Recruitment Specialist (Sourcer)

UHS•Temecula, CA

8h•Onsite

About The Position

Southwest Healthcare is seeking a Full-Time Recruitment Specialist (Sourcer). This position will specialize in identifying, attracting, and engaging passive and active talent for current and future vacancies. This role uses advanced data mining and research techniques to build robust talent pipelines, ensuring the organization has access to high-quality candidates in competitive or niche markets.

Requirements

High school diploma or equivalent required.
Minimum one (1) year of experience in recruitment or sourcing, preferably within a high-volume or specialized industry (e.g., healthcare, tech, or finance).
Hands-on experience with recruitment platforms such as LinkedIn Recruiter, Indeed, and specialized CRM/ATS tools like Workday, UKG & iCIMS.
Demonstrates knowledge and ensures compliance with The Joint Commission and Title 22 standards and guidelines.
Demonstrates compliance with hospital policies and procedures at all times.
Ability to set priorities and appropriately organize workload and complete assignments in a timely manner.
Demonstrates ability to relate to clinical personnel and medical staff, as well as ability to interact well with the public.
Must have knowledge of PC and applications.
Tracking "top-of-funnel" metrics.
Strong accuracy in reviewing resumes and identifying key information.
Commit to a fair, consistent, and efficient screening decision in a high volume environment.
Must maintain strict confidentiality at all times.
Demonstrate a high level of discretion and professionalism when handling confidential and sensitive employment information.

Nice To Haves

Bachelor’s degree in Human Resources, Business Administration, Communications, or a related field is preferred.
Certified Social Sourcing Recruiter (CSSR) preferred.

Responsibilities

Execute search strategies using semantic search tools to uncover "hidden" talent.
Proactively identify high-potential candidates on non-traditional platforms, or industry-specific professional databases and directories.
Build and nurture sustainable, long-term talent communities for niche "hard-to-fill" roles.
Ensure a consistent flow of "submission-ready" talent by maintaining regular touchpoints with candidates, reducing overall Time-to-Fill metrics.
Maintain records within the Applicant Tracking System (ATS) or iCIMS to track sourcing efficacy.
Analyze key performance indicators (KPIs) such as outreach response rates, source-to-hire ratios, and diversity slate percentages to continuously optimize search methods.
Coordinate "intake meetings" with Recruiters and Hiring Managers to define success profiles; provide a seamless handoff of vetted candidates, including detailed screening notes and compensation expectations to ensure a high Offer Acceptance Rate.