Bayshore HealthCare is one of the Canada’s leading providers of home and community health care services and is a privately owned company. Bayshore HealthCare is proud to showcase its achievement as a Platinum member of Canada’s Best Managed Companies Program every year since 2006. In 2015, Bayshore achieved the designation for Best Practice Spotlight Organization from the Registered Nurses’ Association of Ontario. Bayshore Healthcare is also recognized as Canada’s Best Employers in Forbes 2023 list. With locations across the country, including more than 80 home care offices, 11 pharmacies and over 100 community care clinics, Bayshore has more than 18,000 staff members and provides care to over 350,000 clients annually. We are dedicated to enhancing the quality of life, dignity and independence of all Canadians, by providing customized care plans and solutions that allow clients to remain in the comfort of their own home.

Position Overview:
Are you an experienced talent acquisition professional with a passion for recruiting and onboarding exceptional Health Care Aides (HCAs) and nurses? We are seeking a Regional Talent Acquisition Specialist to focus on the recruitment of field staff for our homecare business, which supports seniors in aging in place. This role will primarily cover our BC and Alberta. locations. If you’re eager to make a significant impact in the field of senior care and excel in both recruitment and employee orientation, we’d love to hear from you!

Key Duties & Responsibilities:

Strategic Recruitment (35%)

• • Develop and execute targeted recruitment strategies to attract high-quality HCAs and nurses for BC and Alberta..
  • Utilize data-driven insights and market research to optimize recruitment tactics and identify talent pools specific to senior care.
  • Partner with hiring managers and clinical staff to understand staffing needs and create effective recruitment plans for senior care roles.
  • Leverage various sourcing channels, including job boards, social media, and professional networks, to engage potential candidates with relevant healthcare experience.

Candidate Sourcing & Screening (30%)

• • Proactively source and engage candidates through diverse channels to build a strong talent pipeline for HCAs and nurses.
  • Conduct thorough screenings, including resume reviews, initial interviews, and assessments, to evaluate candidate qualifications, including certifications and experience in senior care.
  • Maintain and manage a candidate database for current and future recruitment needs.
  • Ensure a positive candidate experience throughout the recruitment process, reflecting our commitment to quality care for seniors.

Recruitment Process Management (20%)

• • • Manage the end-to-end recruitment process, from job postings to offer acceptance, for HCAs and nurses.
    • Coordinate with hiring managers and clinical teams to schedule interviews, facilitate assessments, and provide feedback.
    • Ensure adherence to recruitment policies, healthcare regulations, and best practices.
    • Monitor and respond to key performance indicators including time-to-fill, cost-per-hire, and candidate quality, with a focus on the unique needs of senior care.

Orientation & Onboarding (5%)

• • Provide input on orientation programs for new HCAs and nurses, ensuring a smooth transition into their roles within senior care.
  • Coordinate onboarding activities, including training schedules, documentation, and initial support, tailored to senior care responsibilities.
  • Act as the primary point of contact for new hires during their orientation period, addressing any questions or concerns related to their roles and our senior care services.
  • Collaborate with field operations and HR teams to ensure new employees are integrated into their teams and understand their roles and responsibilities in providing senior care.

Stakeholder Collaboration (5%)

• • • Partner with internal stakeholders, including HR and field operations teams, to align recruitment and onboarding efforts with senior care standards and practices.
    • Provide regular updates to hiring managers and HR partners on recruitment progress and new hire integration.

Continuous Improvement (5%)

• • Identify and implement improvements to the recruitment and onboarding processes to enhance efficiency and effectiveness in the context of senior care.
  • Stay current with industry trends and best practices in talent acquisition and onboarding, particularly in the healthcare and senior care sectors.
  • Gather feedback from candidates and new hires to refine recruitment and orientation practices.

We Offer

• Professional Growth: Access extensive training, mentorship, and clear career progression.
• Collaborative Team: Work with passionate professionals in a supportive environment.
• Competitive Benefits: Enjoy competitive salaries, comprehensive health insurance, retirement plans, and flexible working arrangements.
• Wellness Programs: Take advantage of our wellness programs, mental health support, and wellness resources.
• Make a Difference: Contribute to building a diverse and inclusive workforce.