Manager Continuous Improvement

Joseph C. DeSotel

***** ******* *** ******, ** **374 918-***-**** ***.*******@*****.*** www.linkedin.com/in/joedesotel Overview

15+ years Team Leadership experience - Led teams of 50+ team members

10+ years in HR / Talent Acquisition – technology, leadership, high volume and experienced hires

10+ years working with BPO / RPO

P&L Experience - $300k - $500k yearly budget

PM experience - implementation and continuous improvement

8+ years operational contact center experience

5+ years Learning and Development / Training

Technology Experience: MS Office, Lotus Notes, Boolean, Key Survey, Salesforce, etc. ATS: Taleo, Workday, ICIMs, Brassring, Success Factors, CRM: Smashfly, Avature, HRIS – PeopleSoft, Oracle, Employment

Allegis Global Solutions Minneapolis, MN 1/2011 – present Senior Operational Excellence Consultant (7/2014 – present)

Worked with operational leaders across talent acquisitions to develop, coordinate and implement strategic improvements to impact enterprise wide operations and the business value.

Designed a behavioral NPS based assessment tool utilizing surveys to review the operations team, candidates and hiring leaders talent acquisition behaviors and perceptions resulting in new external consulting product launch and additional revenue.

Drove ROI and metrics based approach to talent acquisition performance tracking and improvement.

Participated and/or led project management for new client implementations.

Acted as interim Talent Acquisition Director for new accounts.

Trained and designed operational curriculum for North America recruitment teams as well as Ad-hoc training curriculum as needed.

Influenced operational approach and strategy to meet client needs.

Lead change management and influenced company culture regarding delivery model.

Developed key relationships with internal stakeholders to influence business decisions.

Created and designed internal behavioral survey to track success of operational effectiveness (self-assessment)

Support Business Development.

Partner with Executive Directors and Account Directors to support new and existing program operational effectiveness.

Created and defined solutions to internal areas of opportunity around delivery model.

Performed root cause analysis for solutions design and change agent for new initiatives.

Mentored account leaders in operational improvement, leadership and process.

Drove innovation and continuous improvement across multiple large global and national accounts. Recruitment Relationship Manager – American Express Business Travel (1/2011 – 7/2014)

Managed a national team of recruiters supporting client with end to end recruitment hiring over 1000 new hires.

Developed key relationships with internal stakeholders resulting in numerous “Kudos” and promotion.

Identified key talent acquisition strategies and sourcing channels to grow pipeline talent.

Utilized as a subject matter expert on recruitment procedures for internal stakeholders.

Managed and collaborate within a virtual environment to support operations.

Utilized numerous staffing strategies including social media to find top talent in difficult markets.

Consistently maintained a full workbench while averaging less than 45 day time to fill goal.

Managed end to end process utilizing Taleo ATS to include sourcing strategies, hunting for the top tier talent to screening and presenting the best to hiring leaders for final decisions.

Consulted with hiring champions on all decisions relating to offers.

Partnered with internal OPS, HR and WFM department to provide strategic approaches to long term goals.

Targeted low to no cost sourcing strategies to utilize cost effective approaches in driving direct sourcing reducing overall spend on marketing and job boards while reducing overall agency spend to less than 1%.

Supervised, mentored and trained coordinator and recruiter level positions for future company growth and daily activities.

Maintained staffing reports for use in Staffing and Forecasting (WFM) groups.

Collaborated with business leaders on projects.

Joseph C. DeSotel

13826 Jasmine Way Rogers, MN 55374 918-***-**** ***.*******@*****.*** www.linkedin.com/in/joedesotel NCO Financial Systems, Inc. Tulsa, OK 08/2008-1/2011 Trainer / Recruiter

Interview, hire, train and mentor new employees to foster long term employees elevating business performance and reducing attrition.

Train new hires in laws, regulations, best practices and all expectations of employment.

Point of contact and Trainer for New Hire Mentoring Program.

Point of contact and Trainer for Leadership Development Program; designed to promote management and increase knowledge base for Supervisors and Division Managers.

Successfully met location staffing plans by recruiting exempt and non-exempt level positions.

Managed programs associated with recruitment to include, but not limited to: background checks, job fairs and community involvement.

Conducted new hire orientations, maintained applicant tracking logs, exit interviews, and other associated functions relating to the corporate recruitment program.

Provided information on company operations and career opportunities to outside agencies and potential applicants.

Maintained professional relationships with city, college, and community placement offices.

Ensure compliance of Corporate Recruitment and Retention programs.

Participate in projects performed by Corporate Employee Relations/Recruitment and Retention. Alorica, Inc. Tulsa, OK 10/2002-08/2008

Recruiting Manager

Implemented new strategic goals and systems for increasing performance and reducing turnover.

Implemented new marketing strategies and ad campaigns doubling applicant pool and talent selection.

Achieved highest results for headcount growth compared against all 7 other Alorica call centers.

Achieved headcount requirements bringing in an additional 800k/month in revenue within 3 months.

Provided site proven track record for headcount to sustain growth and earn new business.

Optimized advertising strategies to create buzz about employment while reducing budget.

Increased applicant selection process by modifying recruiting methodology.

Minimized advertising and labor costs associated with applicant pool and new hire costs.

Doubled effectiveness from previous years while increasing applicant talent.

Created community contacts / partners for external recruiting efforts at local schools and nonprofit organizations.

Implemented new referral program doubling applicant flow and reducing advertising costs.

Awarded Employer of the Year from Goodwill Industries in 2006 for efforts in the community.

Increased effectiveness of new hire paperwork utilizing tax credits and government benefits providing an additional tax credit of 100k in 2007.

Other positions held: Call Center Team Manager, Escalations SME, Technician Tier I Veteran United States Coast Guard

Education

Masters of Business Administration

Bachelors of Science- Business Management

University of Phoenix

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