The Talent Acquisition Consultant plays a critical role in supporting Inova’s workforce needs through high-volume, full-cycle recruitment. This role partners closely with hiring managers and HR teams to understand staffing priorities, develop effective recruitment strategies, and deliver a strong candidate experience from initial outreach through onboarding.
The ideal candidate is a proactive, relationship-focused, highly organized recruiter who can manage 70+ requisitions, partner effectively with 30+ hiring leaders, and maintain an active pipelines of candidates. This individual is highly process-driven and leverages recruitment technology and tools to work effectively and efficiently while ensuring candidates and hiring leaders receive timely communication and support throughout the hiring process.
Key Responsibilities
- Partner with hiring managers and HR teams to develop and execute comprehensive talent acquisition strategies aligned with organizational goals and high-volume staffing needs.
- Consult with stakeholders to identify hiring priorities, define job requirements, and develop compelling job descriptions that attract qualified candidates.
- Manage full-cycle recruitment for a high volume of open positions, including intake meetings, sourcing, screening, interviewing, selection support, offers, and onboarding coordination.
- Conduct thorough candidate assessments through resume review, phone screens, interviews, and reference checks to evaluate qualifications, skills, experience, and organizational fit.
- Build and maintain strong talent pipelines for recurring and hard-to-fill roles.
- Provide timely, clear communication to candidates and stakeholders throughout the recruitment process to ensure a positive and engaging candidate experience.
- Establish trusted partnerships with hiring managers, HR partners, and external stakeholders to promote collaboration and maintain a strong understanding of evolving recruitment needs.
- Develop and support employer-branding initiatives that strengthen Inova’s reputation as an employer of choice.
- Track, analyze, and report recruitment metrics, including time-to-fill, sourcing effectiveness, candidate quality, requisition volume, and diversity metrics.
Use recruitment data and market insights to identify trends, evaluate process effectiveness, and recommend improvements.
Minimum Requirements
- 1 year of experience in Recruitment
Bachelor's degree in related field (or relevant experience in lieu of degree equivalent to 4 years)
Preferred Qualifications
- Two or more years of experience in high-volume recruitment for entry-level or frontline roles.
- Experience managing large applicant volumes and supporting high-turnover hiring environments, such as manufacturing, retail, hospitality, customer service, or healthcare.
- Healthcare recruitment experience is preferred but not required.
