- Hold weekly calls with facility contacts to confirm hiring needs.
- Source candidates through the ATS and re-engage previous applicants when candidate flow slows.
- Screen candidates by phone, Zoom or Microsoft Teams, maintaining 18–20 interview slots per day.
- Keep the interview calendar full for the next 2–3 days.
- Verify that candidates meet role and state licensure requirements before progressing them.
- Book qualified candidates directly into hiring managers’ calendars.
- Use text message templates and scheduling links, including Calendly and Microsoft Teams Bookings, to schedule candidates.
- Guide candidates through step-by-step onboarding and track completion.
- Communicate proactively with facilities and the Director of Recruitment, flagging drops in candidate flow early.
Recruitment