Talent Acquisition Recruiting Coordinator

As a Talent Acquisition Recruiting Coordinator at Caring for Family of Companies, your key responsibilities will include managing onboarding data, pre-screening candidates for their cultural and competency fit, conducting reference checks, and creating accurate HR records. You'll also oversee the Applicant Tracking System (ATS) to facilitate hiring and onboarding processes, ensuring a seamless experience for both candidates and team members.

To be considered for the Talent Acquisition Recruiting Coordinator role at Caring for Family of Companies, candidates should demonstrate a proactive and solution-oriented approach, effective communication skills, and a keen attention to detail. Additionally, having proficiency with technology, project management skills, and an understanding of HIPAA regulations are important for maintaining compliance and efficiency in the role.

The Talent Acquisition Recruiting Coordinator serves as the welcoming gateway to the organization. By attracting and onboarding top talent that aligns with Caring for Family of Companies' collaborative culture, you’ll help foster a supportive and cohesive work environment, positively impacting both employees and clients.

In the Talent Acquisition Recruiting Coordinator role at Caring for Family of Companies, you will manage the Applicant Tracking System (ATS), including Paylocity, and utilize various job sourcing boards such as Indeed and Facebook Groups. Familiarity with digital record management and HRIS platforms will also be key to your success.

Caring for Family of Companies provides a comprehensive wellness portfolio for Talent Acquisition Recruiting Coordinators, including health insurance with generous company contributions, paid time off, a bonus personal celebration day, 401K retirement plans with employer matching, and ongoing professional development opportunities. This reflects our commitment to supporting the well-being and career growth of every team member.

An effective way to prioritize tasks is by evaluating deadlines and the impact of each task on the hiring process. I would create a daily checklist, identifying urgent tasks such as candidate screenings and onboarding schedules, and ensuring I allocate sufficient time for any administrative duties related to the ATS.

To assess cultural fit, I believe in asking behavioral questions that reveal a candidate's values and work ethic. For example, I might inquire about situations where they demonstrated collaboration or faced challenges working in a team, allowing me to evaluate how well they align with the culture at Caring for Family of Companies.

In my previous roles, I have utilized ATS platforms for candidate tracking, reporting metrics, and managing onboarding documents. I understand the importance of maintaining accurate and organized records, ensuring compliance, and enhancing the overall efficiency of the recruitment process.

I employ a variety of sourcing methods including job postings on platforms like Indeed, utilizing social media to reach passive candidates, and networking at industry-related events. I also leverage employee referrals, which can be a powerful way to find individuals who are likely to fit well within the company culture.

During a high-volume recruitment drive, I focus on streamlining the process by utilizing templates for communication and ensuring clear guidelines are communicated to stakeholders. Prioritizing tasks based on urgency and impact is vital, as well as regular check-ins to adjust strategies based on applications received and candidate engagement.

To ensure compliance, I stay updated on relevant laws and best practices, such as those surrounding PHI in relation to HIPAA. I maintain meticulous records and document all processes, along with training sessions for the hiring team on compliance issues to create awareness and accountability.

I admire Caring for Family of Companies' commitment to a family-focused culture and its proactive approach to employee engagement. I believe that my collaborative mindset and dedication to finding top talent align well with the organization’s mission of supporting employees and clients effectively.

My process for conducting reference checks involves preparing specific questions that gauge the candidate's previous performance and cultural fit within their past roles. I always ensure that I verify the authenticity of references and follow up with probing questions based on the responses received.

I measure the effectiveness of recruitment efforts using various key performance indicators such as time-to-fill, quality of hire, and candidate satisfaction ratings post-interview. These metrics provide valuable insights into areas of improvement and successes in the recruitment process.

Certainly! In my last role, I successfully led a recruitment campaign that reduced our time-to-hire by 30% through better use of social media and enhanced candidate engagement strategies. By building a transparent and efficient process, I was able to attract high-caliber candidates, ultimately enriching our team's quality.