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Form of workJob Description
POSITION PURPOSE: The Recruitment Manager is responsible for staff recruitment and retention; for continually recruiting more staff than needed who are not bad apples; and for developing and implementing a proactive recruitment and ongoing retention plan. He/She reports to the Director.
JOB CLASSIFICATION: Non-Exempt
PRINCIPAL ACCOUNTABILITIES:
1. Work collaboratively with key team members to understand recruitment and retention needs and the existing recruitment market environment and candidate pool.
2. Develop a Recruitment and retention Action Plan by assessing company staffing needs, analyzing turnover concerns, soliciting team feedback, and planning for existing as well as future demands of the business from client, caregiver, and office team perspectives.
3. Conduct compensation analysis surveys; and wage/benefit offerings. Collaborate with the management team to evaluate existing and potential benefits as well as recognition and appreciation programs.
4. Know major competitors, wage and benefit offerings, and how to differentiate your business as the employer of choice. Create and enhance talking points for team consistency.
5. Maintain professionalism and be a strong representative to uphold the brand, reputation, and culture of the business.
6. Actively source quality caregiver candidates. Work with the office team to establish core competencies and characteristics of quality staff; be well-versed in job descriptions to ensure new candidates meet established quality standards.
7. Actively maintain existing quality personnel through programs (educational, recognition, appreciation, motivational, etc.)
8. Engage and align all employees to be cognizant and supportive of recruitment and retention efforts.
9. Utilize existing collateral materials and/or develop pertinent resources to attract quality candidates and promote employee appreciation and recognition.
10. Build and maintain relationships with health-related schools and colleges, local community businesses, faith-based establishments, and other pertinent recruitment sources.
11. Create educational opportunities for personnel utilizing online resources, health-related schools, referral sources (i.e. hospice) Life Care Navigation programs, etc. to promote and encourage professional growth.
12. Develop and maintain an online recruiting presence. Use a diverse mix of recruiting tools and websites. Create and/or enhance existing incentive programs for team members; promote as a benefit to existing caregivers; reward and recognize results.
13. Use and/or enhance social media venues such as Facebook to promote recruitment; engage existing personnel and office teams via testimonials and care experiences.
14. Plan and conduct job fairs internally as well as participate in community job fairs.
15. Evaluate and consider local advertising (real estate signage, banners, local publications, etc.) as well as recruitment and/or retention campaigns when applicable to accelerate and promote Caring Careers as well as caregiver support and encouragement to sustain retention.
16. Participate in the interview process by screening and interviewing prospective candidates. Enhance, where applicable, the interviewing process to maintain recruitment, selection, and hiring efficiencies through process improvements.
17. Adhere to recruitment, selection, and hiring policies and procedures. Responsible for preparation of initial employee file set up and completion of employee file checklist.
18. Host and facilitate orientation of new hires and coordinate participation and engagement from the office team.
19. Work with the management team to ensure a smooth transition from onboarding and orientation through the first 90 days; identify additional educational/training needs.
20. Develop retention programs in conjunction with key VA team members for example: newsletters, appreciation, incentives, recognition, and mentoring.
21. Plan, organize, and coordinate events to celebrate employee appreciation, anniversaries, holidays, summer picnics, business success, etc.
22. Implement a process to facilitate effective communication with those conducting supervisory visits. Monitor goals and apply coaching and educational opportunities.
23. Review results of employee exit interviews and record findings. Use results and trends to enhance and improve recruitment and retention efforts.
24. Conduct weekly office meetings and report on recruitment efforts, and candidate pipeline as well as review and discuss caregiver roster. Develop recruitment and retention strategies for implementation.
25. Prepare monthly, quarterly, and annual reports to evaluate program effectiveness for recruitment and retention such as measuring success with recruitment sources, quality versus quantity of candidates, turnover results, and the balance of client demand versus caregiver supply.
26. Complete and submit business expense reimbursement within the time allowances set forth.
27. Adhere to budget allowances and receive necessary approvals before recruitment and/or retention program implementations.
28. Utilize company resources to ensure an appropriate return on investment in pertinent recruitment and retention initiatives.
SPECIFIC JOB KNOWLEDGE, SKILLS AND PERSONAL ABILITIES REQUIRED:
1. At least sixty units of college with two years of experience in health care or home care; or a comparable combination of relevant education and experience.
2. Experience with public speaking, and demonstrated presentation skills.
3. Demonstrate proficiency with Microsoft Office (Word, Excel, PowerPoint, and Outlook) applications, scheduling systems, and other healthcare industry-related software.
4. Demonstrate ability to work well with a team.
5. Results-oriented; effectively measuring outcomes.
6. Ability to form relationships and maintain rapport.
7. Ability to listen and communicate, fluently, and diplomatically, both orally and in writing.
8. Ability to remain flexible, resilient, calm, maintain a sense of humor, and present a well-groomed professional image.
9. Ability to plan, organize, prioritize, integrate, delegate, and accurately follow through in work activities with time constraints and interruptions to meet deadlines as well as work independently with a minimum amount of direction and/or supervision.
10. Ability to generate goodwill for the Company with applicants and prospects.
11. Possess and maintain good physical and mental health, including current TB testing.
12. Ability to lawfully work in the U.S.
PHYSICAL/ENVIRONMENTAL DEMANDS:
1. Sitting, standing, bending, reaching, stretching, stooping, walking, climbing, stairs, and moving intermittently during working hours.
2. Must be able to see and hear or use prosthetics that will enable these senses to function adequately to ensure that the requirements of this position can be fully met.
3. Must be able to properly operate office equipment.
4. Must have a valid driver’s license and reliable transportation.
5. Must be able to maintain verbal and written communication with co-workers, leadership team, supervisors, and vendors.
6. All of the above demands are subject to ADA requirements.
Glen Park Senior Living is an Equal Opportunity Employer that is proud of its culture of diversity and inclusion. Individuals seeking employment are considered without regard to race, color, religion, national origin, age, sex, marital status, ancestry, physical or mental disability, veteran status, gender identity, or sexual orientation.
BENEFITS:
· Pension Plan after 2 years of employment. Employer will contribute 7% of your annual wages into the plan.
· 6 paid sick days and 6 paid holidays per year (after 60 days probationary period).
· An accrual of 2 weeks of paid vacation upon completion of the first year of employment.
Job Type: Full-time
Salary: $22.00 - $25.00 per hour
Benefits:
- Dental Insurance
- Health insurance
- Paid time off
- Retirement plan
- Vision insurance
Experience level:
- 2 years
Schedule:
- 8 hour shift
- Day shift
- Monday to Friday
Work Location: In person
