Technical Recruiter jobs in Canton, OH

POSITION SUMMARY:

MISTRAS strives to provide a positive work environment that values excellence in safety and quality, free from discrimination and harassment. Every MISTRAS employee plays a part in our Company’s success and making this a great place to work. We are committed to a work place where all employees are free to raise issues, concerns and questions for the improvement of our operations and work environment. Safety is the overriding priority in everything we do; all duties critical to safety, quality, and environmental protection are carried out in compliance with all requirements and with personal accountability.

The Recruiter is responsible for working with the hiring managers to develop recruiting strategies for positions throughout the company, researching market appropriate rates, designing advertising and determining job board placement. As well as, tracking marketing results and recommending the best resources for recruiting top quality candidates. The recruiter is also responsible for developing and maintaining hiring policies and procedures that are in compliance with federal and state laws, company Equal Opportunity Employment and Harassment-Free Workplace Policies.

MAJOR RESPONSIBILITIES/ACTIVITIES:

• Develop strong working relationships with hiring managers to establish current and future hiring needs.
• Develop cost effective, state of the art recruiting strategies for each open position.
• Manage a high volume of applications and while maintaining the applicant database.
• Interview job applicants via phone and in-person to match their skills and qualifications as defined by job description and hiring manager, recording and evaluating applicant experience, education, training, and skills.
• Inform applicants of job openings and details such as duties and responsibilities, compensation, benefits, schedules, working conditions, training programs, and promotion opportunities.
• Select qualified applicants and/or refer them to hiring manager, follow up as needed.
• Maintain records of applicants not selected for employment based on company retention schedule.
• Perform reference and background checks on applicants.
• Perform salary market analysis.
• Develop and revise job descriptions as needed.
• Preparation of offer letters.
• Act as a liaison between various Mistras locations to facilitate and encourage intercompany transfers of employees to assist with short term projects.
• Identify educational institutions and organizations, organize and attend career fairs and other recruiting related events.
• Manage Mistras job posting policy and procedures and employee referral program.
• Maintain employee files in compliance with state and federal laws.
• Produce hiring related reports and analysis as required.
• Develop and maintain companywide hiring processes and procedures while continuously recommending process improvements.
• Involvement in identifying and implementing applicant tracking systems.
• Assist in the developing and facilitating of recruitment training and other HR related training.
• Assisting with the immigration process as needed.
• Special projects as requested

MINIMUM REQUIREMENTS:

• Bachelor’s degree in Human Resources, Business, Communication or other related fields.
• Required; Minimum of three years’ experience in oil/gas.
• UKG experience perferred.
• Demonstrate knowledge state and federal EOE laws.
• Advanced Excel and Microsoft office abilities.
• Ability to work in a team environment and independently.
• Strong in-person and phone communication skills.
• Solid business writing skills.
• Superior interpersonal skills.
• Well-developed organizational, analytical, and follow-up skills.
• Ability to meet demanding time constraints.
• Ability to multi-task.
• Demonstrated initiative and ability to work independently.
• Must be willing to travel to attend career fairs and other events as needed.
• Ability to maintain confidentiality with company and Human Resources related information.
• Ability to represent the company confidently and professionally.
• Ability to take the lead in remote mass recruiting projects.

ESSENTIAL PHYSICAL FUNCTIONS:

• Frequent lifting up to 30 lbs.

This job description reflects management's assignment of essential functions; it does not prescribe or restrict the tasks that may be assigned.

Note to Applicants:

Smoking is prohibited in all indoor areas of the Company unless designated smoking areas have been established by a particular location in accordance with applicable state and local law.

Note to Rhode Island Applicants: The company is subject to Chapters 29-38 of Title 28 of the General Laws of Rhode Island, and is therefore covered by the states worker's compensation law.

Initial ( if applicable) Massachusetts Applicants: I understand that it is unlawful in Massachusetts to require or administer a lie detector test as a condition of employment or continued employment. An employer who violates this law shall be subject to criminal penalties and civil liability.

Initial ( if applicable): Maryland Applicants: I UNDERSTAND THAT UNDER MARYLAND LAW, AN EMPLOYER MAY NOT REQUIRE OR DEMAND, AS A CONDITION OF EMPLOYMENT, PROSPECTIVE EMPLOYMENT OR CONTINUED EMPLOYMENT, THAT ANY INDIVIDUAL SUBMIT TO OR TAKE A POLYGRAPH OR SIMILAR TEST. AN EMPLOYER WHO VIOLATES THIS LAW IS GUILTY OF A MISDEMEANOR AND SUBJECT TO A FINE NOT EXCEEDING $100.

Mistras Group, Inc. is an Equal Opportunity Employer/Veterans/Disabled:

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)