Talent Acquisition Social Media

MARLON O. LOBBAN

Residence

Coral Springs Florida 33071

Cell: 703-***-****

*************@*******.***

Business Summary

Professional Talent Acquisition Professional with over 10 years’ experience, having excelled in a variety of strategic roles, i.e. information technology, entrepreneur, marketing, recruitment, training, special projects, university admissions, process improvements and business development. Extensive experience with P&L management, as well as solid forecasting and analytical competencies; results oriented with broad-ranging business acumen, which facilitates high performance in a metric-driven environment. Proven ability to successfully analyze an organization's critical business requirements, identify deficiencies and potential opportunities. I am experienced with executing a corporate and non-corporate strategic balance against cost and value of compensation, benefits and talent management programs. I am experienced with OFCCP talent management process, offers, on-boarding and branding.

Education

Westminster College New Wilmington, PA

Bachelor of Science

U.S. Dept. of Labor

Professional and/or Technical Training for Worker's Compensation Management Certification - U.S. Dept. of Labor,

Labor Relations and Supervision Certification - Cornell University, Lominger 2014.

LinkedIn profile: https://www.linkedin.com/profile/view?id=15402479&trk=nav_responsive_tab_profile

Lominger, Hay certified behavioral Interview credentials

ATS competent-Taleo, Kenexa Brassring products, PeopleSoft. I have introduced and installed Brassring to Kaplan University. Comfortable with social Media recruiting, Brand marketing at national events, AFCEA, Washington DC Tech fair. Orlando, Detroit, Houston Source from cleared jobs.com, Dice, CareerBuilder, LinkedIn, referrals. Clearancejobs.com

Managed a staff of 5 Recruiters and 5 Contractors. Budget 2.5 million, VMS experienced

ADA, ADEA, EEO, ERISA, FLSA, FMLA, Title XII, Vendor management, Compliance

ABRA GROUP, LLC, Plantation, Florida

Contract Sr. Recruiter IT, Lennar Corporation September 2016 to Present

Staff IT Enterprise positions for this national developer based in Miami. Support all USA hubs for staffing. Req load 82 on average. Time to fill 28 days servicing 40 mangers. Staff Architects, IT BSA, ServiceNow, Salesforce, telecom engineers, network engineers, BI development, SharePoint, tableau, Redshift, Hyperion, Security, help desk and Network talents. Supported Transformation transition project. Post and source from social media sites. Work in Taleo ATS, ISIMS to track activity. Comfortable with Social Media recruiting, Brand marketing and career fairs participation at national events held in Orlando, Detroit, Houston, Washington DC Tech fair. Source from cleared jobs.com, Dice, CareerBuilder, LinkedIn, referrals. Staff Executives having Sr. Enterprise Architects, Sr. Director IT, and Director Corporate services, VP Operations experiences. These roles are six figure income with stock options and incentives.

Cherokee Federal, Tulsa Oklahoma (Federal Contracts)

ABRA GROUP, LLC, Plantation, Florida

Sr Business partner IT Recruiting. (Remote) September 2018 to present

Interface regularly with 14 managers to staff federal contracts requiring TS, SCI Polygraph clearances throughout the USA and Latin America. Staff requirements having enterprise and solutions architecture experiences, AWS, AZURE skills. BI development, .Net engineers, java Developers, testing automation, Epidemiology QA, Software developers, Salesforce, Defense threat, Cyber security, Network security, assurance talents. Staff using Bullhorn, Agile point, LinkedIn, CareerBuilder, Dice, referrals, clearance jobs. Extend and negotiate offers and assist with candidate onboarding. Time to fill 10 days while carrying 35 reqs.

KForce Consulting February 2016 through 9-16

Contract: Lead recruiter IT Transformation, World Fuel Services.

Staffed 100 engineer, Cloud, DevOps, Java developer in 6 months. Managed the VMS process 2-16 through 9-16. Time to fill 20 days while carrying 40 requisitions and servicing 20 managers.

Design implement and manage the functions of the recruiting team of 10 to support the business focus areas (IT, Marketing, support areas, legal, HR) inclusive of all exempt and non-exempt areas

Design the reporting metrics search for acquisition and retention

Set the standards for aged requisitions

Manage VMS (Vendor management services)

Design and manage the recruiting engine for talent against budget

Establish a network of talent and resources to drive talent search and the relationships and spend

Complete service level agreement for job scopes conversation with the hiring leaders/position specifications against job family and time to fill

Design the process/procedure for timely review of applicants who have applied via the applicant tracking system, Taleo

Design the candidate’s source strategy and resume databases. Encourage the use of networking sites. Manage the offer process through Taleo

Develop and manage the candidate referral program for business networks and/or internal referrals

Utilize proprietary software for mobile and email campaigning to talent communities

Articulate value proposition for candidates interested against the Brand

Oversight to candidates interviews; providing logistical information, interview schedule, and expectations for follow up from the recruiter

Introduce and train recruiters/managers in competency skills interviewing, Lominger prepared

Design the road map to conduct professional and thoughtful phone interviews

Design and implement Comparable candidate phone interview notes and skills assessments with requisition specifications to determine candidate fit

Sponsor internal career days and support external career fairs

Ensure strict adherence to all regulations (OFCCP and all other compliance standards set forth)

Provide accurate and regular reporting metrics of recruiting activities

Proactively and regularly communicate the status of each search to the management team

ABRA Group LLC. Coral Springs, Florida

Lead Recruiter July 2013 to Feb 2016

(RMS Inc., is a staffing augmentation company. The expertise is Engineering and IT recruiting with a specialization in Petro chemical engineering, refinery and structural design) Implement and manage the design SLAs for advertising, selection, retention, third party vendors VMS, systems tracking, social media advertising and budget with a staff of 2 talent professionals delivering 7 starts monthly on 3 contracts. Comfortable with social Media recruiting, Brand marketing at national events, AFCEA, Washington DC Tech fair. Orlando, Detroit, Houston Source from cleared jobs.com, Dice, CareerBuilder, LinkedIn, referrals. Clearancejobs.com . Source and manage the recruiting process for IT VP Operations, VP CRM Operations, Director Enterprise and senior level role having base, stock options and incentives. .

Unisys Federal Corporation, Reston, Virginia Lead Technical Recruiting (DOD Programs, (TS SCI) June 2011 to July 2013

(Unisys is an IT services organization that operates in both the federal and commercial space. Cloud and Data center services support are a large part of the Unisys family of services) 27 hires per week against 6 federal contracts and 2 recruiters.

Recruit, IT Engineers, developers, Java, Cad, Oracle, DBAs, Cloud engineers and PeopleSoft, including candidates with federal clearances

Full cycle recruitment to include candidate review, selection, phone screen, and offer

Track newly hired associates through the pre-employment and on-boarding experience

Provide feedback for ways to enhance the new associate experience

Demonstrated ability to handle a high volume of positions while providing excellent customer service and candidate experience

Attract top talent through various recruitment activities such as; internet sourcing, social media, established networks, professional organizations, recruitment fairs, advertisements, etc. and a proven ability to source for passive candidates

Responsible for building relationships with colleges and universities, in addition to attending college/career fairs

Establish a network of talent and resources

Source candidates via resume databases and networking sites using Boolean search language

Solicit and pursue referrals from business networks and/or internal referrals

Utilize proprietary software for mobile and email campaigning to talent communities

Articulate value proposition for candidates who are interested in the job opportunity

Prepare candidates for interviews; providing logistical information, interview schedule, and expectations for follow up from the recruiter

Conduct professional and thoughtful phone interviews

Compare candidate phone interview notes and skills assessments with requisition specifications to determine if the candidate is a match for the role

Continuously build talent pipeline to ensure there are multiple candidates in play at all times

Completed oversight to the search and selection of 38 C Level hires and on-boarding in 2012. Total hires 25 a month joining the billable projects in 2012

Design and execute offer with relocation, signing bonus, options at the C level constructing six figure income packages and contracts offerings

Utilize referral sources to 90% of all executive hires and reduced acquisition fees

Cleared recruiting, DOJ, Navy DONCAF, Commerce, Treasury, FBI, Veterans Administrating. Aerospace Defense. NASA Columbia.

Doha Qatar (International Assignment) ABRA Group, LLc

Talent Acquisition Operations/Executive Consultant Mar 2008 to June 2011

(This International Company managed the Doha Film Festival) total head count 5000 hires

Recruited IT Engineers, Infrared Engineers, Structural/Sound Engineers, Parameter Engineers, developers, Oracle, CAD, help desk, data center, field support engineers, labor positions with talent from the Asian community, the Philippines and North African nations

Managed visa and work documentation

Managed international talent demand for the Doha based business enterprise

Grew the North Africa segment in revenue and head count to 3000 billable units

Drove ROI to 195% of revenue demand in 12 months

Completed 3000 hires against this international IT software and hardware project having delivery deadlines in 08

On site HR lead driving client project planning, leveraging best cost plus benefits plans concerning European benefits/risk transactions, USA broker transactions, staffing augmentation and outsourcing for benefits and compensation and recruiting for international demands

Executed benefits audit for multi-country usage for the Philippines, UK and North African countries

Completed financial projections for benefits self-funded plans and compensation reviews

Wrote bid proposals to drive new business and head count for existing billable projects

Facilitate meetings, set project scope, executes deliverables based on project scope and statement of work on international federal projects

Kaplan University the Washington Post Ft. Lauderdale, FL

Executive Director Talent Acquisition and HR Operations Mar 2006 to Mar 2008

(A subsidiary of the Washington Post, Kaplan University is a test preparation company and a diverse on line Education Corporation with more than $2 billion in revenue in 2008. Kaplan serves over one million students annually and has more than 27,000 employees in the U.S. and abroad)

Accountable with budget of 1.2 million to manage Kaplan Higher Education Global Talent Acquisition Projects while providing executive structure for Human Resource operations and USA recruiting divisions

Managed a recruiting staff totaling 50+ HR employees against 2500 planned hires per year for Phoenix, South Florida, Orlando, Chicago locations

designed/deployed current talent branding tools driving all jobs board presence and talent search

Acquired and Load Brass ring ATS tooling over 6 months to manage reporting, requisitions creation and applicant tracking through on-boarding

Design/Manage the talent search drive for IT, marketing, accounting and payroll, KHE 75 campuses, 5 regional call centers local to Phoenix, South Florida and Chicago, Managed KHE USA talent search for medical nursing programs and KHEC executive search

Designed an on-boarding process to drive retention reducing the attrition numbers from 49% to 28% companywide over 18 months

Total hires 4800 in 06, 5200 in 07 and 5000 in 08 consistent with the growth index

Redesigned the candidate manager interviewing experience using the competency based approaches and testing

Plan work flow design for new start roll offs and remote locations

Set the service level standards for the acquisition process for KHE and KHEC businesses

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