Talent Acquisition Specialist (Provisional)

OhioHealth•Columbus, OH

About The Position

This is a provisional, temporary position with an anticipated duration of six months. Employment is expected to end at the conclusion of the assignment unless extended based on business needs. As part of OhioHealth’s Talent Acquisition team, the Consultant recruits for roles within one or more functional areas. At times, the role may recruit for elevated-visibility, high-volume, or difficult-to-fill positions by executing local and national recruiting plans, using contemporary sourcing strategies and resources, and applying creative recruitment approaches. The role manages searches against agreed timelines and benchmarks, using metrics to prioritize work and help OhioHealth hire strong talent and become an employer of choice in the healthcare market. The role may also contribute to process improvements and other work-enhancement projects, build strategic partnerships and internal and external relationships, and advise business leaders as a recruitment subject matter expert. Areas of focus can include market intelligence and benchmarking, strategic recruiting practices, diverse sourcing, pipeline performance metrics, and candidate experience. The position recruits for a portion of OhioHealth’s business, usually within a single functional area, and maintains near-, mid-, and long-term talent pipelines. It develops multi-channel search strategies, builds talent networks and organizational relationships, and manages the recruitment lifecycle from hiring-manager intake through candidate onboarding handoff. This includes refining job descriptions, screening and assessing applicants, presenting diverse candidate slates, negotiating pay, managing offers, reporting on pipeline health, and recommending improvements to candidate and hiring-manager experiences. The role also partners with hiring teams on sourcing, assessment, and candidate-closing strategies; participates in special projects and recruiting initiatives; and balances concurrent searches and daily work. As part of a High Reliability Organization, the position requires attention to safety, quality, and efficiency. Responsibilities are not exhaustive and may change.

Requirements

Bachelor’s degree.
At least 2 years of corporate, full-cycle recruitment experience, including closing candidates and negotiating offers.
Experience building partnerships within HR, across business functions, and with external entities to strengthen candidate pipelines.
Strong client focus and commitment to continuous improvement, sourcing strategies, and creative approaches to delivering quality candidates.
Experience managing and prioritizing multiple searches, projects, and client relationships; building reports; and using varied recruiting plans and tools.
A track record of diverse talent placement and commitment to diversity, equity, and inclusion.
Ability to develop recommendations and implement recruitment-process improvements based on client needs.
Recruitment, branding, and networking skills, including use of online platforms such as LinkedIn, Indeed, Instagram, and Facebook and industry best practices.
Ability to navigate ambiguous and complex situations professionally and influence and negotiate diplomatically with customers, partners, and stakeholders.
Strong teamwork, customer service, verbal communication, and written communication skills.
Analytical and problem-solving skills, attention to detail, and ability to create, measure, and scale workflows among candidates, hiring managers, and recruitment partners.
Ability to work independently with minimal direct supervision and effectively within a team.
Knowledge of state and federal employment laws and EEO.
Experience using an applicant tracking system, such as Workday.

Responsibilities

Recruit for assigned business areas and maintain near-, mid-, and long-term candidate pipeline health, directly or through external partners.
Develop multi-channel search strategies, build talent networks, and establish trusted relationships across the organization.
Manage the full recruitment lifecycle, from hiring-manager intake through candidate handoff to employee onboarding.
Refine job descriptions, rapidly review and disposition applicants, conduct structured candidate screenings, and present qualified and diverse candidate slates to hiring managers.
Develop staffing strategies and source candidates through networking, direct outreach, referrals, university relations, and other channels.
Promote inclusion in hiring and help ensure candidate pipelines represent the talent market.
Advocate for candidates and manage skill evaluation, salary recommendations, pay negotiations, offers, and offer outcomes.
Maintain candidate-pipeline and applicant-flow data and provide reports as requested by pipeline, Talent Acquisition, or business leadership.
Recommend continuous improvements to candidate and hiring-manager experiences and recruitment processes.
Partner with hiring teams to develop sourcing, assessment, and closing approaches while managing customer and partner expectations.
Participate in special projects and recruiting initiatives and manage time across concurrent searches and daily work.
Meet mandatory and continuing education, skills competency, and certification requirements and support department goals.
Perform duties with attention to safety, quality, and efficiency.