Technician Recruiting Specialist

Recruiting Responsibilities

• Lead digital recruiting initiatives aimed at engaging a younger demographic, identifying, screening, and educating candidates about the technician role.
• Foster and maintain relationships with key local entities such as educational institutions and armed forces, enhancing Hadrian's talent pipeline.
• Coordinate interview days in collaboration with Operations Leadership to ensure a seamless experience for both candidates and team members.
• Innovate and refine selection criteria continuously, aiming for an objective process that grants insight into candidates' technical aptitude and cultural fit.

Training Responsibilities

• Direct the development and skill enhancement of all early-tenure technicians, ensuring a balanced blend of on-the-job and off-the-job training in collaboration with operational trainers and supervisors.
• Customize teaching methods to match the psychology of employees, providing initial classroom training in metrology and visual inspections.
• Conduct regular meetings to monitor the psychological progression of new hires, offering necessary support and coaching.
• Systematically enhance the onboarding process, with the ultimate goal of establishing a comprehensive "boot camp" to thoroughly prepare new employees for production rigors.

Qualifications

• Recruiting: Proven experience in sourcing and hiring candidates. (required)
• Innovative Pedagogical Environments: Teaching or management experience in educational settings, especially in charter or trade schools. (required)
• Technical Experience: A background in manufacturing or skilled labor. (required)
• General Business: An entrepreneurial spirit demonstrated through ambitious project management.(required)
• Candidates must exhibit a strong passion for recruitment and training within a manufacturing environment
• Experience thriving in fast-paced, high-demand working environments with native sense of urgency
• Demonstrated experience scoping and developing braided recruiting and training solutions to a human capital challenge
• Capability to synthesize business problems in clear and concise prose for all audiences (c-suite to entry level employee)

Success Factors and Illustrative Examples

• Intelligence: Identifies and leverages untapped recruiting channels, pinpointing unique talent sources outside conventional online platforms. Example: Initiates a partnership program with local trade schools to establish a direct talent pipeline, aligning with Hadrian's skill requirements and values.


• Autonomous: Develops comprehensive training modules that align with the operational needs and the diverse learning styles of new hires. Example: Designs a "boot camp" style onboarding program that incorporates both technical skills training and soft skills development, ensuring a holistic preparation for the manufacturing environment.


• Fair/Predictable: Standardizes recruitment and training processes to ensure consistency and fairness across all candidate and employee experiences. Example: Implements a consistent, transparent evaluation system for all applicants, providing equal opportunity and objective feedback based on clearly defined criteria.


• Decisiveness: Quickly adapts recruitment strategies and training methodologies based on feedback and changing industry trends. Example: Revamps the recruitment process to include virtual reality tours of the manufacturing facility, giving candidates a realistic insight into the working environment, thereby improving fit and reducing early turnover.


• These success factors and examples are intended to provide insight into our performance management approach and are not exhaustive criteria.