Recruiting Specialist
Franciscan Health System
Tacoma, WA
The Franciscan Health System, based in Tacoma, Washington, includes six full-service hospitals
(St. Joseph Medical Center, Tacoma; St. Francis Hospital, Federal Way; St. Clare Hospital,
Lakewood; St. Anthony Hospital, Gig Harbor; St. Elizabeth Hospital, Enumclaw; Highline
Medical Center, Burien); Franciscan Medical Group, a regional network of primary-care and
specialty-care clinics, physicians and other professional providers; in-home and inpatient hospice
and palliative services; same-day surgery centers; dialysis centers; occupational health and
physical therapy clinics; and centers for advanced medicine in women’s care and heart and
vascular services.
Franciscan is a non-profit 501-c 3 organization and is affiliated with Catholic Health Initiatives.
Historically, seeds for the Franciscan Health System were planted in 1891 when the Sisters of St.
Francis of Philadelphia established St. Joseph Hospital in Tacoma (now called St. Joseph
Medical Center). The organization’s health care ministry has grown with the enduring goal of
fulfilling the spiritual, emotional and physical needs of those we serve as emphasized in our
Mission and Values
JOB SUMMARY
This job is responsible for employee recruitment for all positions in multiple types of nursing
units in multiple hospitals. An incumbent works closely with assigned hiring managers to assess
staffing needs, develop and implement effective recruiting tactics/plans, identify the most
competitively-qualified candidates and extend competitive job offers. Work also includes: 1)
screening applications, assessing match with job requirements and referring qualified candidates
for hiring manager consideration; 2) providing training/mentoring/support to assigned hiring
managers in employment-related activities (e.g. interview techniques, etc); 3) coordinating preemployment activities with recruiting assistants; 4) representing FHS at job fairs and other
venues to increase interest in employment with FHS, and 5) maintaining accurate, legal and
defensible recruitment documentation/records.
Guidelines are generally available but not always clearly applicable, requiring an employee to
exercise judgment in selecting the most pertinent guideline, interpret past practice, adapt
standard practices to differing situations and recommend alternative actions in situations without
precedent.
Work requires knowledge of the systems, standards, practices, resources and tools relating to
effective employee recruiting, including screening and interviewing techniques. Also requires
knowledge of applicable State and Federal guidelines and regulatory requirements sufficient to
ensure that recruiting activities and related documentation are compliant and consistent with
organizational objectives.
ESSENTIAL JOB FUNCTIONS: The following section contains representative examples of job
duties and/or percentages that might be performed in positions allocated to this job class. FHS is
a dynamic organization, and the environment can be fluid. Roles and responsibilities may be
altered to accommodate changing business conditions and objectives as well as to tap into the
skills and experience of its’ employees. Accordingly, employees may be asked to perform duties
that are outside the specific work that is listed. It is not required that any position perform all
duties listed, so long as primary responsibilities are consistent with the work as described.
Performance standards developed for incumbents allocated to this job class may also contain
relevant job content information and are referenced hereto.
Initiates/conducts launch meetings with hiring managers prior to job posting activities to identify
specific needs and develop/implement timely sourcing plan; maintains ongoing contact to
document activities, provide status reports, troubleshoot issues; and keep the process on track.
• Contacts hiring manager to discuss the position, validate accuracy of the job description,
identify key job components/requirements and the specific competencies needed by a qualified
candidate; follows pre-recruitment checklist to ensure all relevant aspects are addressed.
• Discusses recruiting tactics/options, interview strategies (e.g. peer, panel, multiple
interviewers) and develops a sourcing plan that addresses/specifies appropriate advertising
venues (e.g. publications, professional associations, websites, social media sites, etc); writes and
places advertisements; keeps hiring manager apprised of progress on posting and any relevant
issues that have surfaced.
• Develops new/revised prescreening questions as needed and ensures they are added to the
requisite template.
• May develop custom interview guidelines for hiring manager; gathers and reviews
documentation from interviews conducted; may synthesize weighted data to identify the most
competitively qualified candidates.
Screens on-line employment applications/resumes to identify qualified applicants for posted
positions and refers to hiring manager for further review:
• Ensures the FTE approval process is followed; validates position template/attributes in
automated system for assigned requisition; identifies missing information/errors and ensure they
are corrected in a timely manner prior to the position being posted.
• Reviews job description/template to gain an understanding of the essential job functions and
the minimum qualifications/requirements/competencies for position.
• Utilizes an electronic applicant tracking system for screening candidate profiles, tracking
candidate status during the selection process and corresponding with applicants; troubleshoots
hire load errors and other system issues as needed with regard to the applicant tracking system
and primary HRIS database.
• Reviews and screens employment applications and related materials in the FHS recruiting
system to determine whether candidate’s background meets the job requirements/qualifications
and to identify qualified applicants for referral to the hiring manager.
• Transfers qualified applications to manager queue for further screening/interview by hiring
manager; rejects unselected candidates who do not meet minimum job qualification and sends
appropriate follow-up candidate correspondence.
• Conducts pre-screening interviews (via telephone or in-person) for management positions;
assesses fit with organization and competencies necessary to perform essential job functions.
• Proactively researches employment websites to source potential applicants for specific
requisitions.
Develops and presents job offers to qualified candidates selected by the hiring manager in
accordance with established procedures:
• Receives notification of selected candidate from the hiring manager; reviews work experience
and other pertinent factors and determines starting salary/promotional offers; reviews collective
bargaining agreements to determine pay for union positions; audits work experience of current
employees as necessary to ensure continued internal equity; consults with Compensation Dept to
discuss potential offers and to receive approval for offers over the salary range midpoint.
• Contacts selected candidates and extends job offer contingent upon successful conclusion of
background checks; explains pertinent conditions of employment and ancillary offer elements
(e.g. benefits, sign-on bonus, relocation assistance, etc), using effective techniques to persuade
candidates to accept offer; negotiates counter-offers within defined scope of authority as
appropriate.
• Notifies managers of job offer disposition; if accepted, initiates on-boarding process; if
rejected, discusses reasons and alternative candidates.
Oversees and monitors on-boarding process for new hires to ensure execution in a timely,
accurate and comprehensive manner; coordinates pre-employment activities with recruiting
assistants.:
• Initiates requisite pre-employment background screening in accordance with job offer checklist
(e.g. education verification, confirmation of licensure/certification, drug screen, reference
checks, etc); reviews results to ensure compliance with established standards.
• Monitors progress of selected applicant through the on-boarding process; contacts applicant to
discuss adverse results; identifies issues and takes proactive steps to resolve in a timely manner.
• May check the references of candidates for management positions.
Provides ongoing assistance/training to assigned hiring managers with regard to employmentrelated processes and systems:
• Provides ongoing assistance with all facets of the employment process; explains procedures for
creating position requisitions and managing candidate pool; participates in the development of
interview questions and trains hiring manager on appropriate interview techniques.
• Communicates with managers on matters such as job advertising, current status of open
positions, applicant qualifications, candidate failure to meet pre-employment requirements.
• Discusses recruiting difficulties for specific positions and works with manager(s) to
identify/implement alternative recruiting strategies/sourcing options.
Represents FHS at various recruiting-related functions to promote employment opportunities,
answer questions and generate new applicants for FHS jobs:
• Attends job fairs and other public/community events to promote FHS employment
opportunities and to answer questions from potential candidates; distributes related recruiting
materials and flyers; may coordinate special FHS employment-related events.
• Establishes and maintains relationships with assigned educational institutions to increase FHS
visibility as a potential employer and to attract potential job applicants.
Performs related duties as required.
MINIMUM JOB QUALIFICATIONS
The following section contains representative examples of competencies and job qualifications
directly related to successful performance in the position. The categories are broad, reflecting
minimum requirements. It is not intended to be an exhaustive list of all possible requirements
nor does it include general competencies, expectations and/or skills that are universally
applicable to the work, but are not critical for recruitment purposes or to overall job
performance.
Education/Work Experience Requirements
Bachelor’s degree in Human Resource Management, Business Administration or other related
discipline, and three years of related work experience that demonstrates attainment of the
requisite job knowledge/abilities.
Or any equivalent combination of education and experience that demonstrates attainment of the
requisite job knowledge/abilities.
Job Knowledge/Abilities:
 Knowledge of the principles, standards, practices, resources and tools relating to
employee sourcing, recruitment, selection and retention.
 Knowledge of the content and intent of regulatory requirements governing employee
recruitment, selection and retention.
 Knowledge of FHS policies, standards, procedures and contracts applicable to matters
within designated scope of responsibility, including the current Affirmative Action
policy.
 Knowledge of current research techniques for developing/implementing effective
sourcing plans.
 Knowledge of the functionality and application of automated recruiting systems.
 Ability to understand job requirements, screen employment-related
materials/documentation effectively and to identify the most competitively-qualified
candidates.
 Ability to apply current procedures in determining/extending appropriate salary offers.
 Ability to understand and effectively apply FHS policies and standards, and general
regulatory requirements to matters within designated scope of responsibility.
 Ability to convey information effectively in verbal and written communications, and in
group presentations.
 Ability to communicate effectively with hiring managers in determining staffing needs,
developing effective sourcing plans and in providing direct assistance throughout the
selection process.
 Ability to provide timely and effective training to managers in proper interviewing
techniques, the application of FHS procedures and regulatory requirements to the
selection process and in working with the automated recruiting system..
 Ability to keep abreast of new trends, emerging practices, resources, developments and
regulatory requirements applicable to employee recruitment and selection.
 Ability to compute statistics and trend rates, including turnover and vacancy rates, when
required.
 Ability to clearly and effectively articulate the culture, values, and benefits of FHS
employment to potential employees.
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Ability to read, understand and communicate in English sufficient to perform the duties
of the position.
Ability to use office equipment and automated systems/applications/software at an
acceptable level of proficiency.
Ability to establish and maintain effective working relationships as required by the duties
of the position.

Licensure/Certification
SPHR or PHR Certification preferred.
SECURITY ACCESS:
CONFIDENTIAL INFORMATION
Incumbents may have access to confidential patient, employee and/or organizational information
as it applies to their job responsibilities and must comply with the terms of FHS policies in
protecting that information.
STANDARD PRECAUTIONS STATEMENT:
Uses Standard Precautions including personal protective equipment for anticipated contact with
blood or other potentially infectious materials.
VALUE BEHAVIORS
It is essential that incumbents be able to support the values of the Franciscan Health
System/Catholic Health Initiatives and interact effectively with physicians, patients, visitors and
staff. Each employee is expected to demonstrate a commitment to service, hospital values, and
professionalism through appropriate conduct and demeanor at all times.
REVERENCE: Awe, respect and love—the essence of our ministry
1.Treat all members of the hospital community with respect as unique, valued individuals and
provide the highest level of service to everyone regardless of who they are.
2. Listen, show empathy and understand other people's feelings, perceptions, and points of view.
3. Create an environment where people feel supported and can safely express needs and issues so
we can respond to them.
4. Consider the impact of decisions, processes, actions, and outcomes on the patients, families,
employees, and physical environment
INTEGRITY: Trust, honesty, wholeness, commitment
1. Communicate effectively by giving clear and truthful messages, by fully sharing information
people need to do their job, and by expressing my ideas, opinions, and reactions constructively.
2. Look for solutions rather than complaining when I encounter problems.
3. Care for all the resources entrusted to me with as much care as I show my own. Resources
include people, traditions, time, money, equipment, and facilities.
4. Be ethical in my behaviors, including avoiding any conflict of interest or appearance of
conflict of interest.
COMPASSION: Caring deeply for all people, especially for the poor
1. Contribute positively to the healing environment and mission of Franciscan Health System and
Catholic Health Initiatives.
2. Be responsive to people and issues promptly and appropriately.
3. Go directly, as soon as possible, to individuals to resolve problems, issues and conflicts and
then let it go.
4. Behave in a professional, collaborative, supportive manner regardless of my personal feelings.
5. Maintain the confidentiality and privacy of patients, visitors, co-workers and the organization.
EXCELLENCE: Innovation, quality, collaboration and stewardship.
1. Encourage and support innovative ideas and ways of doing things that promote resource
management and generation of new resources.
2. Seek feedback and give others constructive feedback.
3. Demonstrate that helping is our business through good service behavior, especially a genuine
willingness to assist.
4. Maintain a high level of competence, continue to grow in skill, and encourage others to do so
also.
5. Support quality performance by others through frequent encouragement and recognition of
contribution and efforts.
Please apply on-line at www.fhshealth.org. Click on Careers; Click on Search for a Job; Select
All Franciscan Health Positions; Enter the Requisition Number 1300016681; Click on Search for
Jobs; Click on the Job Title and follow the prompts.