Corporate Recruiter - job 1 of 2

As a Corporate Recruiter at Theoria Medical, your primary responsibilities will include managing job postings across various platforms, employing effective sourcing strategies to attract qualified candidates, and developing a robust pipeline of talent. You'll facilitate the recruitment process by communicating with candidates, screening applications, scheduling interviews, and ensuring that the staffing needs of the company are met seamlessly.

To be considered for the Corporate Recruiter position at Theoria Medical, candidates should possess strong computer skills, particularly in G Suite tools, as well as proficiency in using applicant tracking systems. Additionally, having a background in recruiting healthcare professionals in the United States, particularly Physician Assistants, Nurse Practitioners, and Physicians, is essential. Experience with administrative hiring in the Philippines will also be an advantage.

Yes, the Corporate Recruiter position at Theoria Medical is fully remote and based in the Philippines. This flexibility allows you to manage your work from the comfort of your home while contributing significantly to our recruitment efforts for healthcare roles across the United States.

The Corporate Recruiter role at Theoria Medical operates on a schedule from Mondays to Fridays, 10:00 AM to 7:00 PM EST, which will be considered a night shift in the Philippines' time zone. This timing is structured to align with the operations of our U.S.-based facilities.

As a Corporate Recruiter at Theoria Medical, you’ll enjoy a competitive salary package along with performance-based bonuses. Benefits also include paid vacation and sick leave, 13th month pay, HMO coverage offered upon regularization, weekends off, and overtime opportunities. We believe in supporting our employees both professionally and personally.

When asked how to source candidates for hard-to-fill roles as a Corporate Recruiter, consider sharing your experience with novel sourcing strategies such as leveraging social media, professional networks, and industry-specific job boards. Discuss your methods for identifying passive candidates, and highlight any successful campaigns or outreach efforts that helped fill challenging positions.

Engaging candidates effectively is crucial in recruitment. Talk about utilizing personalized communication, keeping candidates informed throughout the process, and providing insights into the company culture. Mention your experience with maintaining candidate relationships post-interview, as this can enhance engagement and attract the best talent.

In response to a question about applicant tracking systems, outline your previous experience managing candidates within these systems. Discuss how you have used ATS features to streamline the recruitment process, manage workflows, and track metrics that demonstrate your effectiveness as a Corporate Recruiter.

To prioritize multiple job openings as a Corporate Recruiter, explain your approach to evaluating the urgency of each role, possibly using a scoring system based on time-to-fill, role significance, and anticipated challenges. Share your experience with managing a panel of requisitions efficiently without compromising quality or candidate experience.

Building a talent pipeline requires proactive strategies. Discuss your methods for creating ongoing relationships with passive candidates, utilizing social media outreach, attending industry events, and hosting webinars. Suggest ways you’ve nurtured talent pools to ensure quick access to qualified candidates when openings arise.

Handling candidate rejections with professionalism is key to maintaining a positive company brand. Explain your approach to providing constructive feedback and maintaining open lines of communication, allowing candidates to feel respected and encouraged even if they weren’t selected for the position.

To measure recruitment success as a Corporate Recruiter, identify key metrics you track, such as time-to-fill, quality of hire, candidate satisfaction scores, and diversity of applicant pools. Highlight how these metrics inform your strategies and help optimize the recruitment process.

When asked about ensuring diversity in recruitment, emphasize your commitment to inclusive hiring practices. Discuss specific strategies you've implemented, such as targeting diverse job boards, expediting outreach to underrepresented groups, and training hiring teams on bias in the recruitment process.

Communication is paramount in recruitment. Highlight how you ensure clear and consistent messaging with candidates, hiring managers, and your team. Share examples of how effective communication has positively influenced candidate experience and recruitment outcomes.

To stay updated on industry trends impacting healthcare recruitment, discuss your strategies for ongoing learning, such as attending conferences, participating in webinars, and following industry publications and thought leaders. Mention any forums or groups you engage with to exchange insights with fellow recruiters.