Human Resources Talent Acquisition

Ray Austin

Owings Mills, MD ***** **************@*****.*** 443-***-****

https://www.linkedin.com/in/ray-a-54733b48/

An Effective Human Resources Professional with a myriad of experience

Thriving and working in fast-paced and performance-driven environments. Motivated and driven Talent Acquisition Specialist with experience successfully identifying and closing top industry talent, strong expertise in interviewing, candidate generation, screening resumes, compensation analysis, sourcing, applicant tracking systems, work authorizations, global recruitment, business development, managed a staffing agency from infancy to over $2.6M in revenue, talent management, candidate pipeline management, salary negotiation and placements. Adept at leading recruiting initiatives to identify, select, and acquire quality candidates to drive organizational growth.

PROFESSIONAL EXPERIENCE

Johns Hopkins Health System November 2020–present

Human Resources Baltimore, MD

Talent Acquisition Specialist

●Provides strong and effective direction and professional expertise in all areas of sourcing, recruiting, selecting and retaining talented individuals for Johns Hopkins Health System, delivers recruiting results for para-professional and professional levels, direct care givers in a fast-paced, high energy environment, and strengthens organization’s image as employer of choice.

●Responsible for exceeding internal client expectations in a timely and efficient manner, by identifying, attracting, and hiring top talent who fit the culture, mission and values of Johns Hopkins Health System (JHHS).

●Coordinates with hiring managers to identify staffing needs, determines selection criteria, source potential candidates through online channels, social platforms and professional networks, plans interview and selection procedures, including screening calls, assessments and in-person interviews, assess candidate information, including resumes and contact details, using our Applicant Tracking System.

●Designs job descriptions and interview questions that reflect each position’s requirements, lead employer branding initiatives, organize and attend job fairs and recruitment events, forecast quarterly and annual hiring needs by department, foster long-term relationships with past applicants and potential candidates.

T. Rowe Price September 2019–May 2020

Human Resources Owings Mills, MD

Corporate Recruiter

●Handled full life cycle recruiting for a large amount of financial corporate requisitions for the firm including sourcing candidates through a variety of methods including job boards, social media recruitment, networking, email blasts, text recruitment, scheduling hiring events, college campus recruitment and database mining to ensure there were viable candidates for current openings and an ongoing pipeline for future openings.

●Worked closely with the hiring managers which included screening, interviewing and scheduling of qualified candidates, negotiated and extended offers, scheduled employee orientations and scheduled meetings and intake calls regarding open requisitions.

●Identified recruiting needs and sourced the best applicants to fill vacancies, prepared and posted attractive job descriptions to online job boards and circulating them via other channels, such as email or social media.

Ray Austin, Page 2

The HR Source July 2018–September 2019

Human Resources Lanham, MD

Sr. Talent Acquisition Specialist

●Responsible for executing search techniques to generate a pool of candidates necessary to staff open positions and create candidate pipelines for future needs, conducted basic market analysis and industry research to create sourcing strategies and candidate pipelines.

●Partnered with Talent Acquisition Business Partners to understand the talent needs of the organization and created an effective search strategy to fill open positions and build candidate pipelines, built relationships with potential candidates on a continual basis through calls including phone screening candidates, emails, and networking.

●Generated leads through direct sourcing methods, cold calling and job boards, sourced passive candidates through referrals, networking, internet searches, maintained accurate and well-ordered documentation on all candidates, searches, and other recruiting activities.

MedStar Health May 2015–July 2018

Human Resources Baltimore, MD

Full Cycle Recruiter

●Developed and executed recruitment strategies to attract, screen, and hire quality healthcare professionals who met the companies immediate and projected needs, utilized various recruitment tools and methods to source and attract a pool of qualified and diverse candidates for immediate and talent pipelines for high volume needs.

●Matched and evaluated candidate skills to hiring manager needs through screening and interviewing, completed necessary reference checks on candidate's background and work experience, ensured candidates met required hiring standards for Medstar Health and applicable contracts, negotiated salary and extended offers, terms and conditions of employment to candidates, scheduled new employee orientations, physicals and onboarding.

●Scheduled nurses, therapists, pharmacists and pharmacy techs, caregivers and non-clinical staff for interviews with hiring managers, initial placement and ongoing assignments, managed nurses, therapists and non-clinical staff while on assignment for clinical functions, assessed and investigated candidates and hiring manager concerns and issues, provided performance coaching, counseling and disciplinary action when appropriate.

Delta-T Group February 2009–April 2015

Human Resources Baltimore, MD

Sr. Recruiter

●Responsible for client development and management for full cycle recruiting services, worked with clients to identify hiring needs, negotiated contracts and fee structures, identified candidates for open positions, recruited qualified candidates ranging from Nurses, Residential Aides, Social Workers, Therapists, and Special Education Teachers.

●Identified and effectively recruited active and passive candidates through internal database, internet research using job boards, cold calling, referrals, and networking, conducted initial screening process by phone determining suitable candidates, followed up by an in person interview to qualify whether the candidate would represent the company in a professional manner.

●Made outbound sales calls to local employers and met with hiring managers to sell services, maintained strong client relationships through networking with local employers, developed a pool of qualified candidates as required by the position using sourcing strategies such as passive candidate sourcing, leveraged assigned sourcers, employed individual methodologies to source candidates via social media.

EDUCATION

●Morgan State University, Baltimore, MD

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