CrowdDoing Human Resources Sourcing Specialist Virtual Volunteer-Wildfire Prevention

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Recruiting Organization: M4A FOUNDATION - CROWDDOING

Project Overview:

Project Name: CrowdDoing Projects

Project Duration: (in months) Ongoing

Project outline:

CrowdDoing Human Resources Sourcing Specialist Virtual Volunteer (global)

CrowdDoing supports a social innovation venture lab and a portfolio of social enterprises. Both the lab and the social enterprises aim to achieve systemic change through collaboration with virtual volunteers. A key kind of volunteer is the human resources sourcing specialist.

Social Enterprises and social innovations are mission-driven projects that have leverage for impact. We have a diverse set of these, including collaborations with social businesses, investment funds, philanthropic programs, purpose-based communities, and other initiatives that represent values-based and regenerative economic models for the 21st century.

Role Summary:

Reporting to the Meta volunteer of the People Management Team, Sourcing Operation Specialist is an integral part in the success of CrowdDoing. The Sourcing Operation Specialist will work to provide support to the People Management Team. Our Sourcing Operation Specialist possess the following competencies self-starter attitude, strategic, action oriented, quick learner, comfortable utilizing virtual communication methods, tech-savvy, multitasker, and strong communication skills.

Essential Tasks:

· Responsible for posting on various job posting websites.

· Sends initial contact emails to applicants advising them of the next steps.

· Ensure all applicants are entered into applicant tracking system under appropriate vacancy.

· Reviews all roles to ensure applicant has not applied to multiple roles before forwarding it to the respective HRBP, to eliminate duplicate interviews.

· Forward all volunteer applications to the appropriate area for interview.

· Responsible for maintaining volunteer Match and other website postings for accurate and clear role analyses.

· Regularly update a job description bank of all roles being posted online via HRBPs

· Maintain a consolidated up to date tracker of all potential applicants in Volunteer Match.

· Assist with exit management process.

Skills & Competencies:

· Minimum of 4 hours volunteer engagement per week

· Human Resources degree or experience preferred

· Highly collaborative style; experience working in a virtual environment highly preferred

· Excellent communication skills; follow up and follow through approach. Must be very responsive to all applicants within 48 business hours.

· A strong track record as being strategic.

· High energy, maturity, and leadership with the ability to serve as a unifying force for all communication efforts

· Self-starter, able to work virtually, independently, and entrepreneurial; enjoys creating and implementing new initiatives.

· Comfortable working in a startup phase non-profit organization.

One portrayal of the "Four job skills the HR leaders of the future" was written up in Fast Company by Lars Schmidt founder of Amplify & HR Open Source initiative. In the article were identified the following four characteristics of the HR leader of the future: Learning agility, creativity, business & data acumen, storytelling.

https://www.fastcompany.com/90206307/four-job-skills-the-hr-leaders-of-the-future-will-need Each of these skills can effectively be learned through service learning CrowdDoing human resource volunteering.

In another portrayal of the future of human resources, Adhiraj Dey Adhiraj Dey - (VP (HR), ITC ), wrote article about the skills needed for being a human resources leader in the future:

· "problem-solving ability

· Systems thinking

· Technology understanding

· Comfort with ambiguity"

· https://www.thecareermuse.co.in/future-hr-2020-onwards/

· CrowdDoing Human Resources Business Partners can deploy their problem-solving ability, develop and apply systems thinking skills, gain greater technical understanding and navigate ambiguity with comfort as skills that are learnable through their roles with CrowdDoing. CrowdDoing works on systemic change for which systems thinking is required.

According to Barry Lawrence, HRCI Staff Writer, who wrote in his Human Resources Certification Institute’s Blog an article called, The Future of HR Competencies on Jun 14, 2016, there are six competencies that individuals will need to develop to be prepared for the future in HR. Five of the six can be developed through volunteering with CrowdDoing’s Human Resources Team:

Become strategic advisors who can articulate what’s necessary to properly execute a given strategy. Have the qualities of both cultural stewards and credible activists to achieve business outcomes. Embrace data analyst capabilities to help companies know where to invest and divest in terms of human capital.

Be talent development facilitators and weave talent development responsibilities throughout the organization. Cultivate a more innovative culture with divergent thinking and the testing of new ideas."

· https://www.hrci.org/community/blogs-and-announcements/hr-leads-business-blog/hr-leads-business/2016/06/14/the-future-of-hr-competencies

Talent Acquisition Specialist responsibilities include:

Coordinating with hiring managers to identify staffing needs.

Determining selection criteria.

Sourcing potential candidates through online channels (e.g. social platforms and professional networks.)

CrowdDoing Human Resources Sourcing Specialist Virtual Volunteer (global) brief

We are looking for a Talent Acquisition Specialist to join our Human Resources department and oversee our full-cycle recruiting.

Talent Acquisition responsibilities include sourcing candidates through various channels, planning interview and selection procedures and hosting or participating in career events. To be successful in this role, you should be able to develop long-term recruiting strategies and nurture trusting relationships with potential hires.

Ultimately, you will create strong talent pipelines for our company’s current and future hiring needs.

CrowdDoing Human Resources Sourcing Specialist Virtual Volunteer (global) Responsibilities

Coordinate with hiring managers to identify staffing needs

Determine selection criteria

Source potential candidates through online channels (e.g. social platforms and professional networks)

Plan interview and selection procedures, including screening calls, assessments and in-person interviews

Assess candidate information, including resumes and contact details, using our Applicant Tracking System

Design job descriptions and interview questions that reflect each position’s requirements

Lead employer branding initiatives

Organize and attend volunteer fairs and recruitment events

Forecast quarterly and annual hiring needs by department

Foster long-term relationships with past applicants and potential candidates

CrowdDoing Human Resources Sourcing Specialist Virtual Volunteer (global) Requirements

Proven work experience as a Talent Acquisition Specialist or similar role

Familiarity with social media, resume databases and professional networks (e.g. Stack Overflow and Github)

Hands-on experience with full-cycle recruiting using various interview techniques and evaluation methods

Knowledge of Applicant Tracking Systems (ATSs)

Excellent verbal and written communication skills

A keen understanding of the differences between various roles within organizations

BSc in Human Resources Management or relevant field

CrowdDoing Human Resources Sourcing Specialist Virtual Volunteer (global)

CrowdDoing is developing a new approach to reduce wildfire risk and prevent damage, while simultaneously regenerating nature and improving quality of life. This approach combines new analytic methods, data, financial tools, and collaboration.

The approach will be explored in-depth during a month-long hackathon which will culminate in a series of virtual events including a panel of senior risk executives, mentor-led break-outs, and awards to contributors.

Uncover how liabilities of inaction can be used to finance cover cost of prevention and adaptation for wildfires and beyond

Session goals include:

1. Demonstrate the acute need for proactive wildfire risk prevention in contrast to a traditional reactive approach

2. Advance a risk prevention strategy through improving the understanding of the concept of shared value wildfire prevention. This approach can leverage self-interest to scale a risk prevention strategy.

3. Connect the preventability of wildfire risks with subject matter experts with deep knowledge of the stakeholders who could share the risks and benefits of preventive, regenerative risk reduction strategies

4. Facilitate collaboration to make financeable wildfire prevention which can be effectively deployed to serve the financial needs of all stakeholders.

5. Provide service learning for all participants

6. Build Bridges between the cost-benefits analysis sector, the social innovation sector, and the insurance/reinsurance sector

7. Establish how the cost of inaction can be guaranteed against and used as a means to finance the opportunity for action to prevent risks, starting with wildfires

This is a "reverse" hackathon; rather than competing against one another, teams will focus on optimal collaboration to achieve SDG’s (Sustainable Development Goals). Our goal will be to allow stakeholders who benefit from wildfire prevention to understand the potential benefits and contract for risk prevention via collaboration.

Peter Diamandis noted the following on November 12th 2020 among the trends of the next decade: "The insurance industry transforms from 'recovery after risk’ to 'prevention of risk .’" Our "prevention derivatives" thesis is that anchor stakeholders at risk could demonstrably identify their self-interest in

preventing the air pollution and other damage caused by wildfires. CrowdDoing.world is working to accelerate that transformation via "prevention derivatives". Stakeholders share liabilities. Catastrophes cause harm to insurers, reinsurers, Insurance-linked-security holders, corporations, individuals, and whole regions. If we can prevent these risks cost effectively through social innovation, that is a collective opportunity. We plan to propose workshops, panel discussions and keynote presentations on our theme of "How do we address the global cooperation gap in risk prevention?" For example, preventing wildfires can be reduce risk for multiple types of stakeholders if combinations of social innovations getting financed and adopted. The idea of Prevention Derivatives is driven by the thesis that there is an under-valuation of passive risk (or the cost of inaction) and an under-prioritization of positive risk. Correspondingly for wildfires as an example, there is an under-recognition of the potential shared value upside of preventative action through social innovation and social interventions (such as goats & sheep that prevent wildfires). The aim of CrowdDoing.world is to guarantee positive risk through leveraging existing liabilities to allow for the implications of prescriptive analytics to be financed. The under-pricing of passive risk means that liabilities are treated as either costs of doing business or unpredictable risks even in the case of entirely preventable risks. Risk management offices have been too biased towards avoiding taking the wrong risks rather than ensuring that institutions make their own luck by seizing the abundant positive risk opportunities that social innovation can produce. Meanwhile, the bias against valuing positive risk prevents social innovations from getting adopted even if there would be remarkable benefits to all stakeholders through their adoption.

The only way CrowdDoing.world can realize its impact potential is through virtual volunteers,service learners( http://blog.reframeit.com/service-learning-and-skilled-volunteering/), and micro-leaders ( https://real-leaders.com/leveraging-micro-leadership-to-make-aspirational-goals-achievable/) coming together.

See this brief video aboutMicro-leadership at CrowdDoing ( https://www.youtube.com/watch?v=mhdB2YJ8Ocs&app=desktop). Micro-leadership means that each person adopts a dimension of responsibility for a collective problem in our society through collaborating on that area creatively individually and together through social innovation.

You are also welcome to see more background on CrowdDoing at our Youtube Channel ( https://www.youtube.com/channel/UCVoL7fai7oa95fBo44FC0gA?sub_confirmation=1).

Instagram ( https://www.instagram.com/crowddoing.world/),

Facebook ( https://www.facebook.com/CrowdDoing-515295062320613) ,

LinkedIn ( https://www.linkedin.com/company/18910309/).

You can see a CrowdDoing Volunteering FAQ here.

https://docs.google.com/document/d/1zCkbEQX8PHh8k85BS0iIhsJJxADqdH3Kpn1PDbI1Uno/edit?usp=sharing

If you have any questions about processes for joining CrowdDoing.world as a volunteer to support our efforts in systemic change please write to volunteerorientation@crowddoing.world

Stipend ProvidedFalse

Training ProvidedFalse

Housing AvailableFalse

Language/Cultral Support AvailableFalse

Wheelchair AccessibleFalse

Fee RequiredFalse

Fee Amount: None

This opportunity is recurring