The Senior Talent Acquisition Sourcing Specialist is responsible for providing support and guidance to the TA Sourcer team in strategic planning, activity, and delivery. This role partners with Senior Talent Acquisition Partners and TA leadership to develop and monitor ongoing TA priorities and team delivery in fulfillment of community hiring needs.

ESSENTIAL POSITION FUNCTIONS
• Daily supervision to Sourcing team, providing support and direction in sourcing strategy and ongoing delivery of qualified candidates.
• Collaborate with TA leadership to establish priority needs and goals.
• Assist Talent Acquisition Sourcers with administrative tasks and optimizing daily operating rhythm and tracking of activity.
• Lead training and onboarding of new team members, managing the training, tracking and ongoing usage of recruiting tools and company knowledge.
• Hold recurring one-on-one discussions with direct reports for ongoing performance and skills management.
• Join and/or lead community recruitment calls with focus facilities to address strategy, process improvement and hiring obstacles, as needed.
• Perform high-volume candidate sourcing and screening in support of priority customer needs, focusing primarily on skilled hourly community-based staff.
• Apply sourcing methods to include, but not limited to, job boards and search engines, internal and external resume databases, professional networking and business/social media sites, referral generation, hiring events and campaigns, job fairs, and various networking events.
• Screen prospective candidates daily to qualify ability to meet minimum job requirements, including factors such as job experience, education, training, skills, knowledge, abilities, and other data pertinent to selection.
• Efficient and urgent delivery of qualified candidates to hiring managers and coordination of candidate interviews.
• Maintain consistent communication with qualified candidates throughout the interview and hiring process, through the early stages of employment to ensure quality candidate experience and support.
• Leverage HR/TA technology, including Applicant Tracking Systems (ATS), Human Resource Information Systems (HRIS), and Business Intelligence tools to develop strategic delivery methods for each community supported.

EDUCATION & QUALIFICATIONS
• Four-year degree or 4+ years of experience in Recruiting and/or HR field.
• 2+ years' experience in recruiting, sales, admissions, or HR.
• Supervisory experience in recruiting, sales, hospitality, or customer service preferred.
• Experience working in a high-volume recruitment environment preferred.

About American Senior Communities

Compassion, Accountability, Relationships and Excellence are the core values for American Senior Communities. These words not only form an acronym for C.A.R.E.; they are our guiding principles and create the framework for all our relationships with customers, team members and community at large.

American Senior Communities has proudly delivered patient centered care since the year 2000, with a long history of excellent outcomes. Each of our 80+ American Senior Community is part of the neighborhood in which it exists. Our leaders and staff live in surrounding areas and know the community well. We value the same things in life that you do. The foundation of our senior living communities is based on the knowledge that we’ll be part of your neighborhood for many, many years. We take great pride in our hospitality and it is ingrained in everything we do.  As partners in senior care, we are not just doing a job, but following a calling.

We are Equal Opportunity-Affirmative Action Employer – Minority / Female / Disability / Veteran and other protected categories.

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities
The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)

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