Onsite Recruiter

Glen Park Senior Living•Glendale, CA

2d•$25 - $30•Onsite

About The Position

The Recruitment Coordinator is responsible for staff recruitment and retention, continually sourcing compassionate and reliable team members who align with the company’s values. The role develops and implements proactive recruitment and retention strategies to support staffing needs, and reports directly to the Talent Acquisition and Retention Manager and the HR Director. The position collaborates with team members and management to assess staffing needs, recruitment-market conditions, turnover trends, compensation and benefits, and current and future business demands. It sources caregiver candidates, supports interviews and hiring, facilitates orientations and onboarding, and develops initiatives to retain and recognize caregivers. The coordinator also builds recruiting relationships and maintains an online recruiting presence, organizes job fairs and company events, monitors program outcomes and budgets, and reports on recruitment and retention effectiveness.

Requirements

At least 60 college units and at least two years of experience in health care, or an equivalent combination of education and experience.
Experience in public speaking and presentations.
Proficiency in Microsoft Office (Word, Excel, PowerPoint, Outlook), scheduling systems, and health care-related software.
Strong teamwork, communication, relationship-building, and interpersonal skills.
Results-oriented, with the ability to measure and analyze outcomes.
Excellent verbal and written communication abilities.
Flexible, resilient, professional, and well-groomed.
Ability to prioritize, organize, delegate, and follow through independently with minimal supervision.
Commitment to client service excellence and caregiver support.
Good physical and mental health, including a current TB test; the posting also requires a negative TB test and health screening.
Legal authorization to work in the U.S.
Live Scan Fingerprint Clearance.
CPR/First Aid Certification.
Ability to perform the listed physical demands, including lifting at least 50 lbs, subject to ADA accommodations.
Adequate vision and hearing, with or without assistive devices, and ability to operate office equipment.
Valid driver’s license and reliable transportation.

Responsibilities

Collaborate with key team members to understand recruitment and retention needs, the recruitment market, and the caregiver pool.
Develop a Recruitment & Retention Action Plan based on staffing needs, turnover trends, team feedback, and current and future business demands.
Conduct compensation and benefits analyses with management and research competitors’ wages and benefits; develop consistent employer talking points.
Represent the company’s brand, reputation, and culture professionally.
Source caregiver candidates and ensure they meet established standards and job descriptions.
Implement caregiver retention programs, including educational, recognition, appreciation, and motivational initiatives.
Engage employees in recruitment and retention efforts and develop materials to attract candidates and promote recognition.
Build relationships with health-related schools, community organizations, and other recruitment sources; create educational opportunities for caregivers.
Maintain an online recruiting presence using recruiting tools, websites, and social media.
Promote and manage caregiver referral incentive programs and recognize participation.
Plan and host internal and community job fairs, and evaluate local advertising opportunities for recruitment and appreciation.
Participate in interviews and support efficient hiring practices; follow recruitment, selection, and hiring procedures, including preparing new employee files and checklists.
Host and facilitate new-hire orientations and work with management on onboarding during employees’ first 90 days.
Develop and implement retention initiatives such as newsletters, appreciation events, and mentoring programs; organize caregiver appreciation and company events.
Communicate with supervisory staff, use feedback to improve performance and training, and support performance reviews and continuous improvement.
Review employee exit interviews and apply findings to recruitment and retention strategies.
Conduct weekly office meetings to report recruitment progress, the candidate pipeline, and caregiver rosters.
Prepare monthly, quarterly, and annual reports evaluating recruitment and retention effectiveness.
Submit expense reimbursements on time, follow budget approvals, and ensure initiatives provide an appropriate return on investment.