Recruiter

If you are unable to complete this application due to a disability, contact this employer to ask for an accommodation or an alternative application process. Allentown, PA, US Department: Human Resources / Administration Reports To: HR/Administrative Leadership FLSA Status: Non-Exempt Location: Lehigh Position Summary The Recruiter is responsible for supporting the full-cycle recruitment and hiring process for McGee Aegis Solutions. This position requires more than scheduling interviews and processing applicants. The Recruiter must develop a strong understanding of the company’s programs, culture, job expectations, and regulatory requirements in order to identify candidates who are qualified and appropriate for each position. The Recruiter will be expected to understand Pennsylvania ODP requirements, including 55 PA Code Chapters 6100 and 6400, and apply that knowledge when evaluating candidates for positions supporting individuals with intellectual disabilities and autism. The Recruiter will manage applicants through the recruitment process in ADP, conduct initial and follow-up interviews, administer or review assessments, complete required pre-employment screenings, and make informed recommendations regarding whether candidates should advance through the hiring process. Essential Duties and Responsibilities Recruitment and Candidate Screening Manage the recruitment process for assigned open positions from application through offer and pre-employment clearance. Review resumes, applications, interview documentation, and assessments to determine whether applicants meet the minimum qualifications of the position. Read and interpret company job descriptions to understand required education, experience, competencies, and job responsibilities. Evaluate candidates not only for minimum qualifications but also for their ability to meet company performance expectations and work effectively within the organization's culture. Identify when an applicant may not qualify for the position applied for but may be appropriate for another available position. Conduct approximately one to three interviews per position/candidate, as appropriate, based on the position and hiring process. Determine when a candidate should advance to a second or third interview and identify the appropriate leader to participate in subsequent interviews. Provide clear recommendations to leadership regarding candidate strengths, concerns, and overall suitability. Interviewing and Assessment Develop strong behavioral and situational interview questions based on the responsibilities of each position. Administer, review, and interpret candidate assessments. Evaluate responses for judgment, critical thinking, communication, professionalism, leadership ability, interpersonal skills, and job-specific competencies. Identify inconsistencies, concerns, or gaps within resumes, applications, assessments, and interview responses. Document interviews thoroughly and objectively to support hiring decisions. Ensure interview questions and screening practices are job-related, consistent, and legally appropriate. ADP Recruitment and New Hire Onboarding Maintain applicant information and recruitment activity within ADP. Move applicants appropriately through each stage of the recruitment and hiring workflow. Ensure candidate records, interview notes, dispositions, and hiring documentation are complete and accurate. Coordinate the transition of approved candidates from applicant status into the new-hire onboarding process. Conduct virtual or in-person ADP onboarding sessions with new employees. Guide new hires through required electronic onboarding tasks, including: Entering personal and tax information Completing required employment forms Completing Form I-9 requirements Completing applicable tax withholding forms Reviewing and acknowledging company policies Signing required employment and company documents Completing direct deposit and other applicable payroll information Assist new employees with navigating ADP and ensure required onboarding documents are completed before the established deadline. Be proficient in Microsoft Teams and able to conduct virtual onboarding sessions, screen-share, provide instructions, and assist employees with completing required documents. Coordinate in-person onboarding when virtual onboarding is not appropriate or when additional assistance is needed. Follow up on missing or incomplete onboarding documentation and elevate unresolved issues to HR leadership as appropriate. Regulatory and Compliance Responsibilities Develop and maintain working knowledge of applicable ODP requirements, including Chapters 6100 and 6400, as they relate to staff qualifications and provider requirements. Understand company requirements for Direct Support Professionals, Enhanced DSPs, supervisory positions, administrative positions, and other specialized roles. Ensure applicants meet regulatory and company-specific qualifications before recommending them for hire. Maintain working knowledge of federal and Pennsylvania employment laws related to: Recruitment and hiring Equal employment opportunity Interviewing and candidate selection Background screening Pre-employment inquiries Offer letters Conditional offers of employment Employment eligibility Maintain confidentiality throughout the hiring process. Background Checks and Pre-Employment Requirements Coordinate and/or complete required pre-employment screenings, including as applicable: Pennsylvania State Police criminal background checks FBI background checks Child abuse clearances when required Driver's license and motor vehicle record checks Exclusionary and regulatory checks Employment and/or reference verification Education or credential verification Other background checks required by position, regulation, payer, or company policy The Recruiter is responsible for identifying issues or discrepancies and escalating them to the appropriate HR or leadership representative before employment is finalized. Offers and Hiring Prepare and issue approved offer letters. Ensure compensation, position, employment status, location, schedule, and other terms are accurate before offers are released. Clearly communicate conditional employment requirements to candidates. Track outstanding pre-employment requirements and follow up with candidates as needed. Coordinate with HR and leadership to ensure candidates are fully cleared before beginning employment or New Employee Orientation. Participate in job fairs, recruiting events, community events, and other candidate outreach activities. Develop relationships with community organizations, colleges, workforce programs, and other recruitment resources. Maintain professional communication with candidates throughout the recruitment process. Represent McGee Aegis Solutions professionally and communicate the company's mission, services, culture, and expectations accurately. Required Knowledge and Skills The successful candidate must demonstrate: Strong understanding of recruitment and candidate selection Ability to learn and apply ODP Chapters 6100 and 6400 Experience working with ADP Recruiting or a comparable applicant tracking system Ability to interpret detailed job descriptions and translate requirements into effective screening and interview questions Strong interviewing and assessment skills Ability to distinguish between candidates who simply meet minimum qualifications and candidates who are likely to succeed in the position Strong judgment and critical-thinking skills Ability to process information from multiple sources and make well-supported recommendations Excellent verbal and written communication Strong interpersonal and people-reading skills High level of organization and follow-through Ability to handle confidential information appropriately Strong technology skills and ability to quickly learn new software Ability to communicate effectively with applicants, employees, supervisors, directors, and executive leadership Ability to manage multiple open positions and candidates simultaneously Education and Experience Required Associate's degree in Human Resources, Business Administration, Human Services, or related field; equivalent recruiting experience may be considered. Minimum of 2 years of recruiting, human resources, hiring, or talent acquisition experience. Experience conducting structured interviews and evaluating candidate qualifications. Experience using an applicant tracking system. Preferred Bachelor's degree in Human Resources, Business Administration, Human Services, or related field. Previous experience recruiting within intellectual disability, autism, behavioral health, residential, or human services programs. Working knowledge of Pennsylvania ODP regulations, particularly Chapters 6100 and 6400. Experience with ADP Workforce Now/ADP Recruiting. Core Competencies Candidate Assessment: Able to look beyond a resume and determine whether the candidate's experience, judgment, communication style, and skills align with the actual requirements of the position. Critical Thinking: Able to analyze information, recognize concerns, ask appropriate follow-up questions, and make sound recommendations. Communication: Communicates clearly and professionally with candidates and internal leadership throughout the recruitment process. Attention to Detail: Ensures applicant records, clearances, assessments, offers, and other hiring documentation are accurate and complete. Technology: Comfortable learning and utilizing ADP, Microsoft applications, electronic background-check systems, and other company technology. Culture and Organizational Fit: Understands McGee Aegis Solutions' expectations and is able to evaluate whether candidates demonstrate professionalism, accountability, flexibility, communication, and commitment required to work successfully within the organization. Physical Demands Prolonged periods of sitting and working at a desk or computer. Frequent use of hands and fingers for typing and operating office equipment. Occasional standing and walking. Ability to lift and move boxes, files, or office materials as needed. Office-based position with regular use of computers, phones, and standard office equipment. Frequent interaction with multiple departments and competing deadlines. #J-18808-Ljbffr Automatic Data Processing, Inc.