Aug 24, 2020

Talent Acquisition Specialist (Medical Recruiter) Remote/Temp

  • Remote Medical Int
  • Los Angeles, California, United States
Recruiting

Gig Description

Want to join the team? With headquarters in Seattle (USA) and employees based all over the globe, Remote Medical International (RMI) operates worldwide as a single-source solution for companies and individuals working in remote environments.We utilize screenings, on-site medical staff, and injury management to improve the quality of on-site medical care.

*This is a remote/temporary position*

As a key player on the Talent Acquisition team, you will be responsible for finding top candidates who encompass RMI’s vision and culture. The Talent Acquisition Specialist recruits field associates and must maintain a strong understanding of both job families across a variety of departments. You will utilize your expertise and creativity to build a deep pipeline of candidates using a variety of internet and networking resources as well as associate referrals. This role requires a hands-on approach with excellent people skills and great attention to detail. You will have the opportunity to influence the recruitment strategy and identify process improvements while fostering a collaborative environment to ensure a great candidate experience. A successful Talent Acquisition Specialist will have agreat reputation for generating candidates, strong team collaboration skills, meticulous organization and prioritization abilities, the expertise tocommunicate effectively and overcomes objections, and will also demonstratea strong sense of urgency, all while being highly customer focused.

ESSENTIAL DUTIES AND RESPONSIBILITIES include the following:

  • Assist with the design and implementation of recruiting strategies for assigned requisitions.

  • Partner closely with leadership and management to drive an efficient recruiting process.

  • Assist in the development of job descriptions and job specifications.

  • Proactively identify candidates with multiple techniques including cold calling, on-line databases, and
    social media websites, job boards, networking, etc.

  • Continuously monitor new applications for active and passive opportunities and replies to applicants
    in a timely manner.

  • Conduct preliminary interviews with candidates to gauge interest, overall competency for the position
    and salary.

  • Prepare and publish compelling jobs postings to appropriate boards, forums, websites, etc. following
    RMI’s posting guidelines

  • Maintain current and accurate records using RMI’s applicant tracking system, ensuring application
    and requisition statuses are up to date at all times.

  • Maintain a pipeline of qualified candidates for future recruitment opportunities.

  • Negotiate salary within the assigned range.

  • Maintain overall responsibility for the lifecycle of applicants in assigned requisitions through
    acceptance stage.

  • Collect and submit credentials for all field staff in the interview stage and ensure applicants meet the
    minimum credentialing requirements before an offer is made.

  • Prepare, maintain and update offer letter templates.

  • Take direction from Talent Acquisition Manager and VP of Talent Acquisition on project recruitment
    needs.

  • Initiate outbound & ongoing communication with field staff candidates on project availability and upcoming assignments.

  • Proactively communicate with TA Manager, hiring managers and internal clients on any issues or
    concerns to ensure the highest level of service. Updates clients regularly on open opportunities until
    positions are filled.

  • Maintains a professional working relationship with hiring managers and associates while representing
    the department in a positive manner.

  • Participate in Project Kick-Off Meetings as needed.

  • Maintain a thorough understanding of company capabilities, products and services.

  • Maintain a general understanding of state and federal labor laws and regulations that impact Human
    Resources and recruitment.

  • Apply HR recruiting best practices.

  • Effectively convey the RMI brand in both written and verbal discussions.

  • Comply with and enforce standard policies and procedures.

  • Other duties as assigned.


SUPERVISORY RESPONSIBILITIES
This position has no supervisory responsibilities.

QUALIFICATIONS

To perform this job successfully, an individual must be able to perform each essential duty satisfactorily.
The requirements listed below are representative of the knowledge, skill and/or ability required.
Reasonable accommodations may be made to enable individuals with disabilities to perform the
essential functions.

EDUCATION and EXPERIENCE:

  • Two years of full-cycle recruitment experience in a fast paced environment.

  • Bachelor’s degree in related field (Human Resources Management preferred) or equivalent from
    four-year college or technical school; or one to three years of related experience and/or training.

  • Demonstrated working knowledge of sourcing, networking, qualifying, assessing, interviewing,
    relationship management, record maintenance and metric management required.

  • Expert level experience to perform searches that produce qualified candidates according to relevant
    job criteria, using various recruitment sources.


COMPUTER SKILLS:

  • Proficiency in Microsoft Office applications, and strong computer & technology literacy.

  • Excellent communication skills.

  • Prior experience with Applicant Tracking Systems (ATS)


REQUIRED KNOWLEDGE, SKILLS, ABILITIES:

  • Strong decision-making skills

  • Ability to balance result with other business considerations.

  • Knowledge of project management or database software preferred.


CERTIFICATES AND LICENSES:

None Required

WORKING CONDITIONS

All conditions, skills and abilities listed below are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential job functions.

LANGUAGE SKILLS

Ability to read and comprehend instructions, correspondence, and memos. Ability to write correspondence. Ability to effectively present information in one-on-one and small group situations to customers, clients, and other employees of the organization.

REASONING ABILITY
Ability to solve practical problems and deal with a variety of concrete variables in situations where only limited standardization exists. Ability to interpret a variety of instructions furnished in written, oral, diagram, or schedule form.

PHYSICAL DEMANDS AND WORK ENVIRONMENT
The physical demands and work environment described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. This position is in a standard office environment with desktop business equipment and frequent telephone calls. Noise level is moderate.

While performing the duties of this job, the employee is regularly required to sit for long periods of time. The employee must constantly reach with hands and fingers. Employee must be able to work in close contact with small and large groups. Frequent hearing and talking is required. Extensive keyboard typing is required.

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor's legal duty to furnish information. 41 CFR 60-1.35(c)