A day in the life: HR recruiters

Keri Dejulio (right) works with co-worker Ann Marie Ondo.

Keri Dejulio (right) works with co-worker Ann Marie Ondo.

The night shift employees are finishing their tasks and getting ready to head home as Keri Dejulio makes her way through the corridors of Akron Children’s Beeghly campus.

“I like to come in around 6:30 a.m. on some days, so I can catch the staff who work the third shift,” said Dejulio, a human resource generalist. “I want them to know that they can talk to a human resource person face-to-face if they have any questions.”

Jamie Demain of pediatrics, Keri Dejulio, and Maurie Testa of administration

The pediatric hospital in Boardman has more than 500 employees, keeping Dejulio very busy.

After talking with several employees, Dejulio heads back to her office to check on the status of a job opening. Her many tasks include posting open positions at the Beeghly campus on the hospital’s website and helping find candidates for the jobs.


“This is such a great place to work that we always have lots of interest in any opening,” she said. “Usually the applicants will meet the job qualifications, but I am always looking for the most qualified candidate.”


At Children’s Akron campus, Ian White, an associate recruiter in HR, starts his day by checking the hospital’s applicant tracking system.

“We usually have a lot of applicants for our openings,” said White.  “If we’ve posted a few jobs recently, it’s not unusual for me to log in and find hundreds of new applicants to review.”

White scrolls through the applicants and makes note of those with certain skills and education.


“Some of our positions are so specialized, and the applicant needs to have a very specific skill set and experience,” he said. “I narrow down the list to those individuals who are qualified, and then conduct a phone screening with those candidates.”

White, who started his career at Children’s three years ago as an intern, often comes across candidates who might not be appropriate for the job to which they applied but would fit well in another position.


I’m always thinking about all our openings when I review resumes,” he said. “It’s great to have a good pool of applicants to pick from when an opening comes up.”

Each day at 8:45 a.m., both White and Dejulio attend “huddles” with other members of the recruitment staff. The brief meetings are a way for the staff to share information about open positions, ask for advice on hard-to-fill openings, and keep abreast of what’s going on in the department.

“The huddle is a great way to bounce ideas off each other and learn from each other,” said Dejulio. “We have a great staff with a very collaborative working environment.”


After the huddle, Dejulio begins reviewing applicants for a clinical nurse specialist position. She has already screened many candidates by phone and narrowed the selection to three internal candidates.

“We love filling our positions with internal candidates,” she said.  “We have great employees and many times they are the best candidates for the job.”

Back in Akron, White spends time visiting various departments and talking to the managers about what tasks will be expected of future hires.  This attention to details will help White find the best candidate for the opening.


“I want the managers to know that I’m familiar with their department and the people who work there,” he said. “Then, when there is an opening, not only will I look for someone who has the right qualifications but also someone who fits in with the department.  After I place a new hire in a department, I always follow up with the manager to make sure everything is working out.”

At Beeghly, Dejulio finishes reviewing the clinical nurse specialist applicants just as a call comes in from an employee who has had a disagreement with a manager. After a few minutes of talking, Dejulio is able to help the employee feel more at ease.


“Open communication is the key to solving problems,” she said. “Usually when there is a problem, it’s just a matter of talking through it and hearing both sides.  I want the employees to feel comfortable to call me with any issues they may have.”

ian-whiteMeanwhile, White is working on posting an opening for a pediatric cardiac sonographer, a very specialized position.

“I’ll work closely with the managers to help them with the wording of the openings,” White said. “It’s important that the qualifications for the jobs are very clearly spelled out, especially for the very specialized jobs.”

Dejulio spends time answering emails and reviewing more applicants before briefing a nursing manager on three applicants who are coming in this afternoon to interview for an open position.

“I really enjoy working at the Beeghly campus,” she said. “It’s a very friendly environment and, because of our small size, I can get to know all the employees.”

For White, it’s a busy afternoon on the Akron campus, with several phone screenings, another job opening to post on the hospital’s website, and another meeting with a manager who has an open position.  While speaking with the manager, White runs into a recently hired employee.

“Probably the best part of my job is seeing the people who I helped hire enjoy their new positions,” he said. “I like to keep in touch with them, and it’s very gratifying when I see them become part of the Children’s family.”

Learn more about the current job opportunities at Akron Children’s.

Facebook Comments

Speak Your Mind