Lisa Kasiman is a recruitment professional with over 15 years of experience in talent acquisition. She has a proven track record of sourcing and hiring exceptional candidates and managing full-cycle recruitment. Currently she is a Recruiter II at Spirit Airlines where she is responsible for recruiting over 100 IT positions annually. Previously she has held talent acquisition roles at various companies where she developed recruitment strategies and processes to meet aggressive hiring goals.
Talent Acquisition Challenges: Recruitment Trends and Issues Facing Today’s L...Cielo
As the world faces unprecedented demographic, economic and competitive challenges, recruitment and retention remains a top concern. Recognizing the critical role talent acquisition plays, leading organizations are maintaining focus on attracting and retaining talented people. Finding, hiring, and retaining the right people remains a challenge through all economic climates and are presenting new and even paradoxical challenges.
Talent Acquisition Challenges: Recruitment Trends and Issues Facing Today’s L...Cielo
As the world faces unprecedented demographic, economic and competitive challenges, recruitment and retention remains a top concern. Recognizing the critical role talent acquisition plays, leading organizations are maintaining focus on attracting and retaining talented people. Finding, hiring, and retaining the right people remains a challenge through all economic climates and are presenting new and even paradoxical challenges.
As a true business partner, transformed HR staffing and onboarding functions from cost center into primary driver of bottom line business improvement. Prevented and resolved employee performance and retention issues that often arise in a turbulent economy of reduced staffing and increased workloads.
By maximizing ROI from employee overhead, a major business expense, enabled profit-minded companies to boost employee productivity, build leadership, slash costs and improve operational capability.
Utilized Oracle Taleo Enterprise cloud-based recruitment, employee performance, learning, development, compensation and talent management software to offer enhanced level of candidate and employee insight.
Facilitated management of risk, finance and technology-related HR issues. Developed tracking and reporting tools. Established recruiting strategies to meet business and resourcing team goals.
Particularly effective in creating business cultures that help build the positive customer experience that drives business growth and success.
Completely align the Recruitment Strategy with the business plan, so as to stay head of the curve with the leaders in recruiting Top Talent from the industry.
Using staffing services has become popular as a way for businesses to expand and leverage worker flexibility. Getting staffing services for businesses helps to businesses in time and cost savings. https://marketing.v2soft.com/staffing/
talent acquisition is the method of seeking experts, leaders, potential managers or other skilled professionals strategically for a particular role within the company.
https://www.talentrecruiter.in/talent-acquisition
Related Article for context:
http://www.eremedia.com/ere/you-can-tell-your-talent-acquisition-story-to-business-leaders-in-one-page/
Over the years I have been asked by Talent Acquisition and HR leaders what is the best scorecard that you use to set expectations and educate executive leadership against Key Performance Indicators (KPI’s).
Rather than just continue to have those conversations one at time, I thought it might be helpful to share the scorecard template that I have landed on that produces the best outcomes I have found based of years of trial and error experience.
Change the perception and reality of talent acquisition from a necessary cost of doing business to an ROI force to be reckoned with.
You will learn about the strategic importance of the four fundamental processes: competency management, pre-employment testing, interviewing and onboarding and how each plays a role in engaging candidates who’ll continue to enhance your business.
Laying the Foundation for Your Compensation StrategyPayScale, Inc.
Top companies have clear compensation strategies. They connect their reward system directly to their business outcomes.
Do you have a compensation strategy that is in line with your business objectives and does your leadership support it?
The score is tied, 3-3 and it’s the bottom of the ninth with two outs and you’re standing at the plate. Now that’s major-league, contract-dangling, pressure. Oops, wrong sport. It’s the start of Q3 and you’re down 2 recruiters with 78 open positions over 60 days old and you’re about to meet with the executive team. Now that’s boardroom-serious, job performance questioning, pressure. What are you going to do different to drive results?
Access the webinar with top recruiting panelists here: http://resources.rpoassociation.org/top-recruiting-challenges-webinar/
KHEDGE is a boutique consulting & advisory organization providing expert advice to businesses towards enabling the alignment of people strategy with business strategy.
We have been in existence since January 2008, and in a short span we have engaged with some of the top brands in Telecom, Retail, Automobile, and Auto Ancillary for our Consulting and HR Services.
Please visit our website for more information - www.khedge.com
As a true business partner, transformed HR staffing and onboarding functions from cost center into primary driver of bottom line business improvement. Prevented and resolved employee performance and retention issues that often arise in a turbulent economy of reduced staffing and increased workloads.
By maximizing ROI from employee overhead, a major business expense, enabled profit-minded companies to boost employee productivity, build leadership, slash costs and improve operational capability.
Utilized Oracle Taleo Enterprise cloud-based recruitment, employee performance, learning, development, compensation and talent management software to offer enhanced level of candidate and employee insight.
Facilitated management of risk, finance and technology-related HR issues. Developed tracking and reporting tools. Established recruiting strategies to meet business and resourcing team goals.
Particularly effective in creating business cultures that help build the positive customer experience that drives business growth and success.
Completely align the Recruitment Strategy with the business plan, so as to stay head of the curve with the leaders in recruiting Top Talent from the industry.
Using staffing services has become popular as a way for businesses to expand and leverage worker flexibility. Getting staffing services for businesses helps to businesses in time and cost savings. https://marketing.v2soft.com/staffing/
talent acquisition is the method of seeking experts, leaders, potential managers or other skilled professionals strategically for a particular role within the company.
https://www.talentrecruiter.in/talent-acquisition
Related Article for context:
http://www.eremedia.com/ere/you-can-tell-your-talent-acquisition-story-to-business-leaders-in-one-page/
Over the years I have been asked by Talent Acquisition and HR leaders what is the best scorecard that you use to set expectations and educate executive leadership against Key Performance Indicators (KPI’s).
Rather than just continue to have those conversations one at time, I thought it might be helpful to share the scorecard template that I have landed on that produces the best outcomes I have found based of years of trial and error experience.
Change the perception and reality of talent acquisition from a necessary cost of doing business to an ROI force to be reckoned with.
You will learn about the strategic importance of the four fundamental processes: competency management, pre-employment testing, interviewing and onboarding and how each plays a role in engaging candidates who’ll continue to enhance your business.
Laying the Foundation for Your Compensation StrategyPayScale, Inc.
Top companies have clear compensation strategies. They connect their reward system directly to their business outcomes.
Do you have a compensation strategy that is in line with your business objectives and does your leadership support it?
The score is tied, 3-3 and it’s the bottom of the ninth with two outs and you’re standing at the plate. Now that’s major-league, contract-dangling, pressure. Oops, wrong sport. It’s the start of Q3 and you’re down 2 recruiters with 78 open positions over 60 days old and you’re about to meet with the executive team. Now that’s boardroom-serious, job performance questioning, pressure. What are you going to do different to drive results?
Access the webinar with top recruiting panelists here: http://resources.rpoassociation.org/top-recruiting-challenges-webinar/
KHEDGE is a boutique consulting & advisory organization providing expert advice to businesses towards enabling the alignment of people strategy with business strategy.
We have been in existence since January 2008, and in a short span we have engaged with some of the top brands in Telecom, Retail, Automobile, and Auto Ancillary for our Consulting and HR Services.
Please visit our website for more information - www.khedge.com
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1. LISA J. KASIMAN
| T: 321.888.1701 | E: lkasiman@gmail.com
PROFESSIONAL SUMMARY
Season and determined recruitment professional with demonstrated success sourcing exceptional talent and
pairing high-caliber candidates with suitable, lasting opportunities
Skilled at aligning core job requirements with well-matched candidates demonstrating high rates of performance
and retention. Ensure focused and refined human capital management programs. Proven leadership in designing
talent procurement programs; engage in vigorous head-hunting activities to uncover active job seekers, passive
potentials, and warm leads. Leverage keen sense of sales and marketing to present benefits and advantages for
joining company teams; achieve win-win solutions for compensation.
Areas of Expertise:
Strategic Recruitment & Hiring Solutions
Compliance and Hiring Standards
Candidate Database Management
Talent Assessment and Development
Hiring Program Forecasting
Benefits and Compensation Negotiations
Human Capital Management
Workforce Planning Programs
Talent Procurement Initiatives
Recruiting and Head-hunting
Organizational Development
Team Building and Leadership
PROFESSIONAL EXPERIENCE
SPIRIT AIRLINES, MIRAMAR, FL 2017- Present
RECRUITER II
Manage full cycle recruitment efforts including the overall sourcing, interviewing, and placement of top
talent for IT.
Identify active and passive candidates strategically by leveraging recruitment tools including: direct
sourcing, networking, internet, job boards, job fairs, social media, employee referrals, and search firms.
Build relationships, collaborate, and strategize with hiring leaders to develop and initiate recruitment
plans that ensure the right capabilities are targeted.
Responsible for maintaining a requisition load of 80-100 positions while meeting talent acquisition goals
relative to time-to-fill and quality of hire ranging from high volume hourly positions to Senior Manager
level.
Travel to locations throughout the United States to assist with large recruiting events hiring over 100
candidates per trip.
Selected Accomplishments:
IT department had no processes, structure, or confidence in the Talent Acquisition department. The department
consists of 150 seats - 80 contractors (project based and contract to perm) and 70 full time employees. Company
paid 1 1/2 million dollars in agency fees for one month.
Interviewed and developed an approved vendor list consisting of 5 agencies. All agencies have contracts
with negotiated terms, to include contractor bill rates, permanent placement percentages, and conversion
times and percentages. Fee agreements have been approved through Legal and Finance.
Developed process in Talent Acquisition department to define contractors through the applicant tracking
system. Reports now identify contractor openings and filled positions.
2. LISA J. KASIMAN
| T: 321.888.1701 | E: lkasiman@gmail.com
Converted 14 contractors to full time employees, which included assessment testing, negotiated salaries
based on current job grades and experience.
Created a weekly requisition report that is reviewed with IT leadership team every Monday.
Developed and maintain contractor spreadsheet, which includes start dates, pay rates, bill rates, and
agency name. This spreadsheet is submitted every Monday to finance.
Developed a strong business relationship with the hiring managers to better understand their
departments’ needs and future growths.
Work closely with compensation, finance, and accounting to move requisitions through approval and offer
processes.
KEMPLER & CO., MIAMI, FL 2017 to 2017
CORPORATE RECRUITER/PEOPLE MANAGER
Directly manages full-cycle recruitment process for all staffing initiatives for a commodity trading
organization. Implements “best practice” solutions to identify and attract top talent within North America.
Responsible for handling all HR policies, processes, and practices for all business needs.
Supervise and manages facilities and one non-exempt employee.
OPTIMUS CAREER SOLUTIONS, LLC, FL 2014 to 2016
PRINCIPAL/OWNER
Directly manages firm’s recruitment partnerships and shared services (full-cycle recruitment) fulfilling
management and non-management professional opportunities. (e.g. Finance, HR, IT, Legal, Operations,
and Sales functional areas)
Subject matter expert (SME) and trusted advisor providing advice and counsel to key stakeholders and HR
teams on process, approach, execution of talent management or recruitment initiatives, solutions, and
expected outcomes.
LIBERTY POWER CORPORATION, FT. LAUDERDALE, FL 2008 to 2014
TALENT ACQUISITION PARTNER
Managed full-cycle recruitment process and compliance for all staffing initiatives within North American
territories and markets. Implemented “best practice” solutions to identify and attract top talent needed to
meet aggressive staffing goals.
Helped develop talent management strategy including employment branding, university relations,
recruitment process and policy development, implementation of applicant tracking system, and
development of new career website.
INDYMAC BANK, TAMPA, FL 2006 to 2008
SR. HR & TALENT ACQUISITION CONSULTANT
Managed full life cycle recruiting process, talent acquisition strategy, and delivery for assigned functional
areas within various corporate business groups across the US.
Conducted specialized analysis, consultation, and implementation of HR solutions, policies, and practices
to address business needs and increase efficiencies.
3. LISA J. KASIMAN
| T: 321.888.1701 | E: lkasiman@gmail.com
Developed region wide talent management strategy including employment branding, university relations,
recruitment process and policy development, implementation of applicant tracking system, and
development of new career website.
Sourced, screened, and hired qualified candidates for open positions managing upwards of 70 fulltime
positions at a time.
References and additional information is available upon request