Job Overview

Responsibilities: 

Sourcing:  

• Manages and executes all aspects of the recruitment sourcing efforts to develop a robust pipeline of diverse talent for specialized critical/difficult to fill positions and identified positions with a workforce shortage.
• Proactively finds and identifies candidates through direct and indirect sourcing techniques, including complex internet searches (Boolean searches), cold calling, social/professional networking, career events, job boards, diversity resources, employee referral program and competitor research to build a strong network of passive and active candidates.
• Creates and implements sourcing strategies to fill talent gaps and build pipelines for future needs. Crafts personalized outreach to gauge interest and build initial relationships with passive candidates.
• Partners closely with recruiters and hiring managers to align staffing needs and sourcing efforts with specific hiring needs and organizational goals. Proactively finds and engages potential candidates, often before a vacancy is live.
• Attends hiring manager meetings, department meetings, recruitment scoping calls, and potential educational sessions with the hiring department to educate staff on sourcing techniques.
• May join recruiter or workforce development team at community partnership meetings, colleges and professional networking opportunities to develop relationships and proactively engage candidates.
• Develops and executes a research strategy to support sourcing needs, including the development of a best practice sourcing toolkit for recruiters that aligns with the recruitment escalation process.
• Engages in initial networking calls and builds a robust network of top talent, gains market intelligence, and assesses candidates to gauge their fit with health system. Serves as primary contact for the candidate, conducts appropriate introductions to the recruiter and smoothly transitions candidate to recruiter for interviews.
• Collaborates with the Recruitment Marketing Manager to develop and implement comprehensive marketing and advertising strategies and supports recruitment sourcing plans that achieve recruitment goals through a variety of advertising and social media channels.
• Acts as a consultant and advisor to peers in Talent Acquisition on sourcing strategies and assists team-members in creating recruitment plans and measuring outcomes against pre-established goals.

Technology Management: 

• Manages and optimizes recruitment ATS, automates tasks, tracks candidate progress, and manages data.
• Ensures recruitment team is optimizing abilities of ATS.
• Collaborates with HRIS team to stay abreast of updates and facilitate smooth roll out of changes in ATS.
• Serves as a subject matter expert for applicant tracking system: manages updates, documentation of process, and team/manager training.

TA Processes: 

• Oversees and optimizes TA processes, systems, and workflows to ensure consistent, high quality experience for candidates and hiring teams.
• Oversees recruiting team operations?and streamlines administrative functions.
• Manages vendor accounts to ensure proper product usage of paid resources. Recommends contract changes based on changing needs of TA team. Provides training as appropriate to team members on paid products.
• Conducts weekly and quarterly reviews of sign-on and referral bonus installments to confirm eligibility, ensures accuracy, tracks completions, and moves ineligible or terminated employees to the proper tracking tabs. Communicates with payroll when missed payments occur, maintains active and inactive bonus reference records, and responds to employee inquiries about bonus amounts, schedules, and requirements.

Data and Metrics: 

• Develops and analyzes recruitment metrics and KPIs (e.g., time-to-fill, candidate funnel, offer acceptance rate) to identify areas for improvement.
• Tracks sourcing activities and successes.
• Maintains candidate databases, and reports on results to refine strategies.

Candidate Experience: 

• Develops sourcing, training and support strategies and systems to create a positive experience for candidates and stakeholders
• Partners with Recruitment Marketing to leverage marketing materials to enhance candidate experience and help build employer brand.
• Respond to open tickets from the service center and recruitment email about concerns with Onboarding, Candidate Experience, Bonus Questions, and general concerns.
• Reviewing Onboarding for new hires and following up with concerns with documentation and background checks through Universal.
• Adding/Updating Clinical Orientation tracker

Requirements:

• Work requires comprehensive knowledge of human resources management, recruitment practices, as well as the ability to effectively communicate, both orally and in writing - acquired through a bachelor’s degree in human resource management, business administration, or closely related field.  Requires at 2 years of related experience. Demonstrated sourcing experience is strongly preferred.
• Strong communication, relationship-building, and interpersonal skills are crucial for engaging candidates and advising internal teams.
• Work requires analytical ability sufficient to research target industries, companies, and talent markets to inform strategy.  Must be able to anticipate problems/complications and develop solutions.
• Ability to work independently with a minimum of supervision; and therefore, must be self-motivated, creative, and take initiative in developing appropriate recruitment sourcing strategies.   
• Position requires attention to detail and concentration, working long periods at computer screen, meeting tight deadlines, and very frequently produces a high level of mental/visual fatigue

The pay range for this position is $54,074.18 to $83,510.75 maximum.  Pay for this position is determined on a number of factors, including but not limited to, years and level of related experience.  

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