Talent Acqusition Specialist - Talent Acqusition Specialist Northwell Health Employee Review

The size of the Talent Acquisition Department is one of its biggest flaws. Everyone is a number. While you typically do get personal treatment from your manager(s), ultimately you are just one recruiter in an office full of 30 others, so the most attention you'll get is when something went wrong or if you already have a good friendship/relationship with your manager(s). * Turnover is too high for a role like this. Great contractors are hired all the time, and rarely ever get brought on board permanently. Most are let go early because they aren't performing, but that's mainly due to... * Poor training. I remember when I was trained, I sat in a room with one of my colleagues while they spoke about how to do things...many times a day over the course of a week. It was frustratingly boring and things haven't changed - they take new hires into a room and sit down and talk about how to do things. I've delivered said training before and have had more than one trainee nearly fall asleep from boredom. Having done the same myself, I sympathized. That's STILL how we do it today. * People get burnt out and check out. That's really the only reason people get terminated is they just get so burnt out from the monotony of the role that they just stop caring. Morale is LOW. The fact that we have... *...way too many requisitions assigned to a single person has a lot to do with that. The average specialist has anywhere from 50 - 100+ requsitions assigned to them. The same burden is often put on new hires and they are unprepared for the extent of this, despite whatever background they may have come from. * Hot headed hiring managers make it miserable. Of course your position is urgent...EVERY position is urgent in the hospital system! They don't care about any other location's position though, only theirs...so that argument is rendered moot. The hiring managers have a tendency to get impatient, angry and often try to go around you or over your head to your manager. Seeing that we are required to put a message in our e-mail signature encouraging people to contact our managers for any reason, the complaints come in steadily enough. * Pay rates for positions are adequate but on the low end of the spectrum. We are told to offer the lowest pay rate for the position, and only can go to the mid range after a lengthy, exhausting process of appealing and trying to convince management why the candidate is worth more than the bare minimum. It's a challenge and sometimes goes to the highest levels of the organization. Forget ever offering the high end salary range...it doesn't happen. * Rules and regulations differ from one hospital to the next, and the process for dealing with the different union, non-union, exempt, special and whatnot situations gets tiresome. * Creating offers is a lengthy, often frustrating process that requires lots of cross-checking of archaic excel spreadsheets. Northwell desperately needs a system to manage this. * Political environment is a bit too blatant - we were recently "strongly encouraged" at a Town Hall event to vote for a specific candidate in the recent presidential election. We were told that voting for her opponent would be "stupid" and "moronic". Cardboard cut out "standees" and propaganda around the office of said candidate was distracting and frustrating.