Good morning everyone!
As mentioned yesterday during our Town Hall, there have been a number of
changes within Recruitment so I wanted to take a moment to recap what has
changed and what is to come.
*Transition of Pre-Employment Onboarding from Recruitment to HR Compliance*
Effective 9/3, our HR Compliance Team is partnering with candidates to
complete new hire forms and all pre-employment screening. The HR Compliance
Team is composed of 4 HR Compliance Specialists who have transitioned from
recruitment roles. They report to Kathryn Patel, HR Compliance Manager.
Recruiters are sending the offer and pre-employment packet to the candidate
along with a communication informing them of who their HR Compliance
Specialist is and what their role in the process will be. Once the HR
Compliance Specialist has ensured all necessary forms are complete,
reviewed screening results, and determined the candidate is eligible for
hire the recruiter will notify operations that the candidate can be
scheduled for orientation. Operations will schedule candidates
for orientation and notify their recruiter who arrives at orientation so
the recruiter can move the candidate to Hired in iCIMS, which will trigger
the HR Compliance Specialist to upload new hire paperwork from iCIMS to
WellSky.
This centralized onboarding process will increase compliance with national,
state, and local requirements and reduce the time it takes to onboard new
hires. It will also free our recruitment team up to focus on developing
candidate pipelines and cover larger geographies. Additionally, it creates
a scalable, flexible recruitment model able to more quickly respond to
changes in demand for caregivers across the organization. *Please see the
attached Recruiter & Compliance Assignments matrix to see Recruiter and HR
Compliance Specialist assignments by site. *
Recruiter and Compliance Assignments 9.4.24.xlsx
<https://drive.google.com/file/d/1HUXSPz-LVMAd3JZy6LxagTKZQTnOLqwd/view?usp=drive_web>
*Recruitment Team Reorganization*
Our Caregiver Recruitment Team has been reorganized into 2 teams supporting
the East and West Divisions. Dulce Aganan-Coleman has been promoted from
Bay Area Recruiting Leader to Director of Recruitment for the West
Division. Cassandra Liberius has been promoted from Southeast Recruiting
Leader to Director of Recruitment for the East Division. Brad Dean has been
promoted from Sales Recruitment Leader to Director of Talent Acquisition
leading our Corporate & Specialty teams. He is leading Corporate Talent
Acquisition effective immediately and assuming responsibility for Canada
Caregiver Recruitment in October. His role will continue to expand to lead
and/or support our specialty and joint venture recruitment over the next 90
days. *Please see the attached TA Org Chart. *
TA Org Chart 9.3.24
<https://docs.google.com/presentation/d/1_zx20zwBap30mEpYARj7jID_shik-Z9rbYRHyhrPoXg/edit?usp=drive_web>
*Weekly Regional Calls*
Beginning today, weekly calls are being hosted with each region throughout
the month of September to address any questions, concerns, and/or feedback
you may have for recruitment and/or the HR Compliance Team.
*Next Steps*
*Recruitment Needs Spreadsheet*
Cassandra and Dulce will be working with each region to implement a
spreadsheet that will be used to capture Caregiver recruitment needs for
each site. The spreadsheet should be reflective of ongoing needs as well as
any unique, client specific needs. This will help ensure alignment between
the needs of our business and the focus of our recruitment efforts.
Recruiters will continue to have ongoing communication with the locations
they support.
*Hiring Manager Interviews*
Effective 9/30 we will be integrating hiring manager interviews into our
hiring process. By engaging the local operations teams in the selection
process, we will increase the sense of community and connection our
Caregivers feel with our teams and increase the % of new hires who are
assigned to a billable shift. Closing the gap between those hired
and started will reduce the background screening and orientation costs
associated with new hires who are never assigned to a billable shift. The
timeline for implementation of hiring manager interviews is as follows:
9/9 - GMs will be sent invitations for 2 training sessions offered the week
of 9/16. *GMs should forward these invitations to the individuals on their
teams they would like to participate in the interview process. *Participants
can attend the training session that best fits their schedule. They do not
have to attend both sessions.
9/16 - Week of Hiring Manager Interview Training. Training will include
interview best practices, review of our new hiring manager interview guide,
and Google form for providing interview feedback to the recruiter.
9/23 - Recruiter will partner with sites to identify those conducting
interviews and establish dedicated blocks of time. We request 4 hours of
interview availability each week, 2 hours one morning and 2 hours one
afternoon, to accommodate various candidate schedules. Recruiters will
schedule candidates in 20 minute intervals.
9/30 - Go Live!
*Analissa Sanchez*
VP Talent Acquisition | *TheKey*
Mobile: 210-849-8496
[image: TheKey] <https://homecareassistance.com/>