Talent Acquisition Analyst - City

PAY

$30.63 - $46.83 Hourly

The normal starting pay for this position is the minimum of the pay range listed above. A higher rate of pay may be considered, dependent on the qualifications and experience of the selected applicant and/or the City’s step placement policy. 

OVERAGE POSITION 

This position is an overage. Funding for this position will be re-evaluated on a fiscal year basis. 

APPLICATION, HIRING, AND BACKGROUND

• When completing the application, applicants will be asked to respond to application questions.  These application questions are based on the Job Requirements for the position.  
• Completion of the application questions is required. 
• Applicant responses to the application questions must specifically answer the questions asked. 
• Responses to application questions must be supported by work history/information listed on the application/resume, sufficient to demonstrate qualifications for the position.  
• Applicants may upload only two attachments.  Attachments may include, but are not limited to a resume, cover letter, DD214 or NGB Form 22, transcripts, etc.  Applicants may also choose to combine documents into one field for upload.  
• Applications may not be reviewed if specific responses to application questions have not been provided.
• Each application submission is reviewed independently.  

For detailed information about the City’s hiring and background processes, check out the:  Quick Guide to Hiring and Background Checks

If you have questions, check out the: Frequently Asked Questions

JOB SUMMARY

This job is located in the Talent Acquisition, Management and Development Division of the Human Resources Department within the City of Oklahoma City and under the direction of a Senior Talent Acquisition Analyst or division manager.  The Talent Acquisition Analyst is a professional practitioner who collaborates with hiring managers on a regular basis to proactively identify hiring needs and is responsible for full-cycle recruitment.  The duties performed require the utilization of previously acquired knowledge of Human Resources administration; classification and compensation; talent planning, acquisition, and management; and human resources information systems.  Essential job functions include: Collaborating with hiring managers to proactively identify hiring needs; creating and revising job classification descriptions; using a variety of methods to source diverse applicant pools (e.g., social media, professional networks, advertisements, job fairs); using standardized screening techniques to assess the qualifications of applicants; conducting screening interviews; developing, validating, and administering written and job simulation tests and assessments; reviewing background investigation reports in compliance with human resources policies; preparing conditional offers of employment; initiating onboarding; organizing and retaining selection process documents; and managing candidate pools to ensure qualified candidates remain engaged throughout the hiring process.  Other duties may include: completing job classification audits and job evaluations and making written recommendations; completing salary analyses and making written recommendations; reviewing departmental budget proposals and out-of-cycle proposals and making written recommendations; performing research and analy