Act as a trusted advisor to the assigned client group(s)Oversee the end-to-end recruiting process while effectively utilizing the talent acquisition process, systems, and tools.Conduct in-depth intake meetings with hiring leaders to ensure alignment on the position and candidate profile and establish clarity on roles and responsibilities.Identify critical behavioral and technical competencies that drive success, develop and share recruitment sourcing strategy, and set expectations around the recruiting process and timeline.Conduct behavioral-based interviews using behavioral-based competency talent selection methods.Partner with the Integrated Talent Strategy Partnerto help build robust talent pipelinesParticipate in targeted outreach efforts within the healthcare industry.Act as an ongoing candidate relationship manager by providing data-driven recruiting-related advice to hiring leaders and influencing talent decisions.Act as an advisor to leadership regarding external market trends and internal metrics.Special duties and projects as assigned.

I'm Joy Wright, the CEO and founder of Stellar Staffing Solutions, a minority women-owned company specializing in HR services. We've recently been approved to conduct the Illinois Responsible Vendor Training, and I'm excited to extend our training services to your organization.

Efficiently sources and recruits for all open positions across multiple departmentsLeads full cycle recruitment efforts including resume review, conduct pre-screenings and in person interviews, as well as manage the offer stage Starting with an intake session, partners with Hiring Managers to understand their need and ideal fit. Share market trends and best practices with Hiring Managers. Communicate in a timely, professional manner with Hiring Managers, candidates, peers and external vendors Develops and optimizes relationships with social media platforms, employee referrals, agency contacts and professional networking sites in order to secure right-fit talent for the enterprise Proactively build talent pipeline to find qualified passive candidates. Research and recommend new tools for active and passive candidate recruiting. Updates and track candidate activity in our Applicant Tracking System (ATS). Act as a subject matter expert on capabilities of our ATS and identifies process improvements. Strive to deliver an exceptional candidate experience during the processEnsure structured interview guidelines are met and makes recommendations for efficiencies in our process Analyzes and presents recruitment and new hire data in order to make suggestions and identify gaps within recruitment processes Stay informed of trends and innovative recruiting techniques while ensuring compliance with employment laws and regulations

Develop and execute recruitment plans for all levels of positions within the organization.• Coordinates and schedules interviews for New Hire, Re-hire, Transfer, or Promotions.• Assures all pre-employment requirements have been completed, including but not limited to completion of I-9 forms, review of motor vehicle report, drug screening, criminal background check, etc.• Screen applicants to evaluate if they meet the position requirements, verifying candidates are appropriately educated, credentialed, or licensed.• Collaborates with department managers to interview and select the most suitable candidates according to Affirmative Action Policies and area staffing plans.• Collaborates with Management to forecast staffing needs.• Conduct regular follow-up with managers to determine the effectiveness of recruiting plans and implementation.• Act as the point contact when working with external agencies for placement of temporary or contract staffing.• Reviews and updates job descriptions as needed, with assistance from department leadership.• Network through industry contacts, association memberships, trade groups, social media, and employees to attract prospective applicants.• Attends job fairs, recruiting events, and seminars as requested.• Develops and maintains professional relationships with high school, college, university, and community college placement offices as a source to generate qualified applicants.• Research and recommend new sources for active and passive candidate recruiting.• Researches, analyzes, prepares, and presents hiring statistics monthly or as requested.

• Partner with hiring managers to understand their talent needs and expectations and create job requisitions to fill vacant positions.• Coordinate and lead recruitment strategies for vacancies including critical, and hard-to-fill positions.• Schedule new employee’s orientation sessions.• Source candidates effectively using internal advertising, LinkedIn, databases, job boards, advertisements, social media, networking, and other advertising strategies.• Phone screen, interview, and recommend internal/external candidates for all levels of job; including LPN’s, RN’s, and other healthcare positions.• Utilize the WorkDay applicant tracking and onboarding system to manage the requisition and hiring process.• Coordinate with hiring managers to ensure a smooth recruitment process, participating in screening resumes and applications, scheduling interviews, making candidate selections, and initiating the offer and onboarding process.• Provide weekly updates to recruiting managers and hiring managers using excel reports.• Full life cycle recruiting. Maintain a minimum pipeline of 3 qualified applicants for every position. • Prepare offer packages, negotiate offers, and create offer letters.

I supervised administrative functions of Talent Acquisition, which included – developing well-thought-out recruiting plans to build a robust pipeline of applicants to meet branch and region's hiring needs. For both high volume Security Professional and Branch Hourly Administrative Positions.I developed plans encompassing all available recruitment sources, including outreach to community-based organizations within the region, specifically targeting veterans, students, faith-based, senior organizations, etc. I maintained a minimum pipeline of 3 qualified applicants for every position. I execute and lead 1-2 hiring events per week to manage high volume recruiting expectations. I ensured that hiring managers are present to participate and make hiring decisions for needs at all events. I communicated with marketing on hiring events to ensure proper advertising, public relations, media attention, and social media campaigns.I maintained a "Recruiting Toolbox" utilizing marketing materials available on SharePoint, including recruiting flyers, select recruiting brochures, and or methods that can be modified and adapted to specific branch hiring needs. I communicated often and clearly with operations managers to determine specific branch hiring needs and develop a proactive recruiting plan for each account. I attended branch meetings as agreed with branch management. I learned the branch's customer base and staffing requirements needed for specific accounts. I anticipate admin hiring needs; maintains a talent pipeline for potential admin staffing needs within the branch. I oversaw requisition management for hiring managers and monitored background and medical results for all applicants and new-hires. I also reviewed and approved requisitions utilizing the Applicant Tracking System (ICIMS).

Under this role, I posted jobs and screened candidates using TSR. I conducted and scheduled interviews, maintained a staffing sheet. Also, I scheduled pre-employment activities and scheduled orientation for new hires and assisted the new hires with pre-employment paperwork. I oversaw the internal job transfer program. I provided clerical support to the Human Resource Department daily bases and for the organization as needed, including but not limited to: answering phone calls, filing various documents, sorting paychecks, and processed all terminations.

Under this role, I performed customer service functions by answering employee requests and questions. I updated the HR spreadsheet with an employee change request and processed paperwork. I provided administrative support to custodial managers and H.R Director on all personal matters. I assisted with processing payroll for 1800 employees. I submitted online investigation requests and assisted with new employee background checks. I provided daily and weekly called reports for management. I maintained a high-volume workload within a deadline-driven environment. I also resolved an average of 500 inquiries in any given week and consistently met performance benchmarks in all areas (speed, accuracy, and volume

Under this role, I answered inbound calls related to customers' billing statements, as well as resolved any payment concerns via telephone. I explained billing cycles processes and pro-rates adequately to ensure customers understood their statements. I achieved all call center performance goals while consistently meeting established performance metrics. I offered Comcast products and services to meet customer needs. I also attempted troubleshooting customers' service interruptions via telephone, and scheduled technicians while troubleshooting if it was unsuccessful.