WEBVTT

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<v ->So, my name is Anna Plaunt and I'm a recruiter</v>

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for the YMCA of the Greater Twin Cities.

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So, my position basically is helping people connect

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to a position at the YMCA that would work

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with their career interests and their goals,

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and making sure that I am connecting them to the opportunity

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that's gonna help them develop the most,

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and not necessarily just fill roles based

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on my end of things, but make the experience positive

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for the candidate as well.

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I'd say a large part of my job is relationship building

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and getting to know a candidate based on their experience

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and their interests and not just where they are currently,

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but where they wanna get to and where they wanna go.

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And I think having a really open mindset

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and thinking outside of the box

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and trying to say to a candidate,

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you know I know this is what you're thinking now,

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but have you considered this route

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or picture this opportunity too and just try to provide

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as much information about what the Y is

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and where you can go with the Y,

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and kinda break down those walls or misconceptions

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about what it means to work for the Y full-time,

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and help them see themselves working there.

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So, I work really closely with all of the hiring managers

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that I support at all the different branches

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and if the position becomes available,

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they'll usually let me know right away.

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There are some positions that we call evergreen

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and we keep posted all the time

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because we're always hiring lifeguards,

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or kinda the ground level.

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Once I know a position is available,

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I will post it on our internal platform,

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and that'll post to our YMCA

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of the Greater Twin Cities website.

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I'll also post on Indeed, LinkedIn, Handshake.

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From there, I'll make a short list of candidates

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to phone screen.

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Phone screenings are usually pretty quick,

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maybe 20 minute conversations.

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We talk about the candidate's background,

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what they're looking for in terms of pay, their experience,

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and talk about benefits of the Y and the position.

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From there, I'll usually send around three candidates

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to panel interview, and that'll be with a hiring supervisor,

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usually district supervisor, and maybe myself

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or another HR generalist.

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We do have a pretty cool background check system.

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Our references is through a platform called Checkster.

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So that's just a way to expedite that process

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and then some positions we'll use what we call Profile XT,

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and it's a pretty lengthy personality assessment

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going over strengths and opportunities of the candidate.