Sourcer JP5621


The sourcer creates a pipeline of candidates for current and future positions within the hospital. Uses multiple mediums including: advertising, social networking, cold calling, internet searches and research to source active and passive candidates to ensure that there is a sufficient pool of candidates. The sourcer partners with other recruiting team members to align qualified candidates with appropriate positions and work with them through hiring process. Ensures that the hospitals use the best available techniques to increase applicant pools for positions with particular focus on areas where talent is difficult to recruit for. Communicates information to recruiters on the market conditions and ensures that there is a full understanding of timelines it will take to identify the appropriate talent for a particular category. Essential Functions: The essential functions listed are typical examples of work performed by positions in this job classification. They are not designed to contain or be interpreted as a comprehensive inventory of all duties, tasks, and responsibilities. Employees may also perform other duties as assigned. Must perform all duties and responsibilities in accordance with the Service Standards of the Hospital(s). Ability to remain current with developing techniques and skills Calls, screens, conducts interview and qualifies prospective candidates and assist them through the recruitment process. Conducts research of competitors and of educational and other target institutions in the market. Builds a substantial competitive intelligence knowledge base of desired areas, companies, etc. Creates reports within hiring system or in other appropriate forms for recruiters and managers. Cultivates relationship with key educational institutions and organizations, defined according to longterm initiatives and direction of the organization & client businesses. Determines best avenue in recruiting (e.g., advertising, direct contact, employee referrals, research organization, and job fairs). Identifies potential candidates through the use of web based searches, user groups, candidate referrals, networking, cold calling and web sourcing. Develops internal and external sources to identify qualified job candidate such as going to career fairs, college campuses, professional meeting, conducting direct mail campaigns, placement of employment advertising etc. Develops, influences and executes sourcing strategy for passive and active candidates. Develops tools and tracks prospects in a prospect tracking tool and reports metrics for pipeline, conversions, and hires. Identifies, assesses and manages systems/databases for managing sourcing data. Plays an active role in the recruitment team, filling in, routing candidates when appropriate and assisting with Nursing New Graduate and other Programs. Provides feedback to recruiters on the recruitment market place that helps keep mangers informed about realistic expectations. Attends meetings with recruiters when necessary to gain a better understanding of required talent pool. Works closely with the Recruiters to develop and execute tactical sourcing strategies aimed at generating candidate flow to meet overall recruiting goals. Manages multiple searches for candidates supporting several recruiters at any one time. Minimum Qualifications: Any combination of education and experience that would likely provide the required knowledge, skills and abilities as well as possession of any required licenses or certifications is qualifying. Education: Bachelors degree in a workrelated discipline/field from an accredited college or university. Experience: Two (2) years of progressively responsible and directly related work experience. License/Certification: None Knowledge, Skills, and Abilities: These are the observable and measurable attributes and skills required to perform successfully the essential functions of the job and are generally demonstrated through qualifying experience, education, or licensure/certification. Ability to communicate effectively, verbally and in writing. Ability to do research and gather market intelligence. Ability to manage multiple searches at any time and manage multiple priorities. Ability to persuade and lead a passive candidate to a placement. Ability to write clear concise reports to communicate at multiple levels. Knowledge of current sourcing techniques. Knowledge of local, state and federal regulatory requirements related to areas of functional responsibility. Knowledge of principles and methods of recruiting, candidate screening and interviewing. Knowledge of research techniques. Knowledge of the recruitment market place. Skills: Cold calling skills to identify passive candidates. 


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Reference number US_EN_99_025110_372593