Looking For Full-Time Recruiter (Work From Home)

The Recruiter will play a critical role in the recruitment, selection and engagement of impactful, qualified, and dependable talent to assist our clients.

Our overall goal is to make Amada Senior Care of North Central New Jersey the employer of choice for Caregivers in our market and differentiate ourselves from the competition.

You will be the face of Amada and will provide all of our potential hires with the “first impression”, setting the tone of who we are. An excellent communicator, who engages with the candidates through heart-felt interaction and lets the candidates “tell their story”. Really engaged with each candidate so they know that we genuinely are interested in them.

It will be important to always act with a sense of urgency in the hiring process, as out market is extremely competitive, and the applicant has many choices as to who to work for. Always remember to work the process quickly to ensure the candidate does not lose interest and knows that we value their time.

Overall Job Responsibilities

1. Build a real-time and robust Caregiver Job Candidate Pipeline by sourcing candidates. Our approach is that of a hunter as opposed to a gatherer with an overall goal of finding new opportunities, building relationships, and obtaining Caregivers.

Existing sources include:

a. Apploi

b. Indeed

c. Facebook Jobs

e. Google Search Engine (when applicable)

f. Existing Caregivers (ensure communication path is always open)

g. Local Church Groups (build virtual opportunities where possible)

h. Local Nursing Schools (build virtual opportunities where possible)

i. Leverage ACE and Educate Potential Candidates who do not currently have their CHHA and local demographics who may be potential candidates to begin a career as a Senior Home Caregiver

j. Walk-ins/Call-Ins (During Covid) – Always be prepared to explain the application process quickly and clearly

k. Online Communities and Newsletters - Once you’ve established who the caregivers are in your area (there is usually a common socio-cultural group that frequently applies), you may want to advertise in your community’s local ethnic newspapers and/or weekly mailing.

l. Leverage Online Newsletters and Periodic Emails on Careers in Senior Home Care and target certain demographics online.

m. Church Online Communication Systems/Bulletins - are a great way to get Amada’s name out into our communities to attract both caregivers and potential new clients. Check to see if the church has job boards, we can have a presence. Get to know the religious leaders in the area because they likely know the needs of their congregation.

n. RN/LVN/CNA Schools - Medical students and staff members are great for recruiting new caregivers. It is especially important to treat schools just like you would any other referral source. Work toward getting to know the teachers, not just the career advisor. Ask to present to each graduating CNA class and request to speak early in the semester for new LVN and RN classes stating, “Amada can provide you with hands on experience as you go through school, as well as flexible schedules.” Offer to write letters of recommendations for each successful student that works at Amada. Amada has full instructions on how to present at the schools on their SharePoint drive.

o. Marketing Materials – Look for opportunities to use and create marketing materials that are cost-effective, but yet successful. During Covid, we need to look for digital versions of items to distribute electronically. The Amada HUB is a great source for inspiration.

2. Manage caregiver job postings, job descriptions, and position requirements. Ensure our online presence is in line with our competitors by conducting quarterly research of our primary competitors.

3. Manage real-time hiring logistics by conducting Daily Call with the Scheduler each morning at 9:30 am to review most current needs and opportunities.

4. Stay abreast of recruiting trends and best practices and ensure our in the senior home care industry.

5. Screen Caregiver job candidates by reviewing resumes and job applications, perform phone screenings/phone interviews/video interviews (when applicable)

6. Primary Hiring Administrator within the AxisCare System which includes responsibility of ensuring accurate and real-time tracking of every Caregiver candidate and their progress of application completion, provision of required identification and documents.

i. Oversee Hiring Forms on-going administration and adjustments as needed

ii. Utilize AxisCare Forms to track detailed required documents and paperwork for the entire hiring and orientation cycle and ensure the digital copies are centrally located and a hard copy file is printed and a paper file is maintained in our office for inspection by the State of New Jersey.

7. Ensure all screening, hiring, and selection is done in coordination with our Compliance Director and adhere to Stare of NJ Employment Laws and Regulations

8. Perform Background and Reference Checks

9. Manage Onboarding and New Hire Process

10. Coordinate and Conduct Virtual Orientation Sessions New Hires

11. Coordinate with Scheduler and Provide New Hire Information/Availability

12. Drive Caregiver Retention via Acknowledgement and Recognition

13. Administer Employee Referral Program to encourage on-going engagement and motivation with all current Caregivers and encourage qualification and recognition for our Employee Referral Bonus Program .

Computer Administrative Tools

The following resources will be utilized regularly to perform your job:

1. Apploi Applicant Tracking & Job Posting System

2. AxisCare System

3. MS Office 365 Suite (Outlook/Word/Excel/PowerPoint)

4. RingCentral Communication System (Phone/SMS/Fax)

5. Zoom Video Conferencing System / myCNAjobs Video Room System