Healthcare RN Recruiter Resume

1. K a r i B l u m , P H R
714-365-5607  thatsjustkari@gmail.com
linkedin.com/recruiterkari/
HU M AN R E S OU RC E S / R E C RU ITM E N T P ROF E S S ION AL
 9 years of experience of multi-location recruitment using applicant tracking systems, web-based
sourcing, referrals, and database creation and updating
 Core knowledge in staffing various positions (entry-level to executive) across multiple industries
 Successful client relationship management and ability to analyze needs to proactively fill all roles
RECRUITING SKILLS
 Develop& Execute Recruiting Plans
 Training & Development
 Various ATS Knowledge (Taleo, iCims, etc.)
 Strategic Sourcing Via Countless Mediums
 Orientation & On-Boarding Implementation
 H.R. Policy Design & Implementation
 Full Lifecycle Recruiting & Compensation
 Internal & External Account Relationship Abilities
PROFESSIONAL EXPERIENCE
HEALTHCARE TALENT (CONTRACT) — Remote, CA. 2/2016 – 2/2017
Senior RPO RN Recruiter/Account Manager
Responsible for maintaining relationshipwith clients andconducting consistent needs assessments to
proactively developpool of viable candidates to quickly staff facility needs maintaining compliance
Key Highlights:
 Conductedinitial phone screening with potential candidates about job requirements to evaluate
and select highly qualified candidates for management review
 Creation of Recruitment strategy for rapidresults but not allowing quality to be affected
 Raised weekly billable hours from 350 to 1000+ in under 2 months time by implementing
processes to make the hiring process more efficient
 Workedwith many major healthcare organizations throughout the UnitedStates in fulfilling both
contract anddirect-hire position
 Identifiedandengaged nursing professionals to ensure region maintainedan active pipeline based
on organizational needs
 Createdweekly activity reports andpreparedmonthly business development plans
AMN HEALTHCARE — Remote, CA. 9/2014 – 1/2016
RPO Recruiter
Responsible for identifying highly qualifiedactive andpassive candidates, initiating communication,
conduct comprehensive phone screens of interestedcandidates, andcoordinatedinterviews of selected
candidates with appropriate recruiter.
Key Highlights:
 Successfully staffed“hardto fill locations” within the Pharmaceuticals andNursing industry
 99% candidate retention rate after placement
 Extensive involvement with high-volume recruiting responsibilities with clients of healthcare
industry; with current focus on Nursing Professionals
 Performedqualification analysis, conductedphone screenings, scheduledinterviews, extended
employment offers, andverifiednursing credentials
 Vigilant of RPO industry andpresentedmanagement with new andinnovative resources of
identifying candidates andbuilding the overall company’s brand
ADVANTAGE SALES & MARKETING — Anaheim, CA. 5/2013 – 9/2014
Recruiting Manager
Responsible for the day to day functions andactivities of the staff, improving the efficiency and
effectiveness of the recruitment processes to ensure competitive advantage, anddevelopedreports to
analyze recruiting metrics for internal andexternal purposes.
Key Highlights:
 Playeda key role in ensuring the successful launch of various new client contracts
 Prioritize which requisitions andworkflow steps needattention to ensure projects launchedon
schedule andunder budget
 Facilitatedmeetings with executives and external clients to discuss open order status, provide
insight of candidate pipeline outlook, andadvise of onboarding status updates
 Decreased turnover rate by 30% by developing recruiting best practices
 Designedinnovative sourcing strategies to ensure client was providedwith only toprated
candidates

2. DIRECT SATELLITE TV — Yorba Linda, CA. 2/2008– 03/2013
HR Generalist
Responsible for full-cycle recruitment for all firm vacancies, employee relations, andoverall company
morale. Conductedroundtables with both management andemployees to assess the overall pe rception
and morale of the company to define the best way to improve corporate environment andbuildthe
brand.
Key Highlights:
 Workedwith department managers andlocal state labor relation officials to developan Employee
Handbook that providedinsight to company mission andvalues
 Increasedcandidate pipeline by 30% by reshaping marketing strategies andbuilding brand
awareness
 Implementeda 360-degree Performance Review which increasedteam productivity by 15%
 Generatedan engaging new-hire orientation program that cut New Hire Costs by 5%
 Decreased onboarding time by 12% by developing efficiency reports that streamlinedthe
tracking process
EDUCATION & CERTIFICATIONS
HRCI
PHR Certified - July 2015
WESTERN GOVERNORS UNIVERSITY
Bachelor of Science (BS) in Human Resource Management - March 2017
WESTERN GOVERNORS UNIVERSITY
Master of Science (MS) in Management andLeadership – May 2019 (Projected Completion Date)