Ankura Hospital - Head - Talent Acquisition (10-12 yrs)

JD:

- The Recruitment Head will lead the recruitment function in a large hospital, responsible for overseeing the hiring of nurses, lateral roles, and building a strong talent pipeline.

- The individual will focus on creating efficient and cost-effective recruitment strategies to meet hospital staffing requirements, particularly in nursing, which is critical to patient care.

- This role is key to ensuring that the recruitment team operates within the allocated budget while delivering on defined hiring targets and KPIs.

- Additionally, the Recruitment Head will collaborate with educational institutions and external vendors to create a sustainable and scalable talent acquisition model.

Key Responsibilities:

Strategic Recruitment Planning:

- Develop and implement recruitment strategies for nurses, lateral hires, and other essential positions in collaboration with department heads.

- Build and maintain a strong candidate pipeline for critical and hard-to-fill roles, focusing on immediate and long-term hiring needs.

Nurses & Lateral Hiring:

- Lead the full-cycle recruitment process for nursing and other lateral positions, ensuring timely and efficient hiring.

- Implement industry-best practices to source, screen, interview, and onboard qualified nurses and healthcare professionals.

Collaboration with Educational Institutions:

- Establish and maintain partnerships with nursing colleges, medical colleges, and healthcare trusts to create campus recruitment and training programs for medical and nursing students.

- Develop a structured internship and placement program to attract top talent from these institutions, ensuring a continuous pipeline of new professionals entering the healthcare system.

- Organize and participate in campus placement drives, job fairs, and career events to attract talent early in their careers.

Vendor Development & Agency Empanelment:

- Develop a network of external recruitment agencies, specifically for hiring nurses and doctors.

- Empanel and manage third-party recruitment vendors to support large-scale or specialized hiring needs.

- Conduct vendor performance reviews and negotiate contracts to ensure cost-effective recruitment solutions.

Team Leadership & Management:

- Oversee a team of recruiters, ensuring adherence to recruitment processes and continuous development through coaching and feedback.

- Set performance standards and manage metrics (time-to-hire, cost-per-hire, candidate satisfaction, etc.) for the recruitment team.

Candidate Pipeline & Talent Pool Development:

- Develop and maintain a database of qualified candidates for future roles to minimize time-to-fill for vacancies.

- Foster relationships with external partners like recruitment agencies, nursing schools, and professional associations to enhance sourcing strategies.

Budget Management:

- Manage the recruitment budget efficiently, optimizing spend on job boards, recruitment agencies, and other recruitment tools.

- Ensure all hiring activities are conducted within the allocated budget and seek cost-effective solutions where possible.

Employer Branding & Candidate Experience:

- Work with the HR and Marketing teams to build a strong employer brand for the hospital in the healthcare sector.

- Ensure a positive candidate experience throughout the recruitment process, from application to onboarding.

Data-Driven Recruitment:

- Establish and maintain key recruitment metrics and KPIs to monitor team performance and hiring success.

- Use data to provide insights into recruitment trends, identify bottlenecks, and drive improvements.

Compliance & Policies:

- Ensure recruitment processes comply with healthcare regulations and hospital policies.

- Implement policies that foster a diverse and inclusive workforce, particularly for nursing staff.

Recruitment Metrics & Reporting:

- Track and report on recruitment metrics such as time-to-hire, cost-per-hire, quality of hire, and recruitment efficiency.

- Provide regular updates to senior leadership on recruitment outcomes, budget utilization, and areas for improvement.

Stakeholder Management:

- Collaborate closely with department heads and HR to understand specific hiring needs and deliver high-quality candidates.

- Act as a point of escalation for recruitment challenges and bottlenecks.

Key Metrics for Measurement:

- Time-to-Hire: Average number of days to fill a position.

- Cost-per-Hire: Total cost incurred per successful hire.

- Offer Acceptance Rate: Percentage of job offers accepted by candidates.

- Quality of Hire: Performance and retention of new hires after 6-12 months.

- Candidate Satisfaction Score: Feedback from candidates on the recruitment process.

- Hiring Budget Adherence: Ensuring recruitment expenses stay within the allocated budget.

- Source of Hire: Track effectiveness of various recruitment sources (e., job boards, internal referrals).

Qualifications:

- Bachelor's/Master's degree in Human Resources, Business Administration.

- 10-12 years of experience in recruitment, with a strong focus on healthcare recruitment (nurses, lateral hires).

- Proven track record in pipeline development, campus hiring, vendor management, and metrics-driven recruitment strategies.

- Leadership experience in managing recruitment teams.

- Familiarity with healthcare-specific recruitment challenges and best practices.

Skills:

- Strong leadership and team management skills.

- Analytical mindset with the ability to leverage recruitment metrics.

- Excellent communication and interpersonal skills.

- Experience with recruitment tools and Applicant Tracking Systems (ATS).

- Knowledge of healthcare recruitment strategies and industry standards will be an added advantage