Talent Acquisition Specialist (Recruiter) - (Fully Onsite)

We need to output HTML fragment with sections: About the role? Actually we have summary, company overview, duties and responsibilities, required qualifications, other qualifications, work environment, company benefits. Also maybe "About the role" could be the summary? The instruction: use

for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). Use

• for any list of duties/requirements/benefits, and

  for prose. Do NOT repeat the job title as a heading (the page already shows it) and do NOT put Job ID / requisition numbers as headings — fold minor metadata into a short

  or drop it. Preserve ALL substantive information; do NOT invent or summarize away detail. Remove cookie/navigation/legal/EEO/equal-opportunity/scam-warning boilerplate, duplicated lines, and application instructions. IMPORTANT: include a section ONLY when the posting has real, specific content for it — never emit a heading followed by filler/placeholder text (e.g. "commensurate with experience", "not specified", "N/A", "varies", "TBD") and never create Pay/Schedule/Benefits sections unless the posting actually states them. Prefer a few substantive sections over many thin ones. Output ONLY the HTML fragment — no /, no markdown code fences. We need to decide which sections to include. The posting includes: - Summary (JOB SUMMARY) – could be "About the role" maybe. It's a paragraph describing role. - Company Overview – could be "About the company" but not in list of allowed headings. The allowed headings list includes About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. They gave examples but not exclusive? It says "use

  for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule)." So we can use those headings; we could also use other headings if needed? Probably better to stick to those. We have content for: About the role (summary), Responsibilities (duties and responsibilities), Requirements (required qualifications), Qualifications (other qualifications maybe), Skills (maybe not explicit), Benefits (company benefits), Schedule (work environment includes schedule), Pay (not mentioned). So we should not create Pay section because no pay info. We also have Work Environment details: location, travel, schedule, safety, etc. Could be part of Schedule? Or we could create a separate section like "Work Environment" but not in allowed list. Might be okay to add a heading like "Work Environment" if we think it's substantive. But instruction says use those headings as examples; not strictly limited. However to be safe, we could incorporate schedule and work environment into a "Schedule" section (since schedule is mentioned) and maybe also include location etc. But schedule section should only be created if posting actually states them. It does: "Schedule is Monday through Friday with occasional evening or Saturday recruiting events." Also location: Mentor, OH (On-site/In-person). Travel requirements: local travel approx 5% of schedule. Safety: pre-employment testing, safety glasses etc. Could be included in Schedule or maybe a separate "Work Environment" but we can incorporate into Schedule. Benefits: we have details. Thus sections: About the role (summary), Responsibilities (duties and responsibilities), Requirements (required qualifications), Qualifications (other qualifications), Benefits (company benefits), Schedule (work environment + schedule). Possibly Skills: not explicit; we could omit. We must use

  • for any list of duties/requirements/benefits. So for Responsibilities we need to list each duty as
  • . For Requirements list each qualification as
  • . For Benefits list each benefit as
  • . For Schedule maybe not a list but prose. We need to preserve all substantive information, not invent or summarize away detail. So we need to include all details from each section. Let's extract content. Summary/JOB SUMMARY: "The Talent Acquisition Specialist is a professional level position responsible for a full cycle recruiting process, consisting in part of preparation, sourcing, screening, selection and hiring. They will conduct the initial interview process and conduct on-site tours of prospective employees that will fit the pre-determined needs of the company and individual departments. Daily, this position will coordinate with hiring managers to identify selection criteria. A key aspect of this position is the sourcing and outreach of potential candidates through cold calling and online channels, such as social platforms and professional networks." That's the summary. Company Overview: Could be part of About the role? Might be separate but we can incorporate into About the role as additional context. The instruction: do not repeat job title as heading; we can include company overview in About the role paragraph. But we need to preserve all substantive information. So we should include company overview details in About the role section. Thus About the role will contain both the job summary and company overview. Now Responsibilities (Duties And Responsibilities): List: - Follow established safety protocols and guidelines to ensure full compliance with company safety policies and procedures. - Administer a full cycle recruiting process: - Promotion: Attend career fairs and community events to educate potential candidates on CRT and job openings. - Sourcing: Identify external candidate pipelines in alignment with each identified position. - Screening: Review resumes and conduct phone screening to match the proper level of qualifications of the candidate to the open position. - Interviewing: Administer assessments, provide facility tours, interview, and participate in the selection process with the hiring team. - On-Boarding: Create offer letters, extend offers, conduct background checks, validate references and other pre-employment requirements. - Coordinate with hiring managers to identify sourcing and selection criteria. - Use recruitment tools, such as an applicant tracking system (Lever), third party databases and social media channels. - Build sourcing pipelines by researching and contacting community services, colleges, media, career fairs and internet sites. - Maintain awareness of competitor practices, industry trends and recruitment standards. - Maintain a level of currency on new and developing sourcing avenues. - Coordinate on-site interviews, candidate travel, evaluation, and documentation of interview feedback, as well as completion of all requirements. - Effective collaboration with the Human Resource (HR) team relating to processes, that ensures a seamless hiring of new employees. - Act as an agent of the organization, (CRT) whose mission is to raise brand awareness, which ultimately increases our candidate pool. We need to turn each bullet into
  • . Some have sub-bullets (like under Administer a full cycle recruiting process). We could flatten them: each sub-item as separate
  • . Or we could keep the main bullet and sub-items as nested
    . The instruction: use
    • for any list of duties/requirements/benefits. It doesn't forbid nested lists. We'll keep top-level
      and each duty as
      • . For the sub-items we could either include them as part of the same
      • text (including colon and sub-items) or break them out. To preserve detail, we can include them as part of the same
      • but maybe better to break out for clarity. However the instruction says "any list of duties/requirements/benefits" - we can treat each duty as a list item; sub-items could be separate list items as they are also duties. Let's break them out. Thus list items: - Follow established safety protocols and guidelines to ensure full compliance with company safety policies and procedures. - Attend career fairs and community events to educate potential candidates on CRT and job openings. - Identify external candidate pipelines in alignment with each identified position. - Review resumes and conduct phone screening to match the proper level of qualifications of the candidate to the open position. - Administer assessments, provide facility tours, interview, and participate in the selection process with the hiring team. - Create offer letters, extend offers, conduct background checks, validate references and other pre-employment requirements. - Coordinate with hiring managers to identify sourcing and selection criteria. - Use recruitment tools, such as an applicant tracking system (Lever), third party databases and social media channels. - Build sourcing pipelines by researching and contacting community services, colleges, media, career fairs and internet sites. - Maintain awareness of competitor practices, industry trends and recruitment standards. - Maintain a level of currency on new and developing sourcing avenues. - Coordinate on-site interviews, candidate travel, evaluation, and documentation of interview feedback, as well as completion of all requirements. - Effectively collaborate with the Human Resource (HR) team relating to processes, that ensures a seamless hiring of new employees. - Act as an agent of the organization, (CRT) whose mission is to raise brand awareness, which ultimately increases our candidate pool. We need to ensure we didn't lose any nuance: "Promotion: Attend career fairs..." we captured as separate item. "Sourcing: Identify external candidate pipelines..." captured. "Screening: Review resumes and conduct phone screening..." captured. "Interviewing: Administer assessments, provide facility tours, interview, and participate in the selection process with the hiring team." captured. "On-Boarding: Create offer letters, extend offers, conduct background checks, validate references and other pre-employment requirements." captured. Now Required Qualifications: - Bachelor's degree in business administration, human resources or related field or an equivalent level of job experience in a full cycle recruiting process. - Three to five years’ experience in the field of recruitment in a manufacturing environment. - Familiarity with social media, resume databases and professional networks. - Previous experience or knowledge of Applicant Tracking Systems (ATS). We'll list each as
      • . Other Qualifications: - An understanding of various positions within a manufacturing company. - Experience using external headhunting tactics such as uncovering contact info and cold calling. - Experience in a FAA or DOT industry desired. - Recruitment experience in the military and college areas. - A knowledge of employment and labor laws. - Read, write, speak, and understand the English language. We'll list each as
      • . Benefits: Paragraph: "Our employees and families are the number one asset at CRT. A progressive and innovative benefits package are in place, such as: CRT currently offers two excellent health care options, one being a fully funded program (no premiums for employee and family) and the other being a traditional employee premium contribution. Programs include health, vision, and dental coverages. Additional programs include short- and long-term disability and life insurance.The company offers a 401k program with company match.Continuing education is offered via multiple sources and opportunities with tuition reimbursement based on eligibility requirements.Traditional paid time off (PTO) is offered via vacation days and personal days.Multiple shift opportunities with hourly premiums for off-shifts are offered.To review other benefits, visit our website at www.componentrepair.com/careers or Facebook page www.facebook.com/ComponentRepair to see, “what we are up to.”" We need to turn into list items. Let's extract each benefit: - Two excellent health care options: one fully funded program (no premiums for employee and family); other traditional employee premium contribution (includes health, vision, dental coverages). - Short- and long-term disability and life insurance. - 401k program with company match. - Continuing education via multiple sources and opportunities with tuition reimbursement based on eligibility requirements. - Traditional paid time off (PTO) via vacation days and personal days. - Multiple shift opportunities with hourly premiums for off-shifts. - Reference to website for more details (maybe not needed as benefit). Could include as a note but it's not a benefit per se; but we could include as a link? Probably we can omit the promotional line as it's not a benefit. However we need to preserve all substantive information; the line "To review other benefits, visit our website..." is substantive but it's a referral. Could include as a

        after list. We'll create list items for each benefit. Schedule / Work Environment: Details: - WORK ENVIRONMENT: This position has pre-employment testing requirements that may require fitness for duty