Julia C. Herndon has over 15 years of experience in recruiting and human resources. She is currently a recruiter at Beach Mold and Tool, where her responsibilities include finding qualified candidates, conducting interviews, and maintaining personnel files. Prior to this role, she worked as a professional services recruiter at Aerotek, a healthcare recruiter at Kelly Services, and in various administrative and recruiting roles at other staffing agencies. She has a bachelor's degree in human resources management from Capella University.

1. Julia C. Herndon
PROFESSIONAL EXPERIENCE
Beach Mold and Tool January 2014-Present
Recruiter
 Compliance with federal laws relating to Equal Employment Opportunities by selecting new employees based on the
guidelines of Beach Mold and Tools Affirmative Action program.
 Holding job fairs on and off site, as well as other community events (Junior Achievement Inspire)
 Currently sit on the board of Kentuckiana manufacturers association and Greater Clark County Schools Career Readiness
Board.
 Updated recruiting process to include the use of social media, digital recruitment campaigns and upgrades to our career site
(including making it mobile friendly)
 Working with colleges, universities and trade schools to seek out the best quality talent for our facility
 Interview and selection of all entry level hourly employees through group interviews, individual interviews, personaland
work references, and drug screens.
 Working with managers at all levels to hire professional staff (engineering, skilled trade, accounting,IT)
 Maintain an active list of good applicants ready to place in a work place when new employees are needed.
 Maintain personnel files; assist the Human Resources Manager by establishing individual personnelfiles on all active and
inactive employees, keeping all information as requested by law and Beach Mold and Tool, Inc.
 Explain employee benefits and set up a time when these benefits will be explained. These benefits will include, but not
limited to, medical, dental, life, and disability insurance, vacations,401K, paid holidays, and shift premiums.
 Schedule all company employee drug screens.
 Distribute 30 day and 80 day new hire evaluations to department managers/supervisors.
 Input new employee data in JDEdwards.
 Log all new hires in Personnel Journal.
 Monthly and business period reports on demographics, total hired/terminated, total applications/resumes, total applicants
tested/interviewed,and total applicants rejected.
 Maintain attendance tracker, which includes perfect attendance and issuing attendance warnings.
Aerotek August 2013-November 2013
Professional Services Recruiter
 Utilized Aerotek’s in house applicant tracking systemto source quality candidates
 Posted and wrote of job descriptions
 Maintained and built relationships with current and former employees
 Ensured that all hiring criteria is met prior to start dates for all employees
 Developed recruiting strategies to identify individuals who satisfy specified skills and qualifications for clients
 Identified red flags and managing resumes
 Collected key information from phone screens
 Conducted reference checks
 Collaborated with other recruiters to help fill requirements
 Daily candidate call goal of 200+ for high volume clients
 Daily bullpen meetings to discuss daily reqs to be filled, call goals for specific reqs and time to fill
Kelly Services February 2010-November 2012
Healthcare Recruiter
 Full cycle recruiting, including processing all paperwork for candidates,interviewing and placement.
 Built relationships with local universities to source for quality talent in healthcare.
 On site recruitment and retention for two large client (SHPS and Carewise Health)
 Positions recruited: Nurse Case Managers,C.N.A.’s, LPNs, Open Enrollment Specialists (both commercial and government),
and medical coders.
 Sourced candidates via Cold Calling, Referrals, College Relations with nursing/healthcare programs, CareerBuilder, Linked
In, Indeed, Craigslist, ATS, niche groups/associations in healthcare, and etc.
 Posted jobs using print ads and other media
 Received 100% on a background check audit run by client.
 Moved Kelly Services to client’s preferred vendor (number one out of four).
 Conducted annual business reviews successfully with management team.
 Updated job descriptions and posted jobs using KCN.
 Utilized GoogleDocs to track applicants along with KSN system.

2.  Created orientations for large groups of newly hired employees.
Robert Half International July 2007-February 2010
Sales Support/Administrative Assistant
 Processed paperwork for each candidate that comes in, including I9, tax paperwork and direct deposits.
 Ensured that each new hire is compliant with company standards using a daily starts report.
 Kept track of weekly interviews and starts for the branch.
 Facilitated “company ins”, where a client comes to the branch to interview candidates in office.
 Answered and forwarding calls as needed.
 Reformatted resumes (taking off personal information, putting on company letterhead, making them look presentable to
clients).
 Entered all notes written by interviewer into system.
 Evaluated candidates on computers based on their software skills and break down results with them.
A-1 Tremendous Temporaries February 2007-July2007
Sales Support/Administrative Assistant
 Sorted through resumes on job engines and company inbox to find candidates who would suit our jobs and called them in to
interview.
 Answered and forwarded calls as needed.
 Processed all office paperwork including I9 and tax information.
 Evaluated candidates on testing computers based on their software skills.
Baptist Hospital East August 2005-August 2006
Patient Access Specialist/HR Assistant
 Covered the front desk and answering calls
 Admitted patients on an inpatient and outpatient basis
 Verified Insurance Information
 Used the systems VAX and Peoplesoft for data entry.
 Made sure to protect patient confidentiality using HIPAA guidelines
 Put togetherpatient charts in a timely fashion for medical staff
 Prepared all new hire materials for orientation days.
 Ensured that medical staff provided the correct/unexpired license information.
EDUCATION
Capella University
Human Resources Management; Expected Graduation: 2018
VOLUNTEER EXPERIENCE
National Guard Units Family Readiness Group (FRG) 2012-2013
Special Events Coordinator
 During husband’s deployment to Djibouti, Africa