Management Manager

CLAUDIA MCPEAKE

** ********* ***** ***** *****, NJ 08052 215-***-**** ace0lm@r.postjobfree.com

OBJECTIVE: Creative, dynamic, results-driven Talent Acquisition & Social Media Expert with extensive knowledge of high-volume, fast-

paced and niche recruiting. Extensive sourcing, recruiting techniques, excels at networking, and proven ability to face challenges.

RECRUITMENT EXPERIENCE: Industries range from Executives, Sales, IT, Programmers, Engineers, Retail Management, Casino,

Healthcare, Hospitality, Insurance, Logistics, Marketing, Communications, Manufacturing, Warehouse, Administrative, Food & Beverage,

Human Resources, Web Designers, Public Relations, Facilities, Skilled Labor, Finance/Accounting, Culinary, Payroll, Collections,

Claims/Case Management

SOCIAL MEDIA EXPERT: AIRs technique, Flip search, Xray, Boolean Search, LinkedIn, Facebook, Free Resume Database, Company

searches, Google+, Google Analytics, Pinterest, Hoot suite, Hangout, Mobile Recruiting, Bullhorn, Branch out, Jobvite, Sproat Social,

YouTube, Foursquare, Living Social, Konnects, Spoke, vShake, Yelp, Send Outs, Zip Recruiter, Twitter, Craigslist, Indeed, Recruiting Toolbar

over 5000 ways to search passive/active candidates.

EDUCATION: Masters Degree, HR Management – Immaculata University, Graduated 2002

PHR Certification, AIRs CIR Certificate

PROFESSIONAL EXPERIENCE:

Senior Talent Sourcer/Recruiter (Consultant/Contract) - Bain Capital, NJ 1/2012- Present

***Project position***

● Source passive/active candidates and develop a database of candidates for future and current needs for immediate hire.

● Screens, behavior interview via phone, comparing qualifications, present and “sells” qualified candidates to hiring managers.

● Develop and implement recruiting marketing and advertising strategies; placing FREE advertisements on social media sites,

contacting recruiters, joining groups, & networking.

● Understand who the major employers are in the market: Target Company Identification /Intelligence Reporting create/maintain a list

of potential target companies for the particular job type.

● Develop creative sourcing strategies using various channels; job boards, cold-calling, network, professional organizations, word-of-

mouth, referrals, social media, competitive companies, career fairs, data mining, mobile recruiting, free resume database.

● Partner with hiring manager to determine staffing needs, develop workforce plans, sourcing strategies, interview processes, and

selection criteria of recruitment processes; including strategies, methods, sourcing, qualification, selection, pre-employment

verification, offer, close, and on-boarding.

● Following up with managers for candidate feedback and responding to all interviewees on outcome of interview.

● Maintain Applicant Tracking System to keep track of bench applicants, pipeline development, candidate flow, and documentation.

● Ensure a positive experience for all candidates; provide “First Contact” via phone and e-mail, maintain relationships.

● Develop sourcing strategies, custom email marketing, send mobile updates to passive/active candidates and internet research.

● Providing candidates with information about the company, the opportunity and benefits and maintains rapport with candidates.

● Mine social networking databases, corporate sites of competitors, professional groups, and other databases.

● Maintaining knowledge of key market trends provide best practices on sourcing, networking, branding and research.

● Expand social networks via invitations, reach out to network contacts for referrals, join applicable groups, and post jobs.

Talent Acquisition Specialist – Sr. Recruiter – Harrah’s Casino - Chester, PA 7/2008-1/2012

*** Company downsized***

● Implement strategic plans and initiatives for recruiting “Top Talent” to achieve talent pipeline fulfillment, in coordination with HR

and corporate strategic plans.

● Supports the areas of performance management, employee relations and training and development.

● Manage the scheduling and logistics of all interviews between candidates and hiring managers.

● Work within the ATS system to effectively move candidates through workflow, screen and fill positions.

● Develop and maintain a network of contacts to help identify and source qualified candidates.

● Work with hiring managers to develop a solid understanding of position needs; present qualified, pre-screen candidates.

● Source online recruiting resources, employee referrals, and networking to source, identify and recruit “Top Talent”.

● Place job advertising in various media, including social networking sites, and participate in job fairs.

● Develop and maintain contacts with schools, alumni groups, and other public organizations to find and attract applicants

● Review resumes and credentials for appropriateness of skills, experience and knowledge in relation to position requirements.

● Provide complete, accurate, and inspiring information to candidates about the company and position.

● Pre-screen candidates and make recommendations to hiring managers for candidate interviews.

● Proactively keep hiring managers informed of status of recruiting efforts.

● Conduct reference and background checks, generate new hire paperwork and assist with on-boarding.

● Develop an effective pipeline of key talent available for immediate hire as forecasting and succession planning needs dictate.

● Partner with department heads and Senior Director, HR to determine offer compensation

● Track, analyze and report metrics for talent management, including recruiting, staffing, turnover, etc.

● Benchmark all positions and perform market compensation analysis. Analyze data to build compensation recommendations

● Assist in the development and management of the annual recruiting budget

● Analyze high turnover positions and causes; recommend strategies and implement tools to reduce turnover (behavioral assessments,

salary benchmarking, etc.)

● Develop and facilitate Recruiting Process/Interview and Selection training for all employees involved in the recruiting process

● Participate in the continuous improvement of Company’s applicant tracking system

● Develop and maintain Affirmative Action plan. Ensure talent management metrics address OFCCP/EEOC compliance concerns

● Manage exit interview process; conduct exit interviews as appropriate

● Act as resource to managers and employees for coaching, performance management and employee relations.

● Represent HR and Company in outreach initiatives in local education and community development, including job fairs and college

recruiting panels.

● Facilitate training programs relating to recruiting and talent management.

● Partner with management on talent acquisition best practices and developing outcomes to benefit the business and overall

organization.

HR Generalist/Talent Management - Intracorp/CIGNA Insurance, Philadelphia, PA 6/1995 – 7/2008

*** laid off due to companies financial situation. Offered a package ***

● Execute full life cycle recruiting across 27 Divisions; Chicago IL, Hartford CT, Plano TX and Philadelphia areas; requisition load of

approximately 50 positions at a time; sourcing, interviewing, testing, offer, training for corporate and field.

● Develop relationships with hiring managers; discuss staffing needs & requirements for immediate/future needs; schedule and

coordinate candidate interviews with hiring managers and ensure feedback is tracked.

● Manage requisition process, candidate flow, applicant tracking system, new hire paperwork, on -boarding paperwork is complete

(application, background and drug screening, etc.).

● Coordinates job fairs, university recruiting events and represent the Company.

● Monitors, tracks and reports out on recruitment results and trends.

● Establishes and maintains relationships, with internal business partners to determine recruiting needs for their areas and ensure

qualified candidates are selected to fill open positions.

● Confer with hiring manager to determine most qualified candidate; compile, negotiate, extend offer to selected individual.

● Ensure applicant records are maintained; ensure all phases of the employment process are in full, legal compliance.

● Develop creative recruiting plans to ensure hard to fill positions are filled in a timely manner.

● Conduct new employee orientation and training programs.

● Build talent pool of candidates for future staffing needs.

● Build applicant sources by researching and contacting and/or visiting community services, colleges, employment agencies, recruiters,

and internet sites.

● Utilize job boards and recommend recruitment sources to attract top quality candidates.

● Provide recommendations to improve recruiting processes and employee retention based on new hire survey results.

● Create quarterly analysis of recruiting statistics and turnover costs for strategic staffing solutions and reporting

Skills

SOFTWARE EXPERIENCE: ATS (Applicant Tracking): Oracle iRecruitment, Smart Recruiter, Gopher, VidRecruiter, UltiPro,

myStaffingPro, Kenexa, BrassRing, CRM, HodesIQ, Taleo, Ceridian ; MS Office (Word, Excel, Access, and PowerPoint)

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