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Christian Service
Healthy Communities
Clinical Excellence
Introduction to the New Talent Acquisition Team, Tools, and Processes
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Coming together is a beginning. Keeping together is progress. Working together is success.
- Henry Ford
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What’s New in Recruiting!
• Talent Acquisition is now a centralized/regionalized HR function supporting the entire health system
• Recruiters are aligned to service lines/functions in order to develop consistent relationships with managers and build pipeline
• A comprehensive sourcing strategy will be used including traditional and aggregate job boards as well as social media like LinkedIn
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Courtney Ivy Recruiting Manager 806-725-0149 [email protected]
Kim Beierschmitt
Recruiter 806-725-0612 [email protected]
Sasha Austin
Recruiter 806-725-0683 [email protected]
Gabe Orta
Nurse Recruiter 806-725-0180 [email protected]
Samantha Rodriguez Recruiting Intern 806-725-0696 [email protected]
Gaylene McCluskey
Operations Manager 949-381-4636
Ruth Martinez
Coordinator 806-725-1736 [email protected]
Juanita Villesca
Coordinator 806-725-0171 [email protected]
Michelle Lopez
Coordinator 806-725-3067 [email protected]
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Job Posting Resume Databases
Job Aggregators
Resource Definition
Career Builder.com
Job posting site dedicated to Support Services roles. Resume database access also available for sourcing purposes.
AllNurses.com
Job posting site dedicated to positions within clinical and nursing specialty. Resume database access also available for sourcing purposes.
HealthjobsNationwide.com
Job posting site dedicated to positions within allied health specialty.
Dice.com
Job posting site dedicated to technical and IT talent. Resume database access also available for sourcing purposes.
DiversityWorking.com
Job posting site dedicated to general talent pipeline with an emphasis on diversity.
Hero2Hired.com
Job posting site dedicated to general talent pipeline with an emphasis on transitioning military talent.
HireAHero.com
Job posting site dedicated to general talent pipeline with an emphasis on transitioning military talent.
recruitABILITY.com Job posting site dedicated to general talent pipeline with an emphasis on diversity.
TweetMyJobs.com
Job posting aggregator that pulls jobs from our careers website and pushes them to their site. Allows for additional visibility for our positions.
Jobs2Careers.com
Job posting aggregator that pulls jobs from our careers website and pushes them to their site. Allows for additional visibility for our positions.
Indeed.com
Job posting aggregator that pulls jobs from our careers website and pushes them to their site. Allows for additional visibility for our positions.
Recruitment Advertising
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Resource Definition
Social Media Linked IN Recruiter
Full Database Access
• Job postings • Candidate profile access • Candidate email campaign • Access to user groups and associations • Recruiter profile critical jobs updates • Hiring Manager access to market and promote their jobs through Linked In
Social Media Advertising
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Recruitment Process
Hiring manager creates requisition
Ministry specific Approval Process
Recruiter receives and post to website
Recruiter initiates Intake session with Hiring
manager
Manager receives short vetted list of candidates
Manager sends email to recruiter of interviewee
selections and skill survey is sent on all candidates
Peer team Interviews candidates
Hiring manager emails to recruiter
1. Selected Candidate name
2. Job Requisition number being offered
3. Hourly Rate offered
4. Tentative Start Date
Please plan for 2-3 weeks out from offer to allow for onboarding process
Recruiter emails offer letter & job description to
candidate
Recruiter sends signed offer letter & job description to
coordinator to initiate onboarding process
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Pre-Employment Process
Coordinator contacts candidate to notify them of email from HireRight &
start the new hire paperwork
Once background is complete Candidate will be scheduled for Health
Screen
Coordinator sends paperwork to Shared Services at System Office to be processed. An email will be sent to the
manager with Employee ID.
After candidate is cleared coordinator will email hiring manager to determine
official start date/orientation.
Candidate is contacted to come into HR for the following:
Badge
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Certification Verification
Ministry specific paperwork
Once new employee begins on their first day of employment the
requisition is closed.
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Hello <manager first name>, We are excited to inform you that your new hire employee Onboarding Tester 2 filled on requisition <requisition ID> with a job title of <job title> has been entered into PeopleSoft with an Employee ID of <employee ID>. The employee is continuing the pre-employment process with the health screen and you will receive an email once the health screen is complete. At this time, unless you have heard from your Recruiter, we are still on target for a start date of <Start Date>. We are hopeful that by receiving this Employee ID early, that you will have time to request additional system access as needed for the position. Should you have questions or concerns, please contact your Talent Acquisition Coordinator for further information. Thank you, St. Joseph Health Talent Acquisition
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Standards
Covenant is no longer hiring nicotine users as of January 1, 2013
Position MUST be posted 7 calendar days
Interviews must take place after position is posted If offer is made before 7th day TAQ can initiate the hiring process
on day 5 Positions expire within 6 months of being posted (Manager will
be contacted before closed to ensure candidate is not in process)
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Transfers
Transfers must apply online for a position
After manager offers new hire candidate the position a transfer/promotion EAF is sent to the recruiter/Ruth Martinez
Promotions, status change, and terminations require a paper EAF *Promotions & status change EAF email recruiter
*Terminations are turned into your generalist A new hire who has completed at least 6 months of satisfactory service in
their department may apply for internal transfer If an employee receives a corrective action the recruiter will notify the
hiring manager in email of the transfer request and to look into the employee’s file and discuss with current hiring manager
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Questions & Feedback