Talent Acquisition Specialist
Full Job Description
Under the guidance of the Director of Workforce Strategy and the Manager of Talent Acquisition, the Talent Acquisition Specialist will have the opportunity to be highly engaged in the end-to-end recruiting process and special projects for offices under the jurisdiction of the County Board President. Utilizes various applicant selection tools, analyzes data, and coordinates efforts with all areas of the Bureau of Human Resources (BHR) to ensure strict adherence to Cook County’s policies and procedures including: Personnel Rules and Employment Plan. Performs other duties as assigned.
- Possession of a High School Diploma or General Education (GED) certificate is required.
- Six (6) years of full-time work experience performing duties in the field of Human Resources, Human Capital, and/or Recruitment is required.
- Graduation from an accredited college or university with a bachelor’s degree is required.
- Two (2) year of full-time work experience performing duties in the field of Human Resources, Human Capital, and/or Recruitment is required.
- Graduation from an accredited college or university with a bachelor’s degree in Human Resources Management; Human Capital; Business; and/or Public Administration.
- Experience in government recruiting.
- Experience with software systems such as TALEO, Oracle, or an Applicant Tracking System (ATS), and Microsoft Office.
- Human Resource certifications such as, Senior Professional in Human Resources (SPHR), Professional in Human Resources (PHR), or Society for Human Resource Management (SHRM).
- Experience sourcing and communicating with talent at all levels of experience (junior to executive-level candidates).
- Experience in Human Resources and/or other related areas: recruitment, selection, compensation, and classification programs.
PURSUANT TO EXECUTIVE ORDER 2021-1 AND COOK COUNTY’S MANDATORY COVID-19 VACCINATION POLICY, THE SELECTED CANDIDATE WILL BE REQUIRED TO EITHER SUBMIT PROOF OF FULL VACCINATION OR A REQUEST FOR REASONABLE ACCOMMODATION PRIOR TO THE START OF EMPLOYMENT. PLEASE CLICK THE FOLLOWING HYPERLINKS FOR THE FULL TEXT OF EXECUTIVE ORDER 2021-1 AND THE COOK COUNTY MANDATORY COVID-19 VACCINATION POLICY.
Executive Order 2021-1 Vaccination Policy
Mandatory COVID-19 Vaccination Policy
Candidates who are contacted will be required to produce original required documents (e.g., current driver’s license, diploma, school transcript, certifications, etc.) listed on the Notice of Job Opportunity within five (5) days of being extended an offer, in writing, by the Bureau Chief of BHR (or designee). Candidates will be notified of how to submit the required document.
- Degrees awarded outside of the United States with the exception of those awarded in one of the United States territories and Canada, must be credentialed by either the World Education Services (WES) or Educational Credential Evaluators (ECE).
KNOWLEDGE, SKILLS, ABILITIES AND OTHER CHARACTERISTICS
Knowledge of the principles and techniques of human resource administration, especially in the selection and recruitment processes and industry-wide standards used to ensure a fair and equitable approach. Skill in drafting job postings and validating prescreening content for County applicants. Skill to review work products in detail, so they are clear, concise, and free of errors. Skill in planning and prioritizing project activities by urgency and importance. Skill in self-regulates and maintains performance under pressure to consistently meet deadlines. Ability to take responsibility and ownership of work products to deliver quality business results. Ability to learn and navigate Recruiting and Hiring software. Ability to analyze and comprehend Human-Resources- and recruitment-based data. Ability to conduct work in a hybrid model (telework and in-person). Ability to identify gaps in systems and brainstorm optimal recommendations for future success. Ability to initiate the completion of work products with independence. • Ability to display ambition and motivation to achieve business goals. Ability to cooperate and work productively with others to accomplish work objectives. Ability to adapt to changes in processes and remain flexible and open to new ideas.
Sedentary Work: involves exerting up to 10 pounds of force occasionally or a negligible amount of force frequently to lift, carry, push, pull, or otherwise move objects. Sedentary work involves sitting most of the time but may involve walking or standing for brief periods of time.
The duties listed are not set forth for purposes of limiting the assignment of work. They are not to be construed as a complete list of the many duties normally to be performed under a job title or those to be performed temporarily outside an employee's normal line of work.
When applying for employment with Cook County Government, preference is given in the application process to honorably discharged Veterans who have served in the Armed Forces of the United States for more than 180 consecutive days, or during War Time. To take advantage of this preference a Veteran must:
- MEET THE MINIMUM QUALIFICATIONS FOR THE POSITION.
- IDENTIFY THEMSELVES AS A VETERAN ON THEIR EMPLOYMENT APPLICATION BY ANSWERING YES TO THE QUESTION “Are you a military veteran?”
- ATTACH A COPY OF THEIR DD 214, DD 215 or NGB 22 (NOTICE OF SEPARATION) AT TIME OF APPLICATION FILING. IF YOU HAVE MULTIPLE DD 214S, 215S, OR NGB 22S, PLEASE SUBMIT THE ONE WITH THE LATEST DATE. COAST GUARD MUST SUBMIT A CERTIFIED COPY OF THE MILITARY SEPARATION FROM EITHER THE DEPARTMENT OF TRANSPORTATION (BEFORE 911) OR THE DEPARTMENT OF HOMELAND SECURITY (AFTER 911).
The Cook County Department of Veterans Affairs can assist you with obtaining a certified DD214 and having it recorded for you at no charge. Please contact [email protected]
VETERAN MUST PROVIDE ORIGINAL APPLICABLE DISCHARGE PAPERS AT TIME OF INTERVIEW.
- Medical, Dental, and Vision Coverage
- Basic Term Life Insurance
- Pension Plan and Deferred Compensation Program
- Employee Assistance Program
- Paid Holidays, Vacation, and Sick Time
- You May Qualify for the Public Service Loan Forgiveness Program (PSLF)
- This position requires successful completion of post-offer tests, which may include a background check, drug screen and medical examination.
Falsification of any information in the application process will result in disqualification, dismissal after hire, and/or placement on the County’s Ineligible for Rehire List for a period of two (2) or five (5) years. For current County employees, such falsification may result in discipline, up to and including termination, and placement on the County’s Ineligible for Rehire List for a period of two (2) or five (5) years. See Cook County Code of Ordinances, Article II, Sections 44-54 Unlawful Practices Relating to Employees and Employment - Penalty, 44-56 Political Discrimination; Cook County Employment Plan, Section V.N. Pre-Interview License and Certification Verification; Supplemental Policy No. 2014-2.13 Ineligible for Rehire List; and Cook County Personnel Rules 3.3(b) (7) (d)
Cook County Government is an Equal Employment Opportunity (“EEO”) employer. Cook County prohibits illegal discrimination and harassment and affords equal employment opportunities to employees and applicants without regard to race, color, sex, age, religion, disability, national origin, ancestry, sexual orientation, marital status, parental status, source of income, housing status, military service or discharge status, gender identity, genetic information, or any other protected category established by law, statute or ordinance as further defined in Chapter 44. Human Resources, Article II. Personnel Polices, Section 44-53 of the Cook County Code of Ordinances and Chapter 42. Human Relations, Article II. Human Rights, Section 42-35 of the Cook County Code of Ordinances.
NOTE: As an internal candidate, should you be offered the position, salary allocations shall abide by the Cook County Personnel Rules.
- Must be legally authorized to work in the United States without sponsorship.
Social Media Disclaimer
The County’s hiring process is governed by the Cook County Employment Plan which prohibits employment actions from being influenced by any Political Reasons or Factors for Non-Exempt Positions. The advertisement of this position by any individual does not constitute an offer or promise of employment, promotion, or any other employment action and shall not influence the County’s hiring decision. Cook County officials and employees who become aware of or receive a complaint that involves an allegation of Political Reasons or Factors being considered in the hiring process of Non-Exempt positions are obligated to refer the complaint to the Cook County - Office of the Inspector General. If the Cook County Inspector General sustains allegations of Political Reasons or Factors being considered, Cook County will disqualify the Applicant or Candidate from consideration for employment and disciplinary action will be imposed on any involved Cook County employees, if applicable.
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