Sr. Healthcare Recruiter

This role will cover campus recruiting responsibility for Midwest Group areas as well as direct patient care recruitment, as needed.

PURPOSE AND SCOPE:

Works with hiring manager to document requirements of job openings as required opening requisitions.

Determines appropriate recruiting sources for advertising and posting positions.

Promotes the company image to candidates and external service providers.

Surfaces candidates and develops networks of people and processes to support a strong pipeline of qualified candidates.

Pre-screens resumes and evaluates effectiveness of electronic candidate evaluation tools.

Documents candidate evaluation and interview process.

PRINCIPAL DUTIES AND RESPONSIBILITIES:  


* Effectively partner with hiring manager to better understand business needs and assess position goals and requirements.


* Use various cost effective sourcing strategies, such as internet job boards, networking, resume mining, social networking, cold calling, college/university recruiting and job fairs to attract a diverse pipeline of candidates.


* Prescreen all applicable candidates, then recommend candidates to hiring manager based on detailed requirements of position and competencies; provide manager with reasoning for advancing candidate.


* Establish credibility and remain engaged with hiring manager and senior management to stay abreast of hiring process.


* Arrange management interviews by coordinating schedules, arranging travel, lodging meals, and escorting applicant to interviews.


* Ensure recruitment activity is updated in an accurate, compliant and timely manner within the applicant tracking system.


* Create offers, review and participate in negotiation and re-negotiation of salaries in coordination with offer.


* Responsible for all onboarding activities to include: references, new hire paperwork, backgrounds check, I9, payroll forms and drug test.


* Track, report and support future staffing initiatives.


* Serve as role model/mentor to other staff members.


* Proactively work with hiring manager and human resources business partner regarding future organizational structure.


* Systematic and proactive approach with hiring managers across all business lines regarding recruitment cost controls.


* Proactive partnership with HR business partners when an employee or hiring manager issue is identified.


* Continued recommendation for improving full life cycle recruiting strategies.


* Lead and collaborate on projects/reports related to ongoing corporate recruitment initiatives as required.


* May provide assistance to junior level staff with more complex tasks that require a higher level of understanding of functions.


* May escalate issues to supervisor/manager for resolution, as deemed necessary.


* Review and comply with the Code of Business Conduct and all applicable company policies and procedures, local, state and federal laws and regulations.
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