Talent Consultant I or II-Recruiter

Job Description Summary

The Talent Acquisition Consultant I-Recruiter identifies and recruits qualified candidates for assigned entry-level nursing ancillary positions using both active and passive recruitment strategies. Source and identify qualified candidates through job boards and social media. Builds and maintains strong relationships with operational leaders, serving as the primary point of contact for all recruitment-related needs with their assigned areas. Collaborates with leader to identify recruitment barriers, uncover opportunities for improvement, and deliver strategic solutions to drive successful hiring outcomes.

The Talent Acquisition Consultant II-Recruiter is responsible for identifying and recruiting qualified candidates for assigned positions using a combination of active and passive sourcing strategies for the MUSC Health Charleston, SC Nurse Recruitment Team. This role actively sources and engages talent through job boards, social media platforms, and other recruitment channels. The Talent Acquisition Consultant-Recruiter serves as the primary point of contact for all recruitment-related needs with their assigned departments, building strong partnerships with operational leaders. This includes providing guidance on effective sourcing strategies, advising on best practices, and ensuring alignment with organizational goals and compliance. Additionally, the Talent Acquisition Consultant-Recruiter collaborates with hiring leaders to identify recruitment barriers, uncover opportunities for improvement, and deliver strategic, data-informed solutions to enhance hiring outcomes and attract top talent.

Entity

Medical University Hospital Authority (MUHA)

Worker Type

Employee

Worker Sub-Type​

Regular

Cost Center

CC004954 CHSCorp - Talent Acquisition

Pay Rate Type

Salary

Pay Grade

Health-26

Scheduled Weekly Hours

40

Work Shift

Day (United States of America)

Job Description

• Coordinates MUHA talent acquisition efforts and collaborates with HR Business Partners to develop and implement strategies related to employment branding, community outreach, talent pipelines, job boards, college development programs and/or apprenticeship programs. Participates in discussions with various stakeholders and professionals related to diversity in recruitment, staffing & succession planning. Identify best practices and future trends within HR and health care, while aligning these to the organization’s strategic plan. Assists in researching and proposing short and long-term cost-effective recruitment strategies for sourcing candidates to maintain a well-supplied talent pipeline.

• Utilizes innovative screening techniques to ensure that a qualified applicant pool is referred. Assists with screening applications based upon minimum requirements as needed. Offers assistance with interview methods and techniques, providing training to hiring managers to ensure a diverse and inclusive workforce.

• Coordinates the use of social media and networking groups to actively recruit candidates. Utilizes digital media, job boards and other systems as needed to promote the organization, develop talent pipelines with specific recruitment strategies and to build a diverse candidate pool.

• Collaborates & partners with key personnel in HR and across the organization to identify opportunities to enhance recruitment efforts including, but not limited to, benefit plans, competitive salaries, onboarding incentives or other best practices to position the organization as an employer of choice. Standardizes the recruitment process to offer candidates a seamless onboarding experience from pre-boarding through the candidates first few months of employment.

• Coordinates enrollment in job-specific career fairs, partners with local military base Veterans transition assistance program, and participates in a variety of other programs to recruit a diverse and inclusive workforce. Collaborates with MUSC entities to design and schedule an in-house career fair for recruitment within the enterprise. Provides input for allocation of resources within budget to support recruitment efforts.

• Actively contribute to the success of recruitment, including adherence to standardized recruitment processes, protocols, procedures, and timelines, including, but not limited to, the following:

• Successfully complete assigned provider searches from initial approval through final negotiations

• Prepare a comprehensive profile of each open position and practice, including challenges, barriers to successful recruitment and candidate parameters.

• Make compensation recommendations to leadership.

• Screen, qualify, and thoroughly vet candidates using established recruitment guidelines and tools.

• Serve as primary contact for nursing ancillary candidates throughout the full recruitment process.

• Develop and maintain relationships with community and workforce programs to enhance recruitment pipeline.

• Assist with all other MUHA recruitment / sourcing needs.

Talent Consultant I (minimum education and experience) - bachelor’s degree in human resources management, Business Administration or related field from an accredited college or university, or high school diploma or equivalent GED, and two years of progressively responsible, business or customer service-related experience in a dynamic and diverse environment.  Human Resources or payroll experience preferred.  PHR or SHRM certification accepted in lieu of experience.  Ability to thrive in a fast-paced, dynamic environment with managing multiple competing priorities. WorkDay experience preferred.

 

Talent Consultant II (minimum education and experience) - A High School Diploma or equivalent GED and (5) years of full-cycle recruitment experience, including proficiency with applicant tracking systems (WorkDay preferred), OR a high school diploma or GED and (6) years of experience in college recruitment, marketing, project management, sales and/or agency staffing.   A bachelor’s degree in human resources management, Business Administration, or related field from an accredited college or university maybe substitute for (4) years of the required work experience.  PHR or SHRM-CP certification maybe substituted for one (1) year of related work experience.  PHR or SHRM certification preferred.  Demonstrated ability to develop and implement effective recruiting strategies that attract highly qualified candidates.  Strong relationship-building and interpersonal skills, with the ability to collaborate effectively with internal stakeholders and external candidates.  Ability to thrive in a fast-paced, dynamic environment with managing multiple competing priorities.

Additional Job Description

Physical Requirements: Ability to perform job functions while standing. (Continuous) Ability to perform job functions while sitting. (Continuous) Ability to perform job functions while walking. (Continuous) Ability to climb stairs. (Infrequent) Ability to work indoors. (Continuous) Ability to work outside in temperature extremes. (Infrequent) Ability to work from elevated areas. (Frequent) Ability to work in confined/cramped spaces. (Frequent) Ability to perform job functions from kneeling positions. (Infrequent) Ability to bend at the waist. (Continuous) Ability to twist at the waist. (Frequent) Ability to squat and perform job functions. (Frequent) Ability to perform "pinching" operations. (Frequent) Ability to perform gross motor activities with fingers and hands. (Continuous) Ability to perform firm grasping with fingers and hands. (Continuous) Ability to perform fine manipulation with fingers and hands. (Continuous) Ability to reach overhead. (Frequent) Ability to perform repetitive motions with hands/wrists/elbows and shoulders. (Continuous) Ability to fully use both legs. (Continuous) Ability to use lower extremities for balance and coordination. (Frequent) Ability to reach in all directions. (Continuous) Ability to lift and carry 50 lbs. unassisted. (Infrequent) Ability to lift/lower objects 50 lbs. from/to floor from/to 36 inches unassisted. (Infrequent) Ability to lift from 36" to overhead 25 lbs. (Infrequent) Ability to exert up to 50 lbs. of force. (Frequent) Examples include: To transfer a 100 lb. patient that can not assist in the transfer requires 50 lbs. of force. For every 100 additional pounds, assistance will be required from another healthcare worker. 20 lbs. of force is needed to push a 400 lb. patient in a wheelchair on carpet. 25 lbs. of force is required to push a stretcher with a patient with one hand. Ability to maintain 20/40 vision, corrected, in one eye or with both eyes. (Continuous) Ability to see and recognize objects close at hand or at a distance. (Continuous) Ability to match or discriminate between colors. (Continuous) Ability to determine distance/relationship between objects; depth perception. (Continuous) Good peripheral vision capabilities. (Continuous) Ability to maintain hearing acuity, with correction. (Continuous) Ability to perform gross motor functions with frequent fine motor movements. (Continuous) Ability to deal effectively with stressful situations. (Continuous) Ability to work rotating shifts. (Frequent) Ability to work overtime as required. (Frequent) Ability to work in a latex safe environment. (Continuous) Ability to maintain tactile sensory functions. (Continuous) *(Selected Positions) *Ability to maintain good olfactory sensory function. (Continuous) *(Selected Positions) *Ability to be qualified physically for respirator use, initially and as required. (Continuous) (Selected Positions)*

If you like working with energetic enthusiastic individuals, you will enjoy your career with us!

The Medical University of South Carolina is an Equal Opportunity Employer. MUSC does not discriminate on the basis of race, color, religion or belief, age, sex, national origin, gender identity, sexual orientation, disability, protected veteran status, family or parental status, or any other status protected by state laws and/or federal regulations. All qualified applicants are encouraged to apply and will receive consideration for employment based upon applicable qualifications, merit and business need.

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