AREA (Work from home opportunity; however, candidate MUST reside in the Atlanta, GA area)Talent Specialist - Full-timeBELAY is a growing and vibrant, Atlanta, Gbased company that offers virtual staffing solutions in the areas of Virtual Assistants, Virtual Bookkeepers, Website Specialists, and Social Media Managers.
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The Talent Acquisition Specialist acts as the initial point of contact for candidates throughout their new hire experience. The Talent Acquisition Specialist is responsible for generating and screening candidates for the applicant pool and producing quality candidates.
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Kimley-Horn is looking for a Corporate Recruiter to join our nation-wide recruiting team in Atlanta, GA. This is an in office job NOT working remotely. This person will engage with the best external talent, and build candidate pipelines for active and passive candidates.
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The Director of Talent & Organizational Development will play a pivotal role in driving the growth and success of Floor & Decor by leading the development and implementation of talent management strategies for over 12,000 associates.
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The Talent Acquisition Manager will report to the Director of Human Resources. King & Spalding, a leading global law firm, is currently seeking a Talent Acquisition Manager to join our innovative and evolving Human Resources team.
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As a Talent Manager at Honeywell Building Automation, you will be responsible for developing and implementing comprehensive talent management strategies and programs to attract, develop, and retain top talent.
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Resume Database Searches – Comb relevant resume databases to mine for qualified talent. Coordinating with the recruiting and marketing teams to create compelling job ads that engage qualified talent to apply for open positions.
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Act as the liaison between Talent teams (contingent workforce PMO) and the technology team on Fieldglass related issues. Subject matter experience with contingent workforce processes, additional experience with other Talent process areas preferred.
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The Recruiter will be a key asset in achieving defined forecasted growth plans for Fire Safety and Protection LLC and will report to the Director of Talent Acquisition within the Human Resources department.
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Petram Search Group is seeking a Technical Recruiter to join our recruiting team. ● Source, qualify, and present IT talent nationwide to our top clients using industry-leading techniques.
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The Recruitment Manager will be responsible for overseeing the talent acquisition process, managing employee relations, and ensuring the successful onboarding and retention of top talent.
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Title: talent recruiter Company: Willowtree Apps in Atlanta, GA
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.