State of Washington
Talent Acquisition Specialist Lead (HRC3) - Remote Optional
State of Washington, Pasco, Washington, us, 99302
Salary:
$5,501.00 - $7,400.00 Monthly
Location :
Multiple Locations - Western Washington, WA
Job Type:
Full Time - Permanent
Job Number:
2024-12752
Department:
Dept of Children, Youth, and Families
Division:
Human Resources
Opening Date:
11/06/2024
Closing Date:
11/17/2024 11:59 PM Pacific
Description
Our vision is to ensure that "Washington state's children and youth grow up safe and healthy-thriving physically, emotionally, and academically, nurtured by family and community."
Job Title:
Talent Acquisition Specialist Lead (HRC3)
Location:
Olympia, WA, Remote Optional (within WA state), with periodic in-office meetings (office 1-2 days per month). Frequent in-state travel (1-2 times per month) is required with occasional nation-wide travel.
Closes:
November 17th, 2024
Salary:
$5,501.00 - $7,400.00 Monthly.
We are seeking a Talent Aquisition Specialist Lead to join our dynamic team in support of our Child Welfare (CW) Administration. If you are passionate about contributing to a mission greater than yourself and are excited about the potential to create something new, this is the perfect opportunity for you.
The Opportunity:This position focuses primarily on sourcing talent for the Child Welfare Operations Division, where you will serve as the senior-level professional for advertising, sourcing, outreach, and recruiting. Child Welfare is comprised of six regions, with over 80 office locations, statewide. Turnover rates for child welfare professionals are over 30% in a typical year, nationwide. This presents a challenge in providing the quality of care that our children, youth, and families so greatly deserve. This position will have the opportunity to become intimately familiar with challenges and complexities associated with recruiting child welfare professionals, as well as really understand the hiring process. By gaining this understanding, you will be able to propose and implement creative solutions that will help fill some of our most critical positions with the best candidates and promote a positive candidate experience.
Your ability to see the bigger picture, as well as incredible attention to detail will be critical since you will get to identify and participate in various outreach and engagement activities, coordinate and execute advertising, source potential candidates for child welfare positions, and promote a positive candidate experience.
Our dream candidate has experience in outreach and recruiting. If you have experience advertising jobs, sourcing candidates, building candidate pipelines, and managing projects, we want to hear from you! Additionally, excellent writing and communication skills, exceptional people skills, and the ability to efficiently use technology will be critical to your success in this position. If you have a positive mental attitude, and a welcoming, customer service-based personality, we want to hear from you!
This position reports directly to the Talent Acquisition Manager and has the option for 100% remote work and a flexible schedule, like the rest of the talent team. You can expect up to 20% travel to local offices, community organizations, and hiring events (day trips), as well as the occasional overnight trip for nationwide events. The official office location, and equipment pickup location is Olympia, WA.
This position will oversee the work of the HRC2 Recruiters and fill-in as needed in full-cycle recruitment activities.
Some of what you will get to do:
Advertise jobs including sharing to multiple sources, both paid and free. This includes working with Hiring Managers and administrative staff to:
Attract new applicantsEnsure fair and competitive recruitment, assessment, and selection processes.Support the purchasing process and create a paid advertising program with a $70k budget.
Identify and participate in appropriate community engagement activities, including but not limited to:
Visiting and creating partnerships with schoolsVisiting and creating partnerships with tradesVisiting and creating partnerships with employers
Identify potential active and passive candidates by using senior-level sourcing techniques and actively participating in engagement techniques (including but not limited to):
Sourcing job boards.Creating and maintaining a strong presence on social media sites (Facebook, Twitter, etc.).Visiting and actively participating in corporate alumni associations.Searching profiles on LinkedIn.Searching applicant profiles within NeoGov.Attending professional conferences (both in-person and virtual).Contacting passive/active candidates (cold calling).Seeking referrals from internal and external professionals in DCYF targeted industries.
Develop and work in coordination with the Talent Acquisition team to create and update marketing and outreach material to represent DCYF, promote DCYF as an employer of choice that welcomes a broad/diverse pool of qualified candidates for positions and careers, and attract the targeted audience to DCYF positions.Create and update presentations and materials for job fairs and meetings with potential candidates.Meet with Child Welfare Leadership, Administrators, and Supervisors to:
Identify future needs of the division or sections of child welfare, to get a head start on sourcing potential candidates for specific positions (easy to fill, as well as hard to fill positions).Create the best approach to find passive/active candidates.Create timelines and paths to success, for sourcing ideal candidates (best places to source, advertise, etc.).Implement the plan that was identified, to drive passive/active candidates to apply for CW positions.Create "out of the box" tactics to source and identify the best possible candidates, in collaboration with CW Leaderships, Administrators, Supervisors and Talent Manager.
Leads HRC2s, reviews recruitments, develops plan and approach to hiring the process.In conjunction with hiring managers, draft and post recruitments as needed.Required Qualifications:
Equivalent education/experience totaling six (6) years, as outlined below.OR
A Bachelor's degree with a focus on business, human resources, social or organizational behavioral sciences, or related field.AND
Two (2) years of human resource experience performing:
Hiring manager consultation and education.Candidate sourcing and candidate screening to identify top talent.Networking and using social media to market and advertise a position, an agency, or an event.Contacting passive/active leads.Utilizing an online recruiting system/applicant tracking system.
In addition to those required qualifications, our ideal applicant will also have some or all of the following:
Four or more years of progressively responsible experience as a professional HR Consultant with the State of WA, where an essential function of the job was sourcing potential candidates for positions.Previous demonstrated experience interpreting and applying state and federal employment and benefit laws.Previous demonstrated experience meeting with and providing consultation to leadership/management.
How do I apply?Complete your applicant profile and attach the following documents:
Letter of interest describing what makes you the best fit for this position based on your education and experience.
Supplemental Information:The Department of Children, Youth, and Families (DCYF) is committed to Washington's children and youth growing up safe, healthy, and thriving. We invite all candidates to join us in our mission to create a diverse and equitable workplace that reflects the communities we serve. If you are excited about this role but you believe that your education and/or experience might not align perfectly with every qualification in the job posting, we encourage you to apply anyway.
The Department of Children, Youth, and Families (DCYF) is an equal opportunity employer and does not discriminate on the basis of age, sex, marital status, sexual orientation, race, creed, color, national origin, honorably discharged veteran or military status, or the presence of any sensory, mental, or physical disability or the use of a trained service animal by a person with a disability.
This recruitment may be used to fill multiple vacancies.This position requires a valid driver's license.
For more information about this position or if you need an accommodation throughout the application/interview process, please contact Steven Loduha at If you're experiencing technical difficulties creating, accessing, or completing your application, call NEOGOV toll-free at (855)524-5627 or email
Persons needing accommodation in the application process or this announcement in an alternative format may call (360) 902-2276 or the Telecommunications Device for the Deaf (TDD) at (800) 833-6388.
More than Just a Paycheck!Employee benefits are not just about the kind of services you get, they are also about how much you may have to pay out of pocket. Washington State offers one of the most competitive benefits packages in the nation.
We understand that your life revolves around more than just your career. Like everyone, your first priority is ensuring that you and your family will maintain health and financial security. That's why choice is a key component of our benefits package. We have a selection of health and retirement plans, paid leave, staff training and other compensation benefits that you can mix and match to meet your current and future needs.
Read about our benefits:The following information describes typical benefits available for full-time employees who are expected to work more than six months. Actual benefits may vary by appointment type or be prorated for other than full-time work (e.g. part-time); view the job posting for benefits details for job types other than full-time.
Note:
If the position offers benefits which differ from the following, the job posting should include the specific benefits.
Insurance BenefitsEmployees and their families are covered by medical (including vision), dental and basic life insurance. There are multiple medical plans with affordable monthly premiums that offer coverage throughout the state.
Staff are eligible to enroll each year in a medical flexible spending account which enables them to use tax-deferred dollars toward their health care expenses. Employees are also covered by basic life and long-term disability insurance, with the option to purchase additional coverage amounts.
To view premium rates, coverage choice in your area and how to enroll, please visit the Public Employees Benefits Board (PEBB) website. The Washington Wellness program from the Health Care Authority works with PEBB to support our workplace wellness programs.
Dependent care assistance allows the employee to save pre-tax dollars for a child or elder care expenses.
Other insurance coverage for auto, boat, home, and renter insurance is available through payroll deduction.
The Washington State Employee Assistance Program promotes the health and well-being of employees.
Retirement and Deferred CompensationState Employees are members of the Washington Public Employees' Retirement System (PERS). New employees have the option of two employer contributed retirement programs. For additional information, check out the Department of Retirement Systems' web site.
Employees also have the ability to participate in the Deferred Compensation Program (DCP). This is a supplemental retirement savings program (similar to an IRA) that allows you control over the amount of pre-tax salary dollars you defer as well as the flexibility to choose between multiple investment options.
Social SecurityAll state employees are covered by the federal Social Security and Medicare systems. The state and the employee pay an equal amount into the system.
Public Service Loan ForgivenessIf you are employed by a government or not-for-profit organization, and meet the qualifying criteria, you may be eligible to receive student loan forgiveness under the Public Service Loan Forgiveness Program.
HolidaysFull-time and part-time employees are entitled to paid holidays and one paid personal holiday per calendar year.
Note:
Employees who are members of certain Unions may be entitled to additional personal leave day(s), please refer to position specific Collective Bargaining Agreements for more information.
Full-time employees who work full monthly schedules qualify for holiday compensation if they are employed before the holiday and are in pay status for at least 80 nonovertime hours during the month of the holiday; or for the entire work shift preceding the holiday.
Part-time employees who are in pay status during the month of the holiday qualify for the holiday on a pro-rata basis. Compensation for holidays (including personal holiday) will be proportionate to the number of hours in pay status in the month to that required for full-time employment, excluding all holiday hours. Pay status includes hours worked and time on paid leave.
Sick LeaveFull-time employees earn eight hours of sick leave per month. Overtime eligible employees who are in pay status for less than 80 hours per month, earn a monthly proportionate to the number of hours in pay status, in the month to that required for full-time employment. Overtime exempt employees who are in pay status for less than 80 hours per month do not earn a monthly accrual of sick leave.
Sick leave accruals for part-time employees will be proportionate to the number of hours in pay status, in the month to that required for full-time employment. Pay status includes hours worked, time on paid leave and paid holiday.
Vacation (Annual Leave)Full-time employees accrue vacation leave at the rates specified in (1) or the applicable collective bargaining agreement (CBA). Full-time employees who are in pay status for less than 80 nonovertime hours in a month do not earn a monthly accrual of vacation leave.
Part-time employees accrue vacation leave hours in accordance with (1) or the applicable collective bargaining agreement (CBA) on a pro rata basis. Vacation leave accrual will be proportionate to the number of hours in pay status, in the month to that required for full-time employment.
Pay status includes hours worked, time on paid leave and paid holiday.
As provided in , an employer may authorize a lump-sum accrual of vacation leave or accelerate the vacation leave accrual rate to support the recruitment and/or retention of a candidate or employee for a Washington Management Service position. Vacation leave accrual rates may only be accelerated using the rates established WAC 357-31-165.
Note:
Most agencies follow the civil service rules covering leave and holidays for
exempt
employees even though there is no requirement for them to do so. However, agencies are required to adhere to the applicable RCWs pertaining holidays and leave.
Military LeaveWashington State supports members of the armed forces with 21 days paid military leave per year.
Bereavement LeaveMost employees whose family member or household member dies, are entitled to three (3) days of paid bereavement leave. In addition, the employer may approve other available leave types for the purpose of bereavement leave.
Additional LeaveLeave Sharing
Family and Medical Leave Act (FMLA)Leave Without Pay
Please visit the State HR Website for more detailed information regarding benefits.
Updated 12-31-2022
01
Please select the answer that best describes how you qualify for this position.
Bachelor's degree in related field AND two years of related experience.Six years of related experience.Combination of related education and experience.None of the above.
02
Which of the following best describes your level of professional experience networking with outside organizations for recruitment, sales, or marketing purposes?
I have 0-1 years of experience.I have 1-2 years of this experience.I have 2-3 years of this experience.I have 3-4 years of this experience.I have 4-5 years of this experience.I have 5-6 years of this experience.I have 7 years or more of this experience.
03
Please describe your experience with sourcing, marketing & branding.
04
Do you have experience recruiting for hard to fill or high-volume positions? If so, please briefly describe this experience, including your role, the type of position, and the organization. If no experience, type N/A.
05
Please describe your experience using an applicant tracking system (ATS).
Required Question
$5,501.00 - $7,400.00 Monthly
Location :
Multiple Locations - Western Washington, WA
Job Type:
Full Time - Permanent
Job Number:
2024-12752
Department:
Dept of Children, Youth, and Families
Division:
Human Resources
Opening Date:
11/06/2024
Closing Date:
11/17/2024 11:59 PM Pacific
Description
Our vision is to ensure that "Washington state's children and youth grow up safe and healthy-thriving physically, emotionally, and academically, nurtured by family and community."
Job Title:
Talent Acquisition Specialist Lead (HRC3)
Location:
Olympia, WA, Remote Optional (within WA state), with periodic in-office meetings (office 1-2 days per month). Frequent in-state travel (1-2 times per month) is required with occasional nation-wide travel.
Closes:
November 17th, 2024
Salary:
$5,501.00 - $7,400.00 Monthly.
We are seeking a Talent Aquisition Specialist Lead to join our dynamic team in support of our Child Welfare (CW) Administration. If you are passionate about contributing to a mission greater than yourself and are excited about the potential to create something new, this is the perfect opportunity for you.
The Opportunity:This position focuses primarily on sourcing talent for the Child Welfare Operations Division, where you will serve as the senior-level professional for advertising, sourcing, outreach, and recruiting. Child Welfare is comprised of six regions, with over 80 office locations, statewide. Turnover rates for child welfare professionals are over 30% in a typical year, nationwide. This presents a challenge in providing the quality of care that our children, youth, and families so greatly deserve. This position will have the opportunity to become intimately familiar with challenges and complexities associated with recruiting child welfare professionals, as well as really understand the hiring process. By gaining this understanding, you will be able to propose and implement creative solutions that will help fill some of our most critical positions with the best candidates and promote a positive candidate experience.
Your ability to see the bigger picture, as well as incredible attention to detail will be critical since you will get to identify and participate in various outreach and engagement activities, coordinate and execute advertising, source potential candidates for child welfare positions, and promote a positive candidate experience.
Our dream candidate has experience in outreach and recruiting. If you have experience advertising jobs, sourcing candidates, building candidate pipelines, and managing projects, we want to hear from you! Additionally, excellent writing and communication skills, exceptional people skills, and the ability to efficiently use technology will be critical to your success in this position. If you have a positive mental attitude, and a welcoming, customer service-based personality, we want to hear from you!
This position reports directly to the Talent Acquisition Manager and has the option for 100% remote work and a flexible schedule, like the rest of the talent team. You can expect up to 20% travel to local offices, community organizations, and hiring events (day trips), as well as the occasional overnight trip for nationwide events. The official office location, and equipment pickup location is Olympia, WA.
This position will oversee the work of the HRC2 Recruiters and fill-in as needed in full-cycle recruitment activities.
Some of what you will get to do:
Advertise jobs including sharing to multiple sources, both paid and free. This includes working with Hiring Managers and administrative staff to:
Attract new applicantsEnsure fair and competitive recruitment, assessment, and selection processes.Support the purchasing process and create a paid advertising program with a $70k budget.
Identify and participate in appropriate community engagement activities, including but not limited to:
Visiting and creating partnerships with schoolsVisiting and creating partnerships with tradesVisiting and creating partnerships with employers
Identify potential active and passive candidates by using senior-level sourcing techniques and actively participating in engagement techniques (including but not limited to):
Sourcing job boards.Creating and maintaining a strong presence on social media sites (Facebook, Twitter, etc.).Visiting and actively participating in corporate alumni associations.Searching profiles on LinkedIn.Searching applicant profiles within NeoGov.Attending professional conferences (both in-person and virtual).Contacting passive/active candidates (cold calling).Seeking referrals from internal and external professionals in DCYF targeted industries.
Develop and work in coordination with the Talent Acquisition team to create and update marketing and outreach material to represent DCYF, promote DCYF as an employer of choice that welcomes a broad/diverse pool of qualified candidates for positions and careers, and attract the targeted audience to DCYF positions.Create and update presentations and materials for job fairs and meetings with potential candidates.Meet with Child Welfare Leadership, Administrators, and Supervisors to:
Identify future needs of the division or sections of child welfare, to get a head start on sourcing potential candidates for specific positions (easy to fill, as well as hard to fill positions).Create the best approach to find passive/active candidates.Create timelines and paths to success, for sourcing ideal candidates (best places to source, advertise, etc.).Implement the plan that was identified, to drive passive/active candidates to apply for CW positions.Create "out of the box" tactics to source and identify the best possible candidates, in collaboration with CW Leaderships, Administrators, Supervisors and Talent Manager.
Leads HRC2s, reviews recruitments, develops plan and approach to hiring the process.In conjunction with hiring managers, draft and post recruitments as needed.Required Qualifications:
Equivalent education/experience totaling six (6) years, as outlined below.OR
A Bachelor's degree with a focus on business, human resources, social or organizational behavioral sciences, or related field.AND
Two (2) years of human resource experience performing:
Hiring manager consultation and education.Candidate sourcing and candidate screening to identify top talent.Networking and using social media to market and advertise a position, an agency, or an event.Contacting passive/active leads.Utilizing an online recruiting system/applicant tracking system.
In addition to those required qualifications, our ideal applicant will also have some or all of the following:
Four or more years of progressively responsible experience as a professional HR Consultant with the State of WA, where an essential function of the job was sourcing potential candidates for positions.Previous demonstrated experience interpreting and applying state and federal employment and benefit laws.Previous demonstrated experience meeting with and providing consultation to leadership/management.
How do I apply?Complete your applicant profile and attach the following documents:
Letter of interest describing what makes you the best fit for this position based on your education and experience.
Supplemental Information:The Department of Children, Youth, and Families (DCYF) is committed to Washington's children and youth growing up safe, healthy, and thriving. We invite all candidates to join us in our mission to create a diverse and equitable workplace that reflects the communities we serve. If you are excited about this role but you believe that your education and/or experience might not align perfectly with every qualification in the job posting, we encourage you to apply anyway.
The Department of Children, Youth, and Families (DCYF) is an equal opportunity employer and does not discriminate on the basis of age, sex, marital status, sexual orientation, race, creed, color, national origin, honorably discharged veteran or military status, or the presence of any sensory, mental, or physical disability or the use of a trained service animal by a person with a disability.
This recruitment may be used to fill multiple vacancies.This position requires a valid driver's license.
For more information about this position or if you need an accommodation throughout the application/interview process, please contact Steven Loduha at If you're experiencing technical difficulties creating, accessing, or completing your application, call NEOGOV toll-free at (855)524-5627 or email
Persons needing accommodation in the application process or this announcement in an alternative format may call (360) 902-2276 or the Telecommunications Device for the Deaf (TDD) at (800) 833-6388.
More than Just a Paycheck!Employee benefits are not just about the kind of services you get, they are also about how much you may have to pay out of pocket. Washington State offers one of the most competitive benefits packages in the nation.
We understand that your life revolves around more than just your career. Like everyone, your first priority is ensuring that you and your family will maintain health and financial security. That's why choice is a key component of our benefits package. We have a selection of health and retirement plans, paid leave, staff training and other compensation benefits that you can mix and match to meet your current and future needs.
Read about our benefits:The following information describes typical benefits available for full-time employees who are expected to work more than six months. Actual benefits may vary by appointment type or be prorated for other than full-time work (e.g. part-time); view the job posting for benefits details for job types other than full-time.
Note:
If the position offers benefits which differ from the following, the job posting should include the specific benefits.
Insurance BenefitsEmployees and their families are covered by medical (including vision), dental and basic life insurance. There are multiple medical plans with affordable monthly premiums that offer coverage throughout the state.
Staff are eligible to enroll each year in a medical flexible spending account which enables them to use tax-deferred dollars toward their health care expenses. Employees are also covered by basic life and long-term disability insurance, with the option to purchase additional coverage amounts.
To view premium rates, coverage choice in your area and how to enroll, please visit the Public Employees Benefits Board (PEBB) website. The Washington Wellness program from the Health Care Authority works with PEBB to support our workplace wellness programs.
Dependent care assistance allows the employee to save pre-tax dollars for a child or elder care expenses.
Other insurance coverage for auto, boat, home, and renter insurance is available through payroll deduction.
The Washington State Employee Assistance Program promotes the health and well-being of employees.
Retirement and Deferred CompensationState Employees are members of the Washington Public Employees' Retirement System (PERS). New employees have the option of two employer contributed retirement programs. For additional information, check out the Department of Retirement Systems' web site.
Employees also have the ability to participate in the Deferred Compensation Program (DCP). This is a supplemental retirement savings program (similar to an IRA) that allows you control over the amount of pre-tax salary dollars you defer as well as the flexibility to choose between multiple investment options.
Social SecurityAll state employees are covered by the federal Social Security and Medicare systems. The state and the employee pay an equal amount into the system.
Public Service Loan ForgivenessIf you are employed by a government or not-for-profit organization, and meet the qualifying criteria, you may be eligible to receive student loan forgiveness under the Public Service Loan Forgiveness Program.
HolidaysFull-time and part-time employees are entitled to paid holidays and one paid personal holiday per calendar year.
Note:
Employees who are members of certain Unions may be entitled to additional personal leave day(s), please refer to position specific Collective Bargaining Agreements for more information.
Full-time employees who work full monthly schedules qualify for holiday compensation if they are employed before the holiday and are in pay status for at least 80 nonovertime hours during the month of the holiday; or for the entire work shift preceding the holiday.
Part-time employees who are in pay status during the month of the holiday qualify for the holiday on a pro-rata basis. Compensation for holidays (including personal holiday) will be proportionate to the number of hours in pay status in the month to that required for full-time employment, excluding all holiday hours. Pay status includes hours worked and time on paid leave.
Sick LeaveFull-time employees earn eight hours of sick leave per month. Overtime eligible employees who are in pay status for less than 80 hours per month, earn a monthly proportionate to the number of hours in pay status, in the month to that required for full-time employment. Overtime exempt employees who are in pay status for less than 80 hours per month do not earn a monthly accrual of sick leave.
Sick leave accruals for part-time employees will be proportionate to the number of hours in pay status, in the month to that required for full-time employment. Pay status includes hours worked, time on paid leave and paid holiday.
Vacation (Annual Leave)Full-time employees accrue vacation leave at the rates specified in (1) or the applicable collective bargaining agreement (CBA). Full-time employees who are in pay status for less than 80 nonovertime hours in a month do not earn a monthly accrual of vacation leave.
Part-time employees accrue vacation leave hours in accordance with (1) or the applicable collective bargaining agreement (CBA) on a pro rata basis. Vacation leave accrual will be proportionate to the number of hours in pay status, in the month to that required for full-time employment.
Pay status includes hours worked, time on paid leave and paid holiday.
As provided in , an employer may authorize a lump-sum accrual of vacation leave or accelerate the vacation leave accrual rate to support the recruitment and/or retention of a candidate or employee for a Washington Management Service position. Vacation leave accrual rates may only be accelerated using the rates established WAC 357-31-165.
Note:
Most agencies follow the civil service rules covering leave and holidays for
exempt
employees even though there is no requirement for them to do so. However, agencies are required to adhere to the applicable RCWs pertaining holidays and leave.
Military LeaveWashington State supports members of the armed forces with 21 days paid military leave per year.
Bereavement LeaveMost employees whose family member or household member dies, are entitled to three (3) days of paid bereavement leave. In addition, the employer may approve other available leave types for the purpose of bereavement leave.
Additional LeaveLeave Sharing
Family and Medical Leave Act (FMLA)Leave Without Pay
Please visit the State HR Website for more detailed information regarding benefits.
Updated 12-31-2022
01
Please select the answer that best describes how you qualify for this position.
Bachelor's degree in related field AND two years of related experience.Six years of related experience.Combination of related education and experience.None of the above.
02
Which of the following best describes your level of professional experience networking with outside organizations for recruitment, sales, or marketing purposes?
I have 0-1 years of experience.I have 1-2 years of this experience.I have 2-3 years of this experience.I have 3-4 years of this experience.I have 4-5 years of this experience.I have 5-6 years of this experience.I have 7 years or more of this experience.
03
Please describe your experience with sourcing, marketing & branding.
04
Do you have experience recruiting for hard to fill or high-volume positions? If so, please briefly describe this experience, including your role, the type of position, and the organization. If no experience, type N/A.
05
Please describe your experience using an applicant tracking system (ATS).
Required Question