Kadeen (Kay) Watson, M.S. In Human Services (She/Her) Email & Phone Number

United States

Pharmacy Operations Business Recruiter. Supporting hiring managers and business needs through Talent Management.

Ensure the region created and maintained a talent pipeline based on organizational needs to includediversity and inclusion to attract and engage top talent.Manage short and long-term workforce development including staffing/planning for six departments.Serve as a liaison between upper management, HR departments, and employees to develop, enact,and monitor human resources initiatives and programs across business lines.Build and strengthen relationships with clients, healthcare providers, and prospective candidates.Provide exceptional customer service to clients and nurses by engaging nurses and visiting patients.Work collaboratively and interface with departments to match sourced candidates for open positions.Screen, interview, and complete all credentialing of candidates for varying Healthcare RevenueCycle and Clinical positions.Key member in remodel project for job description to help promote organization’s mission, cultureand attract top talent.

Raleigh-Durham, North Carolina Area

Responsible for high volume class based recruiting, averaging about 20-25 hires per class each month. Source, screen and interview qualified candidates for sales groups and various customer ops teams. Partnered with college recruiting groups and local organizations to fill entry-level and professional level roles. Worked closely with hiring groups to create and refine hiring goals, objectives to ensure OFCCP compliance.  Filled over 250+ positions (non-exempt and exempt roles) with qualified candidates in 2017 and approximately 150 in 2018In 2017, collaborated with local colleges, conducted on campus recruitment events, hosted job awareness events for high schools and colleges, web-based sourcing, employee referral program, and introduced on site Open Houses to the business. In 2018, continuation of previous processes while expanding on web-based sourcing; selected as a Subject Matter Expert (SME) to train on TextRecruit, TalentBrew 360, Zip Recruiter, etc. to help drive talent and increase candidate pool. Introduced group interview process to support class-based hiring, help meet lofty goals and streamlining the interview/selection process. Increasing our selection rate from 50% to 75-80%.  Retaining staff at a 5% attrition ratePartnering with Site Leaders, HRBP and Trainers to increasingly bridge the gap that integrate recruitment and retention functions. Use of specialized sourcing and screening, focus on aspects of the company to present to candidates; culture, value, and career development.

Greater New York City Area

Promoted to Assistant Director of Recruitment to manage a team of High Volume Recruiters who were responsible for the hiring in the region and ensuring that the new hire/candidate experience is best in class. Trained team on strategic recruiting processes, which resulted in a reduction of time-to-fill from 60 to less than 28 days (via open houses, direct sourcing, internal recruitment, print media, social media, etc.) Provide coaching, audit results to ensure EEO compliance of all recruiting polices and processes.  Met and exceeded hiring goals the end of 2015-2016Restructured the recruitment group to improve service: implemented cross-functional/recruiting teams to streamline the process, share best practices and enhance efficiency.  Improved communication between hiring managers and recruitment group Coached and assisted recruiters to effectively manage relationships with hiring managers and LOB Leadership. Partnered with hiring managers to review current hiring process and areas of improvement. Designed leadership training for structured behavioral interviews and assessments in accordance with behavioral interviewing and selection strategy. Use of SAR/STAR method. Collaborated to identify key metrics to measure ROI, influence future decisions and resource allocation; leverage these metrics to monitor and ensure customer satisfaction and candidate selection. Managed ATS and ADP Reporting and maintains all weekly, monthly, quarterly reporting for the team within HRPD. Responsible for tracking job boards, and marketing venues used to generate candidates.

Greater New York City Area

Placed in high-volume recruiting position with initial accountability for Juvenile Housing Program. Subsequently assumed responsibility for Early Childhood Education, Foster Care, Healthcare, and Youth Centers in multiple locations throughout NYC and handled corporate positions. Designed and delivered behavioral interviewing training for hiring managers and recruitment lifecycle.  Reduced average days-to-fill position from 60 Days to 15-30 DaysIncreased candidate screening by working closely with hiring managers to understand their business requirements.  Performed full cycle recruiting on 30-40 job requisitions, averaging 15-20 hires per month. Filled 180+ positions with quality candidatesUtilized a wide variety of methods to generate candidates, including web-based sourcing, internet postings, internal and external networking, job fairs/open houses and referral programs.

New York, Ny

 Filled 300 employees over the course of a 3 month project. Hosted Open Houses and partnering with local community based organizations to drive applicants. Conducted group interviews in order to make a hiring decision within a short timeframe. Utilized key behavioral based interview questions to identify qualified candidates.  Completed onboarding process within 1-2 weeks of hire. Scheduled drug tests and running background checks immediately after offer is extended. Managed new hire orientations, schedule rotation and assignments.

New York, Ny

 Performed high volume recruiting, job search strategies, career counseling and training for a diverse population of job seekers.Created job screening tools to assess job seekers’ skills, interests and personality to determine job match and employers hiring needs for various industries. Prepared job seekers for interviews through computer training, presentations and mock interviews. Responsible for multiple Retail Store openings throughout the 5 Boroughs, filling associate and management level positionsImproved new-hire rate by over 50% for retail industries such as TJ Maxx, Duane Reade, Sherman Williams, REI. Reduced recruiting budget by providing job-ready, pre-screened candidates, utilizing various candidate screening tools and Community Based Organizations. Improved diversity hiring in support of corporate diversity initiativePartnered with local community based organizations, local and state colleges to build a candidate pool and spearheaded innovate Open Houses in each borough.

New York, Ny

Responsible for the strategy and development of the Mountain Pacific territory; including prospecting, and qualifying with presentations and closing accounts for electronic and online productsMaintained an account base of $2 millionResponsible for up-selling the largest consortium in my territory for 2007Identified and penetrated sales opportunities and renewed existing business in the region covered Prepared sales pipeline each monthPrepared and conducted live meeting power point presentations to prospectsProvided 30 day trials for products with an agreed follow up dateAttend conferences such as ALA (American Library Assoc.), SLA (Specialized Library Assoc.), and MLA (Medical Library Assoc.) Completed certified business training to develop business strategies

M.S., Human Services, General

New York State Certified School Counselor (K-12)

B.S., Business Marketing