Recruitment Operations Specialist

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.

Pay

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