Identify internal and external candidates for vacant physician opportunities, including assessing job postings and employee referrals, screening resumes and conducting interviews by phone or via electronic media (Microsoft Teams). These positions range from DPM, Nurse Practitioners, Pharmacy Operations.Post jobs through internal and external media, utilizing advanced sourcing techniques to identify qualified passive and active candidates through UKG. Maintain and research current knowledge of emerging recruiting and hiring trends to stay abreast of innovative sourcing trends and best recruitment practices.Conduct strategy meetings with hiring managers to identify expectations, clarify processes and provide regular updates. Recommend strategies that improve candidate quality through the interviewing and onboarding process.Deliver and negotiate job offers to candidates and give helpful feedback to help candidates gain more skills for their next opportunities and create a great reputation for the company.Lead on projects such as creating conference materials, creating best practices for visits, and implementing a new tracking excel document for updates to hiring leaders to better align on hiring goals.

Promote the benefits of network growth and recruiting successes within the network office through centers of influence in the communityMaster information and language regarding all aspects of the Financial Representative career and each step of the process by effective communication and maintenance of integrity in the selection processCreate and execute on a professional development plan built with input and guidance from the managing partner by guiding our leadership team in developing specific recruiting strategies and activities necessary to reach network office recruiting goalsMaintain database of all recruiting & selection activity for the network/district network office by preparing activity/results reports for leadership team meetingsManage the transition of candidates offered a contract with the network office, including the Contract, Licensing and Registration process as well as training and development.

Develops and maintains a network of contacts to help identify and source qualified talent in the pharmaceutical industry within Taleo and Oracle softwares. These roles range from clinical to non-clinical management opportunities.Interviews all candidates presented to hiring managers beforehand, during this time, I prepare candidates for interviewing with Omnicell virtually with department specific hiring managers. By providing detailed information on the company, our strategy, department background, job description, and expectation setting, I set a realistic opportunity for connecting with candidates on the right role for them.Organizes, leads, and documents post-interview debrief/feedback with interview teams and candidates and give constructive feedback to both candidates and managers based on data driven results.Manages the presentation, selection, offer, negotiation, closing, and administrative components involved in full lifecycle recruiting with both clinical and non-clinical roles.Uses effective communication approaches that include proactively keeping others informed by their preferred mode of contact, appropriately expressing ideas and thoughts verbally and in written form in an innovative way, and timeliness with multiple projects at one time.

Managed end to end recruiting for clinical and pharmacy operations; including research, sourcing, candidate assessment & management for between 30-50 roles, offer recommendations, negotiation & acceptance through ICIMS system. This would typically be a group of around 20 new employees a month.Headed up training and development for new multiple hires for Best Practices within the company during a growth period. Developed interview processes that leads to quality hires and managed hiring manager expectations in the southeast, southwest, and northeast regions.Improved upon existing programs and developed innovative strategy around finding top talent in a start-up environment. Met every quarterly goal with management. Managed candidate pipeline and identified what future opportunities may be a fit and kept candidates updated throughout the process, as well as kept relationships after to continue their growth.Developed and applied software testing processes for new and existing products to meet client needs that would innovate and grow the department by over 10 new recruiters.

Performed recruitment activities for clinical opportunities at WellStar Health Systems through multiple locations in the Atlanta area.Acted as strategic business partner with site leadership on all Talent Acquisition related issues within nursing education, spiritual health, behavioral health, pharmaceuticals. Serving upwards of 65-70 openings in the ICIMS system.Proactively engaged the Leadership teams to establish a common understanding of Talent Acquisition processes, outcomes and service standards during a fast paced environment. Served as a consultant with leadership in the development of effective Talent Acquisition, on-boarding, and new hire retention strategies and helped to develop more effective means on strong communication.Conducted strategy meetings with hiring managers to identify expectations, clarify processes and provide regular updates within the spiritual health, nursing, behavioral health, new program developments, chaplain departments by properly using business and financial acumen to understand and tailor activities to meet the business’ overall objectives.

Performed recruitment activities for nursing, becoming a subject matter expert on nursing schools, conferences, competitors in the southeast region.Conducted strategy meetings with hiring managers to identify expectations, clarify processes and provide regular updates through pivot chart data. This helped to foster a strong communication plan that promoted partnership for acquiring the necessary talent for hiring classes dependent on graduation classes, hiring between 30-40 nurses a quarter.Collected, processed, and maintained applicant data including, but not limited to, interviewer recommendations and assessment results and analyzed the data to search for patterns in talent related information.Maintained current knowledge of emerging healthcare trends and student trends to stay abreast of innovative sourcing trends and best recruitment practices. This included Handshake, Career Events, Lunch and Learn events, nursing conferences, and creating (from top to bottom) nursing networking events around the southeast.Maintained memberships in / rapport with professional associations, schools, and any other affiliated partners. This also opened our team up to creating the first ever RN Residency Nashville Zoo Event, which has since been a success for local hospital recruiting strategies.

Identified internal and external candidates for vacant human resource positions, including assessing job postings and employee referrals, screening resumes and conducting interviews by phone, in person or via electronic media (e.g., WebEx, Go to Meeting, etc.). These positions ranged from our brand new HR Operations Center to legacy Corporate HCA Offices. Posted jobs through internal and external media, utilizing advanced sourcing techniques to identify qualified passive and active candidates through ICIMS. Maintained current knowledge of emerging recruiting and hiring trends to stay abreast of innovative sourcing trends and best recruitment practices.Conducted strategy meetings with hiring managers to identify expectations, clarify processes and provide regular updates. Created a communication plan that promotes partnership for acquiring the necessary talent by visiting onsite with management to learn how the centers are performing and where there were areas to improve on.Advised hiring managers and facilitates/participates in selection decision-making meetings and attended meetings to successfully select around 20 candidates and communicate effectively why they were successful and how we can build on their success.Delivered and negotiated job offers or rejections to candidates and gave helpful feedback to help candidates gain more skills for their next opportunities and created a great reputation.

Maintained updated candidate status / disposition in applicant tracking system to ensure compliance with company policies as well as federal and state employment laws. This included changing talent tracking systems, finding innovative ways to organize important data and meet with Human Resources.Partnered with management on strategic recruitment activities including attending / coordinating job fairs, conferences, on-campus, and other special events across the United States. Helped to maintain memberships in / rapport with professional associations through these travels and the relationships built during this time.Posted jobs through internal and external media and utilized advanced sourcing techniques to identify qualified passive and active candidates through LinkedIn, Indeed, Monster, seminars, social media and specialty groups, as well as local networking opportunities in multiple regions.Performed recruitment activities for all positions clinical- including Nurse Practitioners, corporate roles, nursing leadership, corporate leadership. Conducted strategy meetings with hiring managers to identify expectations, clarify processes, and provide regular updates in a fast paced environment. Created a communication plan that promotes partnership for acquiring the necessary talent for a healthcare start up environment.

Managed the implementation of recruiting and interviewing plans for each open position internally and externally within Mental Health Cooperative. During this time, I became a subject matter expert in the clinical side of behavioral health, working with Nurse Practitioners, Physicians, Registered Nurses, and Crisis Counselors.Lead presentations at a variety of local colleges, attended student group meetings and increased college awareness of the non-profit company before and after career fairs or other college events by speaking with students on the benefits of working in the non-profit healthcare sector. Effectively communicated with different team managers and employees regularly to establish rapport, gauge morale of the employees at Mental Health Cooperative and came up with ideas to boost morale, if necessary, within departments with chief leadership.Maintained all relevant applicant, interview, and employee data in the Human Resources Office. Assisted in the background process by running human resource tasks.Researched position in-depth by shadowing each of my openings to better get an idea of what an average day would look like for my candidates.

Collected and analyzed all pertinent information gathered from potential IT, Business Analysts, and Project Management candidates to properly assess the likelihood of hire by a variety of large companies in the Nashville area.Assisted with the interview and selection process of candidates by consulting with account managers and hiring managers about the potential selected candidates and strategizing next steps towards the hiring process and how to continuously improve. Utilized social media (such as LinkedIn, Facebook, Instagram), internal and external resources, referrals from previous hires, networking in the area with specialty groups, and other forms of online sourcing (such as Indeed, LinkedIn, Monster) in order to find the most viable candidates for the positions offered for our outside partners.Conducted in-depth phone interviews with each individual candidate to evaluate successful personalities and professional backgrounds for the positions offered with the teams they would be joining. Worked with branch managers and account managers to understand specific needs of the open and available positions and delivered this information personally to potential candidates, who would be actively or passively looking for new opportunities in a variety of industries.