• Sourcing active and passive candidates from online databases, internal databases, job boards, and employee
referrals • Providing pre-qualified candidates who are the best
match for the assigned positions through active on - going search • Screening candidates for availability, interest level, salary range, relocation needs, and basic qualifications • Generating a high volume / high quality pipeline
of future suitable candidates • Building long - term,
successful relationships with key members
of staff at the different hospitals you will be recruiting for.
While
successful implementation
of c - intake systems may improve appropriate utilization
of services by allocating scarce resources to families most in need and minimizing competition for
referrals among home visiting programs, these systems inherently introduce a «new person» or «additional step» to the recruitment, intake, and
referral process, which may affect wait times, enrollment rates, as well as the determination
of the
match between the family and program.