James Radcliff has over 15 years of experience in recruiting and talent acquisition. He has held senior level recruiting roles at large companies including DeVry, Accenture, and Spherion. In these roles, he was responsible for full lifecycle recruiting including developing sourcing strategies, interviewing candidates, making offers, and onboarding. He has expertise recruiting for various technical fields including IT, engineering, and healthcare.
Sourcing through Google Search Engine, X Ray search, Peeling back Search, Portals & different Tech groups, Linkedin,Face book (Using Intel tech for Facebook search) , Twitter ..etc
Unconventional sourcing methodologies:
GitHub & StackOverflow in tech roles | Quora for senior roles.|
Organized various tech talks & Hackathons.
Work extensively through TopCoder, CodeChef & FPOJ..Etc
Used various chrome extensions for finding the candidates & contacts. Also use various websites to find contacts like Source talent.com .
Sourcing through Google Search Engine, X Ray search, Peeling back Search, Portals & different Tech groups, Linkedin,Face book (Using Intel tech for Facebook search) , Twitter ..etc
Unconventional sourcing methodologies:
GitHub & StackOverflow in tech roles | Quora for senior roles.|
Organized various tech talks & Hackathons.
Work extensively through TopCoder, CodeChef & FPOJ..Etc
Used various chrome extensions for finding the candidates & contacts. Also use various websites to find contacts like Source talent.com .
Superpowers of Distributed Companies | Running Remote Conference 2021Jack Mardack
The future of work is here. Organizations of all types and sizes are embracing the shift to remote work because of the multiple advantages. Many startups in particular are now recognizing that letting go of the office altogether and adopting a fully-distributed structure opens the door to new levels of organizational achievement.
This talk describes the forces driving the remote working discussion within organizations and proposes helpful paths forward, with a focus on:
Distributed Collaboration — how the best distributed teams communicate, organize their work, and get shit done.
Global Talent Acquisition — how to drive growth and success by tapping the global talent pool
Presented as a webinar on March 29th for the Running Remote 2021 Conference
https://runningremote.com/
by Jack Mardack, Cofounder Oyster®
https://www.oysterhr.com/
This is a case study of how Welch’s Foods Inc. a Consumer Goods Company, selected and implemented RPO to streamline and standardize talent acquisition process in order to enable HR professionals to become more strategic business partners. Particular emphasis will be placed on the implementation process and experience.
Key concepts will include:
RPO industry resources
Internal involvement plan
RFP tools and evaluation approach
Implementation planning
Discovery session agenda
Change Management
#FIRMday 15th nov 2013 emma mirrington mars chocolate the mars talent acqu...Gary Franklin
From reactive recruitment to pro-active Talent Acquisition Emma will take you through her journey at Mars over the last three years; from initial findings through to restructure, transformation and change.
Learn from her BIG mistake and glean some hints and tips along the way!
Download this presentation to learn more about CIEL, the new age Executive Recruitment company that is transforming the way talent is being hired through the use of technology and new age tools that deliver better and faster results.
Transform Your Approach To Talent By Leveraging Transparency and Data | Talen...LinkedIn Talent Solutions
Both data and transparency are secret sauces that each company has, but may not harness. Brendan Browne, LinkedIn's Sr. Director of Global Talent Acquisition, shares how you can use them correctly to know where to invest and when you’re making a mistake.
Learn more about LinkedIn Talent Solutions: http://linkd.in/1bgERGj
Subscribe to the LinkedIn Talent Blog: http://linkd.in/18yp4Cg
Follow the LinkedIn Talent Solutions page: http://linkd.in/1cNvIFT
Tweet with us: http://bit.ly/HireOnLinkedIn
Are you recruiting on demand as the need arises or are you making investment in recruiting ahead of demand? The best companies invest in the talent communities that matter to their strategy, and do so primarily for the good of the talent community itself. An Inbound or Content recruiting strategy allows the company to focus talent development as if people mattered. This webinar will help you identify how to begin to tell your story of employment to the talent communities that matter most to your business. Learn more at: http://www.rpoassociation.org/content-marketing-as-a-talent-acquisition-strategy
How Best-in-Class Companies Address Talent Gap Challenges | Talent Connect Ve...LinkedIn Talent Solutions
As talent acquisition professionals, we are faced with an ever-expanding talent gap. Learn effective strategies to address this solution in three core pillars.
Subscribe to the LinkedIn Talent Blog: http://linkd.in/18yp4Cg
Follow the LinkedIn company page: http://linkd.in/1f39JyH
Tweet with us: http://bit.ly/HireOnLinkedIn
Learn more about LinkedIn Talent Solutions: http://linkd.in/1bgERGj
Superpowers of Distributed Companies | Running Remote Conference 2021Jack Mardack
The future of work is here. Organizations of all types and sizes are embracing the shift to remote work because of the multiple advantages. Many startups in particular are now recognizing that letting go of the office altogether and adopting a fully-distributed structure opens the door to new levels of organizational achievement.
This talk describes the forces driving the remote working discussion within organizations and proposes helpful paths forward, with a focus on:
Distributed Collaboration — how the best distributed teams communicate, organize their work, and get shit done.
Global Talent Acquisition — how to drive growth and success by tapping the global talent pool
Presented as a webinar on March 29th for the Running Remote 2021 Conference
https://runningremote.com/
by Jack Mardack, Cofounder Oyster®
https://www.oysterhr.com/
This is a case study of how Welch’s Foods Inc. a Consumer Goods Company, selected and implemented RPO to streamline and standardize talent acquisition process in order to enable HR professionals to become more strategic business partners. Particular emphasis will be placed on the implementation process and experience.
Key concepts will include:
RPO industry resources
Internal involvement plan
RFP tools and evaluation approach
Implementation planning
Discovery session agenda
Change Management
#FIRMday 15th nov 2013 emma mirrington mars chocolate the mars talent acqu...Gary Franklin
From reactive recruitment to pro-active Talent Acquisition Emma will take you through her journey at Mars over the last three years; from initial findings through to restructure, transformation and change.
Learn from her BIG mistake and glean some hints and tips along the way!
Download this presentation to learn more about CIEL, the new age Executive Recruitment company that is transforming the way talent is being hired through the use of technology and new age tools that deliver better and faster results.
Transform Your Approach To Talent By Leveraging Transparency and Data | Talen...LinkedIn Talent Solutions
Both data and transparency are secret sauces that each company has, but may not harness. Brendan Browne, LinkedIn's Sr. Director of Global Talent Acquisition, shares how you can use them correctly to know where to invest and when you’re making a mistake.
Learn more about LinkedIn Talent Solutions: http://linkd.in/1bgERGj
Subscribe to the LinkedIn Talent Blog: http://linkd.in/18yp4Cg
Follow the LinkedIn Talent Solutions page: http://linkd.in/1cNvIFT
Tweet with us: http://bit.ly/HireOnLinkedIn
Are you recruiting on demand as the need arises or are you making investment in recruiting ahead of demand? The best companies invest in the talent communities that matter to their strategy, and do so primarily for the good of the talent community itself. An Inbound or Content recruiting strategy allows the company to focus talent development as if people mattered. This webinar will help you identify how to begin to tell your story of employment to the talent communities that matter most to your business. Learn more at: http://www.rpoassociation.org/content-marketing-as-a-talent-acquisition-strategy
How Best-in-Class Companies Address Talent Gap Challenges | Talent Connect Ve...LinkedIn Talent Solutions
As talent acquisition professionals, we are faced with an ever-expanding talent gap. Learn effective strategies to address this solution in three core pillars.
Subscribe to the LinkedIn Talent Blog: http://linkd.in/18yp4Cg
Follow the LinkedIn company page: http://linkd.in/1f39JyH
Tweet with us: http://bit.ly/HireOnLinkedIn
Learn more about LinkedIn Talent Solutions: http://linkd.in/1bgERGj
Deep Sidhu - US IT STAFFING - Recruitment Manager / Recruitment lead / Recrui...Deepinderjit Sidhu
US IT STAFFING - Recruitment Manager / Recruitment lead / IT Recruiter / US Technical Recruiter / Technical resource specalist (US STaffing and Consulting - Chandigarh)
Premium MEAN Stack Development Solutions for Modern BusinessesSynapseIndia
Stay ahead of the curve with our premium MEAN Stack Development Solutions. Our expert developers utilize MongoDB, Express.js, AngularJS, and Node.js to create modern and responsive web applications. Trust us for cutting-edge solutions that drive your business growth and success.
Know more: https://www.synapseindia.com/technology/mean-stack-development-company.html
LA HUG - Video Testimonials with Chynna Morgan - June 2024Lital Barkan
Have you ever heard that user-generated content or video testimonials can take your brand to the next level? We will explore how you can effectively use video testimonials to leverage and boost your sales, content strategy, and increase your CRM data.🤯
We will dig deeper into:
1. How to capture video testimonials that convert from your audience 🎥
2. How to leverage your testimonials to boost your sales 💲
3. How you can capture more CRM data to understand your audience better through video testimonials. 📊
Digital Transformation and IT Strategy Toolkit and TemplatesAurelien Domont, MBA
This Digital Transformation and IT Strategy Toolkit was created by ex-McKinsey, Deloitte and BCG Management Consultants, after more than 5,000 hours of work. It is considered the world's best & most comprehensive Digital Transformation and IT Strategy Toolkit. It includes all the Frameworks, Best Practices & Templates required to successfully undertake the Digital Transformation of your organization and define a robust IT Strategy.
Editable Toolkit to help you reuse our content: 700 Powerpoint slides | 35 Excel sheets | 84 minutes of Video training
This PowerPoint presentation is only a small preview of our Toolkits. For more details, visit www.domontconsulting.com
Top mailing list providers in the USA.pptxJeremyPeirce1
Discover the top mailing list providers in the USA, offering targeted lists, segmentation, and analytics to optimize your marketing campaigns and drive engagement.
At Techbox Square, in Singapore, we're not just creative web designers and developers, we're the driving force behind your brand identity. Contact us today.
buy old yahoo accounts buy yahoo accountsSusan Laney
As a business owner, I understand the importance of having a strong online presence and leveraging various digital platforms to reach and engage with your target audience. One often overlooked yet highly valuable asset in this regard is the humble Yahoo account. While many may perceive Yahoo as a relic of the past, the truth is that these accounts still hold immense potential for businesses of all sizes.
Understanding User Needs and Satisfying ThemAggregage
https://www.productmanagementtoday.com/frs/26903918/understanding-user-needs-and-satisfying-them
We know we want to create products which our customers find to be valuable. Whether we label it as customer-centric or product-led depends on how long we've been doing product management. There are three challenges we face when doing this. The obvious challenge is figuring out what our users need; the non-obvious challenges are in creating a shared understanding of those needs and in sensing if what we're doing is meeting those needs.
In this webinar, we won't focus on the research methods for discovering user-needs. We will focus on synthesis of the needs we discover, communication and alignment tools, and how we operationalize addressing those needs.
Industry expert Scott Sehlhorst will:
• Introduce a taxonomy for user goals with real world examples
• Present the Onion Diagram, a tool for contextualizing task-level goals
• Illustrate how customer journey maps capture activity-level and task-level goals
• Demonstrate the best approach to selection and prioritization of user-goals to address
• Highlight the crucial benchmarks, observable changes, in ensuring fulfillment of customer needs
Personal Brand Statement:
As an Army veteran dedicated to lifelong learning, I bring a disciplined, strategic mindset to my pursuits. I am constantly expanding my knowledge to innovate and lead effectively. My journey is driven by a commitment to excellence, and to make a meaningful impact in the world.
The 10 Most Influential Leaders Guiding Corporate Evolution, 2024.pdfthesiliconleaders
In the recent edition, The 10 Most Influential Leaders Guiding Corporate Evolution, 2024, The Silicon Leaders magazine gladly features Dejan Štancer, President of the Global Chamber of Business Leaders (GCBL), along with other leaders.
1. James Charles Radcliff<br />1614 W. Columbia Ave. #1<br />Chicago, IL 60626<br />773-680-6041 <br />JCRadcliff@gmail.com<br /> <br />PROFESSIONAL EXPERIENCE<br />DeVry Inc., Oakbrook Terrace, IL<br />November 2008 – Present<br />Sr. Recruiter and Client Relationship Specialist <br />Responsibilities include full life cycle recruiting and growth planning within one of the largest market driven Education companies in the US, focusing within IT, Corporate Operations, Finance, and Campus Faculty and Staff. Develop strategy to improve recruiting interaction with department hiring managers to insure best practice and increase interactivity in the recruiting process. Work with compensation team to develop strong overall package to insure best practice. Develop complete and detailed compensation packages for senior level roles that brought best utilization of structure available. Train hiring managers and their team members on best practice in interviewing. Develop sourcing strategies that incorporate internet posting, internal referral programs, focused networking and direct sourcing that utilize Web 2.0 technologies. Arrange and conduct initial interview of candidates using Behavioral Based Interview techniques to determine candidates fit and motivations, schedule interviews with executive management team, debrief both internal managers and candidates during the interview process, work with Human Resources to approve offers negotiated, and finalize offer delivery and transition candidates. Train internal recruiting staff on best practices and strategies for online sourcing utilizing complex search string methodology to maximize results. Use iCIMS Applicant Tracking System for the recruiting process. Used Ceridian ATS system initially.<br />- Sourced and hired over 60 new employees in both experienced and entry level positions.<br />- Sourced and hired all Director and above level roles within DeVry with technology focus<br />- Directly hired over 35 contractors into critical short term roles that reduced costs.<br />- Worked with developing an internship program within the IT Department.<br />- Areas of focus include Technology Infrastructure (Oracle, Cisco, Microsoft, etc), Technology Applications (Oracle, Salesforce.com, Lawson, Java, C++), Corporate Project Management (Technical, Operations, and Finance), Campus Operations, Collegiate Faculty (On Site and On Line)<br />Accenture HR BPO Services, Chicago, IL<br />March 2007 – October 2008<br />Sr. Recruiter, Team Lead (Contract)<br />Responsibilities included full life cycle recruiting of experienced and entry level candidates at all levels across the Consulting and Services workforces for one of the world’s largest consulting firms. Managed relationships with Senior Executives to develop a full profile of hiring needs. Developed sourcing strategies that incorporated internet posting, internal referral programs, focused networking and direct sourcing that utilized Web 2.0 technologies. Arranged and conducted initial interview of candidates using Behavioral Based Interview techniques to determine candidates fit and motivations, scheduled interviews with executive management team, debriefed both internal managers and candidates during the interview process, worked with Human Resources to approve offers negotiated, and finalized offer delivery and transitioned candidates to insure a seamless on boarding into Accenture. Served as the Team Lead and main point of contact with hiring managers to insure maximization of results for each project. <br />- Sourced and hired over 70 new employees in both experienced and entry level positions.<br />- Became an expert on new sourcing strategies and Web 2.0 tools such as focused search engine search strings utilizing Google, leveraged networking sites such as Linked In, and developed processes that focus on utilizing the internet as a fully functional research tool. Trained team members on utilizing these tools and internet sourcing strategies. <br />- Worked closely with Management to insure OFCCP compliance.<br />- Used Taleo Applicant Tracking System to maintain all functions of the recruiting process.<br />- Maintained multiple groups across different skill sets simultaneously in a complex matrix structure.<br />- Served as team lead for 1-3 recruiters with multiple groups.<br />Recruiting Projects:<br />Technology Delivery Center – October 2008: Focused on hiring SAP and Oracle development candidates into this internal Accenture technology production support group. Worked with hiring managers to develop strategy to fulfill the growing demand. Focused on skill sets including SAP Basis and ABAP, and Oracle EBS.<br />Accenture National Security Services (Offering Lead) – September 2007 – October 2008: Managed sourcing and hiring process with a high profile Military SAP outsourced project. Worked closely with Senior Executives and Senior Managers to develop a sourcing strategy to address growing needs on the project to find local sources to insure the profitability of the project. Focused on technology skill sets including SAP Functionality and Development in FI, BI (BW), ABAP, XI, BASIS, NW (Net Weaver), SAP Security, Oracle Data Base management and development, Data Quality and Data Conversion. Achieved well above expectations in this project that required local candidates with the ability to gain Government Security Clearance.<br />Consulting Business Development (Offering Lead) – September 2007 – September 2008: Managed the staffing process for the sales group of Accenture’s Products Consulting business unit.Health and Life Sciences Provider Transformation – September 2007 – March 2008: Focused on Provider Operations and Revenue Cycle consulting. Managed the staffing process for the financial and operational side of Accenture’s Healthcare consulting practice. Sourced large pools of candidates from competitors and service providers. Set up and travel to facilitate interview and assessment days in Chicago, Pittsburgh, and Detroit.<br />Health and Life Sciences Provider and Payer Systems – March 2007 – August 2007: Worked closely with group Lead Senior Executive to develop sourcing strategy to insure success of growth expectations for the Healthcare ERP sector practice. Set up and travel to facilitate interview and assessment days in Chicago, St. Louis, Pittsburgh and San Francisco. Focused on skill sets including EPIC, Eclipsys and Siemens healthcare ERP systems implementation.<br />Spherion, Chicago, IL <br />January 2007 – March 2007<br />Lead Recruiter and Client Liaison – RPO<br />Developed initial process for Recruitment Process Outsourcing project for one of the largest US Airlines operations in the US and Canada. Worked with projects Account Manager to develop a process that best served the Airlines staffing needs. Developed reporting, tracking tools and Metrics for reporting on process to the Client. Had direct responsibility for 85% of all Airline Ground Services hiring. Was internal knowledge and support contact for Taleo ATS system. Built a team working environment with the airlines recruiters to create a smooth process. <br />- Directed and mentored 4 direct and 6 indirect reports located in multiple locations of the country.<br />- Developed process for interacting with local Spherion offices for processing local applicants.<br />People Are The Future, Chicago, IL<br />August 2006 – January 2007<br />Talent Acquisition Process Manager<br />Worked with Companies to develop improved Corporate Hiring strategies. Evaluated Companies current hiring process thru discussion with hiring managers and critiquing current documentation and communication systems. Developed hiring, retention, compensation and succession systems. Implemented new systems thru the entire company to establish a Talent Management plan. Developed Metrics plan to determine cost per hire and efficiency. Developed training materials and process for new and existing employees. Developed and deployed expanded recruiting processes for in house recruiting department. Developed stronger communication process between recruiting department and hiring managers. Worked with HR Managers to develop retention plan to stop and reverse employee loss. Evaluated and recommend improvements to companies HRIS systems. Revamped or created recruiting documentation process.<br />- Worked with Startup companies to develop HR and recruiting department and functions.<br />RPh on the Go USA, Inc., Skokie, IL<br />October 2002 – July 2006<br />Regional Manager<br />Directed a team of 7, including 4 recruiters, 1 sales person and 2 support personnel. Developed and secured contracts with over 20 National and Regional Clients potentially worth over $50 Million. Tripled the Candidate database size through Member and Board list contact information generation and scraping. Developed Metrics to track individual and team performance. Recruited Pharmacists, Pharmacy Technicians, and Pharmaceutical Industry Researchers. Worked with clients to develop full assessment of needs and present pre-qualified candidates to insure best solution. Counseled hiring managers on best practices during the interview process. Maintained key account management process for territory to increase revenue growth. Simultaneously sourced, recruited and account managed 20 – 60 open job requisitions. Used IRIS computer system for applicant and resume tracking, job order fulfillment, and client billing and tracking.<br />ADDITIONAL EXPERIENCE<br />WirelessResumes.com, Chicago, IL, January 2002 – August 2002<br />Site Marketing Manager<br />AppleOne, Chicago, IL, January 2001 – November 2001<br />Manager<br />SHS Inc., Chicago, IL, April 1999 – December 2000<br />Recruiting Lead<br />EDUCATION<br />West Virginia University<br />Morgantown, WV<br />BA Political Science<br />REFERENCES AVAILABLE UPON REQUEST<br />