Healthcare Recruitment Coordinator

Full details are available in the attached Job Description and Person Specification. The summary below explains the core purpose, responsibilities and boundaries of the post. JOB PURPOSE: The Healthcare Recruitment Coordinator will provide a proactive, organised and candidate-focused recruitment service across Vertis Health. The postholder will take allocated campaigns from an approved vacancy request through attraction, application review, shortlisting support, interview coordination and accepted offer. They will improve adverts and routes to market, review applications promptly, identify suitable candidates, arrange rolling interviews, keep managers and candidates informed and maintain clear recruitment data. They will work closely with onboarding colleagues after offer acceptance and escalate pay, contractual, legal or compliance decisions outside their authority. The role is fixed term for 12 months because Vertis Health needs dedicated recruitment capacity during a period of service
growth and workforce mobilisation. An extension may be considered if that organisational need remains at the end of the term, but it is not guaranteed. 1. CAMPAIGN PLANNING AND LAUNCH Turn an approved vacancy request into a clear campaign plan covering the target candidate, selection criteria, advert, channels, timetable and review points. Check that the job description, salary, contract, hours, location, benefits and application instructions agree before publication. Prepare accurate, attractive vacancy copy using the Vertis employer story and role-specific messages. Confirm when and where the campaign is live, the closing date, application process and planned campaign checks. 2. PROACTIVE ATTRACTION AND SOURCING Research where suitable candidates are likely to be found, including healthcare and NHS networks, LinkedIn, professional communities, universities and role-specific routes. Carry out agreed direct sourcing and outreach and record how candidates first heard about the vacancy.
Develop and maintain candidate pipelines for recurring, specialist or difficult-to-fill roles. Adapt search terms, campaign messages and routes to market when candidate quality or volume is weak. 3. APPLICATION REVIEW AND PROGRESSION Review new applications promptly throughout each campaign and make evidence-based shortlisting recommendations. Progress suitable candidates on a rolling basis, arranging screening conversations, interviews, exercises and panel availability without unnecessary delay. Keep candidates informed and maintain warm contact between interview, offer and onboarding. Identify gaps, inconsistencies, right-to-work questions or other concerns and route them appropriately. 4. MANAGER AND CANDIDATE COORDINATION Clarify campaign priorities, criteria, timescales and panel availability with recruiting managers before launch. Provide clear updates showing status, next action, owner, deadline and risk. Follow up shortlisting, feedback and approvals so delays do not cost good
candidates. Provide warm, professional and timely communication at every candidate touchpoint. 5. OFFER, SAFE RECRUITMENT AND HANDOVER Coordinate conditional offer information once the appointment decision and terms are approved. Give onboarding colleagues a complete, accurate handover including approved terms, records and known checks or risks. Maintain visibility through pre-employment checks and start-date planning without duplicating onboarding ownership. Do not independently vary salary, contract terms, employment checks or appointment conditions; escalate exceptions. 6. DATA, REPORTING AND IMPROVEMENT Maintain a live recruitment tracker for every campaign, including source, pipeline stage, next action, owner, deadline, risk and anticipated start date. Monitor reach, application volume, candidate quality, source effectiveness and time to shortlist, interview and offer. Escalate underperforming campaigns early with evidence and a proposed recovery plan. Produce clear weekly updates
and improve templates, handovers, communications and controls within agreed authority. SCOPE AND BOUNDARIES: The postholder will own campaign planning, advert drafting and publication, regular application monitoring, source tracking, agreed sourcing and outreach, shortlisting coordination, interview logistics, candidate communication, recruitment data and campaign recovery recommendations. They will work jointly with recruiting managers on role scoping, selection criteria and interview design. Appointment decisions, salary, contractual terms, establishment, legal advice, policy exceptions and deviations from safe recruitment requirements remain with the authorised manager or HR lead. GENERAL REQUIREMENTS: The postholder will maintain confidentiality; support fair, inclusive and accessible recruitment; follow data protection, safeguarding and information-governance requirements; undertake required training; and carry out other duties reasonably consistent with the role. HOW TO APPLY USING