Sales Project

DENNIS C. VITALE

** ***** **** ***** *********, New Jersey 07856 973-***-**** ********@***.*** www.linkedin.com/in/dennisvitale

SOURCING/RECRUITING/STAFFING SELECTION EMPLOYEE RELATIONS RECRUITMENT ISSUES NETWORK BUILDING

SKILLS

PROFILE

Thoroughly familiar with all aspects of exempt and non-exempt recruiting, with the ability to effectively identify high potential individuals

across a diversity of industries and positions • Skilled in developing/refining the systems and procedures needed to meet changing workplace

requirements • Capable of effectively meeting tight deadlines, working either independently or as part of a team • Creative, innovative and

motivated with a goal focused, results oriented attitude • Recognized as a highly skilled well-organized recruiter and HR professional with

solid networking, decision making and marketing skills.

ACHIEVEMENTS

While at HSBC consistently below my “time to fill” Service Level Agreement for new hires on a monthly basis. The time to fill

SLA 90 days, my average “time to fill” 35 days.

While at HSBC managed Talent Acquisition budget to provide appropriate Return On Investment resulting in the average cost

per hire in my group considerably less than industry average.

While at HSBC built customer loyalty and relationships with hiring managers which resulted in achieving quarterly customer

satisfaction scores of no less than 90%.

Over a ten-year career at ADP, averaged 88 hires per year, more than any other Senior Recruiter in the Small Business Services

Division of ADP.

Through a strong network of contacts, persistence, and innovative recruiting methods, averaged at ADP the lowest cost of hire

of any of the recruiters in the Small Business Division of ADP.

Due to success in the Small Business Services Division, given the opportunity to recruit in the Nationals, Majors and Insurance

Services Sales organizations of ADP.

Received the highest job performance rating at ADP from sales executives and the SBS Division Vice President for the

consistently exceptional quality of new hires.

Achieved solid recruiting performance levels through the establishment and maintenance of excellent working relationships with

college officials, with a special focus on the Marketing and Athletic Departments. Additionally, developed strong on-going

relationships with minority and diverse outreach organizations, and creatively harnessed the information available through the internet

to identify high potential candidates.

Grew the Technical Recruiting contributions for Izar Associates to corporate revenues from 15% to approximately 80% of

annual revenues, through a five fold increase in the number of technical people billed out.

Through implementation of tested traditional methods, and the creative use of on-line recruiting, developed Izar’s first large,

highly qualified pool of candidates from which to draw.

Provided management advice regarding employee disciplinary actions and the hiring/termination process. Additionally assured

compliance with all EEO and Affirmative Action regulations.

For Goodwill Industries, developed and presented seminars on the “Americans with Disabilities Act” for the corporate

community, taking full advantage of the national publicity to further the interests of the disabled.

Proactively took ownership of a major staffing project for Izar, which included sourcing, selection and placement of 30

programmers, senior analysis and project managers in a very short period of time for the State of New Jersey.

EXPERIENCE

HSBC, Jersey City, New Jersey

One of the largest banking and financial services organizations in the world, HSBC’s international network comprises approximately 8,500

offices in 86 countries.

SENIOR SEGMENT RECRUITER January 2008 to March 2010

Completed a variety of functions to develop the recruitment process of quality candidates to fill a variety of positions including all revenue

generating positions in the small business group. These positions included: Business Banking Market Managers, Business Relationship

Managers, Business Development Officers and District Credit Officers.

Sourced potential candidates through a variety of methods including cold calling, internet sourcing, referrals and agencies.

Worked with hiring managers and other team members to develop and implement recruitment strategies.

Assisted with a variety of department and company wide projects, including employee surveys, applicant tracking, department audits,

diversity projects,job enrichment training and department research.

Ensured hiring, promotions and job change practices were in line with company philosophy and commitment to diversity and equality.

Ensured practices follow HR regulatory compliance.

Promoted an environment that supported diversity and reflected the HSBC brand.

AUTOMATIC DATA PROCESSING (ADP), Parsippany, New Jersey

One of the world’s largest providers of computerized transaction processing, data communications, and information services, with more than

$7 billion in revenue and 500,000 clients globally.

SENIOR RECRUITER April 1997 to January 2008

Responsible for all aspects of the recruitment and hiring process for the sales team within the Small Business Service Division of the

company. Personally handled one of the largest and highest business volume territories which includes New Jersey Metro, Pennsylvania,

Ohio, Maryland, Delaware, and Virginia.

Played a key role in organizing and running open house recruitment events, and regularly attended all available external networking

events.

Selected as a result of significant previous recruiting success to pilot the use of alternative

assessment methodologies regarding the recruiting and hiring of candidates. The early results of the

project showed promise in reducing the overall levels of staff turnover.

Formally acknowledged for the ability to influence and close the most desirable candidates in an extremely competitive job market.

Direct sourced targeted profiles and passive candidates.

Proactively solicited new referrals from candidates and company cold call lists.

Worked closely with hiring managers to develop relationships and fully understand needs and requirements to build candidate profiles.

Experienced with applicant tracking systems such as Brass Ring and Taleo.

IZAR ASSOCIATES, Randolph, New Jersey

An internal information technology consulting services company, providing corporations with business and technical resources.

TECHNICAL RECRUITER November 1994 to April 1997

Capitalized on solid knowledge and contacts in the technical recruiting field to implement the company’s technical recruitment program.

Actively involved in direct, on-going recruiting with an emphasis in client server, networking, mainframe and SAP specialists.

Initially started with the company part-time as a consultant, and was asked to join the company as a recruiter in 1995.

On own initiative, took on the additional responsibilities for increasing sales and overall business volume by functioning as a sales

representative, actively soliciting new accounts and building positive relationships with corporate and academic decision makers.

Designed, developed and refined an entirely new recruitment process, for a newly opened office in Richmond, Virginia, allowing the

company to become a successful player in the market.

In conjunction with staff programmers, developed a user friendly on-line résumé database, dramatically improving access to information

and qualified individuals for projects.

GOODWILL INDUSTRIES, Harrison, New Jersey

A private, non-profit vocational rehabilitation and training center for disabled adults.

EMPLOYMENT SPECIALIST September 1992 to November 1995

Coordinated placement efforts for disabled adults who have completed the organization’s employment and training programs. Developed

relationships with business and community leaders allowing for consistently successful placement and a very high retention rate.

Aggressively marketed Goodwill’s training programs and workshop services providing a vital bridge that allowed for the ability to

consistently exceed monthly placement goals by as much as 30%.

Recognized as Employee of the Quarter for solid contributions and success in developing positive business relationships.

EDUCATION

B.A. COMMUNICATIONS, William Paterson University, Wayne, New Jersey

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