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Senior Corrections Recruiter - Full Time - Marlton

Senior Corrections Recruiter - Full Time - Marlton

Job ID 
2018-2395
# of Openings 
1
Job Locations 
US-NJ-Marlton
Posted Date 
7/13/2018

More information about this job

Overview

SENIOR CORRECTIONS RECRUITER

 

Full Time Position

 

The Senior Corrections Recruiter is responsible for the recruitment and hiring of Licensed Providers and Resident MD’s, DO’s. In addition will source/recruit for APN’s, and NP’s. Will work with internal stakeholders, director, and other internal team members in developing sound, robust recruitment methods to generate and attract talent. Will use the comprehensive recruiting plans and tools in place to fill pipeline of candidates for future vacancies and current.

 

Responsibilities

  • Proven ability and must demonstrate ability to source passive candidates, need to be a hunter/gatherer of talent, cultivate talent w/o the use of job boards-including direct sourcing from competitors
  • Sense of urgency is key to success
  • Thorough understanding of BEI and fourth dimension screening skills
  • Committed to a quality candidate submittal with EVERY submittal
  • Solid work ethic, demonstrated willingness of scalability for growth times, new contract transition
  • Requires solid organizational and time management skills, understands that recruitment is not a 9-5 position Mon/Fri
  • Ability to work under pressure with tight timelines, holds self-accountable and audits outgoing work
  • Understands the role of supporting staffing needs as a production desk, all efforts need to be focused on results i.e. hires
  • Must own understanding each site’s contract hours/staffing matrix to be fulfilled, recognizing over 60 days vacant has adverse budget impact, takes active steps to offer recruitment solutions to net hires and reduce TPH/Cycle Time ( time per hire)
  • Must be committed to working as part of a team will cross train as needed to ensure customer’s needs (vacancies) are met and ensure talent flow for consideration of hire
  • Completes documentation and reports timely

Qualifications

  • Minimum 5+ years of recruitment experience sourcing/hiring providers in a correctional setting
  • BS degree in business, human resources, or behavior health discipline preferred
  • A successful track record of sourcing/recruiting in a high volume recruitment desk
  • Must have strong social media, social networking sourcing ability re: Linked In, Doximity, Practice Link/Match
  • Experience with iCIMS Applicant Tracking highly preferred-understands documentation needed and complies with SOP to allow review of metrics monthly
  • Must be willing to travel to assigned sites to build rapport and understanding of the unique nuances in a given site, in order to cultivate interest to potential hires
  • Attend weekly status meetings with internal stakeholder to review progress, status of recruitment efforts and candidates in play
  • Thorough understanding of the clearance, background, reference process to ensure timely turnaround of selected for hire candidates
  • Attend any/all job fairs internal/external, along with conferences specific to building talent pools
  • Attend Colleges/University fairs to generate pipeline talent, assist in developing communications to those entities for consistent branding of employment opportunities
  • Assist in preparing Market Analysis for RFP’s, and Salary Surveys as needed
  • Willing to travel as needed
  • Strong verbal and written communication
  • Excellent experience with MS Office products, (Word, Excel, PowerPoint)
  • Prefer exposure to Kronos for data pulls-allowing E-Blast and mass communication to internal employees
  • Prior knowledge of offer letter components/requirements-to sign on bonus language, other contract /employment offer language
  • Adheres to best practices for recruitment when negotiating with candidates, i.e. fully vet out the following:
  • BCLS is current
  • License ( when applicable) is current
  • NBDP screening to verify Provider is in good standing
  • Obtaining the CDS/DEA certification
  • Nursing Board screening for any blemishes
  • How the candidate would handle a counter offer
  • What planned or expected timeline is needed for resignation/transition period
  • Discuss any planned or requested time off that would need consideration or approval during the offer phase-communicate to Corrections leadership upon submittal of candidate
  • Set expectations for response time required with the candidate following verbal offer and signed offer acceptance period
  • Setting the attendance to new hire orientation date firmly
  • Capturing the minimum and desired salary expectations
  • Securing the current PTO, Benefits package to ensure CFG offer is competitive
  • Discuss firm offer as firm
  • Discuss CME, Tuition Reimbursement, Sign On Bonuses as needed to close the candidate- in partnership with Corrections leadership
  • Must have thorough understanding of benefits offered by position/site to “romance” the candidate with an offer to compare/contrast current state and assist in the decision making
  • Other best practices as dictated by regulatory bodies or internal SOP’s

EOE M/V/F/D