DIVISION: Human Resources ORGANIZATION: Company
LOCATION: Saskatoon DATE: Month
Senior Recruiter assists supervisors and employees with recruitment and
classification services and issues.
JOB MAGNITUDE (Annualized):
Company ABC Staff: 1,000
position is one of 12 positions reporting to the Director of Recruitment &
other 9 are Senior Compensation & Benefits Consultants (3), Systems and Research
Analyst (1), Human Resources Assistants (2), and Secretaries (3).
are no subordinates reporting to these positions.
NATURE OF WORK AND JOB SCALE:
union has a difference classification system and process. The Senior Recruiter
works within multiple and varied classification systems.
Senior Recruiter maintains a sound knowledge of enter number different collective
bargaining agreements, relevant classification and pay structures and must know
ABC’s policies and procedures, all relevant legislation and the Human Rights
Senior Recruiter is the resource person for the recruitment and classification
classification requests are reviewed with managers, unions and the employee.
During the process, jobs are analyzed and evaluated and job titles and wages
negotiated with the unions.
posted/advertised vacant positions, the Senior Recruiter ensures the manager
provides a job description. The Recruiter writes the posting/advertisement
from the job description.
Senior Recruiter pre-screens all applications for all vacancies, helps managers
to develop interviews, conducts interviews and performs reference checks when
salary, prepares all documents required for appointments or transfers, issues
regret letters and responds to union/employee inquiries.
downsizing by identifying positions to be eliminates, confirming seniority,
participating in restructuring, and issuing layoff notices. The process begins
with the Senior Recruiter coordinating the issuance of layoff notices with the
Senior Recruiter initiates and conducts layoff options meetings, prepares and
distributes displacement notices, provides all relevant job information,
identifies temporary placements, and maintains recall/reemployment lists.
Senior Recruiter interviews candidates, determines the nature of their requests
and handles the request. Examples include assistance and information regarding
employment opportunities, recruitment and retention strategies, continuing
education, salary information, etc.
job fairs and other functions concerning ABC’s recruitment requirements.
recruitment strategies, policies and procedures with the Director.
where possible, numerous calls and requests from both prospective candidates
and various organizations seeking work placements/employment.
as a resource specialist for Training and Development by developing and
presenting recruitment and selection seminars.
major challenge to this position is providing consistent services due to a lack
of a centralized payroll system and HRIS.
is very difficult to maintain because the payroll system is unable to correctly
calculate it as described in each union contract. Therefore, a significant
amount of paperwork is required to administer transfers and a greater
likelihood for human error exists.
lacks an appropriate job evaluation evaluation system. As a result, there is
no consistent way to determine appropriate pay grades and implement a system
that: reflect the relative worth of jobs in the industry. The lack of an
evaluation system hinders ABC’s ability to attract and retain high-quality
has witnessed tremendous growth in staff and major changes to its structure
with no corresponding increase in HR staff. ABC and the resulting HR issues
have become more complex, far-reaching, and take require additional resources
and time to resolve.
Senior Recruiter must develop and maintain excellent relations with all staff
in a variety of issues. The Senior Recruiter often provides recruitment and
classification counseling and contract interpretation and must handle each
request with tact. For example, a manager may challenge the need to follow
proper posting procedures. The Recruiter must tactfully explain the
appropriate process to arrive at an acceptable resolution.
is no way to control or schedule work volumes. Postings, interviews, telephone
calls and walk-ins cannot be controlled or predicted.
suitable candidates are available and placed in all positions within ABC using
a consistent recruitment and selection process.
and implements downsizing, ensures seniority lists are accurate, and ensures
all employees are treated fairly during layoffs.
laid-off employees are placed in positions under the terms and conditions of
the applicable union contracts.
and evaluates jobs and negotiates wage rates with the union.
on job restructuring, recruitment, retention, qualifications and other
job-related issues managers face.
that all supervisors consistently and equitably administer the union contracts.
and provides recruitment and classification statistics to senior management.
recruitment training seminars for managers.
is little or no physical exertion and generally involves an office
environment. Some daily walking about the facility is involved. Some travel
to various locations throughout the city.
is only minor risk of exposure to disease or illness.
significant concentration and the ability to pay attention to detail.
work is somewhat varied with intense pressure for lengthy periods of time
associated with unrealistic deadlines. High work volumes and the inability to
control workflow make planning very difficult and contribute to high stress
levels. Additionally, confrontations with managers, employees and union
representatives are a significant source of stress.
University degree Human Resources Management and several years experience in
sound knowledge of the principles of recruitment and classification.
working knowledge of labour legislation, union contracts and policies and
interviewing skills and techniques.
interpersonal, communication and decision-making skills.
to deal tactfully with staff, job candidates and union representatives.