Janice Gage Email and Phone Number

• Screen candidates for retail sales positions as well as management positions, set up interviews for hiring managers• Coordinate job fairs, order all job fair materials • Prepare and expedite offers of employment, order background checks, assist with any internal promotions • Follow up with candidates regarding background checks• Provide excellent customer service to hiring managers, staffing managers and potential employees • Cover for staffing manager’s when on vacation, help with hiring process and procedures.• When I returned from LOA, I assisted with all of the back end process, worked really close with the on-boarding team and HR partners if there were any issues with new hires• Assisted the Team Lead in working closely with the HIT Channel/Indirect and Central Market, helped out any with questions that arose from managers, assistance managers and ARSM’s.

Consults with senior leadership regarding workforce planning strategies including workforce diversity, forecasted staffing needs, and personnel development plans. This position will manage end-to-end life cycle recruiting process for professional/management positions. May be responsible for planning, leading and implementation of hiring initiatives, personnel acquisition or internal staffing programs. May source active and passive applicants, recruit, screen, interview and staff for highly specialized and difficult-to- attract positions. This position requires the creation of sourcing strategies that would generally include significant coordination with the client on required skills, identifying competitor information and researching industry terms. This position is responsible for creating talent pools and utilizing internet boards, referral networks and industry specific user groups to identify passive candidates not typically found through the standard job posting procedures. Collaborates with clients to understand staffing gaps and expected future workforce requirements. Recognized as a Subject Matter Expert (SME) regarding recruiting and staffing policies, practices, trends and technology and/or labor contracts and determines approach to apply comprehensive knowledge to drive to issue resolution. Regularly meets, consults and presents staffing project initiatives to both 3rd and 4th level leaders and client senior managers. Familiar with internal and competitor compensation, benefits, and attrition within human resources field. Ensures that recruiting and hiring activities are in compliance with government regulations and organizational policies and procedures. Interprets internal or external business issues and recommends best- practices. Takes a broad perspective to identify innovative and advanced solutions. Often participates in functional team task forces and/or projects.

Responsible for sourcing, interviewing and presenting qualified candidates for highly qualified and hard to recruit Business Markets positions. Represents AT&T candidates as the employer of choice by "selling the company". Partner with hiring managers and HR Partners to source and screen pre-qualified candidates for technical job openings. Use a variety of technical tools to identify and attract a highly qualified pool of candidates (i.e., PClick, Internet, Taleo). Employ a variety of sourcing techniques to identify a high quality, diverse candidate pool in an efficient, cost effective manner (i.e., cold calling, internet, research firms). Comply with all regulatory/legal requirements and AT&T policies. Develop and implement creative sourcing strategies. Collaborate with team members on networking, sourcing and selection strategies. Continuously improve expertise in the technical recruiting specialty for customers. Represent and promote AT&T at diversity and college recruitment events, such as career fairs, etc. Perform other related responsibilities as required

• Screen candidates for retail sales positions as well as management positions, set up interviews for hiring managers• Coordinate job fairs, order all job fair materials • Prepare and expedite offers of employment, order background checks, assist with any internal promotions • Follow up with candidates regarding background checks• Provide excellent customer service to hiring managers, staffing managers and potential employees • Cover for staffing manager’s when on vacation, help with hiring process and procedures.• When I returned from LOA, I assisted with all of the back end process, worked really close with the on-boarding team and HR partners if there were any issues with new hires• Assisted the Team Lead in working closely with the HIT Channel/Indirect and Central Market, helped out any with questions that arose from managers, assistance managers and ARSM’s.

• Processed and audited sales agreements, kept track of all sales production, marketing material, office supplies and maintained a clean working environment • Monitored all sales contest, organized training for current and new sales representatives • Assisted HR at job fairs and reviewed resumes for potential new hires, sent out post cards to those that were not eligible for hire • Assisted in preparing for any training , make packets, binders and order lunch, print out boarding passes for those that were traveling

As a sales representative I was held accountable for a monthly quota that ranges from 160-170 gross gains. My position was very demanding of day to day retail operations that included customer service as well as of the up keeping of the retail environment. I as well gained a great deal of management experience, inventory maintenance ,defusing customer escalations as well as many other skills that were not required by my position at Verizon Wireless.