| | | 20,000+ Fresh Resumes Monthly | |
|
|
| |
Click here or scroll down to respond to this candidateCandidate's Name
EMAIL AVAILABLE PHONE NUMBER AVAILABLESeeking position as...Senior Recruiter/Recruiting Manager"Proven track record fitting the right people into the right positions"Human Resources Training/Position And Resume Assessment/Expert In Recruiting Process And ImplementationCORE STRENGTHS> Multiple project management > Very good client relations skills> Analytically strong > Strong communicator> Flexible and adaptable to change > Time management excellent follow-through> Computer skills: Microsoft Word, Excel, PowerPoint, OutlookPROFESSIONAL EXPERIENCEManager, Talent Acquisition Home Depot December 2021 to PresentResponsible for leading/developing a team of Sr. Recruiters supporting the THD Rental/Home Depot Equipment Services businessesDeveloping a strategy to facilitate the most effective approach to hire technicians and CDL A drivers nation wideOverseeing the strengthening of relationships with VP and Director level field partnersEstablishing myself as the subject matter expert in the space regarding all talent acquisition mattersPromoting a more diverse field in the businesses my team supported through talent acquisitionSr. Recruiter Home Depot December 2012 to December 2021Responsible for recruiting outside sales consultants and outside sales managers in the states of New York, Maryland, Virginia, North Carolina, and Delaware for the Home Services TeamTraining incoming managers on the recruiting process as well as the CTSInfluencing field partners regarding best practices (on-boarding, recruiting, etc)Phone screening up to twelve candidates a dayParticipating in conference calls for the purpose of field partner/recruiting alignmentRetail Staffing Manager Home Depot March 2010 to December 2012Responsible for the staffing of 124 stores in the Pacific/Mountain/Desert region of the country, generating 75 million aweek in revenueManage and develop a team of Staffing Specialists and Coordinators responsible for executing staffing processEstablish communication with field partners regarding staffing needsReviewing over 500 applications a day and ensuring that candidates are submitted to appropriate requisitionsActing as subject matter expert regarding store staffing for field partners as well as Retail Staffing CenterPropose improvements to Home Depot retail staffing process from a manager levelPhone screen potential candidates for a variety of retail positionsAnnual employee assessments of my team based on performanceManager, Talent Acquisition CitySearch December 2006 to January 2010Implemented staffing strategies to provide a qualified and diverse candidate poolIdentified passive job seekers using a full range of sourcing strategies and resourcesFiercely networked at all levels, fostering long-term relationships with candidate prospects via creative cold-calling, internet postings, social networking, etcEnsured hiring manager and team preparedness during the hiring process so that candidates are handled with the utmost respect and professionalismManaged candidate process and act as candidate advocateNegotiated offers by partnering with hiring manager, senior management, and other groups as necessaryUtilized behavioral interviewing techniques to evaluate candidates and coach hiring team on best practicesManaged offer process (including reference checks, salary recommendations), offer letter generation, and offer acceptance/declinesProposed and implemented ongoing improvements to CitySearchs staffing efforts by applying a wide range of experience on current external recruiting policies, practices and trendsTalent Market Recruiter Ryder Transportation & Logistics August 2006 to December 2006Recruited truck drivers for the Northeast Region of the United StatesFacilitated background check, drug-test, and processed exceptions where applicableSubmitted weekly reports to Recruiting ManagerSourced and posted positions on all major websitesDeveloped recruiting strategy to successfully manage and fill 30+ driving positions in a timely mannerCommunicated with field managers daily in regards to recruiting best practicesDeveloped interview questions for varying skill sets called to recruit forParticipated in weekly meetings with Director level staff to update on recruiting activity in the regionRecruiter TimePlus, Inc June 2006 to August 2006Recruited Sales and Financial staff (full-time positions)Implemented behavioral interview program as part of already existing selection processTrained managers on recruiting best practicesSourced and posted positions on all major websitesSubmitted weekly reports to Director of HRResponsible for sales staff recruiting nationwideLead Recruiter Spherion, Alpharetta January 2006 to June 2006Managed 8 recruiters and Employment Specialists responsible for call center employees of major client in largest client area with regards to hiring activityManaged process that entailed communicating with 10 plus field managers regarding call center hiringTrained field managers on recruiting and HR best practicesSourced and posted positions on all major job sitesTrained recruiting team on managing process flow as well as intake interviews and pipeline assessmentActed as liaison between field and director level HR staffDeveloped and implemented staffing strategy based on client need (turnover and business growth)Submitted daily, weekly and monthly reports to director level staff on progress of call center recruiting businessResponsible for recruitment of up to 300 full-time call center reps a monthSenior Recruiting Specialist/Recruiting Manager MarketSource Inc., Alpharetta 2002 to December 2005Managed 10+ recruiters responsible for national sales part-time initiative of largest client in terms of revenue generation for the companyManaged process that entailed communicating with 50 plus field managers regarding retail programRecruited for full-time positions from specialist to director level for largest client program in terms of revenue generation for the companyTrained field managers on recruiting and HR best practicesSourced and posted positions on all major job sitesTrained recruiting team on resume storage software as well as ever-changing internal recruiting and submittal processActed as liaison between field and director level HR staffSubmitted weekly and monthly reports to director level staff on progress of part-time retail recruiting businessDeveloped and implemented staffing strategy based on client needTrained on and conducted behavioral-based interviews as the basis for ensuring most productive and fruitful selection process of MarketSource employeesResponsible for recruitment of over 7500 part-time retail sales reps a year nationwideBenefits Coordinator ADP, Alpharetta 2001 to September 2002Verified medical benefits claims of subscribersTook calls from subscribers with questions about health coverageVerified personal information of medical claims paperworkAs part of the HR team, performed monthly audits of medical benefits paperworkProgram Coordinator - COMET Hewlett Packard, Atlanta 1999 to 2001Facilitate the hiring of external temporary workers across the country through a process that begins with identifying the needs of various Hewlett-Packard managersAct as a consultant in regards to staffing needsReview resumes according to criteria identified based on said needsConduct interviews with candidates as well as track performance of said candidatesAct as a liaison between HP and its external temporary work force and provide coaching whenever a challenge was identifiedScheduling Coordinator Team Lead Hewlett Packard, Kennesaw 1998 to 1999Coordinated schedules for engineers according to workload and availabilityActed as pace-setter for acceptable performance for the scheduling team and coached team on process best practices where appropriate.Call Center Supervisor Hewlett Packard, Atlanta 1997 to 1998Supervised, directed and motivated customer service coordinators with call logging processesReviewed performance of CSCs and determined pay increasesTroubleshot and audited quality of calls logged and provided assistance and additional training when necessaryEnsured coordinators met required performance standardsResponsible for staffing call center according to ACD needs and turnoverQuality Assurance Supervisor Hewlett Packard, Atlanta 1996 to 1997Acted as point of contact regarding any quality issues in the call center, identifying trends in quality and tracking feedback on logged callsAlleviated quality problems via sponsoring and teaching workshopsCustomer Service Representative Hewlett Packard, Atlanta 1995 to 1996Assisted customers in a 3000+ per day ACD environmentCoordinated customer calls between second and third level supportInitiated escalation procedures for customers who had exceeded response timesTrained new associatesEDUCATIONB.A. in English, Morehouse College, Atlanta, GeorgiaReferences furnished upon request |
