Develops creative approaches to recruiting by using internet and social media sources. Work closely with Hiring Managers to determine best qualified applicants based on specific job qualifications and requirements. Develop and maintain a network of outside contacts including recruiters, agencies, and professional organizations to help identify and source qualified and diverse candidates. Research career fair opportunities and represent the company at career fairs. Respond to data requests from State and Federal employment agencies. Collect data for AAP preparation. Prepare and analyze periodic recruiting data and maintain employment statistics to fully assess successful recruiting sources.

 Locate and recruit qualified candidates through telephone calls cold calls, external searches, and implementing web/paper advertisements for open positions. Fulfill requirements through a variety of methods to include, but not limited to, job boards, direct sourcing, referrals and networking. Posts open positions and sourced candidates through sites such as Career Builder, HealtheCareers, Indeed, LinkedIn/LinkedIn Recruiter, Craig’s List, niche health care sites, etc. Evaluate resumes and prescreen candidates. Act as point of contact for questions regarding pay, hours, and company policies. Maintain continuous relationship with contract employees at multiple Air Force Medical Facilities.  Create proactive recruitment strategies to meet the medical needs of physicians and allied healthcare providers.  Conducts primary source verification on applications to check credentials prior to being considered by the Air Force Base, initiates background checks and requests references.  Negotiate rates with health care service providers (Physicians, Dentists, Nurses etc.), comply with wage determination rates, provide market research for the Task Order Proposal Request sent by the government, to ensure compensation is compliant within the organization.

Managed the recruiting and sourcing process for the Government Contracting client in filling 70+ positions at New Mexico Government site within 30 days. With the target start date of November 1st 2012. Which included following: Holding hiring managers accountable for recruiting processes including timely feedback,  Creating a sourcing strategy for open positions. Source candidates through cold calling, networking, internet postings and employee referrals.  Establish/Maintain partnerships with managers, applicants/candidates, and employee at both sites.  Report daily metrics (time to fill, cost per hire, interview to placement ratio) and their adherence to DoD Interviewing Guidelines.  Maintain daily updates and searches in ATS/HRIS (Taleo), including 100% of hire information. Negotiate offers by partnering with hiring managers, HR Generalists (relocation/compensation/benefits) Manage offer on-boarding process (reference checks, salary recommendations, offer letter generation) Collaborate across team to support process improvements and the sharing of best practices.

 Responsible for full life cycle recruitment of mid to senior level Army professionals (both Enlisted and Commissioned officers) as well as mid to senior level cleared IT professionals. Performed full life cycle recruitment in the following areas: Network Engineers with Top Secret or Secret clearances to work on site at Ft. Meade. Defense Logistics, IT and Engineering (cleared with certifications), Simulation and Training, COMSEC, SATCOM, Information Assurance, Special Forces and Special Operations.

 Provided short term recruiting services for the Customer Care Departments within Pepco Holdings Inc New Jersey and DC metropolitan areas which included; Sourced, screened, scheduled, administered pre employment CSR testing for over 100 candidates in MD and 20 in NJ, scheduled interviews to meet the deadlines of hiring 22 Customer Service Call Center Representatives in DC/MD and 8 in New Jersey within 45 days. Responsible for total recruitment life-cycle for the Pepco Utility Operations Department and other recruiting related activities to include entry-level craft positions through upper-level management professional and trade positions, while supporting the complete recruitment continuum through on boarding of new employees.  Developed a recruiting strategy for each position in order to attract diverse, qualified, talented candidates and fill the position as quickly as possible; Manage post-employment new Hire RMS (Recruitment Management System), creating and extending offers to those selected, and assist with the on-boarding process, such as: sending out offer letters, new hire packets, physicals (if needed), scheduling new hires for New Employment Orientation, and submitting Change of Status forms for processing into SAP. Ensured compliance with NERC and DOT regulations for positions with these requirements.  Performed as community recruiting liaison with area high schools for student programs, performed as program liaison with the Washington Area Women in the Trades (WAWIT) program to identify qualified women to fill craft positions to meet diversity goals. Created a 50% reduction in the time to fill positions from 90+ days to 45 days.July 2007-December 2007Recruiter Assistant

 Provided support in the hiring of corporate staff groups within a variety of administrative and professional human resource functions (entering data into HRIS (Recuitmax) and Lotus Notes scheduling interview appointments for hiring managers and their candidates); Searched for qualified candidates using a variety of job boards such as Monster, Career Builder, Intelligent Careers, and Tech Expo. Communicated with vendors through e-mails informing them of Hot Openings & Immediate Needs, and sending them the weekly Approved Vendor Report which consisted of all open positions for that week. Supported the Human Resource Department as the lead DEEOC (Deputy Equal Employment Opportunity -Coordinator) for Business Group02 (BG 02) at CACI Headquarters.  Prepared the monthly EEO reports for the Business Group which involves collecting completed electronic Personnel Action Request Forms; received and compiled all new hired packets and sent them to the appropriate Associated Director for their records.