-: So, my name is Anna Plaunt and I'm a recruiter
for the YMCA of the Greater Twin Cities.
So, my position basically is helping people connect
to a position at the YMCA that would work
with their career interests and their goals,
and making sure that I am connecting them to the opportunity
that's gonna help them develop the most,
and not necessarily just fill roles based
on my end of things, but make the experience positive
for the candidate as well.
I'd say a large part of my job is relationship building
and getting to know a candidate based on their experience
and their interests and not just where they are currently,
but where they wanna get to and where they wanna go.
And I think having a really open mindset
and thinking outside of the box
and trying to say to a candidate,
you know I know this is what you're thinking now,
but have you considered this route
or picture this opportunity too and just try to provide
as much information about what the Y is
and where you can go with the Y,
and kinda break down those walls or misconceptions
about what it means to work for the Y full-time,
and help them see themselves working there.
So, I work really closely with all of the hiring managers
that I support at all the different branches
and if the position becomes available,
they'll usually let me know right away.
There are some positions that we call evergreen
and we keep posted all the time
because we're always hiring lifeguards,
or kinda the ground level.
Once I know a position is available,
I will post it on our internal platform,
and that'll post to our YMCA
of the Greater Twin Cities website.
I'll also post on Indeed, LinkedIn, Handshake.
From there, I'll make a short list of candidates
to phone screen.
Phone screenings are usually pretty quick,
maybe 20 minute conversations.
We talk about the candidate's background,
what they're looking for in terms of pay, their experience,
and talk about benefits of the Y and the position.
From there, I'll usually send around three candidates
to panel interview, and that'll be with a hiring supervisor,
usually district supervisor, and maybe myself
or another HR generalist.
We do have a pretty cool background check system.
Our references is through a platform called Checkster.
So that's just a way to expedite that process
and then some positions we'll use what we call Profile XT,
and it's a pretty lengthy personality assessment
going over strengths and opportunities of the candidate.