Contact

Contract Talent Identification Sourcing and Recruiting Resume

Edric Kilimann San Francisco, CA

925-385-8745

EdricKilimann@Gmail.Com

 

Objective:

Serve as a remote contract talent identification sourcing and recruiting specialist, or onsite in the San Francisco CA Bay Area. A contract sourcing specialist is a professional recruiter with a proficiency and focus on candidate sourcing methodologies and practices. Common references associated with the tasks performed by contract sourcing specialist include: names sourcing, discovery of "hidden" talent, prospective candidate identification and contact, candidate development, talent pipeline generation, talent pool development, talent channel development through networking and referrals, resume review, screening and competitive intelligence. see definition for more details -- http://en.wikipedia.org/wiki/Sourcing_(personnel)

 

Summary:

Business savvy professional with experience in business development and marketing that strengthens knowledge base and ability to utilize creative thinking strategies to source top talent for an organization. Extensive experience in recruiting activities, providing cost effective solutions to issues surrounding recruitment and retention. Takes initiative to assess recruiting targets and create tools to facilitate process. Skilled at filling a variety of positions in every department, and at all levels, from the Vice President level down. Strong background in sourcing for the following areas R&D, Finance, IT, Engineering, Operations & Supply Chain, Quality Assurance, Marketing and Sales. Experience developing candidate leads and pipelines through cold calling, search engines, professional & social networks, job boards, lists, directories, candidate database mining, referrals, networking, and professional outreach, deep web resource data mining, leveraging referrals and multiple channel identification methods including professional associations, networking groups, social network connectivity in the pursuit of prospective candidates for individual or recurrent job openings. Expert at using applicant tracking systems to manage candidates and department activities. Experienced in all phases of the entire hiring cycle, from writing job requisitions, placing jobs on-line, in-depth interviews, reference checks, preparing offers, negotiating offers and selling candidates on an opportunity. Able to prepare charts that show the cost per hire, along with the time it take to complete hires, prepare EEO and diversity reports that cover interviews, as well as new hires. Work effectively with hiring managers, helping to develop a staffing strategy, prepare hiring timelines and job requisitions. Provide ongoing consulting value to clients and maximize search/recruitment efforts by remaining current on industry trends and developments.

 

Strategy:

Deliver results with little supervision, and to effectively manage multiple projects and candidates. Meet standard measurements of success for staffing such as interview to offer ratios, meeting annual hiring plan and cost per hire targets. Operate independently and collaboratively with a tendency to be proactive and resourceful in work ethic and sourcing efforts. Analytical skills, demonstrated interpersonal skills, and competence working both individually and as a team member. Research and build search strategies, search string libraries, specific technology and marketplace information to include trends. Solve problems and produce solutions by offering suggestions, new ideas, or alternatives to improve or modify work processes, respond to urgent needs for information and analyses and request data or help from others as needed. Successful project management abilities, delivering upon work streams within high priority projects with both short and long-term deliverables. Develop an understanding of the client’s needs by discussing with recruiting leadership about detailed strategies for sourcing. Driving compliance in the talent acquisition process across all stakeholder groups - hiring managers, sourcers, recruiters, HR, candidates, talent coordinators, and talent acquisition groups. Generate ideas, develop search techniques, recruitment strategies, define technical roles, leverage resources and share information that facilitates an effective high volume and high quality search process according to assigned timelines. Provide reports and statistics and communicate with stakeholder groups through the entire recruitment process. Strong focus on understanding the marketplace and managing a large quantity of candidates on availability, interest level, salary range, and basic qualifications. Gain a deep understanding of the talent landscape, build a competitive intelligence knowledge base of companies and candidates residing within those companies. Maintain current knowledge of industry employment trends and recruiting best practices to identify potential issues that may impact candidate flow. Develop creative recruiting resources to attract qualified professionals interested in contract, contract to hire and direct placement employment. Develop a customized candidate search strategy based on specific job openings, maintain candidate flow and quickly execute sourcing strategies that deliver high caliber talent and timely results at the most appropriate cost. Conduct a first run candidate search and deliver reports to the client with a representative sampling of available candidates for review and feedback. Develop innovative web based processes to build candidate pipeline and proactive methods to source and evaluate candidates. Build job descriptions and develop posting strategies for maximum exposure. Place job requirements on the Internet to increase available candidate pool, monitor and analyze job board efficiency. Implement a variety of candidate generation techniques, strategies, and programs and stay ahead of new innovation. Target sourcing initiatives and generate a pipeline of candidates in a high-paced, dynamic work environment by managing time and effort across activities, planning the resources, timelines and deliverables for projects, taking initiative to complete unanticipated or ad hoc tasks, and verifying the completeness and accuracy of one's own work. Proactive candidate sourcing measures, handle the front end of job applicant flow in a corporate recruiting environment. Handle a large volume of job applications and resumes by providing first level screening to significantly impact the speed of the recruiting process and ultimately the time to fill job requisitions and the cost per hire. Help to set terms of reference, introduce prequalified members of industry-specific networks, and provide ongoing management of professional interim executives to ensure successful delivery and knowledge transfer. Sourcing

 

Skills:

Excellent communication and interpersonal skills with proven ability to take initiative and build strong productive relationships. Act as a search expert for functional areas by understanding functional hiring needs, position specifications and search requirements. Conduct research and investigate new ideas to create innovative sourcing strategies. Engage with active and non active applicants, work closely with the recruiters to generate ideas, leverage resources and share information that facilitates an effective search process. Develop and execute tactical sourcing strategies aimed at generating candidate flow to meet overall recruiting goals, proactively identify and recruit top talent in a highly competitive employment marketplace responsible for identifying candidates through research and on the internet. Communicate in mass to relevant potential talent, generate high volume / high quality pipeline of candidates under very tight timelines, and implement targeted sourcing initiatives. Source candidates from on-line databases, contact lists, internal databases, employee referrals, social media channels, networking, cold calling, complex internet searches, research and name generation tools. Refine searches to provide targeted candidate identification and screening. Manage web posting process, advertisements in appropriate media and social networking sites. Open alternate channels and networks through which hidden or passive talent can be attracted by an opportunity. Create a bank of talented individuals from which to source candidates for current and future vacancies. Actively source candidates, qualify, screen and assist for active and potential client needs to ensure their qualifications meet open positions. Screen a defined number of candidates for availability, interest level, visa status, salary range, relocation needs and basic qualifications per week based on client needs and pipelining skill sets. Cultivate relationships with key candidate and specific talent pools, defined according to long-term initiatives and direction of the organization, turn applicants from non active to active by developing strong candidate relationships.

 

Pipeline Skills:

Experience hiring both fulltime employees and contract employees, manage full recruiting cycle from sourcing to close. Cultivate and maintain proactive internet sourcing methods to generate pipeline for approved openings. Provide a continuous flow of quality profiles into the internal database to effectively build a pipeline of candidates for skill sets covering large geographic areas. Generate a high volume and quality pipeline of professional and executive level candidates, conduct reactive resume support for open positions, including screening & distributing resumes from applicants of job postings. Prepare resumes for presentation to clients, handle multiple open requirements and juggle multiple candidates in various stages of the employment cycle. Provide expert advice about how people will perform in jobs, teams, organizations and cultures, as well as how they can improve their performance and realize their potential. Coach candidates through the client interview process and perform interviewing training. Conduct skills testing, office interviews and reference checks. Present job opportunities to qualified candidates and negotiate contract terms, following recruiting practices that comply with EEO and ADA guidelines.

 

Industries:

Experience recruiting diverse skill sets and awareness of industry and recruiting process and challenges in the following disciplines: Accounting, Architects, Biotech, Consumer, Education, Engineering, Finance, Hardware, Information Technology, Infrastructure Architects, Marketing, Medical Devices & Diagnostics, Operations & Supply Chain, Pharmaceutical, Product Management, Quality Assurance, Research & Development, Sales, Scientific, Software, Tech leads, Test Engineers.

 

Sources:

Develop pipelines through candidate leads by utilizing a variety of sourcing techniques and resources such as: Job board posting systems and free job sites, Ladders, Linkedin, Monster, NGS, Google, Dice, Twitter, internal & external networking groups & activities, organizations, outplacement services, professional associations, agencies, career fairs, referrals, group research, social media channels & networks, diversity outreach, technical schools, branding initiatives, candidate referrals, cold calling, competitive analysis tools, applicant tracking systems, proprietary systems, name generation tools, DW BI, ERP, CRM, Taleo, Resumix, business intelligence, on-line databases, internal and third party resume database mining, direct mail, directories, contact and calling lists, search engines, resume spiders and web site sourcing, deep web resource data mining with complex searches, internet searches and research, Boolean search logic, strategic sourcing methodologies, tracker generation, x-raying, screening and advanced innovative sourcing techniques.