Onboarding is more than tasks you complete daily and is not fully representative of those list. Onboarding is the lighthouse guiding applicants through the murky waters of finding a job. To me the most important part of my position is understanding the applicant and best way to assist and guide. In a job market where the majority of things are done online you have to understand you have 3 distinctive types; those who hit the pavement to find work, those of us in the middle who have hit the pavement and used online sources, and the younger generation who has never heard of a paper application. In speaking to each there is a different level of hand holding that most companies are missing and we should strive to bring.Skills:Interface daily with candidates and management Responding/coordinating responses to new hire pre-start inquires in an accurate and timely manner;Conduct related follow-up with candidates as necessary/appropriateMust pay attention to detail because of the important nature of candidates sensitive information.Schedule candidates for Drug Screenings and backgrounds through Third Party.Send candidates all required forms for employment making sure all important information is completed in a timely manner.Disposition candidates when screening failedUse ATS iCIMS, Workday, and Salesforce Use of Tracker for I9 verifications

As a recruiter I believe it is more than filling a position. The right job can change a person's life and the right candidate can catapult a company. If you only focus on sending people vs sending qualified candidates you do a disservice to the applicant and to the client. Recruiting is not about throwing paint at a wall and hoping it sticks. Skills:Work with hiring managers on recruiting planning meetings. Create job descriptions. Lead the creation of a recruiting and interviewing plan for each open position. Efficiently and effectively fill open positions. Conduct regular follow-up with managers to determine the effectiveness of recruiting plans and implementation. Develop a pool of qualified candidates in advance of need. Research and recommend new sources for active and passive candidate recruiting. Build networks to find qualified passive candidates. Post openings in newspaper advertisements, with professional organizations, and in other position appropriate venues. Utilize the Internet for recruitment. --Post positions to appropriate Internet sources. --Research new ways of using the Internet for recruitment. --Use social and professional networking sites to identify and source candidates.Train new recruiters on the process that we use.

Work with hiring managers on recruiting planning meetings.Create job descriptions.Lead the creation of a recruiting and interviewing plan for each open position. Efficiently and effectively fill open positions.Conduct regular follow-up with managers to determine the effectiveness of recruiting plans and implementation.Develop a pool of qualified candidates in advance of need.Research and recommend new sources for active and passive candidate recruiting.Build networks to find qualified passive candidates.Post openings in newspaper advertisements, with professional organizations, and in other position appropriate venues.Utilize the Internet for recruitment. --Post positions to appropriate Internet sources. --Research new ways of using the Internet for recruitment. --Use social and professional networking sites to identify and source candidates.

As a freelance writer I have been afforded the ability to grow in my love of music, without being musically inclined. I am lucky to check out concerts and do live reviews, interview artist, cover up and coming bands, and share great music with a new audience.