Glen Park Senior Living

Operates assisted living and memory care communities

Recruiter

Generalist RecruitingConfirmed live in the last 24 hours

Full-time$25 - $30 /hrIn-person

About the Job

Requirements

Minimum of 60 college units and at least two years of experience in health care, or an equivalent combination of education and experience.
Experience in public speaking and presentations.
Proficiency in Microsoft Office, including Word, Excel, PowerPoint, and Outlook; scheduling systems; and health care-related software.
Ability to measure and analyze outcomes.
Ability to prioritize, organize, delegate, and follow through independently with minimal supervision.
Commitment to client service excellence and caregiver support.
Good physical and mental health, including a current tuberculosis test.
Legal authorization to work in the United States.
Ability to perform sitting, standing, bending, reaching, stretching, stooping, walking, climbing stairs, and intermittent movement during working hours.
Ability to lift at least 50 pounds.
Adequate vision and hearing, with or without assistive devices, and ability to operate office equipment.
Valid driver’s license and reliable transportation.
Ability to maintain verbal and written communication with coworkers, supervisors, clients, families, vendors, and partners.
Requirements are subject to accommodations under the Americans with Disabilities Act.
Live Scan fingerprint clearance.
Current CPR/First Aid certification.
Negative tuberculosis test and health screening.

Responsibilities

Work collaboratively with key team members to understand recruitment and retention needs and the recruitment market and caregiver pool.
Develop a Recruitment and Retention Action Plan by assessing staffing needs, analyzing turnover trends, soliciting team feedback, and planning for current and future business demands from client, caregiver, and office team perspectives.
Conduct compensation and benefits analyses with management to evaluate current and potential offerings and recognition programs.
Research competitors’ wages and benefits to differentiate the company as an employer and develop consistent talking points for the team.
Represent the company’s brand, reputation, and culture professionally.
Source caregiver candidates and ensure they meet established standards and job descriptions.
Implement caregiver retention programs, including educational, recognition, appreciation, and motivational initiatives.
Engage employees in recruitment and retention efforts.
Develop materials and resources to attract caregiver candidates and promote recognition.
Build and maintain relationships with health-related schools, local community organizations, and other recruitment sources.
Create educational opportunities for caregivers through online resources, partner organizations, and professional programs.
Maintain an online recruiting presence using tools, websites, and social media platforms.
Promote and manage caregiver referral incentive programs and recognize participation.
Plan and host internal and community job fairs.
Evaluate local advertising opportunities, including signage, publications, and banners, to promote caregiver recruitment and appreciation.
Participate in interviews and ensure efficient hiring practices.
Follow recruitment, selection, and hiring policies and procedures, including preparing new employee files and checklists.
Host and facilitate new-hire orientations with the office team.
Work with management to ensure smooth onboarding and transition during employees’ first 90 days.
Develop and implement retention initiatives, including newsletters, appreciation events, and mentoring programs.
Organize and coordinate caregiver appreciation and company events.
Communicate with supervisory staff and use feedback to improve performance and training.
Participate in performance reviews by providing timely feedback and supporting continuous improvement.
Review employee exit interviews and use findings to improve recruitment and retention strategies.
Conduct weekly office meetings to report recruitment progress, candidate pipeline, and caregiver rosters.
Prepare monthly, quarterly, and annual reports evaluating recruitment and retention effectiveness.
Submit expense reimbursements on time and follow budget approvals.
Ensure recruitment and retention initiatives deliver an appropriate return on investment.
Provide supervision to assigned staff and delegate responsibilities as needed.

POSITION PURPOSE:
The Recruitment Coordinator is responsible for staff recruitment and retention, continually sourcing compassionate and reliable team members who align with our company values. This role also develops and implements proactive recruitment and retention strategies to support staffing needs. The Recruitment Coordinator reports directly to the Talent Acquisition and Retention Manager and the HR Director.

JOB CLASSIFICATION: Exempt
SUPERVISION EXERCISED:
Provides supervision over assigned staff, with authority to delegate responsibilities as needed.

PRINCIPAL ACCOUNTABILITIES:

Work collaboratively with key team members to understand recruitment and retention needs, as well as the existing recruitment market environment and caregiver pool.
Develop a Recruitment & Retention Action Plan by assessing company staffing needs, analyzing turnover trends, soliciting team feedback, and planning for both current and future business demands from the client, caregiver, and office team perspectives.
Conduct compensation and benefits analyses, collaborating with management to evaluate current and potential offerings and recognition programs.
Research major competitors’ wages and benefits to differentiate the company as an employer of choice; develop talking points to ensure team consistency.
Maintain professionalism and serve as a strong representative of the company’s brand, reputation, and culture.
Actively source quality caregiver candidates and ensure they meet established standards and job descriptions.
Implement caregiver retention programs (educational, recognition, appreciation, motivational, etc.).
Engage all employees in supporting recruitment and retention efforts.
Develop materials and resources to attract caregiver candidates and promote recognition.
Build and maintain relationships with health-related schools, local community organizations, and other recruitment sources.
Create educational opportunities for caregivers through online resources, partner organizations, and professional programs to support growth.
Maintain a strong online recruiting presence using diverse tools, websites, and social media platforms.
Promote and manage caregiver referral incentive programs; reward and recognize participation.
Plan and host job fairs (both internal and community-based).
Evaluate local advertising opportunities (signage, publications, banners, etc.) to promote caregiver recruitment and appreciation.
Participate in the interview process and ensure efficient hiring practices.
Adhere to recruitment, selection, and hiring policies and procedures, including preparation of new employee files and checklists.
Host and facilitate new hire orientations with support from the office team.
Work with management to ensure smooth onboarding and transition during the first 90 days of employment.
Develop and implement retention initiatives such as newsletters, appreciation events, and mentoring programs.
Organize and coordinate caregiver appreciation and company events.
Maintain effective communication with supervisory staff and use feedback to improve performance and training.
Participate in performance reviews by providing timely feedback and supporting continuous improvement.
Review employee exit interviews and use findings to enhance recruitment and retention strategies.
Conduct weekly office meetings to report on recruitment progress, candidate pipeline, and caregiver rosters.
Prepare monthly, quarterly, and annual reports to evaluate recruitment and retention effectiveness.
Submit expense reimbursements on time and adhere to budget approvals.
Ensure all recruitment and retention initiatives deliver appropriate return on investment.

SPECIFIC JOB KNOWLEDGE, SKILLS, AND PERSONAL ABILITIES REQUIRED:

Minimum of 60 college units with at least two years of experience in health care or an equivalent combination of education and experience.
Experience in public speaking and presentations.
Proficiency in Microsoft Office (Word, Excel, PowerPoint, Outlook), scheduling systems, and health care-related software.
Strong teamwork and communication skills.
Results-oriented, with the ability to measure and analyze outcomes.
Strong relationship-building and interpersonal skills.
Excellent verbal and written communication abilities.
Flexible, resilient, professional, and well-groomed.
Ability to prioritize, organize, delegate, and follow through independently with minimal supervision.
Commitment to client service excellence and caregiver support.
Good physical and mental health, including a current TB test.
Legal authorization to work in the U.S.

PHYSICAL/ENVIRONMENTAL DEMANDS:

Requires sitting, standing, bending, reaching, stretching, stooping, walking, climbing stairs, and moving intermittently during working hours.
Must be able to lift at least 50 lbs.
Must have adequate vision and hearing (with or without assistive devices).
Must be able to operate office equipment.
Must hold a valid driver’s license and have reliable transportation.
Must maintain verbal and written communication with coworkers, supervisors, clients, families, vendors, and partners.
All requirements are subject to ADA accommodations.

Job Type: Full-time
What We Require:

Live Scan Fingerprint Clearance
CPR/First Aid Certification
Negative TB Test and Health Screening

About the Company

Glen Park Senior Living

Operates assisted living and memory care communities

Glen Park Senior Living operates residential communities for older adults who need help with daily life or support for dementia. Its locations across Los Angeles and Ventura counties combine private or shared suites with meals, housekeeping, transportation and personalized care plans. Residents receive assistance with bathing, dressing, mobility and medications, while short-term respite stays give family caregivers a break. Monthly fees reflect room type and assessed care needs, with families involved in developing individualized plans for each resident. The current operator began in 1990 with a community established in 1968 and is headquartered in Glendale, California.

Company size: 201-500
Company stage: Not listed
Total funding: Not listed
Headquarters: Glendale, CA
Founded: 1990

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