Social Media Sales
Resume:
CHERYL JACOBS Talent Acquisition Professional
adhjuy@r.postjobfree.com
Dynamic and results driven Technicak and Manufacturing professional with almost 10 years of experience developing and executing recruiting plans, managing all phases of Full-cycle recruiting, from initial sourcing and screening through offer negotiations, placement and onboarding. Creatively source high-caliber candidates by leveraging recruiting software, social media and employee referrals. Performed professional, technical and managerial recruiting in areas including -Engineering; Program Management; Sales, Marketing and Supply chain. Ability to communicate effectively and efficiently and skilled at building relationships with employees across all levels of an organization. Areas of Expertise include: Full Cycle Recruiting on all areas of business Effective Communication & negation skills Cultivate and build Relationship Hiring and retention Behavioral based Interviews Market Intelligence Proficient using ATS, & recruiting software Candidate Management EEOC guidelines and OFCCP EXPERIENCE & NOTABLE CONTRIBUTIONS
COCA- COLA COMPANY
Sr. Technical and Manufacturing Recruiter -Atlanta, Georgia -2019 -2020 (Covid Layoffs) Owns the hiring process. Lead and execute all TA efforts to support Frontline hiring needs for assigned Market(s) to support business needs
- Responsible for all client management activities with the Market(s). Builds relationships and trust to effectively gauge needs and influence hiring decisions.
- Identifies issues early in the process and resolves problems proactively uses data and results to make decisions and provides status updates on a regular basis
- Forecasts develops and executes comprehensive sourcing plans for assigned Market(s) to create candidate pipeline consistent with business trends reduce time to fill and improve candidate quality
- Collaborates with Hiring Managers to clearly define the core accountabilities of the position outline expectations for the recruitment process to source and select the best qualified candidate(s) for the position
- Utilizes a variety of sourcing methods to create candidate pipeline to meet frontline hiring needs. Including but not limited to database mining internet/web searches direct sourcing community organizations networks employee referrals
- Presents fully screened qualified candidates to hiring managers in a timely manner to maximize customer service and reduce time to fill
- Coaches and trains Hiring Managers and other stakeholders regarding staffing process to drive consistent candidate selection methods. Sets expectations for all stake holders in the hiring process; gains agreement on schedules and responsibilities
- Manages Applicant Tracking requirement and related documentation to ensure compliance with government regulations and reduce risk to company
- Effectively manages the candidate experience for assigned territory
- Understands market trends and employment conditions within their assigned territory. Mentors and coaches Recruiting Assistants
- Owns the hiring process. Lead and execute all TA efforts to support Frontline hiring needs for assigned Market(s) to support business needs
Sr. Technical and Manufacturing Recruiter: Alpharetta, GA March 2017 - Present (role is moving to Al) 1. Led and Managed Full-cycle recruiting process for of all Entry to Director Level positions across the Organization. 2. Staffed Solar Manufacturing plant - Filled 150 positions in 6 months 3. Production, Quality and Materials – All levels
Key Accomplishments:
Vehicle Components – Technical Center
̵ Managed 35-40 full cycle requisitions per quarter ranging from Entry level to C –Level executives. (exceeding quarterly placement goals)
̵ Technical Roles – Engineering (Software; Hardware; Validation; Developers and Research and Development). ̵ Non-Technical (Sales and Marketing, Account Managers, Sales Associates, Supply Chain-Purchasing). Solar Manufacturing Facility
̵ Owned the hiring strategy for our Solar Factory – ̵ Fully staffed Manufacturing facility – 150 positions in 6 months Full Cycle Recruiting
̵ Successfully coordinating full-cycle organizational recruitment processes, including candidate sourcing, recruiting, interviewing, and negotiating.
̵ Excelled in a dynamic recruitment environment, demonstrating a keen ability to anticipate management and staffing needs and consistently identify optimal talent to achieve or exceed goals. ̵ Diversity and Inclusion – Partnered with local Diversity Institutions -Develop strong and lasting relationships with candidates, ̵ Established positive working relationship with managers acting as a partner to understand their recruitment needs; the knowledge, skills and abilities candidates need to be successful in the role, and develop recruiting strategies to achieve hiring targets.
̵ Strong consultative qualities and interpersonal skills with ability to communicate across all levels internally and externally. ̵ Providing accurate and opportunistic information to candidates about the Company, position and career growth opportunities. ̵ Strategize different ways to build talent pipelines, tracking & identifying prospective candidates using a variety of channels: ̵ Leveraged both traditional and creative candidate sourcing techniques – including social media, LinkedIn, tradeshows, job boards, job fairs, and referrals – to identify candidates. ̵ Structure and negotiate offer terms with HR & Comp, understanding compensation and long term equity with the ability to analyze compensation packages
̵ Negotiated and extended offers with a proven track record of closing talent in a highly competitive marketplace ̵ Assist with transition and onboarding to ensure a candidate experience that lends genuine insight into company’s culture JOHNSON CONTROLS
Sr. Technical/ Corporate Recruiter Plymouth, MI Jan 2016 -March 2017 (Family relocate to Atlanta) Led and Managed Full-cycle recruiting process for of all Entry to Director Level positions across the Organization Key Accomplishments:
Managed 35+ full cycle requisitions per quarter ranging from Entry level to Director level hires. (exceeding quarterly placement goals) Non-Technical – Program Management ; Sales & Marketing; Account Managers, Supply Chain; Purchasing and Materials Technical - Engineering ( Manufacturing engineering; Validation Engineers) Full Cycle Recruiting:
- Partner with hiring managers to understand the background required for each position as well as advising and consulting with the on hiring decisions, negotiations, and market trends in the industry.
- Explored new, creative ways of sourcing talent to optimize success by, direct sourcing passive talent, utilizing social media, job boards, advertisement, and networking to develop a qualified candidate slate.
- Building and nurture talent pools and pipelines that became the primary source for recruiting –Reduced time to fill by 50%
- Conduct employment advertising campaigns and programs by managing a network of recruitment and referral resources including networking with schools, colleges minority organizations, state employment services other professional associations
- Focus on strategies attracting a diverse candidate pool -Attend diversity networking events BOSCH USA
Corporate. Recruiter . Plymouth, MI Jan 2014 –Jan 2016 (Contract role) Led and Managed Full-cycle recruiting process for of all Entry to Experienced positions across the Organization Key Accomplishments:
Managed 35+ full cycle requisitions per quarter ranging from Entry level to Experienced roles - (exceeding quarterly placement goals) Non-Technical –Project Managers, Sales & Marketing; Account Managers, Supply Chain; Purchasing and Materials Successfully placed 70 Interns over the summer 2017 across all functions Full Cycle Recruiting:
- Understand talent needs and work with the hiring manager(s) to determine hiring targets, and developing strategies to meet recruiting targets. Constant communication with hiring managers regarding pipeline and candidate status, trends and analysis of the market
- Sourcing strategies: Identifies, develops and assesses candidates utilizing creative sourcing and research strategies and proactively incorporates a diversity strategy into the sourcing/slating process (online recruiting/sourcing tools ; specialty niche sites; Social media and proactively incorporates a diversity strategy into the sourcing process to identify and recruit the very best candidates. Uses labor market data and knowledge of talent pools to develop sourcing plans and strategies and translate this to a fact based recommendation to the hiring team, manager or internal stakeholders. Using a combination of direct sourcing and referrals to approach, attract and develop candidate interest. Builds networks and relationships through industry contacts, colleagues, trade groups, etc. to identify active and passive candidates.
Develop and communicate recommendations to hiring managers based on market, candidate and talent strategies
- Screening; Interview; Offer and Compensation:
TOYOTA TECHNICAL CENTER
Diversity and Inclusion University Recruiter . Ann Arbor, MI May 2010- Jan 2014 – (Merging of HQ- layoffs)
Volume Full Cycle recruitment of 700 + students annually. Recruited Top talent (Engineering -all disciplines and Sales into entry level positions
Key Accomplishments:
Manage and Led Toyota’s University Relations Program - Delivered more than 700 diverse future leaders into entry-level technical and non-technical positions
1. Summer Intern Program
2. Co-op Program
3. Ad-Hoc Program (Seasoned students transitioning into Full Time entry roles) Full Cycle Recruiting:
- Relationship Management Responsibilities:
Partner with leaders to understand the need and developed a college relations strategy and maintain relationships with Universities to build a pipeline of future talents for various opportunities supporting short and long term needs. Diversity and Inclusion - Partnerships with local Institutions and Universities Develop strong and lasting relationships with candidates, academic faculty, career service employees, and any other relevant individuals involved in the recruiting process which allowed us to attain top talent
Diversity focused Recruiting: Develop the diversity strategy to help ensure the intake of junior talent appropriately reflects the target population and that our commitment to, and goals around, diversity and inclusion were met.
- Sourcing Strategies :
Knowledge of advance and emerging channels and communication tools to identify and obtain information about top candidates to ensure a competitive edge in the industry. (Campus Events, Job Fairs; Partnerships with local institutions) Plan, organize, and execute various major campus recruiting events including presentations, receptions, club events, and interviews. Coordinate all campus visits and events, including communicating with schools, registering for career fairs, scheduling interviews, and arranging travel logistics; communicate status, answer questions, schedule start dates, and coordinate all follow-up efforts.
EDUCATION & CERTIFICATION
Master’s Degree – HR /Labor Relations -2020 --Wayne State University Bachelor of Science – Legal Studies -Northwest University – USA Citizen
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