Human Resources Recruiter

Job Summary

The Human Resources Recruiter is responsible for innovative recruitment strategies, interviewing, and proactively sourcing viable qualified candidates for all open hospital positions. Other duties as assigned.

Primary Objectives of the Human Resources Recruiter:

• Develop and execute recruiting plans.
• Network through industry contacts, association memberships, trade groups and employees.
• Coordinate and implement college recruiting initiatives.
• Administrative duties and other human resources tasks.

Develop and Execute Recruiting Plans

• Work with hiring managers on recruiting planning meetings.
• Assist with revising job descriptions.
• Lead the creation of a recruiting and interviewing plan for each open position.
• Efficiently and effectively fill open positions.
• Conduct regular follow-up with HR Director to determine the effectiveness of recruiting plans and implementation.
• Develop a pool of qualified candidates in advance of need.
• Research and recommend new sources for active and passive candidate recruiting.
• Build networks to find qualified passive candidates.
• Post openings in newspaper advertisements, with professional organizations, and in other position appropriate venues.
• Utilize the Internet for recruitment.
• Post positions to appropriate Internet sources.
• Improve the company website recruiting page to assist in recruiting.
• Research new ways of using the Internet for recruitment.
• Use social and professional networking sites to identify and source candidates.

Qualifications

Five (5) years experience as a Recruiter in a healthcare setting.  Must be proficient in MS Office (Word, Excel, Outlook).  Must have the ability to communicate with employees, the public, and management in a courteous and professional manner. Must have the ability to maintain confidentiality.

Duties and Responsibilities

• PERFORMANCE
  • Maintains new and/or revised policies and procedures for the department and archives original documents.
  • Initiates (new hire) employee files: HR, Education, Employee Health, Agency and Contract Services with accurate and complete information.
    • Advises (new hire) of employee orientation and new hire packets and ensures accurate and timely completion of the new hire paperwork.
  • Maintains a copy of the Human Resources Policy and Procedure manual for all departments and may assist in updating and distributing new information.
  • Assists with Employment Status Reports or Personnel Action Reports for payroll, HR and/or compliance purposes.
  • Updates and maintains job descriptions for all current positions within the facility that meet licensing, certifying and accrediting body requirements.
  • Monitors, maintains, and updates hospital bulletin boards and the employee appreciation area.

• HUMAN RESOURCES POLICIES AND PROCEDURES
  • Is aware of current policies and procedures.
  • Assists with employee handbooks and provides/reviews with each staff member.
  • Supports the availability for facility staff to review HR policies and procedures.

• RECRUITMENT
  • Coordinates recruitment processes in compliance with the hospital’s recruitment plan.
  • Follows established procedures in identifying and publicizing position openings.
  • Coordinates the use of recruitment search firms and verifies approval by Central Valley Specialty Hospital corporate legal department.
  • Confirms position descriptions and requisition approvals have been completed before recruitment activities begin.
  • Recommends strategies for flex staffing in recruiting for replacements or new positions.
  • Plans and maintains annual recruitment activity calendar
  • Participates in and/or arranges various recruiting activities (e.g., job fairs, career days, employee referrals, hire-on bonuses, networking).
  • Updates hospital’s position control.
  • Is informed of current status of all recruitment activity within the hospital.

• EMPLOYEE ENGAGEMENT AND RETENTION
  • Assists with an employee recognition program is developed and implemented. And/or maintains the employee recognition program.
  • Assists with retention strategies developed and implemented.

• TRAINING AND DEVELOPMENT
  • Maintains and updates certification of inservice and training programs required by licensing, certifying, and accrediting bodies.
  • Communicates education/training opportunities to personnel
  • Informs department managers of the importance of documenting education and training programs, and supplies forms for documentation when needed.

• ACCURATE AND TIMELY PROCESSING OF UNEMPLOYMENT REQUESTS, FMLA, AND LEAVES OF ABSENCE

• ATTITUDE AND BEHAVIOR
  • Trustworthy- maintains confidentiality of sensitive and private information at all times.
  • Team Player- actively addresses problems and facilitates resolution.