Healthcare Recruiting (High Volume)

About the Role

The Healthcare Recruiter (High Volume) manages the full-cycle recruitment process for a high volume of healthcare positions across assigned facilities. This role develops and executes recruiting strategies to attract, screen, interview, and hire qualified healthcare professionals while maintaining a strong candidate experience and meeting established hiring goals. The ideal candidate is highly driven, organized, and results-oriented, thriving in a fast-paced environment and comfortable managing multiple requisitions and candidates simultaneously.

Responsibilities

• Full-Cycle Recruiting
  • Manage the recruitment process from job requisition through offer acceptance and onboarding handoff.
  • Recruit for high-volume healthcare positions, including Certified Nursing Assistants (CNAs), Licensed Practical Nurses (LPNs), Registered Nurses (RNs), dietary, housekeeping, activities, administrative, and other facility-based positions.
  • Develop and maintain a strong pipeline of qualified candidates for both immediate and future hiring needs.
  • Review applications and resumes to identify qualified candidates based on position requirements.
  • Conduct phone screens and initial interviews to assess qualifications, experience, availability, compensation expectations, and overall fit.
  • Coordinate interviews between candidates and hiring managers/facility leadership.
  • Extend and facilitate offers in accordance with company guidelines.
  • Maintain consistent communication and follow-up with candidates throughout the hiring process.
• High-Volume Sourcing
  • Proactively source candidates through job boards, applicant tracking systems, social media, professional networks, referral programs, career fairs, community events, schools, and other recruiting channels.
  • Utilize creative sourcing strategies to identify candidates in competitive healthcare labor markets.
  • Build talent pipelines for recurring and difficult-to-fill positions.
  • Re-engage qualified candidates from previous applicants and talent pools.
  • Develop relationships with healthcare schools, CNA programs, nursing programs, workforce organizations, and community partners.
• Recruiting Performance & Metrics
  • Consistently meet or exceed established recruiting activity and hiring goals.
  • Manage a high volume of open requisitions and candidate activity simultaneously.
  • Track recruiting metrics including:
    • Applications
    • Qualified candidates
    • Screens/interviews
    • Interviews scheduled
    • Offers extended
    • Offers accepted
    • Time-to-fill
    • Time-to-hire
    • Source of hire
    • Candidate conversion rates
  • Maintain accurate and timely documentation within the Applicant Tracking System (ATS).
  • Regularly communicate recruiting activity, challenges, pipeline health, and hiring progress to leadership.
• Candidate Experience
  • Serve as a primary point of contact for candidates throughout the recruiting process.
  • Provide timely communication regarding application status, interviews, offers, and next steps.
  • Deliver a professional and positive candidate experience that reflects the organization's culture and values.
  • Identify and address candidate concerns that could impact acceptance or retention.
• Compliance & Healthcare Hiring
  • Ensure recruiting activities are conducted in accordance with company policies and applicable employment regulations.
  • Verify that candidates meet required education, experience, licensure, certification, and other position qualifications.
  • Partner with appropriate departments to facilitate required background checks, drug screenings, credential verification, and other pre-employment requirements.
  • Maintain accurate and confidential candidate records.
• Partnership with Facility Leadership
  • Partner closely with Administrators, Directors of Nursing, department leaders, and hiring managers to understand staffing needs and hiring priorities.
  • Conduct regular recruiting updates with assigned facilities.
  • Provide hiring managers with qualified candidates and recommendations throughout the process.
  • Help establish realistic hiring timelines and recruiting priorities.
  • Identify staffing trends and proactively recommend solutions to improve hiring results and workforce availability.

Requirements

• 2+ years of recruiting experience, preferably in healthcare, long-term care, skilled nursing, senior living, home health, behavioral health, or another high-volume environment.
• Demonstrated experience managing a high volume of open positions and candidates simultaneously.
• Strong sourcing and candidate development skills.
• Excellent verbal and written communication skills.
• Strong organizational and time-management abilities.
• Ability to prioritize competing hiring needs in a fast-paced environment.
• Proficiency with Applicant Tracking Systems (ATS), Microsoft Office, and recruiting/job board platforms.
• Strong attention to detail and follow-through.
• Ability to work independently while partnering effectively with hiring managers and leadership.

Preferred Qualifications

• Experience recruiting CNAs, RNs, LPNs, therapists, dietary staff, housekeeping staff, and other healthcare/facility positions.
• Experience recruiting within long-term care, skilled nursing, assisted living, or senior care.
• Experience with high-volume recruiting campaigns.
• Experience using Indeed, LinkedIn, social media, ATS sourcing tools, and other recruiting platforms.
• Familiarity with healthcare licensing and credentialing requirements.
• Experience building relationships with nursing schools, CNA programs, and workforce development organizations.

Success Metrics

• Consistently fill a high volume of open positions.
• Maintain a healthy pipeline of qualified healthcare candidates.
• Reduce time-to-fill and time-to-hire.
• Increase candidate-to-hire conversion rates.
• Maintain strong offer acceptance rates.
• Provide an excellent candidate experience.
• Build effective sourcing pipelines for hard-to-fill positions.
• Establish strong partnerships with facility leadership.
• Consistently meet or exceed recruiting activity and hiring KPIs.

Core Competencies

• High-Volume Recruiting
• Candidate Sourcing
• Healthcare Recruiting
• Relationship Building
• Communication
• Organization & Time Management
• Results Orientation
• Problem Solving
• Candidate Experience
• Stakeholder Management
• Attention to Detail
• Adaptability
• Accountability