Essential Duties & Responsibilities
The essential functions include, but are not limited to the following:
- Proactively source candidates using a variety of tools and techniques including job boards, social media, networking, and referrals.
- Conduct market research to identify creative ways to find top talent in a highly competitive healthcare and technology job market.
- Use sourcing tools and platforms to build a pipeline of qualified candidates for immediate and future hiring needs.
Candidate Screening and Engagement:
- Review resumes, conduct initial phone screenings, and assess candidates’ qualifications to ensure a strong fit with job requirements.
- Engage with candidates throughout the interview process, answering questions and providing updates to keep them informed.
- Coordinate and schedule interviews between candidates and hiring teams, ensuring a smooth and professional process.
- Provide candidates with a positive, engaging, and informative experience during the entire recruiting process.
Hiring Manager Collaboration
- Develop strong relationships with key hiring managers to provide strategic support with decision making and candidate pipeline flow
- Provide feedback to hiring managers on interview and scorecard documentation
- Aid hiring managers in following correct policies and procedures in regards to job approvals, offe approvals, and fair and equitable hiring practices.
- Maintain and manage accurate candidate information and records in the Applicant Tracking System (ATS).
- Ensure compliance with all internal procedures, legal requirements, and best practices when handling candidate data.
- Track and update candidate progress through the recruitment pipeline to ensure effective communication and organization.
- Develop and maintain a network of potential candidates for future roles through active sourcing, engagement, and relationship building.
- Leverage social media, events, and other channels to keep in touch with past candidates and new talent for future opportunities.
- Foster relationships with passive candidates to keep them interested and engaged with the company’s mission and values.
Recruitment Marketing & Employer Branding:
- Promote XSOLIS as an employer of choice by highlighting the company’s values, mission, and work culture during candidate interactions.
- Support recruitment marketing initiatives and participate in job fairs, career events, and outreach programs to boost employer brand visibility.
- Collaborate with the marketing team to develop and distribute engaging content showcasing XSOLIS as a great place to work.
- Track and report key recruitment metrics, such as time-to-hire, candidate quality, and sourcing effectiveness, to evaluate the efficiency of the recruitment process.
- Utilize data to make recommendations for improving sourcing strategies and the candidate experience.
- Assist in the analysis of recruitment trends and data to drive ongoing improvements and refine recruitment strategies.
Minimum Qualifications (Knowledge, Skills, and Abilities)
Experience:
- 3-7 years of experience in recruiting or talent acquisition, preferably in a fast-paced or high-growth environment.
- Experience with applicant tracking systems (Greenhouse and UKG preferred) and candidate sourcing tools (LinkedIn Recruiter, LinkedIn Hiring Assistant, Boolean search, etc.).
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Skills:
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Proficient in LinkedIn, job boards (e.g., Indeed, Glassdoor), and other online sourcing platforms.
Supervisory Responsibilities
This role does not have any direct reports and is a single contributor role.
Working Environment and Travel Requirements
Work is typically in a normal office administrative environment involving minimal exposure to physical risks. Position requires little to moderate physical activity. Mostly sedentary work exerting up to 10 pounds of force occasionally or a negligible amount of force to lift, carry, push, pull, or otherwise move objects. Work involves sitting most of the time, but may involve walking or standing for brief periods of time. No significant stooping is usually required.
