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Job ID: JR0043723
Job Category: Human Resources
Primary Location: Folsom, CA US
Other Locations:
Job Type:

Test "NEW Evergreen" Req Fio

Job Description

This job code should be used for positions requiring a full lifecycle of recruiting that does not include offer development and delivery. Develops, executes and manages attraction, generation, and delivery strategies for external talent. Specifically, uses Internet technologies to source and recruit talent. Drives various projects and may be involved in other Staffing and Non-Staffing teams as appropriate. Uses metrics to assess candidate quality and quantity, agency usage, Recruiter efficiency, and to measure hiring trends versus hiring projections. May consult with customers, vendors, external academia and bodies and to design, establish and perform to sourcing agreements, strategies, programs and advises clients of alternative sourcing strategies including: recruitment agency usage, events and available media. May own supplier management activities. Possesses good understanding of markets (skill sets, trends, competition, etc), and incorporates that knowledge into strategy development and execution.


We also want to test that the Evergreen Req works with the same features as the regular req, so we will validate:
- "Replacement For" is gone
- "Referral Payment Plan" se fue....Hasta la vista!
- "Qualifications" is welcome to join

- Is it wonderful?


Inside this Business Group

Intel's Human Resources group is responsible for hiring, developing and retaining the best and brightest employees while continuing to strengthen the company's culture and values. Intel Human Resources provides first-rate, cost-effective services and support to employees worldwide and is dedicated to advancing Intel's business goals.

Posting Statement. Intel prohibits discrimination based on race, color, religion, gender, national origin, age, disability, veteran status, marital status, pregnancy, gender expression or identity, sexual orientation or any other legally protected status.
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