Yasmin's resume

1. YASMINMADHANI@ROGERS.COM 647-964-4774
YM
OBJECTIVE
My goal has been to holistic learn talent
acquisition from the front end Talent Acquisition
through supporting back end talent acquisition
including building programs, process, and tools.
I am now at the stage of career where I am looking
for either a long term contract or permanent
position, whereby I can utilize my skills to assist an
organization to make the talent acquisition
function efficient and effective for everyone
involved which includes the talent acquisition
teams, hiring managers and candidates.
SKILLS
 Conducting intake sessions with hiring
managers to better understand the role,
team culture and fit.
 Creating a souring plan which includes
sourcing of passive candidates.
 Creating a marketable job posting
 Screening candidates
 Presenting shortlist of candidates
 Negotiating offer package with
candidates.
 Conduct recruitment Audits which
include:
 Meet with business leaders, HR partners
and recruitment team to conduct a swat
analysis of the recruitment function from
their perspective of what is working and
what needs to change
 Reviewed the recruitment process,
including tools and metrics to
understand where the efficiencies can be
made.
 Building of recruitment strategy
 Create recruitment road map to assist
with implementation of strategy inclusive
of a change management methods.
EXPERIENCE
TALENT ACQUSITION CONSULANT •TALENT & STRATEGY INC• 2011 –
CURRENT
I have been fortunate to work in partnership with various recruitment agencies on
recruitment outsourcing projects; that may include full life cycle recruitment and or
performing recruitment audits to gain a holistic understanding of the function and where
improvements are required
I have recruit for roles within the various departments below at various levels.
- It roles
- HR roles
- Finance roles
- Strategy roles
- Marketing roles
- Assessments
- Procurement
- Construction
- Retail roles
- Hospitality roles
-
Most recent project: Worked with Municipality Assessment (MPAC) Corporation: (1-year
contract role)
My role with MPAC was to create a campus recruitment program, which included speaking
to different department heads to understand their needs, understand department work
objects and to create a campus co-op role that met all needs.
Worked with university career and co-op departments to build relationships.
Trained Business leaders on how to recruit at the university and college level.
Build MPAC Employee Value Proposition and updated MPAC’s social media channels with
the new brand message
Create a sourcing matrix for HR Business Partners to use for posting of roles.
Trained HR Generalist on LinkedIn Recruiter
Looked at the recruitment process in tandem with the recruitment metrics to determine
recruitment process break downs and where efficiencies could be had.
Create new recruitment tools, such as:
 Intake session form
 How to create a job posting from a Job description and intake meeting notes.
 Created scored based, competency interview guides.
NATIONAL TALENT ACQUISITION MANAGER • BDO CANADA • 2011 – 2014
YASMIN MADHANI
6 SIVYER CRES, AJAX ON L1Z2A6
E: YASMINMADHANI@ROGERS.COM
T: 647-964-4774

2. YASMINMADHANI@ROGERS.COM 647-964-4774
My role with BDO was to support the back end of the talent acquisition function. In my
time there I revamp their campus recruitment programs. Creating a consistent look and
feel on all marketing tools, which included:
 Creating a new campus employee value proposition
 Working with the internal marketing group as well as an external marketing
agency to creating a campus campaign which actually spoke to our core values of
the organization and provided a competitive edge to why a candidate would want
to join BDO as an employer of choice on campus.
 Build new campus booths,
 Re-created all interview question guides
 Oversaw the campus website recreation project
 Created elevator pitches for Hiring Managers to use for campus recruitment as
well as when they attended networking sessions
 Brought in LinkedIn as a tool to recruit for passive talent, as well as to brand
BDO as one of the top 7 recruitment firms
 Worked in partnership with LinkedIn to create a LinkedIn café, where Business
leaders and employees had an opportunity to learn how to build their LinkedIn
profile
 Create a Social Employee Referral program. The program would tap into
employee’s LinkedIn networks and find candidates for employees to refer that met
role criteria
 Wrote employee referral policy
 Rewrote employee offer to make it more friendly and welcoming
 Brought in iCIMS as an applicant tracking system to create a consistent approach
to recruitment and to help with sharing of candidates.
 Designed Manuals and Videos for recruiters and hiring managers on iCIMS
 Trained Hiring managers on how to interviews (the do’s and don’ts) of
interviewing
 Worked with business leaders to understand workforce planning for future needs.
 Wrote a business case to bring in recruiters to assist different regions with their
hiring needs.
 Headed the Secondment and International hire program
 Worked with a cross-functional team to create a guide on the proper sets of the
program
 Kept up-to-date on all changes to immigration and updated the team with the
changes
 Created executive dashboards to help the organization understand how number of
secondments and international hires
- Worked with Vendors on relocation packages
EXECUTIVE TALENT ACQUSITION MANAGER •SEARS CANADA• 2009 – 2011
 Supported Finance, Strategy, and HR
 Managed a team of 3 recruiters, plus one HR coordinator
 Full cycle recruitment for Manager and up roles
 Used LinkedIn and professional networking to find passive candidates and
create relationships with the candidate for current and future needs.
 Created an employee referral program
 Brought in the first ATS system (BrassRing)- worked with Sears US to build
another instant of the ATS system to use for Canada
 Gathered ATS recruitment needs for ATS system
 Collaborated with ATS Vendor to build an ATS that fit Sears recruitment
needs.

3. YASMINMADHANI@ROGERS.COM 647-964-4774
 Trained all recruiters and hiring managers on now to use the system.
 Build manuals on the system for both recruiters and hiring managers.
 Worked with a cross functional team to build out Sears Buyers program.
This program included a mixture of learning modules as well as practical
work.
 Worked with a cross functional team to develop Sears Campus program.
Inclusive of researching schools, looking at various programs that met Sears
needs.
 Build relationships with school coop departments
 Created co-op job descriptions
 Designed co-op onboarding program
 Trained managers on how to performance manage coop students and
provide feedback.
RECRUTIMENT SUPERVISOR FOR HIGH VOLUME RECRUITMENT|ICIMS| 2007
 Worked with Hiring managers to understand program needs, how many
promotion reps required, locations, salary
 Managed a team of up to 25 recruiters at any given time
 Decide on number of resource required, sourcing plan, and provide proper
salary structure to Hiring Managers.
 Decide on contingency plan for attrition
 Looked at various talent pools, campus, stay at home mom’s, retirees and
new immigrants and partnered with different agencies to help us recruit
from these pools.
 Ensure recruitment team delivered projects on time and within scope.
 Conducted competency modeling to understand the required competencies
for the different promotion reps and internal roles within the organization.
 Updated job descriptions with the appropriate competencies and created
interview guides using the competencies.
EDUCATION
SENECA COLLEGE – 2014 – CURRENT
Working on my HR MANAGEMENT PROGRAM
2 COURSES LEFT – COMPENSATION AND LABOUR ECONOMICS