Beverly Freeman, Racr Email & Phone Number

San Diego, Ca, Us

San Francisco, California, Us

Partners with stakeholders to ensure participation and collaboration through the recruiting process for individual requisitions (e.g., hiring strategy meetings, kick-off meetings, sourcing sessions, panel information email). Proactively assesses recruitment performance (e.g., offers report, time in stage, conversion rates). Analyze data to generate insights and trends for hiring. Closely aligns with candidate expectations throughout the recruiting process. Understands candidates skill-set and how it ties into the broader team, along with the team's goals. Partners with Hiring Managers to build out job descriptions and inform effective hiring processes based on insights (e.g. knowledge of interviewer skill set, required competencies, etc.). Strongly influences candidates with compensation negotiation skills. Creates One Stop Shop Recruitment deck for hiring managers and facilitates training to all hiring managers globally. Create and code recruitment newsletters with Bloc software and distributed to hiring managers and leadership teams bi-annually. Negotiates compensation packages including base salary, equity, yearly bonuses, sign on and relocation. Coordinates hire with Immigration teams for on-time start.

Brentwood, Tn, Us

End-to-end recruitment lifecycle (including sourcing, screening, hiring experience, and articulating complex compensation packages) for clinical and leadership roles. Actively follow candidates through the hiring process to provide best-in-class candidate experience and hiring manager experience. Oversee and collaborate with the hiring team on onboarding processes as appropriate. Partners with Talent Business Partners and Human Capital Partners to drive talent planning, including internal and external talent. Participates in the development of business strategy as it relates to clinical talent. Advises on compensation and market variables for clinical talent acquisition. Influences leadership to adopt new ideas, products, and/or approaches.High volume recruitment with 30 plus hires per month.

Altamonte Springs, Fl, Us

Partners with hiring managers to forecast staffing needs reviewing regular attrition rates, new business plans, and potential retirements. Develops a strategy to acquire talent to ensure vacancies are kept to facility-specified levels, new and expanding programs are staffed for opening dates, and retirement replacement plans are executed. Uses external scan tools to understand the market and educate the hiring manager on labor market conditions. Exudes expertise and articulates the business line to market positions to potential candidates. Uses an intake process with hiring managers, develops a recruitment plan, and sets SLAs. Sources and recruits to develop candidate pipelines. Masters preclosing candidates during candidate intake. Using BEI techniques, interviews, resumes, credential reviews, and assessment. Determines candidates who meet the minimum knowledge, skills, and abilities to be a good fit for the position. Prepares salary offers and receives approval from the hiring managers and compensation team. Prepares and extends the job offer, sign-on bonuses, seasonal agreements, relocation agreements, and other incentives. Anticipates counter offers as necessary. Maintains knowledge of benefit plans, incentives, and corporate and facility policies and addresses applicant inquiries. Maintains accurate and timely documentation of candidate progress in the applicant tracking system. Oversees TA Coordinators to ensure interviews are scheduled timely and all onboarding activities are carried out to result in an on-time candidate start date.

St Petersburg, Florida, Us

Reported directly to VP of Human Resources and Director of Talent Acquisition, working with the leadership team to fill all roles within the organization with a strong focus on clinical and leadership roles. Met with key stakeholders and served as a consultant on hiring/sourcing strategies. Played a key role with Nursing and Respiratory hiring events and job fairs by creating diversified marketing and sourcing strategies to attract top talent. Managed all new hires' onboarding and credentialing process. Sourced and pre-screened interested candidates to identify top talent. Created and maintained a diversified pipeline to ensure fulfillment of all open requisitions by creating partnerships. Created a diversified sourcing strategy to fill hard-to-fill roles at all levels. Positively impacted patient care by increasing the number of clinical roles filled each month. Overseen coordination of interviews for high-level leadership to include travel accommodations and logistics. Made successful suggestions regarding compensation and total rewards due to trends and market competition analysis

Utilizes lead referral sources in addition to database mining and competitor recruiting to identify candidates interested in opportunities within the business line. Effectively communicates what the business line offers candidates to create a positive experience. Interviews interested candidates, checks employment references and background, and verifies credentials to determine if the candidate meets the hiring criteria set by the business line. Negotiates salary, benefits, and stipends to ensure an acceptable company profit margin. Gains acceptance by candidates and clients to confirm a working assignment with the business line. Monitors employees' performance during their assignments; this includes regular communication, overseeing payroll, conflict resolution, and employee retention. Meets and exceeds established hiring goals, budgets, and performance standards. Develops recruiting strategies and skills, may attend conferences, and takes advantage of networking opportunities. Develops and maintains relationships with candidates. Manages profit margin within company parameters. Tracks and reports productivity and weekly activity to ensure the minimum company expectations are met or exceeded.

Establishes recruiting requirements by studying organization plans and objectives; meeting with managers to discuss needs. Builds applicant sources by researching and contacting community services, colleges and universities, media, and internet sites; providing organization information, opportunities, and benefits; making presentations; maintaining rapport. Determines applicant requirements by studying job descriptions and job qualifications. Attracts applicants by placing job advertisements on recruiting sites (i.e., ZipRecruiter, Indeed, etc.), using newsgroups, and job sites and boards. Schedules applicant visits for testing, interviewing and compiling results for the hiring manager. Determines applicant qualifications by interviewing applicants; analyzing responses; verifying references; comparing qualifications to job requirements. Evaluates applicants by discussing job requirements and applicant qualifications with managers; interview applicants on a consistent set of qualifications. Improves organization attractiveness by recommending new policies and practices, monitoring job offers and compensation practices, and emphasizing benefits and perks.

Tampa, Florida, Us

Successfully managed the Florida territory in Healthcare business development and Allied Healthcare placement and created a book of business for repeat placements and referrals. Built effective relationships with local and regional corporations, non-profit and government organizations, community partners and hospitals to identify employment opportunities and place healthcare candidates. Cold called hiring managers to generate interviews for graduates, exceeded metrics of 150 calls and 3 hours of talk time daily, 2 interviews per day, 1 hire and placement per week. Successfully overcame employer and graduate objections on a consistent basis to achieve company goals. Completed telephone interviews and e-mail correspondence to prospective employers to determine their employment needs and maintained business relationships for repeat healthcare placements. Consistently met and exceeded department metrics and quotas including number of dials, talk time, interviews, hires and monthly quota of placed graduates. Team Captain of a team of 10 people. Led daily meetings and focused on daily strategy for business development. Effectively closed for hire and negotiated pay for candidates. Trained New-Hires and team on how to close for hire, sourcing and "outside the box" creative thinking to achieve company goals.

Managed full life cycle recruiting process for Nursing, Admin and Respiratory Therapy. Utilized sourcing strategies to locate and contact top talent. Placed and scheduled therapists for appropriate shifts to benefit clients. Worked with office team to staff open shifts and find long-term solutions to client concerns. Established, maintained, and grew valuable relationships to drive hires.

Successfully set patients up with CPAPs, BIPAPs, NPPVs, Oxygen and Nebulizers in patient home Educated patients on the importance of use, cleaning and changing supplies Performed mask fits and refits as needed to ensure patient comfort and compliance Successfully handled territory from Tampa to Ft. Myers and maintained company van Followed up with patients as needed in home to ensure optimal use

Served as NICU therapist in NICU, PICU, Step-down, L&D, ER and OR Performed CPR according to NRP and PALS guidelines Assisted in intubations, extubations and bronchoscopies Effectively set neonates up on CPAPs, Bubble CPAPs, NPPVs and Ventilators as prescribed Performed VBGs and Umbilical cord blood analysis Carefully monitored apnea monitors, TCOMs, Pulse-Ox, PCGs and FiO2 levels to avoid trauma Dispensed medications as prescribed Coordinated neonate care with RN to ensure best practices Educated parents and caregivers on all therapies for optimal care of neonate in home setting after discharging Performed CPR per vest Assisted in transport of Neo-natal and Pediatric patients