3-5 years of experience
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Employment Type:
Part time
Job Category:
Human Resources
Health Care & Medicine
Senior Talent Acquisition Consultant (Scientific/Research)
(This job is no longer available)
Grad Date

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Job Description



Minimum Education

Bachelor's Degree


Specific Requirements and Preferences

  • Bachelor's degree or a combination of years of experience and/or college in lieu of BS degree.  
  • Experience recruiting in biomedical science and technology.
  • Full life cycle recruiting & sourcing experience of scientific candidates.
  • Full life cycle recruiting & sourcing experience of senior, executives and faculty.


Minimum Work Experience

3 Year(s)


Specific Requirements and Preferences

At least 3 - 5 years of experience. 




Required Skills/Knowledge


Demonstrated experience in recruitment in all levels of a high volume environment; Working knowledge of relevant regulatory, compliance, and employment laws; Proficient technical knowledge of recruitment tools to include but not be limited to external job boards, applicant tracking system, and social media sources; Intermediate Microsoft Office Suite Skills including Word, Excel, PowerPoint and Access; Able to multi-task in a rapidly changing environment, meeting or exceeding deadlines, thinking critically and in a systems manner, problem solving and giving focused attention to detail; Above average verbal and written communication skills with exceptional customer service and candidate experience skills and orientation; previous experience utilizing an Applicant Tracking System (ATS)



Functional Accountabilities



  • Possess working knowledge of compensation skills to determine an appropriate salary.
  • Negotiate starting salary with selected candidate in collaboration with Compensation, the Director of Talent Acquisition and Workforce Planning and other leaders within Human Resources and the department to maintain internal equity while attracting top talent.
  • Make recommendations, as appropriate, for sign on bonuses and other appropriate candidate attraction tools.
  • Work collaboratively with Director of Talent Acquisition and Workforce Planning and the Compensation Department regarding issues in attracting and retaining top talent in the organization relating to compensation or other benefits.
  • Responsible for verbally extending an offer of employment to selected final candidate and prepare appropriate offer letter of employment upon conclusion of the hiring process.


Recruitment Strategies

  • Provide full cycle recruitment services to an assigned client group.
  • Meet with Hiring Manager to discuss recruitment strategy for the position upon receiving appropriate approvals.
  • Develop appropriate recruitment strategy and identify 30, 60, 90 and beyond milestones, if necessary, to guide the recruitment process to a timely closure.
  • Responsible to lead the recruitment process from receipt of requisition through to onboarding of selected candidate.
  • Serve as a resource and consultant with Hiring Manager on the selection of the best qualified candidate employing appropriate assessments in the process.
  • Attend meetings as appropriate to report out and discuss recruitment issues internally and externally.
  • Stay abreast of contemporary recruitment strategies.


Sourcing Strategies

  • Source, identify and develop candidate pipeline through multiple channels including mining online resources and social media venues. Sources include, but are not limited to external job boards and professional associations, social/professional networking sites, internal applicant tracking system, print media, etc.
  • Evaluate the profiles of potential candidates and perform preliminary screening and assessments based upon qualifications for each position.
  • Proactively conduct research and investigate innovative ways to identify new candidates.
  • Manage e-mail campaigns, job fairs (internal and external), open houses, e-mail campaigns, employee referral programs and other special events for assigned client group.
  • Build and maintain proactive relationships with potential candidate sources and candidates and create a pipeline of talent for positions within the assigned client group.
  • Establish and maintain a solid working relationship with schools, colleges and universities for assigned areas of responsibility to ensure a collaborative relationship in providing a candidate pipeline.



  • Responsible for the onboarding process for the selected candidate through to the completion of New Employee Orientation.
  • Resolve any issues and barriers associated with facilitating the seamless onboarding for new employees.
  • Present at new hire orientation as necessary.
  • Customer Service and Candidate Experience
  • Responsible to provide exceptional customer service to all constituents including the Hiring Manager, peers within entire Human Resources function, etc.
  • Facilitate an exceptional candidate experience.
  • Provide guidance and serves as a resource and mentor to Talent Consultants and HR Support Staff Specialists


HR Metrics

  • Utilize appropriate HR metrics to determine appropriate pipeline for candidates.
  • Meet or exceed established recruitment metrics.
  • Responsible to compile recruitment metrics for assigned client groups.
  • Analyze, aggregate and present data as appropriate to assigned client group.


Organizational Accountabilities


Organizational Commitment/Identification

  • Partner in the mission and upholds the core principles of the organization
  • Committed to diversity and recognizes value of cultural/ ethnic differences
  • Demonstrate personal and professional integrity
  • Maintain confidentiality at all times


Customer Service

  • Anticipate and responds to customer needs? follows up until needs are met



  • Demonstrate collaborative and respectful behavior
  • Partner with all team members to achieve goals
  • Receptive to others’ ideas and opinions


Performance Improvement/Problem-solving

  • Contribute to a positive work environment
  • Demonstrate flexibility and willingness to change
  • Identify opportunities to improve clinical and administrative processes
  • Make appropriate decisions, using sound judgment


Cost Management/Financial Responsibility

  • Use resources efficiently
  • Search for less costly ways of doing things



  • Speak up when team members appear to exhibit unsafe behavior or performance
  • Continuously validate and verify information needed for decision making or documentation
  • Stop in the face of uncertainty and takes time to resolve the situation
  • Demonstrate accurate, clear and timely verbal and written communication
  • Actively promote safety for patients, families, visitors and co-­workers
  • Attend carefully to important details ­ practicing Stop, Think, Act and Review in order to self-check behavior and performance



About Children's National Health System

Childrens National Medical Center is the only exclusive provider of pediatric care in the metropolitan Washington area and is the only freestanding childrens hospital between Philadelphia, Pittsburgh, Norfolk, and Atlanta. Serving the nations children for more than 130 years, Childrens National is a proven leader in the development and application of innovative new treatments for childhood illness and injury.

Childrens National is proudly ranked consistently among the best pediatric hospitals in America by US News & World Report.

Our Culture

Children's mission is to be preeminent in providing pediatric health care services that enhance the health and well-being of children regionally, nationally and internationally. Through leadership and innovation, Children's creates solutions to pediatric healthcare problems. Children's excels in Care, Advocacy, Research, and Education to meet the unique needs of children, adolescents and their families. Children's leadership realizes that our employees are the heart of our medical center and the soul of our mission. One of our greatest assets is the diversity of our workforce, which adds to the richness of our culture. Teamwork, dedication, and professionalism are essential values and characteristics that make our employees unique.

Childrens internationally recognized team of pediatric healthcare professionals care for more than 360,000 patients each year who come from throughout the region, nation and world. Our employees share a sense of pride and commitment to the patients and families we serve. We aspire to provide patients and their families with the highest quality of care and service in a family-centered environment. In essence, we are a team of "Great People Providing Great Care."

Nursing Students

As a nursing student, you might already be craving hands-on experience at a highly respected hospital. You may be thinking about where or with which population you want to work after graduation.

At Childrens, a world-class teaching hospital and internationally-recognized leader in pediatric health, we invite nursing students at all stages of learning to explore the real world of working in a hospital setting and experience first-hand the challenges and rewards of this career.

Internship Program

The internship program provides the novice nurse with the knowledge base and skill set needed to transition to competence in clinical nursing practice. While providing the needed skills to meet the organization goals and mission, the program provides nurses with the leadership skills to work collaboratively within a multidisciplinary team. The program bridges the gap between undergraduate education and real-life professional nursing practice, delivering state-of-the art pediatric care.

The program is offered to new graduate nurses from an accredited nursing program with a passion for children. All new graduates, with less than one-year acute care experience, are eligible to participate in the program after obtaining licensure.