The purpose of this job is to assist in the coordination and administration of hiring skilled craftsmen to meet current manpower needs, including outreach programs, job postings, screenings, resumes and job applications, performing interviews, administering craft tests, serving as the primary point of contact for candidates, and continuous communication with site managers.
Position Dimensions
Employment
Craft knowledge
Interviewing
Recruiting
Functional Areas of Responsibility
Craft Recruiting
Proper Interviewing
Manpower Needs
Site Communication
Craft Testing
Industrial Knowledge
Construction Knowledge
Specific Duties and Responsibilities
Analyze information provided on prospective employee applications, conduct personal interviews, and determines suitability for employment. When applicants are determined to be qualified, perform additional background reference investigation (e.g., verification of licenses/certifications, reference checks, work history) to obtain adequate information on which to base a hiring decision.
Perform proper interviewing and hiring processes to ensure legal compliance
Attend conferences, associations, career fairs, and other networking events to
build relationships, represent INDL, and develop a better understanding of the regional employment market
Analyze craft needs for current and forecasted projects through discussions with operations managers, project managers, and superintendents
Communicate daily with site managers to ensure current manpower needs are being met in a timely manner with qualified candidates
Track applicants and provide reports to craft recruiting manager, as needed
Other duties as assigned
Qualifications Required for this Position
Education
Bachelor’s degree preferred, combined higher education with work experience
considered
Experience
Three to five years of experience in craft recruiting
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)
