AtlantiCare Leader Handbook

TALENT ACQUISITION

Talent acquisition is more than just filling open positions—it’s about identifying, attracting, and hiring individuals who align with our organization’s values, contribute to our mission, and will grow with us over time. As a leader, your involvement in the talent acquisition process is crucial in ensuring that we bring in team members who are not only qualified but also a cultural fit for AtlantiCare.

For Talent Acquisition resources, go to: The Starfish About You

Human Resources/YOUniversity

Talent Acquisition

Below are key terms and processes regarding Talent Acquisition: 1. Review the Job Description Confirm that the job description accurately reflects current responsibilities, qualifications, and reporting structure. If updates are needed, collaborate with TA Partner, and submit a help desk ticket via Fusion. 2. Initiate the Requisition in Fusion Complete and submit the requisition within Fusion. Ensure all required fields— FTE, location, Department, Position code, justification etc. —are accurate. Approval Flow - Select the level of approval (VP or AVP) based on your department’s leadership structure. 3. Recruitment Approval & Intake Conversation Once the requisition is fully approved, the Talent Acquisition Partner (TA Partner) will schedule an intake meeting to review job responsibilities, qualifications, compensation parameters, and hiring strategy. TA Partner will finalize job posting for career sites 4. Candidate Sourcing, Screening & Eligibility Review The TA Partner reviews and screens applicants against minimum job requirements and shares qualified candidates. Internal candidates are screened for performance history and eligibility. Rehire candidates are reviewed for rehire eligibility, previous performance, and record status. 5. Leader Interviews & Candidate Selection Leader reviews qualified candidates provided by the TA Partner. Leader conducts interviews and identifies the finalist for offer. Leader communicates hiring decisions and feedback to the TA Partner within 24-48 hours. 6. Offer Process TA Partner confirms offer details with the leader, including pay, shift, schedule, and start date. TA Partner submits offer letter for approval from Hiring Manager within Fusion Once approval is received, TA Partner extends the offer and initiates onboarding steps once accepted. 7. Onboarding & Pre-Hire Requirements TA Partner transitions the candidate to onboarding after offer acceptance. Background Check, Reference Check, Occupational health clearance and more are required prior to start date; this process typically takes at least 4 weeks. Leader prepares for the new hire’s arrival by organizing workspace, system access, equipment needs, and schedule. 8. Communication Expectations TA Partner will provide regular recruitment updates throughout the recruitment process via email and/or regularly scheduled meetings with the leader. To keep the hiring process moving smoothly, leaders are encouraged to respond to candidate submissions and TA communications within 24 hours.