-: My name is Kelsey Schwartz and I am
in the human capital department at Edgar Pier.
And I am a talent acquisition specialist.
So I help our human capital business partners
hire their salaried level employees for our US operations.
So a requisition is typically completed by a hiring manager,
whether that means that someone left the company
or it's a new position that has been created.
And it will come to me, we post the position,
and that's when the recruitment process starts.
Sourcing candidates, having conversations with
the hiring manager, ongoing to make sure that
we're finding candidates that fit into their mold
and what they're thinking.
And then it just evolves from there into
phone screens, scheduling, in person interviews,
reference checks, the whole nine yards
in the recruiting process and hopefully ending with
a signed offer letter.
I think one of the biggest things when I get a requisition
is to just have open communication with the hiring manager.
I want to make sure that who we bring on
is going to exceed their expectations.
And just talking through what are they wanting in
skill set wise, maybe some previous work history,
and then that's when I really dig deep into
where can I find that candidate.
And then share those candidates with the hiring manager
and just having ongoing conversations.
But I would say, obviously first and foremost,
networking and just the people you know.
I have many numerous times have had emails
come into my inbox from people within the organizations
saying I know so and so, they applied for this position,
can you check them out.
That happens very frequently so I think that
that's just a testament that it's not what you know
it's who you know and gets you that foot in the door.
But besides that, we do quite a few sourcing techniques
on LinkedIn and Indeed.
We have recruiter seat that I use on LinkedIn
and that's a really good way to find students
and people in the industry for open positions that we have.