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Recruitment and Client Coordinator

1 month ago

Glendale, United States Glen Park Senior Living Full time
Job DescriptionJob Description

Who We Are:

Glen Park Senior Living was started in 1990 by Mr. Tillman Pink Jr. His vision was to provide superior care, excellent service, responsiveness, and unwavering respect for life. Glen Park is an exemplary provider of healthcare services in the Los Angeles area. Today, the Pink family continues to seek out innovation and utilize healthcare practices to improve the quality of life for those we serve. Our "hands-on" approach to providing exceptional care continues to fuel the growth of the company.

Three decades later, Glen Park is a trusted and reputable Assisted Living Facility with 7 locations, providing high-quality, customized, professional caregiving services to seniors, adults, children, and adults with developmental and intellectual disabilities. And we are still growing

The Position:

First, you must be a people person Second, you must be an above-average communicator. And third, you must be a problem solver


Our caregivers are the ambassadors of The Glen Park continuum of care. They are the backbone of our company. This Recruiter and Client Coordinator is responsible for driving staff recruitment and retention at high levels. The ideal candidate will maintain a consistent and organized pace of caregiver candidates flowing weekly. Primary responsibilities will be staffing our Regional Center and Glen Park Facility clients and residents with a sense of urgency. These responsibilities must represent the Glen Park continuum of care without missing that Glen Park family touch Caregiver retention and placement are essential to the continued growth of the company. This position will be developing and implementing a proactive recruitment, onboarding, and retention plan. He/She reports to the Chief Development Officer.

SUPERVISION EXERCISED: Supervision over all staff. Authority to delegate responsibility as needed.

PRINCIPAL ACCOUNTABILITIES:

  1. Work collaboratively with key team members to understand recruitment and retention needs and the existing recruitment market environment and caregiver pool.
  2. Develop a Recruitment & Retention Action Plan by assessing company staffing needs, analyzing turnover concerns, soliciting team feedback, and planning for existing as well as future demands of the business from client, caregiver, and office team perspectives.
  3. Conduct compensation analysis surveys; wage/benefit offerings. Collaborate with the management team to evaluate existing and potential benefits as well as recognition and appreciation programs.
  4. Know major competitors' wage and benefit offerings and how to differentiate your business as the employer of choice. Create and enhance talking points for team consistency.
  5. Maintain professionalism and be a strong representative to uphold the brand, reputation, and culture of the business.
  6. Actively source quality caregiver candidates. Work with the office team to establish core competencies and characteristics of quality caregivers; be well-versed in job descriptions to ensure new caregivers meet established quality standards.
  7. Actively maintain existing quality caregivers through programs (educational, recognition, appreciation, motivational, etc.).
  8. Engage and align all employees to be cognizant and supportive of recruitment and retention efforts.
  9. Utilize existing collateral materials and/or develop pertinent resources to attract quality caregiver candidates and promote caregiver appreciation and recognition.
  10. Build and maintain relationships with health-related schools and colleges, local community businesses, faith-based establishments, and other pertinent recruitment sources.
  11. Create educational opportunities for caregivers utilizing online resources, health-related schools, referral sources (i.e. hospice), Life Care Navigation programs, etc. to promote and encourage professional growth.
  12. Develop and maintain an online recruiting presence. Use a diverse mix of recruiting tools and websites. Create and/or enhance existing incentive programs for team members; promote as a benefit to existing caregivers; reward and recognize results.
  13. Use and/or enhance social media venues such as Facebook to promote recruitment; engage existing caregivers and office team via testimonials and care experiences.
  14. Plan and conduct job fairs internally as well as participate in community job fairs.
  15. Evaluate and consider local advertising (real estate signage, banners, local publications, etc.) as well as recruitment and/or retention campaigns when applicable to accelerate and promote Caring Careers as well as caregiver support and encouragement to sustain retention.
  16. Participate in the interview process by screening and interviewing prospective caregiver candidates. Enhance, where applicable, the interviewing process to maintain recruitment, selection, and hiring efficiencies through process improvements.
  17. Adhere to recruitment, selection, and hiring policies and procedures. Responsible for preparation of initial employee file setup and completion of the employee file checklist.
  18. Host and facilitate the orientation of new hires and coordinate participation and engagement from the office team.
  19. Work with the management team to ensure a smooth transition from onboarding and orientation through the first 90 days; identify additional educational/training needs.
  20. Develop retention programs in conjunction with key VA team members, for example: newsletters, appreciation, incentives, recognition, mentoring.
  21. Plan, organize and coordinate events to celebrate caregiver appreciation, anniversaries, holidays, summer picnics, business success, etc.
  22. Implement a process to facilitate effective communication with those conducting supervisory visits. Monitor goals and apply coaching and educational opportunities.
  23. Participate in the performance review process by ensuring timely reviews, open communication delivered by recognizing strengths, and addressing weaknesses through an agreed-upon process improvement program.
  24. Review results of employee exit interviews and record findings. Use results and trends to enhance and improve recruitment and retention efforts.
  25. Conduct weekly office meetings and report on recruitment efforts, and the candidate pipeline as well as review and discuss the caregiver roster. Develop recruitment and retention strategies for implementation.
  26. Prepare monthly, quarterly, and annual reports to evaluate program effectiveness for recruitment and retention such as measuring success with recruitment sources, quality versus quantity of candidates, turnover results, overtime trends, and the balance of client demand versus caregiver supply.
  27. Complete and submit business expense reimbursement within time allowances set forth.
  28. Adhere to budget allowances and receive necessary approvals prior to recruitment and/or retention program implementations.
  29. Utilize company resources to ensure an appropriate return on investment on pertinent recruitment and retention initiatives.
  30. Also, tell us what languages you are fluent in.

The Ideal Candidate Will Have:

  1. At least sixty units of college with two years of experience in health care or home care; or a comparable combination of relevant education and experience.
  2. Experience with public speaking, demonstrated presentation skills.
  3. Proficiency with Microsoft Office (Word, Excel, PowerPoint, and Outlook) applications, scheduling systems, and other healthcare industry-related software.
  4. Demonstrated ability to work well with a team.
  5. Results-oriented; effectively measuring outcomes.
  6. Ability to form relationships and maintain rapport.
  7. Ability to listen and communicate clearly, fluently, and diplomatically, both orally and in writing.
  8. Ability to remain flexible, resilient, calm, maintain a sense of humor, and present a well-groomed professional image.
  9. Ability to plan, organize, prioritize, integrate, delegate, and accurately follow through on work activities with time constraints and interruptions to meet deadlines as well as work independently with a minimum amount of direction and/or supervision.
  10. Ability to generate goodwill for the company with applicants, caregivers, prospects, clients, their family members, and referral sources. Demonstrate a strong commitment to client service excellence and caring for caregivers.
  11. Possess and maintain good physical and mental health, including current TB testing.
  12. Ability to lawfully work in the U.S.

PHYSICAL/ENVIRONMENTAL DEMANDS:

  1. Sitting, standing, bending, reaching, stretching, stooping, walking, climbing stairs, and moving intermittently during working hours.
  2. Must be able to lift at least 50 lbs.
  3. Must be able to see and hear or use prosthetics that will enable these senses to function adequately to ensure that the requirements of this position can be fully met.
  4. Must be able to properly operate office equipment.
  5. Must have a valid driver’s license and reliable transportation.
  6. Must be able to maintain verbal and written communication with co-workers, the leadership team, supervisors, clients, family members, vendors, and all business associates within or outside the agency.
  7. All of the above demands are subject to ADA requirements.

Glen Park is an Equal Opportunity Employer:

We are proud of our culture of diversity and inclusion. Individuals seeking employment are considered without regard to race, color, religion, national origin, age, sex, marital status, ancestry, physical or mental disability, veteran status, gender identity, or sexual orientation. Additionally, Home Care Help will consider qualified candidates with criminal histories in a manner consistent with the law.

BENEFITS:

  • Free pension plan contribution of at least 7.5% of your annual wages
  • Retirement plan
  • Sick time
  • Paid holidays
  • Paid vacation
  • Job Type: Full-time


Schedule:

  • 8-hour shift
  • Monday to Friday
  • On-call
  • Weekend availability

Experience:
Health care, home care, or Assisted Living: 2 years (Preferred)

Work Location: Multiple locations

If you are passionate about making a difference and want to join a growing company dedicated to exceptional care, we encourage you to apply.

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