John Trevor Jones has extensive experience as a recruiter and human resources professional. His career portfolio includes a resume, CV, accomplishments, and personal mission statement. He has over 15 years of experience recruiting for various industries such as staffing, healthcare, and logistics. His skills include relationship building, sales, problem solving, and meeting staffing needs on time.
Recruitment process outsourcing case studies of true business impact.
Does it really matter how you hire? As long as you fill the chair, that’s all that matters – right? Wrong. Building an innovative talent solution can have far-reaching impact throughout your organization. Translating that impact to meaningful data and information that you can share with your executives can be powerful.
In this presentation you'll find pointers on:
1. How to identify the information needed to add value to the executive team and strategic vision of your organization.
2. How to connect business challenges to your talent strategy and show results.
3. How to evolve your strategy from “butts in seats” to a talent solution with measurable business impact.
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
Recruitment process outsourcing case studies of true business impact.
Does it really matter how you hire? As long as you fill the chair, that’s all that matters – right? Wrong. Building an innovative talent solution can have far-reaching impact throughout your organization. Translating that impact to meaningful data and information that you can share with your executives can be powerful.
In this presentation you'll find pointers on:
1. How to identify the information needed to add value to the executive team and strategic vision of your organization.
2. How to connect business challenges to your talent strategy and show results.
3. How to evolve your strategy from “butts in seats” to a talent solution with measurable business impact.
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
Performance-driven HR professional with 10+ years of combined, professional and contractual experience as an HR Administrator, Payroll and Benefits Specialist eagerly seeking to transition into a HR Generalist or Recruiter position.
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
Onboarding Secrets: 10 Steps to Effective Onboarding and Boosting Your Retent...Tim Ruef
HR functions as the critical bridge to all parts of the organization. Yet, there is no organizational process more lacking in terms of cross functional linkages than onboarding. Onboarding mistakes occur in over 50% of new hires, are estimated to account for over 15 times the manager's total compensation, and have an extraordinarily negative impact on the organization's bottom line. While HR should not be wholly responsible for executing effective onboarding, they must successfully build the bridge by educating and leading key stakeholders within the organization to work together.
L. michelle lewis human resource projects coordinatorLaTina Lewis
As a committed HR professional with several years of exciting experience in Human Resources for Technical Professionals, start-ups, aviation and pharmaceuticals I have long standing reputation of seeking strategic solutions.
Performance-driven HR professional with 10+ years of combined, professional and contractual experience as an HR Administrator, Payroll and Benefits Specialist eagerly seeking to transition into a HR Generalist or Recruiter position.
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
Onboarding Secrets: 10 Steps to Effective Onboarding and Boosting Your Retent...Tim Ruef
HR functions as the critical bridge to all parts of the organization. Yet, there is no organizational process more lacking in terms of cross functional linkages than onboarding. Onboarding mistakes occur in over 50% of new hires, are estimated to account for over 15 times the manager's total compensation, and have an extraordinarily negative impact on the organization's bottom line. While HR should not be wholly responsible for executing effective onboarding, they must successfully build the bridge by educating and leading key stakeholders within the organization to work together.
L. michelle lewis human resource projects coordinatorLaTina Lewis
As a committed HR professional with several years of exciting experience in Human Resources for Technical Professionals, start-ups, aviation and pharmaceuticals I have long standing reputation of seeking strategic solutions.
Career Driven and always ready for a challenge. Dedicated to continuous growth and education. Creates and delivers a stimulating, enriching and productive environment to compete and remain cost efficient.
1. Career Portfolio
John Trevor Jones
Plaquemine, LA 70764
(678) 488-5773- C
(225) 687-9600- H
johntrevorjones@gmail.com
2. Table of Contents
Career Summary
Personal Mission Statement
Resume
Curriculum Vitae
Accomplishments
3. Career Summary
Talent Acquisition Business Partner
Professional Profile
An expert recruiter, known for his energetic and cooperative attitude combined with excellent
judgment skills for hiring the best employees for any given job.
An experienced Staffing Recruiter, with analytical thinking and problem solving.
Technical Skills Sets:
Strong sales skills
Ability to cultivate and build relationships
Big-picture thinking
Strong follow-up skills
Listening
Consultative in nature
Personable and approachable
Personal Skills Sets:
Works well under pressure allowing to successfully meet time sensitive schedules
Ability to multitask enables simultaneous project production
Build Relationships
Proving Value
Hunter’s Mentality
Personal Mission Statement
Drivingtoimprove mylife andthe livesof others. Iwill achieve thisthroughknowledge,hardwork,takingpride inwhat
I do,and puttingthe interestof othersbefore myown.
To neverbe satisfiedwithwhatIknow. Iwill alwaysfindandimplementnew waystoexpandmyknowledge
To applymy strongworkethicby doingthe bestI can at everytask
To take pride ineverythingIdoand acceptingnothingshortof my besteffort
To put interestof othersbefore myown,bygivingbacktomy communityanddoingmypart throughcharitable
efforts
4. JOHN TREVOR JONES
Plaquemine,LA • johntrevorjones@gmail.com • 678-488-5773
EDUCATION
Strayer University - Bachelor of Science in History
Minor in People Services in Process
Business Communications, Public Economics, Wage Theory and Policy, Labor Economic, Law
EXPERIENCE
Volunteers of America, Greater New Orleans
Human Resource Recruiter & Retention/Generalist 11/2016-Present
Work closely with the Director of Human Resources and Human Resources Manager to develop and execute
the Agency's recruiting brand awareness and community partnership initiatives.
Prepare and review staffing analysis for Agency positions.
In conjunction with Program Directors, develop and implement staffing plans for each department.
Maintain the applicant tracking system (post positions, review candidate applications, update candidate
statuses, etc.)
Conduct candidate interviews.
Responsible for onboarding of all Agency new hires, ensuring compliance with applicable
laws/policies/regulations.
Manpower Group Solutions – Milwaukee, WI
Talent Acquisition Business Partner 05/2014 – 11/2016
Conduct full life cycle recruitment/retention effort
Manage up to 40 open requisitions for exempt and non-exempt positions
Oversee the new hire process and procedures
Identify high-performing candidates and prepare advancement packages
Weekly meetings with HRM and Store Managers to identify candidates for locations
Maintain employee records and applicant tracking system
Monitor client relations and business development
Establish positive working relationships with Hiring Supervisors, Project Managers, and
Superintendents
Excellent knowledge of BU positions, Lines of Progression, and unique challenges in building candidate
pipelines
Develop grassroots outreach strategy to identify local candidates in Texas, Louisiana, Indiana, and
Illinois.
Filled 30+ positions with candidates local to area.
Motivate,screen,andanswer15-20 applicantsquestionsperday
Trackingand Managing Invoicingeffortsforbusinessfinancial services
Hire Dynamics/Altegra Health - Atlanta, GA
Recruiting -Project 01/2014 – 05/2014
Conducted full life cycle recruitment/retention effort for healthcare and IT positions
Managed up to 15 open requisitions for exempt
Maintained employee records and applicant tracking system
Conflicted resolution and resolves tracking
Monitored client relations and business development
Chase Professionals Staffing/Amazon Fulfillment Center - Atlanta, GA
Site Project Manager 02/2012 – 12/2014
Managed the day-to-day operations of the on-site branch
Recruited and developed a flexible workforce staff
Procured Strategic Action Plan
Ensured adequate staffing of the on-site to cover day-to-day needs.
Conducted weekly meetings with the client to maintain knowledge of the client’s business
5. Aerotek/- Duluth, GA Administrator-
Project
12/2011 – 02/2012
Managed the day-to-day operations of the on-site branch
Recruited and developed a flexible workforce staff
Procured Strategic Action Plan
Ensured adequate staffing of the on-site to cover day-to-day needs.
Conducted weekly meetings with the client to maintain knowledge of the client’s business
Adecco/-Duluth,GA
Administrator-Project
02/2011 – 12/2011
Managed the day-to-day operations of the site branch
Recruited and developed a flexible workforce staff
Procured Strategic Action Plan
Ensured adequate staffing of the on-site to cover day-to-day needs.
Conducted weekly meetings with the client to maintain knowledge of the client’s business
Convergys’s Corporation – New Orleans, LA
Call Center Manager 10/2009 – 02/2011
Developed long-range forecasts and maintained quarterly financial plans
Developed and implemented organizational strategies and policies.
Reported daily with the Board of Directors
Supervised operational systems and processes
Supported management reporting and information.
Iberville Parish Sheriff Office – Plaquemine, LA
Sheriff Deputy 07/2006 – 05/2009
Record daily activities and submit logs and other reports to appropriate authorities
Question individuals entering secured areas to define their business
Verify that the proper legal charges have been made against law offenders
Execute arrest warrants, locating taking persons into custody
White Castle Police Department – White Castle, LA
Criminal and Traffic Investigator 06/2005– 05/2009
Used modern crime scene investigation techniques, including swabbing for DNA, lifting fingerprints and foot
impressions, collecting soil samples, obtaining and executing search warrants and evidence preservation
Followed chain of custody mandates to send individual items off for laboratory GC/MS analysis and DNA testing
Wrote Affidavits requesting arrests and permission to search homes, cars and computers
Responded to major crimes and preserved the scene to avoid evidence contamination
Wrote investigative reports and referred cases for charging to the District Attorney's Office
6. SKILLS AND QUALIFICATIONS
Speaking
Active Listening
Critical Thinking
Social Perceptiveness
Judgment and Decision Making
Negotiation
Persuasion
Reading Comprehension
Coordination
Service Orientation
Time Management
Active Learning
Complex Problem Solving
Monitoring
Writing
Management of Personnel Resources
Systems Analysis
Operation and Control
Systems Evaluation
Learning Strategies
Management of Material Resources
Quality Control Analysis
Management of Financial Resources
Equipment Selection
Equipment Maintenance
Brassrings-ATS
Kenexa-ATS
Avature-ATS
Excel Spreadsheet Managing Invoicing
Applicant Stack
On-Boarding
7. Curriculum Vitae
JOHN TREVOR JONES
Plaquemine, LA • johntrevorjones@gmail.com • 678-488-5773
Objective:
To become a Human Resource Recruiter/Generalist participating in the development of ongoing creative and cost-effective
Sourcing strategies with a goal of hiring outstanding candidates.
Personal Information:
Place of birth: Baton Rouge, LA
Citizenship: United States of America
Manpower Group Solutions
Placed at this high-volume recruiting position with initial accountability for Southeast,Southwest,Midwest, and Eastern USA.
Subsequently assumed responsibility for the Midwest and West Coast States and handled numerous national and corporate positions.
Delivered training classes and web-based training for new hires, including behavioral interview diversity hiring and career path develo
pment. Managed between 35-40 open positions at any one time.
Cut average cost-per hire by 20% and reduced average days-to-fill positions by 35%
o Greatly enhanced candidate screening by working closely with hiring managers and advocate to understand their bus
iness requirements. Consistently scored in top 10% on customer satisfaction reviews
Filled 250+ positions with top-notch candidates
o Utilized a wide variety of methods to generate candidates,including web-based sourcing , internet posting,internal
and external networking, job fairs and referral programs
Improved diversity hiring by 25% in support of corporate diversity initiative
o Partnered with diversity recruiters and events teamto build a candidate pool, and also spearheaded innovative “diver
sity road shows” in each location
8. Accomplishments
Develop and implement internal recruiting models for various companies
Sourced, recruited and filled over294 positions in February with an average time to fill
Of 24.4 days
Sourced, recruited and filled over345 positions in March with an average time to fill of22.4 days
Single handedly interviewed 124 candidates and filled 80 positions within one month.
Received a near perfect assessment on my recruiting performance from my customer basenationwide.
Received a scoreof4 out of5 for monthly assessment on my recruiting performance.
9. Recognitions
Nominated and selected to leada design team to create a companywide recognition/reward program.
Received commendation emails from the ChiefHR Officer, Senior VP and Director ofStaffing for repairing
and strengthening the relationship between the client and human resources.
Received a Thank you American Express Gift Card and flowers from Branch Manager department for my
recruiting efforts
Received appreciation carnations (June 2014) from customers and co-workers.
Received a bonus in August 2014, for meeting staffing requirements set forth by the HRdepartment.
Received a bonus plus a super bonus for August 2014 for going aboveand beyond.
Received a bonus in 2014, for meeting staffing requirements set by the HRdepartment.