Janene Jenkins Baker

acc2i4@r.postjobfree.com

*** ********** ****

Apex, NC 27539

919-***-****

EDUCATION

University of North Carolina at Chapel Hill

Bachelor of Arts, Communication, May 2006

Second Major: Sociology

EXPERIENCE

Cisco Systems April 2010-Present

Client Facing Recruiter

Summary of Responsibilities:

Partnership building with hiring managers to hire the best talent for Cisco. Collaborate across the

business with HR Managers, Area VP’s, and Senior VP’s on headcount, funding,

employee issues, and recruiting efforts. This role is a constant contact with internal

business units and teams to determine recruiting initiatives based on the

company's hiring needs. Serve as a consultative business partner to Enterprise

Sales on broad or complex recruiting and hiring issues. Integrate functional

expertise/experience to managers hiring needs. Trainer for new recruiters.

Identification Process:

• Hold Requisition fulfillment discussions with Hiring Managers to get a

full understanding of the need of the role to the business

• Review and help write job descriptions (roles, responsibilities, required

details, and business justifications)

• Partner with Business Leadership team on strategic plans for recruiting

internally and externally

• Set requisition approval paths to post on website

Hiring Process:

• Establish as a Subject Matter Expert in contract time to fill with the

business while presenting quality slate of candidates

• Full life cycle recruitment in an efficient and accurate amount of time

• Negotiate pay based on Cisco standard ranges/calculate sales draws

• Call and screen qualified candidates

Management Process:

• Set strategies, timelines, and expectations for hiring process

• Determine requisition types (backfills, addition, revenue impact,

internal/external)

• Manage over 70 positions

• Cisco Enterprise Sales Recruiter focal point

• Liaison for internal selection meetings

IBM June 07-April 2010

Corporate Technical Recruiter

Summary of Responsibilities:

Responsible for driving and supporting line managers in the search to find quality candidates for

open external requirements in a particular business unit. Provide consultative and

proactive support to the business unit to understand their hiring needs. Explore and

utilize innovative recruitment strategies to increase candidate pool. Team with

extended internal organizations to provide seamless and outstanding customer

support. Manage onboard process for candidates receiving IBM offers. Build

effective relationships with candidates and customers. Participate and lead projects

in support of IBM.

Identification Process:

• Qualify Requirement, establish and set basic/preferred qualifications with

Hiring Manager

• Develop sourcing strategy that best meets hiring needs

• Guide Managers through the recruiting process

• Post requirements to IBM.com and other external job boards

Hiring Process:

• Source a diverse candidate pool to assist in meeting staffing, diversity,

and OFCCP objectives

• Screen, qualify, and submit external candidates to Hiring Manager

• Oversee entire onboard process for candidates receiving offers

• Utilize Peopleclick and Global OM applicant tracking system

Management Responsibilities:

• AIRS (source point resume bank) Focal Point for all university recruiters

• Supervise and handle all requests when sourcing is needed for a

requisition by university recruiters

• Create automated searches, search for networking opportunities, access

various tools to search for active/passive candidates

• STG (Systems & Technology Group) Diversity Focal Point

• Control EO (Equal Opportunity) recruiting statistics for STG based on

qualified pipeline of candidates for different hiring levels

• Organize meetings with HR Director, Talent Partners, and STG team to

discuss results

• Manage over 80 positions at once

• Train new university recruiters on recruiting practices and staffing system

Ettain Group June 06- June 07

Resource Specialist/Recruiter

Summary of Responsibilities:

Responsible for all steps associated with the identification, placement and

management of contingent employees. The ability to develop strong

communication channels with internal and external clients/managers is crucial to

business success. To achieve this, the respective incumbent must provide superior

service to contract employees and clients by earning their respect, acting with the

greatest amount of professionalism and expressing the highest sense of urgency.

Accountable for training all new internal Recruiters.

Identification Process:

• Utilize internal Bullhorn applicant tracking system to identify potential

candidates

• Place job requirements on the Internet to increase available candidate

pool

• Develop creative recruiting resources to attract qualified professionals

interested in contract, contract to hire and direct placement employment

• Identify networking activities such as professional association meetings,

calling on technical trade schools and other services

Hiring Process:

• Responsible for screening candidates to ensure their qualifications meet

open positions

• Conduct skills testing, office interviews, reference checks and

background investigations including drug screens

• Present job opportunities to qualified candidates and negotiate contract

terms

• Maintain excellent documentation within the company’s database

Management Process:

• Prepare resumes for presentation to clients

• Coach candidates through the client interview process

• Meet contractors on the first day of their assignment at the client site

• Build relationships with contract employees and managers through

different activities, such as lunch meetings and after hour engagements

• Active participant of WITI prepare presentations on recruiting at

networking events

SKILLS Knowledge of Microsoft Word, PowerPoint, Applicant Tracking Systems such as

Global Opportunity Market Place, Peopleclick, Bullhorn, and Virtual Edge, OFCCP

Regulations

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