Kenneth C. Smith
Pawtucket, RI *****
Strategic, innovative, full life cycle recruiter with many years experience creating staffing strategies, process improvement, while delivering results. Collaborative communicator continually focused on building relationships and promoting synergy across business lines and global units to drive positive change, cohesive, comprehensive business approaches and enhanced profitability. Strong ability to create productive, diverse teams dedicated to common goals. Seeking a Senior Talent Acquisition/Recruiting role and open to relocation within New England.
Software: ADP, PeopleSoft Microsoft Office Oracle
ATS’s: Taleo, Brass Ring, Web hire, Program Manager, ICISM
Sourcing Tools: Indeed, iHire, Monster, CareerBuilder, LinkedIn, Perfect Match
Correct Care Solutions (For Profit National Health Care Organization with focus on April 2018-July 2018
Regional Health Care Recruiter
Responsibilities: Full cycle recruitment and Sourcing of all Health Care positions within assigned district. Strategic relationship development with managers within an assigned district, offer letter and relationship with Massachusetts Department of Corrections and community relations.
Contract Recruiting Assignments/Client List 2014-2017
Teufelberger Fiber Rope Corp- Fall River, Massachusetts June-September 2017
Established a broad based awareness of the available openings via employment agencies within a twenty mile circumference while competing with several international organizations within the same geographic territory. Demonstrated an out of the box approach to establishing business relationships throughout the Southern Massachusetts are to develop an understanding of the company, employment particulars with the ultimate being an increase in the pipeline development.
Tufts Medical, Boston MA, July-December 2016
Recruiting for pharmacy techs, radiology, and hospitality, PA’s, Physicians, Nurses Pharmacy, Social Workers, research, coding, human resources and therapists. Strong sourcing and interface with 3rd party agencies.
Charter Care, Providence RI, July-October 2015
Responsible for sourcing, recruiting and on-boarding of Physician, APRN, Nursing, Healthcare Clinical and Administrative Roles as well as nurse practitioners, therapists, and social workers. Pre-screened applicants advised managers, scheduled interviews and tracked applicant flow via applicant tools.
Processed offer letters, coordinating pre-hire screenings and assist my HR partners with various projects.
Counsel and train managers on interviewing process and appropriate process for candidate evaluation.
Established consistent communication with hiring managers to ensure that top talent is sourced, interviewed and hired for appropriate positions.
Evaluated candidates from applicant tracking system (Taleo).
Established and repaired solid communication with internal and external communities to ensure that positive relationships were maintained.
Boston Medical Center, Boston MA, October 2014-March 2015
Partnered with management to anticipate the evolving needs of the center, establish recruitment strategies, and provide talented personnel to fit the requirements of each position.
Created on-line search campaigns for talent, utilizing social media to identify potential candidates for each role.
Developed and updated job descriptions and specifications to maintain proper skill levels for each position.
Designed and implemented initiatives to fill in-demand positions with the best possible candidates.
Conducted initial interviews to match talent to departmental needs, evaluating the candidate for knowledge, skills, experience and behaviors appropriate for the positions available.
Developed positive relationships with community leaders to increase awareness of company activities and hiring.
Maintained an understanding of medical terminology in regards to job descriptions and hiring.
Sourced via various networks for Radiology Managers, Lead EMTs, mid-senior medical technologists and various other mid-senior professionals.
Established reporting metrics to address time to fill, recruiting, interviewing and cost per hire.
Building Educated Leaders for Life (BELL), Dorchester MA, March 2014- June 2014, March 2015-June 2015
Developed and implemented strategies to attract exceptional talent, working with hiring managers and directors to ensure compatibility and eligibility.
Performed remote screening of candidates utilizing Taleo.
Defined the recruitment channels, interview process, and interview guides for open positions.
Developed and implemented creative recruiting strategies and plans to increase candidate base.
Focused on recruiting a diverse team for the multi-site organization.
Lahey Medical Center, Burlington MA, 01-03/2014
Developed and implemented strategic recruitment plans employing traditional sourcing and resources, as well as establishing new creative methods to engage potential candidates
Managed all the aspects of the employee life cycle for the sales, finance and medical positions, from hiring and training to evaluations and termination procedures.
Collaborated with hiring managers to establish positive relationships between the recruitment department and upper management, and determine strategies to acquire talent, Biostatistician Directors, Physicians, Coding Managers and PHDs that met the requirements for each team.
Reviewed applications and resumes, performing background checks and identifying the best possible candidates to fulfill the needs and requirements of each position utilizing PeopleSoft as the ATS.
Utilized social networks to expand candidate sourcing and engage a larger potential applicant base.
Developed a comprehensive understanding of medical terminology to better fulfill position requests.
Utilized various sourcing techniques to identify available talent in the mid-senior level categories for various medical positions.
Manpower, Southborough MA 2011-2012
Scouted and interviewed potential candidates to fill open positions, matching applicants based upon their skills and experiences. Managed a changing client base consisting of upper managers and executives seeking to fill positions including sales managers and B2B sales executives, establishing and maintaining a solid candidate talent pool to meet any talent need.
Recruited candidates, assigning them to positions and closely following their professional development to identify training needs and areas where improvements can increase their effectiveness.
Maintained open communications between stakeholders, executives, branch managers and company coordinators.
Increased the amount of candidates with diverse skill levels to enhance the talent base submitted to open positions.
Managed and recruited light industrial personnel including industrial, electrical, manufacturing, and biomedical and mechanical engineers for clients.
Kohl’s Department Store, Seekonk MA 2008-2011
Provided excellent service, maintaining a complex understanding of the location and available products, and assisting customers to create positive experiences and receive high levels of satisfaction.
Ultimate Staffing, Boston MA 2008
Achieved staffing objectives by recruiting and evaluating candidates, driving the recruitment of volunteers for the Museum of Science, and advising managers on the best ways to create productive and successful teams.
Worked closely with upper management to identify the required skill sets and experiences for each position, creating comprehensive job descriptions to increase the understanding for applicants.
Actively sought out candidates with diverse backgrounds and experiences to increase the minority volunteer enrollment.
Created volunteer on-boarding timelines for multiple departments.
Coordinated efforts with Human Resources to establish positive relations with minority community leaders and increase awareness of the activity participation and requirements for volunteering at the museum.
ADECCO, Providence RI 2007
Matched potential candidates with employers based upon skills and experienced required by each hiring manager. Specialized in temporary skilled laborers supplied to companies during possible union job actions.
Developed a comprehensive knowledge of labor issues and legalities, gathering and analyzing information for positions, and increasing personal understanding for position fulfillment.
Created contingency plans for potential labor issues, proactively planning for any challenges.
Recruited a large temporary labor force to support the continued operations for a retail chain during labor negotiations, coordinating all efforts for the recruitment stations.
Home Depot, Boston MA 2004-2005
Oversaw hiring and staff management including training, relations, performance, workforce planning and career profession for 250+ employees. Maintained full regulatory compliance, administered benefits and healthcare programs, identified weaknesses and coordinated process improvement initiative. Investigated and remediated employee diversity relations issues.
T. F Green Airport, Warwick RI 2001-2003
Drove customer support including maintaining account, project, agreement and contact information. Handled license key, shipping requests, dispatched service call and performed administrative tasks, as necessary. Increased customer service scores by 15% in 6 months.
Evergreen Funds, Boston MA 2000-2001
Restructured employment functions and recruiting practices to improve company brand. Developed recruiting activity reports. Sourced executives and counseled recruiters during staff searches improving recruitment and selection process via internal regulatory controls. Developed training program for CSR’s to achieve License Series 6 and 63 requirements. Delivered integral leadership regarding technology application and process design and managed recruiting budgets.
Winter Wyman 1997-1999
United Way, Bank of Boston
MGH/Partners Health Care Systems, Inc., Boston MA 1994–1997
Senior Diversity Consultant/Physician Recruiting
Retained by this newly formed partnership after merger of Massachusetts General Hospital and Brigham and Women’s Hospital. Promoted to senior diversity consultant developed strategic business partnerships, designed and implemented diversity initiatives, and developed collaborative alliances to retain professional applicants for PHS and its affiliates.
Hired 250 candidates across all healthcare areas in one year. Sourced, recruited, and facilitated the hiring process for 50 candidates within 10 weeks.
Developed a national network of potential diversity applicants and administered a 500-person diversity-sourcing database. Planned, developed teams, and orchestrated highly effective job and career fairs. Established partnerships with colleges locally and nationally to ensure that a pipeline of talent was established.
Formulated and implemented the first system-wide marketing plan to promote the diversity concept. Provided program expertise and counseled to overcome corporate management’s initial resistance.
Advised all levels of management on issues related to recruitment, retention, and long-term hiring objectives of mid to senior level candidates including Nurse Managers, Therapists and emergency room personnel.
Initiated a joint partnership with Howard University to monitor progress of nursing students through graduation and licensure. Extended permanent employment offers to three out of five of the clinical professionals.
Created strategic community and minority alliances and built a strong diversity network to establish an Affirmative Action plan that exceeded corporate hiring expectations.
Successfully organized and executed a series of highly effective job, college, and career fairs to ensure that a continual pipeline had been established.
Reduced advertising costs by 10% by revamping operational plans with a strategic goal of exploiting cost-effective recruiting channels, including electronic bulletin boards, career/job fairs and strong community business involvement.
Diversity Staffing Specialist/Physician Recruiting
Hired as the hospital’s first diversity staffing specialist with concurrent responsibilities for advising, counseling, and educating business unit leaders in program development/implementation, research/assessment of corporate noncompliance, and weekly staffing requisition fulfillment. Counseled and advised all levels of management on recruitment of mid-senior level medical personnel, retention, and long-term hiring objectives.
Played a key role in the development of the corporate diversity plan and led the diversity workforce component.
Aggressively developed cultural and gender diversity programs that dramatically elevated the hospital’s public diversity-sensitivity image.
Identified areas of deficiency and developed progress/analysis reports for submission to senior management.
Provided transition and career service during hospital downsizing/staff restructuring.
Partnered with Head Physician/Director of the ADA/Sickle Cell Anemia Initiative and Nursing heads regarding sourcing and recruitment, directing fundraising activities, leading internal education programs and placing affected individuals within the organization.
Children’s Hospital, Boston MA 1994
Human Resources Consultant
Advised and supported several vice presidents in the implementation of recruitment, career counseling, communication services, manager counseling, employee communications, and diversity applicant tracking plans as related to NP’s, Nurse Managers and all other medical management positions.
Established collaborative relationships with the senior management team of the affiliated health center to ensure that employee and external issues were handled swiftly and consistently.
CAMBRIDGE COLLEGE, Cambridge, MA
Master of Education, Management
RHODE ISLAND COLLEGE, Providence, RI
Bachelor of Arts, English Secondary Education
Furnished Upon Request