Aaron Panger Email & Phone Number

Dallas-Fort Worth Metroplex

Dallas, Texas, United States

I led a team of up to 38 recruiters / talent acquisition specialists and 6 recruiting offices across a 150K square mile territory that recruited candidates at all levels from multiple specialties including doctors, surgeons, engineers and pilots. Through the implementation of targeted sourcing methods, I ensured my team met or exceeded all recruiting goals, including specialized staffing requirements. The recruiting plans I developed and implemented included marketing, candidate sourcing, selection, on-boarding of candidates and compliance.➱ I transformed the organization from the worst-performing division to #1 of 10 teams within 10 months by creating a cohesive, engaged team and refocusing the team on creating a positive experience for the candidate.➱ Using diverse recruiting methods such as cold calling, school presentations, social media (Snap Chat, Facebook, Instagram and LinkedIn) and referral relationships, I created a robust candidate pipeline. After revamping the referral program, referrals grew from 1% to 20% of candidates in 4 months.➱ Focused on employee development and retention, I fostered an environment that focused on professional development and career path planning which enabled 24 employees advance to the next level in their career.➱ As part of hiring oversight, I sat on qualification and promotion boards and participated in interview/hiring panels in order to ensure fair, unbiased and consistent hiring, promotion and staffing decisions. I oversaw audits to ensure compliance with HR laws in the applicant qualifications and eligibility review process.

I oversaw up to 25 recruiters and managed relationships with schools and colleges as a representative of the US Navy to attract and retain high quality candidates. Serving as a mentor and advisor, I guided recruits through the enrollment and on-boarding process. I managed the marketing budget for direct mail and media ads.➱ The innovative recruiting and talent acquisition strategy I planned and executed enabled the recruiting team to attract, source, select and on-board high-quality candidates across all specialties to include IT, mechanical, nuclear and civil engineers, medical personnel and physicians.➱ I monitored the staff performance and provided senior leadership with regular status updates regarding succession planning, staffing allocations and HR issue resolutions. Using key performance indicators (KPIs) and qualitative data, I communicated positive/negative trends and policy, procedure or training deficiencies. I made suggestions and introduced corrective measures when needed.➱ When making hiring and staffing decisions, I interpreted and applied HR laws such as EEO, ADA, FMLA and HIPAA/Privacy Act. I proactively managed personnel issues, resolved conflicts and oversaw the recruiting and staffing quality assurance process for the office.

I sourced, screened and recruited candidates across all professions at all levels and led them through the entire talent acquisition cycle from initial contact through onboarding. Through networking within education institutions and the community, I identified quality candidates that met targeted staffing needs and were interested in a Navy career.➱ As a mentor and guide to applicants, I provided information and answered questions to applicants ensuring a smooth transition into the organization while reducing the attrition rate.➱ I consistently met or exceeded recruiting goals due to my ability to build rapport and establish relationships with recruits. I developed and coached new recruits to prepare them for enlistment and success in the Navy.➱ I assessed candidate qualifications and gathered information for conducting background investigations that were necessary to obtain Secret security clearance.