Visiting Angels of Summerville Hiring for Recruitment and Retention Coordinator Full Time

Recruitment and Retention Coordinator

• Job Description

POSITION PURPOSE: The Recruitment and Retention Coordinator is responsible for recruitment and retention activities including the development and implementation of a progressive, evolving recruitment and retention plan. The Recruitment and Retention Coordinator s directly to:
Owner/Director

PRINCIPAL ACCOUNTABILITIES AND ESSENTIAL FUNCTIONS:
The duties and responsibilities described below do not represent a comprehensive list for this position. Additional tasks may be assigned periodically as necessitated by business demands.

• Answer the telephone and greet the public.
• Manage general office duties.
• Demonstrate dependability. Work collaboratively with key team members to understand recruitment and retention needs and the existing recruitment market environment and caregiver pool.
• Develop a Recruitment & Retention Action Plan by assessing company staffing needs, analyzing turnover concerns, soliciting team feedback and planning for existing as well as future business demands from client, caregiver and office team perspective.
• Conduct compensation analysis surveys to evaluate wage/benefit offerings. Collaborate with management team to evaluate existing and potential benefits as well as recognition and appreciation programs.
• Understand major competitors, wage and benefit offerings, and use that knowledge to differentiate your business as the employer of choice. Create and enhance interview “talking points’ for team consistency in recruitment efforts.
• Maintain professionalism and serve as a strong representative to uphold the business brand, reputation and culture.
• Actively source quality caregiver candidates. Work with office team to establish core competencies and characteristics of quality caregivers; become well-versed in job descriptions to ensure new caregivers meet established quality standards.
• Begin the interview process by screening and interviewing prospective caregiver candidates.

Enhance, where applicable, the interviewing process to maintain recruitment and optimize selection and hiring efficiencies through process improvements.

• Process applications and check references; conduct criminal background checks for potential employees. Schedule interviews for potential employees with appropriate supervisor.

Maintain annual testing records.

• Organize and maintain file systems in compliance with office policies and regulations.
• Adhere to recruitment, selection, and hiring policy and procedures. Prepare employee file and complete employee file checklist.
• Host and facilitate orientation of new hires; coordinate participation and engagement from office team.
• Actively retain quality caregivers through various company programs (educational, recognition, appreciation, motivational, etc.).
• Engage and align employees to become cognizant and supportive of recruitment and retention efforts.
• Utilize existing collateral materials and/or develop pertinent resources to attract quality caregiver candidates and promote caregiver appreciation and recognition.
• Build and maintain relationships with healthcare -related schools and colleges, local community businesses, faith-based establishments, and other pertinent recruitment sources.
• Create educational opportunities for caregivers utilizing online resources, healthcare-related schools, referral sources (i.e. hospice), Life Care Navigation programs, etc. to promote and encourage professional growth.

• Develop and maintain an online recruiting presence. Use a diverse mix of recruitment tools and websites. Create and/or enhance existing incentive programs for team members; promote referral awards as a benefit to current caregivers; reward and recognize results.
• Use and/or enhance social media venues such as Facebook to promote recruitment and engage existing caregivers/office team via testimonials and care experiences.
• Plan and conduct job fairs internally; participate in community job fairs.
• Evaluate local advertising (real estate signage, banners, local publications, etc.) as well as recruitment and/or retention campaigns to accelerate and promote Caring Careers as well as caregiver support and encouragement to sustain retention.
• Work with the management team to ensure a smooth transition of new hires from on-boarding and orientation through the first 90 days; identify additional educational/training needs.
• Develop different elements of retention programs in conjunction with key Visiting Angel team members such as newsletters, written notes of appreciation, incentives, recognition and mentoring.
• Plan, organize and coordinate events to celebrate caregiver appreciation, anniversaries, holidays, business success, etc.
• Implement a process to facilitate effective communication with those conducting supervisory visits. Monitor goals and offer coaching and educational opportunities.
• Participate in the performance review process to ensure timely reviews and open communication that recognize strengths and address weaknesses.
• Participate in weekly office meetings with the appropriate operations staff to discuss recruitment efforts/results, candidate pipeline and caregiver roster. Develop recruitment and retention strategies.
• Prepare monthly, quarterly and annual s to evaluate program effectiveness for recruitment and retention including data that measures success with recruitment sources, candidate quality versus quantity, turnover, overtime trends and client demand versus caregiver supply.
• Complete and submit business expense reimbursement within allotted timelines.
• Adhere to budget allowances and obtain necessary approvals prior to recruitment and/or retention program implementations.
• Utilize company resources to ensure an appropriate return on investment on pertinent recruitment and retention initiatives.
• Maintain absolute confidentiality of all information pertaining to employees, clients and client’s families.
• Maintain regular and predictable attendance.

REQUIRED JOB KNOWLEDGE AND SKILLS:

• Experience with public speaking along with demonstrated presentation skills.
• Proficiency with Apple programs, recruitment resources, applications, scheduling systems and other healthcare industry-related software.
• Ability to work well with a team.
• Results-oriented; proactively measure outcomes.
• Ability to form relationships and maintain rapport.
• Ability to listen and communicate clearly, fluently and diplomatically – both orally and in writing.
• Ability to remain flexible, resilient, calm and maintain a sense of humor in all situations.
• Present a well-groomed image that reflects the professionalism of the business.
• Ability to plan, organize, prioritize, integrate, delegate and accurately complete work activities within specific deadlines while managing interruptions.
• Work independently and proactively with a minimum amount of direction and/or supervision.
• Ability to generate goodwill for Agency with applicants, caregivers, prospects, clients, their family members and referral sources. Demonstrate a strong commitment to client service excellence and caring for caregivers.

• Ability to lawfully work in the U.S.

PHYSICAL/ENVIRONMENTAL DEMANDS:

• Combination of sitting, standing, bending, reaching, stretching, stooping, walking, climbing stairs and moving intermittently during working hours.
• Must be able to see and hear or use prosthetics that enable these senses to function adequately to fully meet the requirements of this position.
• Must be able to properly operate office equipment.
• Must have a valid driver’s license and reliable transportation.
• Must be able to maintain verbal and written communication with co-workers, leadership team, supervisors, clients, family members, vendors and all business associates within or outside the Agency.
• Successful completion and ongoing compliance with all licensing, certification, continuous education, background testing, drug and alcohol testing, OIG and health assessments as may be required under federal, state, or local law or per employer policy.
• All of the above demands are subject to ADA requirements.

Job Type: Full-time

Pay: $38,442.00 – $40,834.00 per year

Schedule:

• 8 hour shift

Supplemental pay types:

• Bonus pay

Ability to commute/relocate:

• Summerville, SC 29485: Reliably commute or planning to relocate before starting work (Required)

Experience:

• Recruiting: 1 year (Required)

Shift availability:

• Day Shift (Required)

Work Location: One location