Brian Handshuh

Partners with hiring managers to forecast staffing needs reviewing regular attrition rates, new business plans and potential retirements.
Develops strategy to acquire talent to assure vacancies are kept to facility specified levels, new and expanding programs are staffed for opening dates, and retirement replacement plans are executed
Uses external scan tools to understand the market and educate the hiring manager on labor market conditions.
Understands and articulates the business line to market positions to potential candidates.
Uses an intake process with hiring managers, develops recruitment plan and sets SLA’s.
Sources and recruits to develop candidates. Pre-closes candidates during candidate intake.
Using BEI techniques, interviews, resumes, credentials reviews and assessments, determines candidates who meet the minimum knowledge, skills and abilities to be a good fit for the position.
Assure references are completed and reflective of the quality hire expected to meet AHS competencies.
Prepares salary offers and receives approval of the hiring managers.
Prepares and extends the job offer, sign on bonuses, seasonal agreement, relocation agreements and any other incentives. Manages counter offers as necessary.
Maintains knowledge of benefit plans, incentives and corporate and facility policies and addresses applicant inquiries.
Maintains accurate and timely documentation of candidate progress in applicant tracking system.
Oversees TA Coordinators to assure interviews are scheduled timely and all onboarding activities are carried out to result in on time candidate start date.
Coaches and guides recruiters in best practice methodology.
May oversee workflow activity for an assigned recruiter team.
Manages projects as delegated by Sr. Recruitment Manager

Partners with assigned hiring managers to forecast staffing needs, develop candidate pipelines, source, market and attract talent. Partners with Recruitment Strategy and Sourcing teams, and hiring managers to formulate strategy to acquire talent for open requisitions. Using behavioral-based interview techniques, the Recruiter screens, interviews and selects candidates for potential employment. Collaborates with hiring managers and selects the top candidates for further interviews and on-site visits at the facility level. Extends offers and oversees onboarding activities. Negotiates and brokers agreements with leadership position applicants. Is accountable for service level agreements. Reviews HR metrics to recommend hiring strategies, while working with the Strategy team to recruit for hard-to-fill positions.

esponsible for recruitment for Allied and Ancillary positions for our 9 campuses in Central Florida.
Facilitates training and orientation for all new Recruitment Service Center Recruiters and leads in support and reporting of employee competency.
Participates in HR Recruitment Process Improvement initiatives of system talent acquisition.
Conducts peer-interviews for fellow recruiters, temporary employees and interns.
Develops strong collaborative relationships and works strategically with Campus Recruiters and Hiring Managers for filling and maintaining adequate staff levels.
Key Accomplishments:
Maintains an average of 80 requisitions per month in 2016
Leads a team of 6 recruiters for High Volume/Ancillary
Counsel, engage, and develop recruiters and interns
Filled 207 requisitions from 1/2016 – present
Serves on HireVue/ Requisition Management/ Sourcing Requisition Task Force
Action Based Interview Instructor for Florida Hospital
Community Outreach to local schools and various Organizations on behalf of Florida Hospital Recruitment
Revise Recruiter Area Distribution Database

Developed collaborative relationships and worked strategically with Campus Recruiters/Hiring Manager to fill and maintain adequate staffing levels.
Utilized Applicant Tracking System and screening tools to identify top talent for assigned service lines.
Exceeded Department Standard for candidate throughput.
Sourced candidates through various career websites to identify candidates for hard to fill positions.
Key Accomplishments:
Removed barriers that impeded departments from hiring the best qualified candidate for the position. For example, testing for FL license personnel, like pharmacy technicians
Average throughput from Added to New to Skills Testing Completed averaged 3.5 – 5 days
Recruited Candidates with various levels of education and experience to fill positions from Aides to Medical Physicist
Average opening per month 70 – 110
Average requisitions filled per year 300

oordinate employment for professional, clinical and service support areas. Address employee relation issues. Represent FHO at job and career fairs. Produce special projects as assigned.
Key Accomplishments:
Addressed Employee Relations issues with Staff, Managers and Directors
Consistently lead department in exceeding employment targets (“days to hire”, “time to fill”, number of hires processed, number of interviews conducted, number of applications processed)
Transformed 5 Track 1 Radiology modalities to non-critical status within one year
Expanded Employee Discount Program from 35 to over 400 vendors and transitioned program from printed to online format, vastly improving accessibility and distribution to employees and saving FHO thousands of dollars in printing costs
Reviewed and negotiated all temporary and permanent placement contracts with outsourced employment partners, serving as a single point of contact and streamlining outsourcing process, resulting in substantial leveraging of Florida Hospital’s purchasing power and consistently improved quality of service
Facilitated General and Campus Orientation for new hires – Orlando Campus
Selected by Associate Vice President of Human Resources to represent Florida Hospital on the Orlando Regional Chamber of Commerce’s Leadership Orlando Alumni Board of Directors (2003)
Served on Florida Hospital Association of Healthcare Recruiters Board of Directors (2008-2010)

Managed a team of 13 to safely transport hundreds of employees per day from remote parking areas to the main FHO campus. Ensured compliance with transportation section of FHO’s Development Order requirements. Produced special projects as assigned.
Key Accomplishments:
Managed cost-center budget of $1.4 million, consistently operating within plan by implementing operational efficiencies
Established and promoted employee transportation initiatives to reduce single-occupancy vehicles, resulting in mitigating impact of growth to FHO’s planning area
Had 13 direct reports, which conducted annual reviews and positive disciple
Created, executed and analyzed Annual Transportation Survey for all FHO Employees
Represented Florida Hospital on the University/Alafaya Corridor Transportation Association, served as Chairman of the Board of Directors