Recruitment Operations Specialist

Sheppard Pratt Careers•Towson, MD

17h

About The Position

This role manages and optimizes recruitment operations, focusing on sourcing, technology management, process improvement, data analysis, and candidate experience. The specialist will be responsible for developing and executing sourcing strategies to build a diverse talent pipeline, managing the applicant tracking system (ATS), streamlining recruitment processes, analyzing key metrics, and ensuring a positive candidate experience. This position requires strong communication, analytical, and problem-solving skills, with the ability to work independently and manage multiple priorities.

Requirements

Requires comprehensive knowledge of human resources management and recruitment practices.
Requires 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 least 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.
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; 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 a computer screen, meeting tight deadlines, and very frequently produces a high level of mental/visual fatigue.

Nice To Haves

Demonstrated sourcing experience is strongly preferred.

Responsibilities

Manages and executes all aspects of recruitment sourcing efforts to develop a robust pipeline of diverse talent for specialized, critical, or 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 the health system.
Serves as the primary contact for the candidate, conducts appropriate introductions to the recruiter, and smoothly transitions the candidate to the 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.
Manages and optimizes the recruitment ATS, automates tasks, tracks candidate progress, and manages data.
Ensures the recruitment team is optimizing the abilities of the ATS.
Collaborates with the HRIS team to stay abreast of updates and facilitate a smooth rollout of changes in the ATS.
Serves as a subject matter expert for the applicant tracking system: manages updates, documentation of processes, and team/manager training.
Oversees and optimizes TA processes, systems, and workflows to ensure a 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 the changing needs of the 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.
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.
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 the employer brand.
Responds to open tickets from the service center and recruitment email about concerns with Onboarding, Candidate Experience, Bonus Questions, and general concerns.
Reviews Onboarding for new hires and follows up with concerns regarding documentation and background checks through Universal.
Adds/Updates the Clinical Orientation tracker.