Recruiter

Brazos Valley Community Action Agency; College Station (TX); Sur place; USD 50 000 - 70 000; Plein temps

Résumé du poste

Brazos Valley Community Action Agency is seeking an experienced Recruiter to strengthen our Human Resources team. You will lead end-to-end recruitment for HealthPoint positions, develop sourcing strategies, screen applicants, and partner with hiring managers to fill roles quickly with qualified candidates.

You will build candidate pipelines, coordinate interviews, manage offers and onboarding, and maintain compliant records in the HRIS.

Qualifications

• Experience as a recruiter, preferably in healthcare or non-profit sectors.
• Familiarity with federal and state recruitment regulations.
• Knowledge of applicant tracking systems and recruitment tools.
• Ability to source and screen candidates effectively.

Responsabilités

• Develops Recruitment Strategies to attract diverse candidates for current and future openings.
• Sourcing, screening, and evaluating applicants to identify top talent.
• Coordinate and schedule interviews with hiring managers; manage candidate communications.
• Facilitate offers, onboarding, and new employee orientation; ensure compliant documentation.
• Oversee offboarding processes and maintain accurate HR records in the HRIS.
• Build relationships with external organizations and educational institutions to bolster sourcing.

Connaissances

Recruiting experience

Healthcare sector knowledge

Regulatory knowledge

ATS experience

Formation

Bachelor/Associate degree in business or related

Outils

HRIS

Job boards

Social media sourcing

Description du poste

BASIC FUNCTION

Plays a vital role in the Human Resources Department by attracting and selecting highly qualified candidates for all HealthPoint positions. Responsible for developing and implementing recruitment strategies, sourcing candidates, screening applicants and managing the recruitment process from beginning to end. The Recruiter will work closely with hiring managers and HR team members to ensure a smooth and efficient hiring process that aligns with the organization's goals and values.

PRIMARY RESPONSIBILITIES AND DUTIES

1. Develops Recruitment Strategies
2. Develops and implements effective recruitment strategies to attract a diverse pool of qualified candidates for available and future positions.
3. Collaborates with hiring managers and HR team to understand hiring needs, job requirements, and desired candidate profiles.
4. Utilizes various recruitment channels, such as job boards, social media, professional networks, and community involvement/partnerships, to source potential candidates.
5. Stay up to date with industry trends and best practices in recruitment to enhance the effectiveness of strategies.
6. Candidate Sourcing and Screening
7. Proactively source, screen, and evaluate candidates to identify top talent.
8. Review resumes and applications, conduct phone screens, and perform initial assessments to determine candidate fit for specific roles.
9. Conduct in-depth interviews and assess candidates' skills, qualifications, and cultural fit.
10. Build and maintain a pipeline of qualified candidates for current and future openings.
11. Hiring Process Management:
12. Coordinate and schedule interviews between candidates and hiring managers, ensuring a positive candidate experience.
13. Facilitates candidate assessments, reference checks, and background screenings, and ensures all required new hire documentation is collected and complete prior to the employee's start date.
14. Collaborate with HR team to prepare and present job offers to selected candidates.
15. Oversee the onboarding process for new hires, ensuring a seamless transition.
16. Co-facilitate New Employee Orientation (NEO)
17. Offboarding Support:
18. Supports employee offboarding process by partnering with managers to ensure Personnel Action Forms and required separation documentation is accurately completed and submitted in the HRIS in a timely manner.
19. Coordinates with IT, payroll, and management to ensure timely deactivation of system access and recovery of company property upon employee separation.
20. Conduct exit interviews and analyze exit interview data to identify trends.
21. Ensures all termination documentation is accurately pulled, completed, and stored in employee records upon termination and report separation information to applicable external vendors in accordance with company policy.
22. Relationship Building and Networking:
23. Cultivate relationships with external organizations, educational institutions, and professional associations to enhance candidate sourcing efforts.
24. Represent the FQHC at job fairs, conferences, and other recruiting events to promote the organization and attract potential candidates.
25. Develop and maintain a strong network of industry professionals and passive candidates.
26. Performs other duties as assigned –
27. 1. Effectively carries out tasks and responsibilities beyond core job duties and primary role. The additional duties may vary from time to time and encompass a wide range of activities that contribute to the overall success of the organization (floating, schedule variations, assisting co-workers, patients, visitors, customers, leaders, and other stakeholders in support of the organization.)

GENERAL PROFESSIONAL DEVELOPMENT

This position requires a high level of professionalism, strong communication and interpersonal skills, and the ability to handle sensitive and confidential information with discretion.

1. Organizational Skills - Displays more advanced organizational skills, in order to organize projects or the work of others.
2. Problem Solving Skills - Devises effective solutions to situations encountered based on the general goals and objectives of the HR Recruitment function.
3. Communication Skills - Able to effectively communicate opinions drawn from conclusions using inference and logic.
4. Critical Thinking Skills – Uses logic and reasoning to identify the strengths and weaknesses of alternative solutions, conclusions or approaches to problems.
5. Problem Resolution - Resolves conflicts that may arise because of disagreements between applicants and leaders, between customers/clients, or with the public, other legal entities or governmental authorities.

PROFESSIONAL/TECHNICAL KNOWLEDGE, SKILLS & ABILITIES

1. Possesses advanced general skills, including written and verbal communications skills, computational and computer skills, and mathematical knowledge frequently acquired through completion of a general Bachelor’s Degree program or Associate’s degree with acquired business experience.
2. Proven experience as a recruiter, preferably within the healthcare or non-profit sector.
3. Knowledge of federal and state regulations related to recruitment and hiring processes.
4. Familiarity with applicant tracking systems and other recruitment tools.

TECHNICAL SKILLS

1. Word Processing Skills - Prepares more complex documents in Microsoft Word, including creating tables, charts, graphs and other elements.
2. Spreadsheet Skills - Uses Microsoft Excel to analyze data, including the use of formulas, functions, lookup tables and other standard spreadsheet elements.
3. Graphics/Presentation Skills - Creates basic presentations in Microsoft PowerPoint.
4. Other Software Skills – Uses HRIS to manage applicants, employee record keeping, workforce reporting, talent management, time & attendance and benefits administration. Uses external software and social media to for job postings.

LICENSES & CERTIFICATIONS

1. Required: Valid state Driver’s License
2. Preferred: Automobile insurance with reliable transportation