Meet Our Recruiters!

Alyssa Christensen, Senior Talent Acquisition Specialist

What do you do and why is it important?

I conduct full cycle recruiting for our Neuro Rehab team. I primarily recruit Rehabilitation Technicians, which includes entry-level positions and lead roles. I also recruit for job coaches, janitorial roles, and anything administrative. We look for candidates who are just getting into the healthcare or clinical fields. I also do what’s called “sourcing,” which is finding candidates in unique ways, such as through social media, colleges, or professional groups. As Recruiters, we’re responsible for marketing who Hope Network is and what we do.

What is your favorite type of position to recruit for and why?

Entry level positions. I like seeing how excited people get for that first job in healthcare.

How did you get into recruiting?

I was a student at Grand Rapids Community College and knew someone who was a recruiter who needed help on a temporary basis. I took it on and have been doing it for six years now.

What’s your most memorable interview story?

A few years ago I was conducting a phone screen with a candidate who was driving. At one point, someone rear-ended her. She said, “Someone just hit me! I’ll call you back!” She never called back.

What’s the biggest misconception people have about recruiting?

That we have a limitless pool of candidates. We often have to find people, rather than them finding us.

What skills make for a good Recruiter?

Solid customer service abilities. This is a hard job to do, so having a friendly demeanor is important. We’re the first people candidates speak to at the company, so if we don’t have a positive attitude, they won’t want to work for us.

Why should job seekers consider applying at Hope Network?

We’re a diverse organization, from our services to our team. We have great clients and great opportunities. We also have a lot of unique locations, so you can do what you want, where you want.

What advice do you have for job seekers right now?

Be engaged, don’t be afraid to reach out to the employers you like, and know what job you’re applying for.

What’s something your closest coworkers don’t know about you?

I am absolutely terrified of frogs! It’s probably my biggest fear. When I was younger, my brother used to throw them at me. Ever since then, I can’t even look at them. I’d rather deal with a snake than a frog.

Kemar Christian, Talent Acquisition Specialist

What do you do and why is it important?

I recruit for our Direct Care, Administrative, and sometimes Clinical teams in Southeast Michigan. I look for people with compassion, who love what they do, and have an interest in caring for folks with mental illness or developmental disabilities.

How did you get into recruiting?

My major in college was sociology, and my minor was communications. Toward the end of college, I started considering a career in HR, but was close to graduating and didn’t want to take bunch of additional classes to change majors. So I graduated, leaned on what I learned in sociology, and worked my way up in HR to the point where I started recruiting.

Your main recruiting focus at Hope Network is Direct Care staff. How did that come to be?

I used to be a Direct Care worker myself, actually! Long ago. I know what Direct Care professionals go through, so I offer a unique perspective when recruiting them.

What advice do you have for job seekers right now?

Don’t be discouraged if you’re not exactly where you thought you’d be at this point in your career. Be patient.

Who is your proudest hire?

I once hired a woman as an entry-level Rehabilitation Assistant, she eventually worked her way up to Shift Supervisor, and now she’s a Program Manager. She’s definitely come a long way. I knew she was going to go far.

What was your biggest mistake on the job and how did you learn from it?

Being too nice. I put myself in a position where I was everyone’s go-to person. I made myself so available to everyone that I became bombarded with work that wasn’t my own. I learned to make boundaries.

What’s the biggest misconception people have about recruiting?

Often times, new hires mistakenly think I’m their boss. I get why it happens – I’m their first contact at the company – but it’s still funny.

Why should job seekers consider working at Hope Network?

The career mapping opportunities. There’s a lot of places you can go here.

What’s something your closest coworkers don’t know about you?

 I was kicked out of my first college. It’s a long story involving a professor and resident assistant. It worked in my favor, because I ended up getting a scholarship at the college I graduated from.

Stephanie Dwars, Clinical Professional Recruiter

What do you do and why is it important?

I’m responsible for clinical and administrative positions. I mainly support our West Michigan Behavioral Health Services (BHS) and Center for Autism (CFA) teams. I recruit positions like nurses and social workers for BHS, and behavior technicians and behavior analysts for the CFA. It’s important because the individuals I hire are providing much needed care to our clients.

How did you get into recruiting?

After college, I was working in retail. Eventually I worked my way up to a supervisory role, which included onboarding and training new hires. It wasn’t exactly “recruiting,” but it taught me a lot about what goes into it. A little while later, I saw an opening at a staffing firm and thought it could be my path into proper recruiting. So I applied and started from there.

Your main recruiting focus at Hope Network is Clinical staff. How did that come to be?

I’ve always been interested in mental health. In fact, as a kid, I wanted to be a social worker. I briefly studied it in college, but eventually realized it just wasn’t for me. That led me to study Human Resources, since I figured I could help people and still work within the mental health field. From the moment I was hired at Hope Network, my goal was to recruit for these clinical roles. After about six months recruiting for Direct Care roles, there was an opening for my current position, so I went for it.

What does a perfect day of recruiting look like for you?

When every facet of the full-cycle recruitment process goes as planned – I have productive meetings with hiring managers, I generate interest from candidates, I conduct solid phone interviews, and maybe I make an offer or two.

How do you pick yourself up after a less-than-ideal day of recruiting?

In recruitment, there’s a lot of highs and a lot of lows. I have a great team that listens and offers solutions, so I make sure to rely on that support system.

How can jobseekers stand out right now?

Make sure your resume is cleaned up: no spelling errors, accurate work history. Put in the work to research the companies you’re interviewing with.

If recruiting ceased to exist, what would you be doing?

There’s a lot of sales in recruiting since we’re basically “selling” the company. If recruiting didn’t exist, I’d probably get my realtors license and sell houses.

Your celeb crush is Tom Hardy. What would you tell him if he called you saying he wanted to work at Hope Network?

Oh gosh. I would tell him he would need to show me that he’s compassionate about our clients – which I’m sure he would be because I dream about him – and ask him where he thinks he would want to go in our organization.

Cashel Shute, Talent Acquisition Supervisor

What do you do and why is it important?

I do full-cycle recruiting for Behavioral Health Services (BHS) and Developmental and Community Services (DCS) positions in West Michigan. I primarily recruit entry-level Direct Care staff, and mid-level management positions. I also assist our Developmental Adolescent Residential Treatment (DART) program.

How did you get into recruiting?

I started in sales recruiting back in 2012. I was recruiting for a company that sold cellular and DirecTV services. I then moved into finance recruiting, and then after that I transitioned into healthcare recruiting. I was a recruiter here at Hope Network for a year a half, and was just recently promoted to supervise my team.

What makes for a good Direct Care candidate?

If you’re a person with a big heart, a desire for fulfilling work, and thick skin, you’d be a good fit. The people we serve often come from diverse and difficult backgrounds, and Direct Care is about giving them a better opportunity at life.

What can jobseekers do to standout right now?

The people who are punctual, responsive, and upbeat are getting the jobs right now. You can lack experience, but if you’re able to connect with me on a personal and professional level, we’re likely to give you an opportunity.

Why is healthcare a smart career field for jobseekers?

It’s a field that’s not going anywhere. People will always need healthcare. There’s boundless opportunities for growth and advancement.

What is your most memorable interview story?

I once had a young lady show up to an interview in beach attire. She was wearing a belly shirt and maxi skirt, and had sunflowers in her hair. She was a mess. We rescheduled, and she ended up doing great. I’ll give anyone a second chance.

What’s the biggest misconception people have about recruiting?

That results are instantaneous. A lot goes on in the background before jobs are offered.

Where do you hope a career in recruiting takes you?

Ideally, I always want to be recruiting for something. I hope to always have a finger of the pulse of the full-cycle recruiting process, no matter how high up I get. But I also love teaching and training, and would like to continue to be a person who helps acclimate new talent so they can succeed and grow.

Christian Njemanze, Talent Acquisition Specialist

What do you do and why is it important?

I assist hiring managers in search of talent in various positions and departments. I recruit for administrative, Direct Care, clinical, and Individual Placement and Support (IPS) positions.

How did you get into recruiting?

Recruiting has always been something I’ve been interested in. As a master’s student, I recruited for my university, and that sparked my passion. When I finished my degree, I began working in Human Resources (HR), including recruiter roles.

You recruit for Hope Network roles on the East side of Michigan. How do things differ over there from West Michigan?

We tend to have more competition on the East Side. There’s more employers over here, so candidates have a lot of choices when job seeking.  As recruiters, we have to really emphasize what makes us stand out.

What does a perfect day of recruiting look like for you?

When I’m able to get a department that “A” candidate – the one who believes in our mission and vision, and has the passion to help the people we serve.

What can jobseekers do to standout right now?

Present yourself professionally, and make sure your resume is up to date and accurate so you are easily searchable on job sites.

What is your most memorable interview story?

We had an in-house hiring event for a program that was opening in Jackson, Mich. I coordinated everything from start to finish, including designing and distributing flyers. We had a great turnout, there were no hindrances, and we ended up hiring nine quality candidates. That was special.

If recruiting ceased to exist, what would you be doing?

I enjoy talking with people, so probably something in consulting. And when I was a kid I wanted to be a sociologist, so that’s a possibility, too.

Mackenzie Baur, Talent Acquisition Specialist

What do you do and why is it important?

I recruit for openings in several service lines: Neuro Rehabilitation, Center for Autism, Behavioral Health Services (BHS), Developmental and Community Services (DCS). It’s important because we are the start of making a difference in our clients’ lives.

How did you get into recruiting?

I went to college at Ferris State University, and changed my major multiple times. First I was in sonography but realized I was horrible at biology, so I switched to healthcare management and wasn’t crazy about that, either. I eventually landed on business, and my academic advisor suggested I also minor in human resources. After I graduated, my first job was with a company that sells cell phone parts where I dabbled in recruiting. That experience eventually led me to working at a full-time staffing firm, and I’ve been recruiting ever since.

Why should jobseekers consider working at Hope Network?

The healthcare industry is booming. Hope Network is great to work for since we help people, and it’s a rewarding organization to be involved with.

What’s your most memorable interview story?

Back at the staffing firm I used to work at, the person in charge of running background checks did it incorrectly for one candidate and missed that he was convicted of a violent crime and therefore wasn’t eligible for hire. I went through the whole interview with him, and he promised me he had no felonies on his record. Afterwards, the coworker in charge of background checks told me she ran it wrong and this guy DID have a record. I called him back, he didn’t get my message, and showed up to new hire orientation. I sat him down in an office and told him what we found. He admitted to it, threw a chair into the table, and stormed out. It scared me to death, and it was actually the first interview I conducted alone.

Recruiters each have their own recruiting “style.” What’s yours?

I try to be very personable. I like to get to know people on a personal level. I’ll talk about myself and try to get a conversation going as opposed to simply asking questions.

What makes for a strong resume?

My biggest pet peeve on resumes is paragraphs. If you have a paragraph about what you did at your job, there’s no way I’m reading it. Use bullet points instead.

If recruiting didn’t exist, what would you be doing?

Probably sales, but I’m not pushy so I might be awful at it. How about a stay at home mom? I have a one-year-old and I feel like I missed a lot in that first year. I’m pregnant now, and I would like to be there for more little things with my second baby.

Tenique Tatum, Talent Acquisition Specialist

What do you do at Hope Network?

I recruit for our Developmental and Community Services (DCS) program. I hire for shift managers, programs managers, assistant program managers, and also Direct Care professionals.

How did you get into recruiting?

I started as a recruiting coordinator at another company. During my time there, I did all onboarding for new hires. That led to me having frequent contact with recruiters, which led to my interest in doing it full-time. I worked with my manager who was able to implement recruiting into my job.

What does a good day of recruiting look like for you?

When I open up my emails and see people replied to my invites for interviews, or I log into our talent program iCIMS and see people applied for openings. Honestly, a good day doesn’t always mean hiring someone, a lot of the time it’s seeing connections develop.

What advice do you have for job seekers right now?

Flaunt. Your. Stuff. Take advantage of any opportunity to brag about yourself. The market is competitive, but only you can sell you. Tell everything about you that makes you attractive to that recruiter.

Why is healthcare a smart career field to pursue?

You’ll always have a job, people always need healthcare. Outside of that, you’re helping people. It’s nice to be nice.

If recruiting ceased to exist, what would you be doing instead?

I like to think I’m comical, so maybe a comedian? That or an elementary teacher.

Your celebrity crush is Drake. How would you react if he called you looking for a job at Hope Network?

“You’re hired! When can you start?!” He would be a good fit for Hope Network because he’s a caring guy, he gives back. I’d also ask him to marry me.

If there was a recruiting awards show, which awards would you be nominated for?

“Most Resilient Recruiter,” for sure. And my coworkers think I’m pretty quiet but I get mad like anyone else, so also “Best Undercover Mad Person.”

Kalee Gooch, Talent Acquisition Specialist

What do you do and why is it important?

I recruit for our Direct Care and employment programs within our Developmental and Community Services (DCS) and Behavioral Health Services (BHS) service lines. The people I recruit provide love and care for our clients, and I think they’re the most important roles at Hope Network.

How did you get into recruiting?

I studied Human Resources at Baker College and thought recruiting would be a more fun side of the field, so I pursued it and have been with it ever since. Prior to Hope Network, I worked at a similar but smaller organization in Muskegon and was responsible for job coaching, employment support, and hiring.

Webcam job interviews are becoming the norm. How can jobseekers prepare for them?

Treat them just like a normal interview. Dress professionally, make sure there’s minimal distractions around you such as pets or children, and, if available, take the call in a private space.

How do you pick yourself up after a less-than-ideal day of recruiting?

I like to go out in nature, feel the sunshine and fresh air. It’s to be expected that not everything will go perfectly in recruiting, so I can’t take things personally when they don’t go right.

You’re quite influential on LinkedIn. What advice do you have for jobseekers using the platform?

Just be active on it. Your profile is super important, so make sure the grammar is strong and it flows well. Adding some meat to the profile, such as recommendations, goes a long way, too.

What’s the most blatant lie someone told you on an application?

We hired someone with an arson charge who didn’t tell us about it. When we found out, he said, “I didn’t think it was a big deal.”

What’s your recruiting signature? What do you do differently from your peers?

I’d say I’m the friendliest! I’m kind of the office cheerleader. I’m the one who forces the team to take photos for everything.

If someone wrote a book about your recruiting career, what would it be called?

“Helping People Succeed Through Others: The Kalee Gooch Story.”

Maureen Charlip, Talent Acquisition Specialist

What do you do and why is it important?

I recruit for clinical and professional positions for all of Hope Network’s southeast region – that’s Genesee, Jackson, Macomb, and Saginaw. I’m usually looking for therapists, case managers, and nurses.

How did you get into recruiting?

My brother owned an IT staffing firm in the 90s. His admin just stopped showing up one day, so I came in to help and ended up staying. I worked for him as an IT Recruiter. Prior to that I worked in retail.

You’ve been recruiting for 28 years. What’s the biggest change you’ve noticed in the field over the years?

When I started, we had one computer at our office. Everything was on paper – rows and rows of resumes in filing cabinets. Now we’re doing 100% virtual recruiting. It’s come a LONG way.

What can jobseekers do to stand out in this market right now?

For entry-level positions, the number one thing you can do is be punctual. For Clinical folks, don’t be afraid to show what motivates you.

What’s your most memorable interview story?

One lady went into labor during an interview. She looked uncomfortable, I asked her if she was OK, and she said, “Don’t worry, I have plenty of time.” She didn’t have plenty of time. We called her husband who came and took her to the hospital. Her baby was healthy, and she ended up working for us about three months later.

If there was an awards show for Recruiting, which categories would you be nominated for?

Besides the Lifetime Achievement Award, maybe “Most Persistent Recruiter.”

You recently moved to Florida, where you will be recruiting for Hope Network remotely. What are you going to miss most about Michigan?

Besides my family, I’ll miss cider mills. I love cider mill donuts. There’s nothing comparable down here. There’s nice things about Florida, don’t get me wrong, but there’s nothing comparable.

Jacob Norman, Corporate Recruiter

What do you do and why is it important?

I mainly recruit for Direct Support Professionals and Rehabilitation Assistants for our Behavioral Health Services (BHS) programs in Southeast Michigan. It’s important because these positions take care of people facing barriers.

How did you get into recruiting?

I got into it by accident, actually. I went to my former employer seeking a manufacturing job, but they ended up hiring me as an onboarding specialist in the office. I grew into recruiting positions from there.

You studied music in college and have a marching band background. What lessons did marching band teach you that you brought to your recruiting career?

Teamwork. We worked together just as much as any sports team. You need to get everyone on the same page to achieve a common goal. It taught me how to work with people and helped me break down social barriers.

You’re relatively new to Hope Network. What has been your favorite thing to learn about the organization?

All the different service lines. Learning about how many people we help has been exciting.

You also had the misfortune of starting your position entirely remotely due to the COVID-19 Pandemic. How has that been?

It’s been very interesting. Everyone thinks they want to work from home, but after a while, you just want to be in the office and work with your team. Obviously you want to keep everyone safe, but having those interactions is important.

What is the biggest misconception people have about recruiting?

A lot of people think I head-hunt people, but that’s a completely different job. Recruiters are not aggressive people, by any means. We’re here to have a good conversation with you.

What can jobseekers do to stand out right now?

Have a positive energy about you. A good attitude helps create extra conversation and sets strong candidates apart from weak ones.

Your dog Prosciutto has quickly become a team favorite pet. Has he been a good work-from-home coworker?

He’s been pretty decent. When I conduct phone interviews on Thursdays I have to warn candidates that it’s garbage day and he likes to get mouthy at the garbage man.

Chelsea Joki, Corporate Recruiter

What do you do and why is it important?

I do all of the recruiting for our Center for Autism (CFA) facilities. The CFA is growing and has a new location opening soon, so it’s important that we find people who are excited about the field and passionate about helping our learners.

How did you get into recruiting?

I studied Advertising and Integrated Marketing Communications at Ferris State University. My first job out of college was a Talent Acquisition Specialist, and I later moved into marketing. I missed talking to people who are passionate about their jobs, so when this position opened up I applied.

Considering your experience in Marketing and Recruiting, how are the two similar?

It’s easy to think the two aren’t related, but I’m basically selling Hope Network and our jobs. Recruiting is a lot of selling.

If you had to sell Hope Network in one sentence, how would do it?

We’re advocates of people overcoming barriers, and we want to help everyone we can, so if you’re passionate about helping then this is the place for you.

You had the misfortune of starting your current position in the midst of the COVID-19 pandemic. How was that?

Luckily, I’ve joined a very welcoming team, so it’s been great in that regard. But it’s also not-so-great because I want to meet everyone in person and can’t necessarily do that.

What’s your most memorable interview story?

I interviewed someone who was afraid to take the bus to work because of “killer clowns.” It was around the time when all those news articles were reporting sightings of clowns in public. She didn’t do a no-call-no-show, so we appreciated that, but we had to tell her she was safe.

Anyone can describe a GOOD resume, describe a BAD one.

No contact information, spelling errors, and I’ve seen some that don’t even list prior work experience. You definitely need to include that.

What’s the most underrated step of interview prep?

Company research. It’s always good to have an understanding of what the organization does. It helps you stand out.

Greg Wickings, Clinical/Professional Recruiter

What do you do at Hope Network, and why is it important?

I hire everyone from senior level executives to entry-level chauffeurs. Without staffing our programs and positions, we couldn’t support the people we support.

How did you get into recruiting?

I lacked direction in my career, and didn’t know what I wanted to do. I saw a posting for openings at a staffing agency, applied, and was offered a role. I wasn’t sure if I wanted it, but I gave it a shot, and dove in. I enjoyed connecting with candidates. A job offer can change someone’s life, so it’s pretty rewarding.

Your position is unique in that you recruit for a wide array of positions. What is that like?

It’s challenging. No position at Hope is more important than the next. We all do this job because we want to give back. It’s cool to have conversations with people on both sides of the aisle.

What’s your favorite type of role to recruit for?

I like recruiting for unique and hard-to-fill positions because I get to help the hiring manager reframe what they’re looking for. It could take weeks or months, but I love getting to experience that joy when we do find that perfect candidate.

What can jobseekers do to stand out right now?

Really read that job description and know what you’re applying for. Don’t mass-apply because you need a job and are panicking. There’s jobs out there, you just need to be strategic about what you’re applying for.

What’s the furthest length you’ve gone to convince a candidate to work for Hope?

I recently worked with a candidate for six weeks. Every other day I contacted her about our culture, benefits, and team. You need to get on people’s levels, changing jobs can be scary.

What Recruiting trends have you noticed lately?

Texting. I text all day with my candidates. People don’t always like talking on the phone, and I think texting is going to continue to have a big presence in the world of recruiting.

If recruiting ceased to exist, what would you be doing?

I’ve always had a passion for helping people. I have a background in occupational health, so I’d probably be working at a hospital or mental review office.