JOB SUMMARY

The Talent Acquisition Sourcing Strategist is responsible for managing and executing all aspects of the recruitment sourcing efforts to develop a robust pipeline of diverse talent for specialized critical/difficult to fill positions and identified positions with a workforce shortage. The Talent Acquisition Sourcing Strategist will partner with hiring managers and/or recruiters in defining critical hiring needs to attract a diverse set of qualified candidates for the organization.

The Talent Acquisition Sourcing Strategist proactively identifies candidates through direct and indirect sourcing techniques, including complex internet searches (Boolean searches), social/professional networking, career events, diversity resources and competitor research to build a strong network of passive and active candidates. The Talent Acquisition Sourcing Strategist will be innovative and constantly creating new strategies to engage with and deliver top talent to each role through a variety of tools, techniques, and methods.

In partnership with the recruiter, The Talent Acquisition Sourcing Strategist may attend hiring manager meetings, department meetings, recruitment scoping calls, and potential educational sessions with the hiring department to educate staff on sourcing techniques. In addition, he/she may join recruiter at community partnership meetings, colleges and professional networking opportunities to develop relationships and proactively engage candidates. The Talent Acquisition Sourcing Strategist may also act as a recruiter and sourcer for a difficult-to-recruit job title/department.

The Talent Acquisition Sourcing Strategist is responsible for developing and executing a research strategy to support sourcing needs, including the development of a best practice sourcing toolkit for recruiters that aligns with the recruitment escalation process. The incumbent engages in initial networking calls and builds a robust network of top talent, gains market intelligence, and assesses candidates to gauge their fit with UW Health. Serves as primary contact for the candidate, conducts appropriate introductions to the recruiter and smoothly transitions candidate to recruiter for interviews.

The Talent Acquisition Sourcing Strategist supports educational community involvement and oversees the development of career pathways, student internship experiences and shadow opportunities to foster strategic partnerships with educational institutions.

The Talent Acquisition Sourcing Strategist collaborates with the marketing department to develop and implement comprehensive marketing and advertising strategies and supports recruitment sourcing plans that achieve recruitment goals through a variety of advertising and social media channels to include; job boards, (Facebook, LinkedIn, Instagram, Twitter, etc.), contact lists, internal or external partners and promotion of the employee referral program.

The incumbent acts as a consultant and advisor to peers in Talent Acquisition on sourcing strategies and assists team-members in creating recruitment plans and measuring outcomes against pre-established goals.

The Talent Acquisition Sourcing Strategist follows the organizational strategy and HR Strategy to aid in creating a comprehensive and appropriate recruitment sourcing strategy that is aligned with the goals of UW Health and the Talent Acquisition team

The Talent Acquisition Sourcing Strategist works independently with a minimum of supervision; and therefore, must be self-motivated, creative, and take initiative in developing appropriate recruitment sourcing strategies.

The incumbent is expected to meet and exceed established goals. The Talent Acquisition Sourcing Strategist is expected to understand and use quality principles and tools in managing his/her own work systems and processes.

MAJOR RESPONSIBILITIES

• Works closely with the recruiter and/or hiring manager to understand staffing needs and develop a proactive, innovative sourcing/recruitment strategy to attract and recruit top diverse talent.
• Performs advanced sourcing through various mediums including internal and external database mining, networking, associations, universities, community agencies, cold calls, social media, referrals, Boolean search strings, online and traditional, directories, attends and/or plans recruitment events, engaging with internal or external programs or partnerships as well as other innovative sourcing methods.
• Performs initial evaluation to ensure candidates meet both job and organizational requirements.
• Continually evaluates sourcing strategies. Stays abreast of current and emerging technologies to proactively identify new venues for identifying diverse qualified talent.
• Maintain school affiliation agreements and oversee internship and shadow opportunities.
• May serves as a recruiter for one or more client groups with difficult to fill jobs.
• Develops and maintains network and database of potential candidates for future consideration, including pipeline of passive candidates.
• Is responsible for tracking and measuring ROI of time spent sourcing and sourcing tools and solutions.
• Leads and/or assists in the coordination of UW Health career events or job fairs to attract immediate or future candidates.
• Collaborates with recruiters and serves as a coach in developing recruitment marketing plans or implementing sourcing best practices
• Other duties as assigned including special projects.

JOB REQUIREMENTS

Education

Minimum

Bachelor’s Degree in Human Resources, Communications, Sales, Marketing, Business Administration or related field. In lieu of Bachelor’s Degree, four additional years of experience will be accepted.

Preferred

Work Experience

Minimum

Three (3) years’ experience in recruitment and/or sourcing.

Preferred

Five (5) years’ experience in health care recruitment and/or sourcing

Licenses & Certifications

Minimum

Preferred

Professional recruitment industry-specific certification preferred.

Required Skills, Knowledge, and Abilities

• Demonstrated ability to develop and manage recruitment sourcing strategies.
• Experience with and knowledge of sourcing effectiveness, screening, interviewing, selection and candidate assessment techniques
• Intermediate or advanced level experience with using electronic media, social networking, internet research, candidate mining, and professional organizations to source candidates and build talent pipelines.
• Demonstrated successful experience directly soliciting passive candidates.
• Demonstrated success working independently, developing and maintaining stakeholder relationships, and managing multiple tasks that meet or exceed deadlines with minimal direction.
• Exhibits excellent oral and written communication skills with the ability to understand customers and anticipate their needs and prioritize customer satisfaction.
• Technically savvy, with the ability to quickly pick up and understand new tools and technologies.
• Ability to identify and assess challenges using critical thinking, data collection methods, analysis, experience and judgment to identify and implement solutions in a timely manner