Talent Acquisition Sourcing Specialist

Visium Resources•Hinsdale, IL

5d•Remote

About The Position

Visium Resources has been asked to identify qualified candidates for this Talent Acquisition Sourcing Specialist position. This position is a contract opportunity which is expected to be Remote for a duration of 3 months+ with an extension and possible conversion to direct. Walk-in Wednesday: Required rotation (weekly at one campus, monthly at others). Commute/Travel: Must be within commutable distance (realistic commute is about one hour) to the facilities for on-site requirements. Quarterly TA Days: Required to go on site to meet with hiring managers. Training : Will attend one week of training in Orlando. (All expenses reimbursed) The Talent Acquisition Sourcing Specialist is responsible for partnering with assigned hiring managers to develop staffing needs, build candidate pipelines, and attract talent that supports the organization's mission. This role manages the end-to-end talent acquisition process, including formulating recruitment strategies, screening and interviewing candidates, extending offers, and overseeing onboarding. Role Purpose & Focus Allocation: 70% of the time will be spent on outbound sourcing using tools like LinkedIn Recruiter, Indeed, CRM, and dashboards. 30% Recruiting. Target Hard-to-Fill Positions Clinical: Cath Lab and IR Techs (requiring Rad Tech licensure); Experienced RNs (Med Surg and ICU focus).

Requirements

1+ years of experience in recruiting or human resources.
High volume recruitment.
Proficiency with Applicant Tracking Systems (ATS) and Recruiting CRMs.
Proficiency with Microsoft Office Suite.
Proficiency in utilizing AI tools.

Nice To Haves

Healthcare experience and/or RPO experience.
Workday experience is a "perfect world" requirement due to difficult system transition.
Talent Acquisition certification through HCI, NAHCR, or RACR.
HR Certification through HCI or SHRM (SHRM-CP).
Professional in Human Resources (PHR).

Responsibilities

Collaborate with hiring managers to determine staffing needs by reviewing attrition rates, new business plans, and potential retirements.
Develop strategies to ensure vacancies are kept at facility-specified levels and that new programs are fully staffed for opening dates.
Screen and interview candidates using behavioral interview techniques, resume reviews, and credentials assessments to determine knowledge, skills, and abilities.
Prepare and extend job offers, including sign-on bonuses, relocation agreements, and other incentives, while managing counter-offers as needed.
Maintain accurate and timely records of candidate progress within the applicant tracking system.
Develop and maintain knowledge of benefit plans, incentives, and corporate policies to address applicant inquiries.