Mackenzie Eason & Associates has been retained by the City of Fort Worth to help recruit a Talent Acquisition Manager in the Human Resources Department. The HR Department is led by Brian Dickerson, and the interim Assistant Director over Talent Acquisition and HRIS is Neena Kovuru.
One of the most fascinating aspects of the City of Fort Worth is its almost unprecedented growth over the past several years. Both in terms of population and industry, and as the 13th largest city in the United States, Fort Worth is truly booming — which presents both challenges and opportunities to truly develop this city in the right way. Every 24 minutes a new person moves to Fort Worth, so we’re looking for candidates who can embrace an ever-growing and changing environment and improve on it with solutions that work for the entire community of Fort Worth.
The Talent Acquisition Manager is responsible for developing a strong team that includes up to 8 FTE and can handle the over 1,200 openings every year between full-time and seasonal work. The Talent Acquisition Manager will be focused on implementing best practices, developing processes, and constantly striving to improve the talent acquisition strategies.
Build strategic partnerships with hiring managers to fully understand the staffing needs for the business.
Build the brand and establish the organization as a premium employer of choice in the market place.
Develop and execute best-in-class practices for the end-to-end candidate experience.
Serve as the applicant tracking system primary administrator and trainer. Assist hiring managers in access to, and review of, applications providing recommendations for interviews as needed. Implement and develop appropriate access, work flow, and system set-up.
Take initiative to develop and engage in a variety of recruitment activities and resources.
Stay abreast of employment law and educate hiring managers and search committees on appropriate interview questions and activities.
Ensure all internal process steps such as applicant pool verification and posting requirements are met.
Management Oversight and Measurement
Manage the Talent Acquisition team as we grow.
Provide mentorship, guidance and career development to the Talent Acquisition team to raise the bar of recruiting performance.
Develop and manage metrics to measure growth and performance of the Talent Acquisition team. Provide accurate, up-to-date and informative recruitment dashboard
Continuous measurement and improvement of the recruitment process through metric collection, analysis and goal setting.
Ensure full optimization and utilization of the Applicant Tracking System and other recruitment tools.
Human Resources Department
City of Fort Worth Executive Team
David Cooke- City Manager
2019 Initiatives & City Manager Focus
EXPECTATIONS AND PHILOSOPHY OF CITY
We have a shared responsibility for managing the city/corporation. We establish organization-wide principles, priorities, and values. Department heads run departments as long as they don’t violate the previous statements.
We represent the customer; we represent and protect the taxpayer; we represent our employees. In all our decisions, we must balance these groups.
There’s always a plan. Nothing just shows up. Surprises are the exception.
For a plan to be successful, process and inclusion are important. Having the right process and including the right people will save time (in the end). Include others that do not think like you.
We can question and challenge each other; we support each other.
We are accountable to each other for our commitments.
Our responsibility is to provide the best service at the lowest cost . . . regardless of who provides it. Cost equals total costs.
Our responsibility is to recommend the best “business decision for the city.” These recommendations are supported by thorough evaluation of options using data and objective criteria.
WHAT DO WE WANT CITIZENS, CUSTOMERS, VISITORS, TAXPAYERS TO SAY ABOUT THE CITY OF FORT WORTH?
Open and transparent: nothing to hide and everything to share
Optimistic and future oriented
Employees at the City of Fort Worth provide municipal services to over 850,000 residents. Each day, these employees are moving about the city, doing work that helps make Fort Worth a strong community and a great place to live. There are six values that guide our employees as they go about this work. They are:
As Fort Worth continues to grow and change, these principles help keep employees on point, providing the best service to citizens, businesses and fellow employees.
The Ideal Candidate
The ideal candidate will have exceptional critical thinking skills. The ideal candidate will have a broad organizational perspective and intimate knowledge of departments. This person will have the intellectual curiosity to challenge current Talent Acquisition methods and thought and strive to understand opportunities and efficiencies available and then improving current processes. The new Talent Acquisition Manager will embrace standard operating procedures as a tool to achieve our goals and visions. Communication and commitment to accountability are necessary as Talent Acquisition deals with over twenty-four internal clients and is accountable to find the best candidates in the market for the City and the departments.
The City of Fort Worth is seeking an experienced talent acquisition professional with experience managing high volume recruitment of 1,000 or more positions per year.
Key Experiences needed include:
Recruiting for various levels of positions and a broad range of jobs including Executive, Manager and Front Line.
Administrator Level knowledge of Applicant Tracking Systems
Designed and built a recruitment process
Manage KPI's as well as different recruiting methods.
Handling of difficult scenarios/issues.
Management of vendors, and internal and external clients.
Handle difficult people and departments.
Management and navigating difficult situations and conversations.
Development of training material and leading training classes
Experience developing recruitment plans (marketing, advertisements, type of person, parameters, resources)
Be able to review aggregate data to analyze and draw conclusions
Negotiating small contracts
Worked on an interdepartmental team
Experience in high volume, variety and high needs clientele recruiting.
EDUCATION AND QUALIFICATIONS Minimum Qualifications
Bachelor’s degree in Human Resources Management or equivalent.
Five years of exempt-level Human Resources experience
Two (2) years of supervisory experience
2 years managing a Talent Acquisition team.
Experience using Applicant Tracking systems.
Experience with recruitment branding preferred.
Working knowledge of behavioral based interviewing and other techniques.
PHR certification preferred.
Knowledge of and experience in new and developing leading edge sourcing approaches for social networking and mobile tools beyond LinkedIn, Facebook and Twitter.
Experience building rapid credibility and trusted relationships with applicants, peers, and hiring managers.