Christi O'Brien has over 15 years of experience in healthcare recruiting. She is currently the Talent Acquisition Manager at Santa Rosa Consulting, where she manages a team of recruiters and led a large recruitment effort for an Epic go-live project. Previously, she has held senior recruiting roles at various healthcare consulting firms, where she specialized in recruiting for electronic health record implementations. O'Brien has a Bachelor's degree in General Studies from Ball State University.
Lamond Ayers is a full cycle corporate and agency recruiter with over 20 years of experience in human resources. He has expertise recruiting for a wide range of industries and positions. Ayers is currently a contract recruiter at Cornerstone Staffing specializing in executive, IT, healthcare, and commercial insurance roles. Prior experience includes senior staffing roles at APR Consulting and full desk generalist and corporate recruiting positions at Sears Holdings and Henry Ford Health Systems.
This document contains a resume for Avinash Kumarasamy. It summarizes his professional experience in human resources and resource management spanning over 7 years. It also lists his educational qualifications which includes a B.Tech in Computer Science and an MBA in Human Resource Management and Marketing. The resume provides details of his past work experience at organizations like HCL Technologies, Cognizant and Act HR Solutions in various HR roles like senior executive, junior executive and HR executive. It highlights his key responsibilities, achievements and roles at each organization.
The document provides a summary of Suzanne Christian Schmidt's experience in staffing, human resources consulting, and recruiting. She has over a decade of experience in project staffing, recruitment process optimization, executive search, and handling all aspects of the recruiting process from candidate selection to training and process implementation. She has expertise recruiting for various industries including information technology, engineering, and aerospace.
The document discusses recruitment and selection processes. It covers external sources of recruitment like advertisements, employee referrals, and private agencies. It also discusses improving the effectiveness of external recruitment through metrics like yield ratio and cost per hire. The document then covers selecting talent internally through promotions and limitations of only internal hiring. Finally, it discusses the selection process including testing methods, interviews, medical exams, drug testing, and models for making final hiring decisions.
457. hr outsourcing & its challenges[mimt]keshav10
The document appears to be a dissertation on HR outsourcing in India. It includes an introduction that defines HR outsourcing and discusses its various forms. It then discusses the benefits of HR outsourcing such as cost savings, ability to focus on core competencies, access to expertise, and compliance. The literature review section further explores the types of outsourcing like BPO, KPO, and ITO. It discusses the functions commonly outsourced and provides an overview of the Indian economy relevant to the HR outsourcing industry.
Kuntal Chowdhury is seeking a position that allows him to contribute to organizational growth and develop his skills. He has over 6 years of experience in human resources functions like recruitment, employee engagement, and talent development. Currently an Associate Manager of HR at TATA Technologies, his responsibilities include managing recruitment, employee events, performance reviews, and vendor relationships. Previously he worked for TATA Steel in talent acquisition and business HR roles. Kuntal holds an MBA in HR and has experience in conducting projects, campus recruitment, and managing trainees.
This document discusses personnel planning and recruitment. It covers forecasting personnel needs, internal and external recruiting sources, advantages of HR planning, and steps for effective HR planning. Internal recruiting sources include transfers, promotions, employee referrals, and former employees. External sources include advertisements, educational institutions, agencies, and online recruiting. Advantages of HR planning include meeting manpower needs, managing change, developing talent, and achieving organizational goals. Effective HR planning involves environmental scanning, analyzing labor supply, identifying gaps, action planning, and evaluation.
Lamond Ayers is a full cycle corporate and agency recruiter with over 20 years of experience in human resources. He has expertise recruiting for a wide range of industries and positions. Ayers is currently a contract recruiter at Cornerstone Staffing specializing in executive, IT, healthcare, and commercial insurance roles. Prior experience includes senior staffing roles at APR Consulting and full desk generalist and corporate recruiting positions at Sears Holdings and Henry Ford Health Systems.
This document contains a resume for Avinash Kumarasamy. It summarizes his professional experience in human resources and resource management spanning over 7 years. It also lists his educational qualifications which includes a B.Tech in Computer Science and an MBA in Human Resource Management and Marketing. The resume provides details of his past work experience at organizations like HCL Technologies, Cognizant and Act HR Solutions in various HR roles like senior executive, junior executive and HR executive. It highlights his key responsibilities, achievements and roles at each organization.
The document provides a summary of Suzanne Christian Schmidt's experience in staffing, human resources consulting, and recruiting. She has over a decade of experience in project staffing, recruitment process optimization, executive search, and handling all aspects of the recruiting process from candidate selection to training and process implementation. She has expertise recruiting for various industries including information technology, engineering, and aerospace.
The document discusses recruitment and selection processes. It covers external sources of recruitment like advertisements, employee referrals, and private agencies. It also discusses improving the effectiveness of external recruitment through metrics like yield ratio and cost per hire. The document then covers selecting talent internally through promotions and limitations of only internal hiring. Finally, it discusses the selection process including testing methods, interviews, medical exams, drug testing, and models for making final hiring decisions.
457. hr outsourcing & its challenges[mimt]keshav10
The document appears to be a dissertation on HR outsourcing in India. It includes an introduction that defines HR outsourcing and discusses its various forms. It then discusses the benefits of HR outsourcing such as cost savings, ability to focus on core competencies, access to expertise, and compliance. The literature review section further explores the types of outsourcing like BPO, KPO, and ITO. It discusses the functions commonly outsourced and provides an overview of the Indian economy relevant to the HR outsourcing industry.
Kuntal Chowdhury is seeking a position that allows him to contribute to organizational growth and develop his skills. He has over 6 years of experience in human resources functions like recruitment, employee engagement, and talent development. Currently an Associate Manager of HR at TATA Technologies, his responsibilities include managing recruitment, employee events, performance reviews, and vendor relationships. Previously he worked for TATA Steel in talent acquisition and business HR roles. Kuntal holds an MBA in HR and has experience in conducting projects, campus recruitment, and managing trainees.
This document discusses personnel planning and recruitment. It covers forecasting personnel needs, internal and external recruiting sources, advantages of HR planning, and steps for effective HR planning. Internal recruiting sources include transfers, promotions, employee referrals, and former employees. External sources include advertisements, educational institutions, agencies, and online recruiting. Advantages of HR planning include meeting manpower needs, managing change, developing talent, and achieving organizational goals. Effective HR planning involves environmental scanning, analyzing labor supply, identifying gaps, action planning, and evaluation.
Kristi Gladney has over 15 years of experience in talent acquisition and human resources. She has held roles recruiting for various industries such as IT, healthcare, finance, and more. Her experience includes full life cycle recruitment, relationship building, and coaching managers. She holds an MBA in human resource management and professional certifications.
The document discusses the recruitment and selection process in human resource management. It begins by defining recruitment and selection, noting that recruitment involves finding potential applicants while selection involves choosing applicants with the right qualifications. It then outlines the importance of recruitment and selection in determining needs, increasing the applicant pool cost-effectively, reducing turnover, and facilitating contact with applicants. The document proceeds to describe the typical steps in the recruitment and selection process, from identifying vacancies to making a hiring decision. It concludes by comparing recruitment and selection and listing factors that can affect recruitment.
The document discusses human resource management for a new food delivery company. It covers developing job descriptions and analyzing positions, recruiting through various sources, screening applicants, and ensuring compliance with regulations. It also discusses developing workforce and strategic plans, managing employee payroll and benefits, and creating an inclusive workplace.
Technology in Employee Recruitment and SelectionIoannis Nikolaou
This document summarizes technology used in employee recruitment and selection processes. It discusses how internet-based tools like company career sites, job boards, and social networking websites have changed recruitment. It also examines applicant tracking systems, video CVs, resume parsing, and screening tools used to evaluate applicants. For selection, it outlines digital interviewing, automated testing, simulations, and how big data and analytics are used. Critical issues discussed include the equivalence and validity of these tools as well as privacy and legal concerns. The document concludes by proposing areas for future research.
Mechell D Jefferson has over 15 years of experience in human resources. She has held positions such as Staffing Specialist, HR Specialist, and HR Assistant. Her experience includes using staffing systems like USA Staffing, eRecruit, and QuickHire to perform tasks like building job announcements, reviewing applicants, and generating referral lists. She is proficient in Microsoft Office, eOPF, and other HR systems. Jefferson seeks a position as a Human Resources Specialist where she can utilize her experience in areas such as recruitment, staffing, benefits, and employee relations.
The document discusses recruitment challenges in the KPO (knowledge process outsourcing) industry in India. It notes that KPO requires deep domain expertise compared to BPO. While demand for KPO services in India is estimated to reach 180,000 employees by 2014, supply side constraints like a lack of skilled talent means the industry can currently only hire around 100,000. Recruitment and training are identified as the biggest supply side challenges. Universities need to focus more on developing practical business skills to prepare students for KPO roles. Businesses can help by partnering with educational institutions and implementing talent management programs.
Julie Linda has over 15 years of experience in human resources and talent acquisition roles. She holds a Master's Degree in Human Resources Management and seeks a position focusing on business resource development, including hiring personnel and developing corporate programs. Her background includes experience recruiting for various industries, managing HR functions, and developing recruiting strategies.
This document outlines trends and best practices in talent acquisition based on a presentation by Simon Parkin. It discusses moving away from an overly automated applicant tracking system (ATS) to a candidate relationship management (CRM) tool. It also emphasizes deeper candidate assessment, balancing candidate experience with evaluation, using data to calibrate internal and external talent, and training recruiters to serve as talent advisors rather than just administrators. Recruitment is seen as underfunded and in need of improved capabilities, sourcing, and executive support. Best practices highlighted include boomerang hiring, varied interview panels, mobile optimization, and leveraging LinkedIn.
David V. Cole has over 15 years of experience in human resources and talent acquisition. He has held positions such as HR Manager, Corporate Recruiter, and Director of Owner-Operator Recruiting. His experience includes tasks like recruiting, onboarding, employee relations, benefits administration, and compliance. He aims to streamline processes, reduce costs and time to hire, and develop talent. Cole has expertise in applicant tracking systems, behavioral interviewing, and workforce planning. He holds a Bachelor's degree in Economics from Indiana University.
Sam C Reddy provides a resume summarizing his experience as a technical recruiter and HR professional over 25 years. He holds two degrees from Osmania University in India and has recruited for various companies in India, Australia, and the United States. Currently, he works as a senior technical recruiter for Computek Solutions, where he manages the full recruitment lifecycle and has increased sales year over year.
Brenda Hodges has over 15 years of experience in human resources including recruitment, talent management, staff development, and HR compliance. She has a track record of success developing recruiting programs and negotiating offers. Her skills include strategic recruitment, employment law, benefits administration, and applicant tracking systems. Currently she works as a talent manager providing executive recruitment services and managing a recruitment budget.
The document discusses various methods for recruiting candidates, including using internal and external personnel, advertising positions online and through agencies, campus recruiting, and on-demand recruiting services. It also notes that internet recruiting can be cost-effective but also presents risks like discrimination and privacy issues. The document provides details on campus recruiting goals, the onboarding process, and areas of personal information collected during the application process.
Dear Students
We can help you to write total dissertation/project report.
Our 9 step method of project writing:-
Step 1) Helping you in Selection of topic.
Step 2) Group discussion / conference call with in team of professors.
Step 3) Helping you in Preparation of Synopsis/ proposal & sent to project guide
• 7+ years of diverse experience as Sr HR Executive / Generalist majorly with IT Industry & multi-disciplinary industry expertise: emphasis on planning, directing and coordinating Human Resources to maximize the strategic use of resources,
• Currently associated with Damcosoft Pvt. Ltd. as Senior Executive HR
Recruitment Realities Changes And ChallengesAndrew Jang
This document discusses recruitment realities and challenges in finding qualified candidates. It emphasizes the importance of increasing the candidate pool to improve chances of finding the right fit. It also stresses the need to evaluate candidates by collecting valid and sufficient information to make the right hiring decisions. Finally, it explores how recruitment practices must evolve and utilize new technologies, social media, and generational trends to effectively target and attract candidates.
The document discusses various aspects of effective recruitment processes and techniques. It notes that recruitment has become a critical component of human resources, especially in competitive industries. Effective recruitment requires identifying top talent and ensuring good job-personality fits. Common mistakes include lack of planning, insufficient resources, and vague job descriptions. Assessments are an important but not sole determinant of fit. Outsourcing recruitment can lower costs but risks less control, while in-house retains branding but may be more expensive. Feedback from hiring managers and new employees helps evaluate different recruitment methods.
Manpower is an industry leader offering various employment services including temporary staffing, permanent recruitment, training, and outsourcing. It has over 400,000 clients, 4,000 offices in 82 countries, and annual revenues of $16 billion. Manpower provides staffing, professional staffing, and customized workforce solutions through various business lines to connect individuals and employers globally.
Tech To Suit is a recruitment firm founded in 2000 that specializes in recruiting for the IT/telecom, oil/gas/power, and finance industries. It has 40 employees and works with 70% of the top 15 IT/telecom companies in India. In 2007-2008, the company recruited 425 candidates and had a turnover of INR 2.5 crores. Tech To Suit provides permanent staffing, executive search, and turnkey recruitment services to meet its clients' needs across industries, roles, and geographies.
Great hiring doesn\'t happen by accident; it\'s the culmination of a series of thoughtfully planned and well executed events. At the beginning of hiring well is a sourcing strategy. This strategy outlines responsibilities, articulates the steps, plans for contingencies, and defines success.
Building this strategy can be difficult. To be effective, it should include a robust audit of source effectiveness, ROI measures, and cutting-edge methods. It is a toolkit that will address holistic sourcing approaches but be flexible enough to be tailored for unique needs.
Karthick Ashokan has over 10 years of experience in human resources. He is currently working as an HR Advisor at ICON Clinical Research Private Limited, where he handles activities like onboarding, employee database maintenance, and responding to employee queries. Previously, he worked at Wipro Limited as a Senior Officer focusing on HR administration. He has expertise in modules like PeopleSoft and WorkDay. Karthick holds an MBA in Human Resource Management and aims to contribute to organizational growth through effective HR practices.
Cate Sprout has over 15 years of experience in talent acquisition. She is currently the Director of Talent Acquisition at CHS Inc., a Fortune 100 agribusiness company, where she has established staffing processes, implemented an applicant tracking system, and oversees recruiting initiatives including military and internship programs. Previously, she held talent acquisition roles at Datacard Corporation and Medtronic Corporation, where she developed recruiting strategies and tools.
Kristi Gladney has over 15 years of experience in talent acquisition and human resources. She has held roles recruiting for various industries such as IT, healthcare, finance, and more. Her experience includes full life cycle recruitment, relationship building, and coaching managers. She holds an MBA in human resource management and professional certifications.
The document discusses the recruitment and selection process in human resource management. It begins by defining recruitment and selection, noting that recruitment involves finding potential applicants while selection involves choosing applicants with the right qualifications. It then outlines the importance of recruitment and selection in determining needs, increasing the applicant pool cost-effectively, reducing turnover, and facilitating contact with applicants. The document proceeds to describe the typical steps in the recruitment and selection process, from identifying vacancies to making a hiring decision. It concludes by comparing recruitment and selection and listing factors that can affect recruitment.
The document discusses human resource management for a new food delivery company. It covers developing job descriptions and analyzing positions, recruiting through various sources, screening applicants, and ensuring compliance with regulations. It also discusses developing workforce and strategic plans, managing employee payroll and benefits, and creating an inclusive workplace.
Technology in Employee Recruitment and SelectionIoannis Nikolaou
This document summarizes technology used in employee recruitment and selection processes. It discusses how internet-based tools like company career sites, job boards, and social networking websites have changed recruitment. It also examines applicant tracking systems, video CVs, resume parsing, and screening tools used to evaluate applicants. For selection, it outlines digital interviewing, automated testing, simulations, and how big data and analytics are used. Critical issues discussed include the equivalence and validity of these tools as well as privacy and legal concerns. The document concludes by proposing areas for future research.
Mechell D Jefferson has over 15 years of experience in human resources. She has held positions such as Staffing Specialist, HR Specialist, and HR Assistant. Her experience includes using staffing systems like USA Staffing, eRecruit, and QuickHire to perform tasks like building job announcements, reviewing applicants, and generating referral lists. She is proficient in Microsoft Office, eOPF, and other HR systems. Jefferson seeks a position as a Human Resources Specialist where she can utilize her experience in areas such as recruitment, staffing, benefits, and employee relations.
The document discusses recruitment challenges in the KPO (knowledge process outsourcing) industry in India. It notes that KPO requires deep domain expertise compared to BPO. While demand for KPO services in India is estimated to reach 180,000 employees by 2014, supply side constraints like a lack of skilled talent means the industry can currently only hire around 100,000. Recruitment and training are identified as the biggest supply side challenges. Universities need to focus more on developing practical business skills to prepare students for KPO roles. Businesses can help by partnering with educational institutions and implementing talent management programs.
Julie Linda has over 15 years of experience in human resources and talent acquisition roles. She holds a Master's Degree in Human Resources Management and seeks a position focusing on business resource development, including hiring personnel and developing corporate programs. Her background includes experience recruiting for various industries, managing HR functions, and developing recruiting strategies.
This document outlines trends and best practices in talent acquisition based on a presentation by Simon Parkin. It discusses moving away from an overly automated applicant tracking system (ATS) to a candidate relationship management (CRM) tool. It also emphasizes deeper candidate assessment, balancing candidate experience with evaluation, using data to calibrate internal and external talent, and training recruiters to serve as talent advisors rather than just administrators. Recruitment is seen as underfunded and in need of improved capabilities, sourcing, and executive support. Best practices highlighted include boomerang hiring, varied interview panels, mobile optimization, and leveraging LinkedIn.
David V. Cole has over 15 years of experience in human resources and talent acquisition. He has held positions such as HR Manager, Corporate Recruiter, and Director of Owner-Operator Recruiting. His experience includes tasks like recruiting, onboarding, employee relations, benefits administration, and compliance. He aims to streamline processes, reduce costs and time to hire, and develop talent. Cole has expertise in applicant tracking systems, behavioral interviewing, and workforce planning. He holds a Bachelor's degree in Economics from Indiana University.
Sam C Reddy provides a resume summarizing his experience as a technical recruiter and HR professional over 25 years. He holds two degrees from Osmania University in India and has recruited for various companies in India, Australia, and the United States. Currently, he works as a senior technical recruiter for Computek Solutions, where he manages the full recruitment lifecycle and has increased sales year over year.
Brenda Hodges has over 15 years of experience in human resources including recruitment, talent management, staff development, and HR compliance. She has a track record of success developing recruiting programs and negotiating offers. Her skills include strategic recruitment, employment law, benefits administration, and applicant tracking systems. Currently she works as a talent manager providing executive recruitment services and managing a recruitment budget.
The document discusses various methods for recruiting candidates, including using internal and external personnel, advertising positions online and through agencies, campus recruiting, and on-demand recruiting services. It also notes that internet recruiting can be cost-effective but also presents risks like discrimination and privacy issues. The document provides details on campus recruiting goals, the onboarding process, and areas of personal information collected during the application process.
Dear Students
We can help you to write total dissertation/project report.
Our 9 step method of project writing:-
Step 1) Helping you in Selection of topic.
Step 2) Group discussion / conference call with in team of professors.
Step 3) Helping you in Preparation of Synopsis/ proposal & sent to project guide
• 7+ years of diverse experience as Sr HR Executive / Generalist majorly with IT Industry & multi-disciplinary industry expertise: emphasis on planning, directing and coordinating Human Resources to maximize the strategic use of resources,
• Currently associated with Damcosoft Pvt. Ltd. as Senior Executive HR
Recruitment Realities Changes And ChallengesAndrew Jang
This document discusses recruitment realities and challenges in finding qualified candidates. It emphasizes the importance of increasing the candidate pool to improve chances of finding the right fit. It also stresses the need to evaluate candidates by collecting valid and sufficient information to make the right hiring decisions. Finally, it explores how recruitment practices must evolve and utilize new technologies, social media, and generational trends to effectively target and attract candidates.
The document discusses various aspects of effective recruitment processes and techniques. It notes that recruitment has become a critical component of human resources, especially in competitive industries. Effective recruitment requires identifying top talent and ensuring good job-personality fits. Common mistakes include lack of planning, insufficient resources, and vague job descriptions. Assessments are an important but not sole determinant of fit. Outsourcing recruitment can lower costs but risks less control, while in-house retains branding but may be more expensive. Feedback from hiring managers and new employees helps evaluate different recruitment methods.
Manpower is an industry leader offering various employment services including temporary staffing, permanent recruitment, training, and outsourcing. It has over 400,000 clients, 4,000 offices in 82 countries, and annual revenues of $16 billion. Manpower provides staffing, professional staffing, and customized workforce solutions through various business lines to connect individuals and employers globally.
Tech To Suit is a recruitment firm founded in 2000 that specializes in recruiting for the IT/telecom, oil/gas/power, and finance industries. It has 40 employees and works with 70% of the top 15 IT/telecom companies in India. In 2007-2008, the company recruited 425 candidates and had a turnover of INR 2.5 crores. Tech To Suit provides permanent staffing, executive search, and turnkey recruitment services to meet its clients' needs across industries, roles, and geographies.
Great hiring doesn\'t happen by accident; it\'s the culmination of a series of thoughtfully planned and well executed events. At the beginning of hiring well is a sourcing strategy. This strategy outlines responsibilities, articulates the steps, plans for contingencies, and defines success.
Building this strategy can be difficult. To be effective, it should include a robust audit of source effectiveness, ROI measures, and cutting-edge methods. It is a toolkit that will address holistic sourcing approaches but be flexible enough to be tailored for unique needs.
Karthick Ashokan has over 10 years of experience in human resources. He is currently working as an HR Advisor at ICON Clinical Research Private Limited, where he handles activities like onboarding, employee database maintenance, and responding to employee queries. Previously, he worked at Wipro Limited as a Senior Officer focusing on HR administration. He has expertise in modules like PeopleSoft and WorkDay. Karthick holds an MBA in Human Resource Management and aims to contribute to organizational growth through effective HR practices.
Cate Sprout has over 15 years of experience in talent acquisition. She is currently the Director of Talent Acquisition at CHS Inc., a Fortune 100 agribusiness company, where she has established staffing processes, implemented an applicant tracking system, and oversees recruiting initiatives including military and internship programs. Previously, she held talent acquisition roles at Datacard Corporation and Medtronic Corporation, where she developed recruiting strategies and tools.
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.
Tailoring Your Resume For Today’S PantsuitsLaura Roybal
The document provides advice on tailoring resumes for today's job market. It discusses different resume formats including chronological, functional, and targeted resumes. It provides examples of professional profiles and how to structure experience, education, and affiliations sections. The document also discusses using social media and networking sites like LinkedIn to expand professional opportunities and find new roles. It emphasizes customizing resumes and online presence to specific roles and keeping materials up-to-date with changing technologies and job requirements.
Jennifer Davis has over 15 years of experience in human resources including recruiting, training, benefits administration, and systems administration. She is proficient in various HR systems and has a track record of successfully managing projects, analyzing metrics, and training users. Her experience spans industries such as utilities, healthcare, and technology.
Pamela Montagnese Wilhelm has over 15 years of experience in project management, clinical trial management, and customer support roles. She has a proven track record of successfully leading teams, implementing new systems, and ensuring processes are carried out accurately and efficiently. Her background includes roles implementing clinical trial systems, providing user support, and developing tools to automate workflows.
Elena-Nicole E. Johns has over 10 years of experience in human resources for the railroad industry. She currently manages a team that handles staffing and hiring processes. Previously she has held roles in staffing, public relations, and financial services. She has a Bachelor's degree in Public Relations and a minor in Business Administration.
This document provides a summary of Jennifer Davis's experience including over 15 years of experience in human resources with a focus on recruiting, training, and systems administration. She has experience managing projects, reporting metrics, resolving issues, and training users. Her experience spans roles at Pacific Gas & Electric Company, Kaiser Permanente, SBC (Pacific Bell), and SBC Internet Services utilizing various HR systems and software.
Siddhesh Sudhakar Bane is a KPO/BPO professional with over 11 years of experience in the US healthcare industry including roles in medical coding, compliance, and revenue cycle management. He has expertise in project management, operations management, and people management. Currently he works as a manager for NDS InfoServ where he helps develop their computer assisted coding application and supports business development.
Mohammed Nadeem Ahmed is seeking a position in human resources with over 4 years of experience in HR generalist and business partner roles. He has experience managing the full employee lifecycle including recruitment, onboarding, payroll, benefits administration, performance management, and employee relations. Currently working as an HR Generalist at Annapurna International School of Film & Media, his responsibilities include recruitment, training, compensation, and employee engagement. He has a postgraduate degree in Finance and HR and is proficient in Microsoft Office.
This document is an HR professional's resume summarizing over 20 years of experience in HR and administration roles in the Middle East and India. The resume highlights the professional's experience managing HR functions such as recruitment, compensation, performance management, training, and employee relations for various companies in Saudi Arabia, the UAE, and India. It also lists the professional's qualifications including a master's degree in history and experience implementing HR systems like SAP. The resume is seeking an HR management or administration role for a growth-oriented organization.
Audrey D'Monte is a senior manager and delivery leader at Tata Consultancy Services with over 10 years of experience in project management and client services. She currently leads a team of 100 people in managing operations for one of the UK's largest insurance clients. Previously, she held manager and associate manager roles at Allscripts Healthcare India and Mphasis, where she was responsible for client relationships, resource management, and ensuring service level agreements were met. D'Monte has strong communication, analytical, and client relationship skills and education includes a BSc in Chemistry from Fergusson College.
Donna Sanchez is a recruitment manager with over 15 years of experience in the medical sector. She has a proven track record of exceeding hiring goals and quotas through strategic sourcing and pipeline management. Sanchez has expertise in ATS systems, leadership development, and process improvement. She currently serves as a regional recruitment manager for a large home healthcare staffing company.
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.
See two companies' unique approaches to overhauling their recruitment processes.
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Charles B.J. has over 15 years of experience in transitions, project management, operations management, quality, and process management. He has successfully transitioned several onshore projects for different companies in various industries. Currently serving as a senior manager, his responsibilities include client relationship management, service delivery management, budgeting, transition management, and business expansion. He has extensive experience working with clients in industries such as healthcare, insurance, and pharmaceuticals.
Kedra Upshaw has over 10 years of experience in HR, recruiting, and operational program support. She has a background in federal contracting and experience staffing positions in areas such as IT, management, and engineering. Currently she is a Senior Corporate Recruiter and HR Analyst at The MIL Corporation where she develops HR programs, facilitates new hire orientations, and performs corporate recruiting.
This document contains a resume for Abhinav Rajkumar. It summarizes his professional experience in recruitment and human resources spanning over 8 years. He has worked with companies like EY GBS, Applexus Technologies, KLA-Tencor Corporation, Amazon Development Centre and Wipro BPO Solutions. His expertise includes strategic sourcing, social media recruiting, training new recruits, and managing offshore recruitment operations. He holds a Bachelor's degree in Commerce from St. Albert's College, Cochin.
Ashleigh Chapman has over 20 years of experience in healthcare staffing and talent acquisition. She has held senior level positions at several large staffing firms where she improved business, recruited top talent, and increased revenue. Her background includes experience in direct sourcing, executive recruiting, client relations, and strategic business development.
The document describes an internship at a software company. It includes the mission and vision of the host organization, an executive summary of the internship experience, and details of projects completed. The intern learned skills in Excel, data analysis, and report writing. Challenges included complex projects and time management. Overall, the internship provided valuable experience in software development processes.
1. Christi O’Brien
10739 Wi ll fl eet Dri ve
Ci nci nnat i , OH, 45241
513.899.0112 Landl i ne
513.236.3116 Mobi l e
m hckobri en@ yah oo. com
Professional Experience
Santa Rosa Consulting - Health Care Technology Solutions, Inc (HCTSi), January 27 2007 to
present (aka Noesis Health and purchased in whole by Santa Rosa Consulting
June 10, 2009)
Talent Acquisition Manager, June, 2014 to Present
Promoted to run a new recruiting division with the company. Responsible
for:
o Creating, defining, and managing our internal services
o Mapping and documenting all processes
o Managing a team of up to 5 recruiters – full hiring, firing, and
mentoring
Significant Accomplishments
o Led the team for a huge recruitment effort of the largest go live
support project in healthcare history. MD Anderson Cancer Center
went live March 4, 2016, with 1,113 positions rostered from Santa
Rosa. More than 2/3 of that workforce came from my team’s
recruiting efforts. We spoke to more than 2,500 candidates,
referring the best for further SME screening. I organized the
processes, sourcing, and communications, and assured my team
hit our target numbers for the 6 months leading up to this
successful project. We had all we needed for staffing plus 400
backups.
Monitor recruiting delivery through running reports and working closely with
our executives
Leverage technology and define workflows for peak efficiency
Constantly balance and re-balance the recruiting workload in line with the
overall corporate objectives and priorities
Project Manage recruiting portions of RFP responses
Oversee and define use of our Candidate Tracking System, Bullhorn
Calculate Recruiter Commissions
Continually improve and develop templates for communications, resume
formatting, submissions, etc
My team recruits for everything outside of Meditech and the Santa Rosa
Holdings corporate needs including: Epic, Integration, Management
Consulting, Cerner, Soarian, McKesson, Go Live Support, Credentialed
Trainers, and more
Senior Recruiting activities as per below
Senior Recruiter, 2008 to 2014:
2. Full life cycle recruitment including understanding requirements from sales,
sourcing, interviewing, coordinating additional interviews, checking
references, prepping for client interviews, debriefing from interviews,
initiating paperwork, pre-closing, closing, and on-boarding of candidates.
Established recruiting process to ensure quality in the recruiting process
Developed forms for tracking candidates and interviewing
Super user of our Candidate Tracking Systems (CTS’s) which have included
Gorrie Reagan, Gopher Black Dog Recruiting Software, and Bullhorn
Assisted with Resource Management duties
Have reverted to sales cold calling to help keep people from hitting the bench
Ramped up candidate pools quickly and coordinated efforts for RFP
responses
Pipelined candidates for Core Practices including Epic, Cerner, Meditech,
Siemens, GE/IDX, Eclipsys, McKesson, Interfaces and Integration
(HealthVision, Lawson, Cloverleaf, SeeBeyond, eGate, ICAN, JCAPS, Orion
Rhapsody, InterSystems Ensemble, Epic Bridges, Patient Care Device
Integration, PCDI, Bedside Medical Device Integration, BMDI, Sybase,
Neon, Mirth, and more), Management Consulting (Strategic Advisory
Services), Kronos, Lawson, NextGen, Allscripts, and more.
Formatted resumes for standardized presentation
Assisted candidates with resume revisions and enhancements
Described corporate culture and benefits to show candidates company
highlights of why they should work for us
Sales Executive, 2007:
Hired to cold call and generate new business for the company
Number 1 salesperson in 2007 at just over $1.3M out of $3.3M in services
sales company wide
Target clients were healthcare providers and health IT software vendors with
project work that exceeds their full time staff’s capabilities. I name sourced
for the CIO, Director of IS, Director of IT, Manager of Integration, or other
key Information Systems Department staff. Upon listening to their existing
efforts, I presented solutions as appropriate in the form of contracting our
consultants.
Jonathan Scott International (JSI), an MRI franchise, June 2005 to January 2007
Account Executive:
Achieved annual sales quota by October 2006, earning all expenses paid trip
to Hawaii (have to be over $300,000 in revenues for the calendar year)
Put together plan and formalized vision for marketing the firm as a key player
in the health IT executive search industry
Took over a failing health IT desk saving existing accounts by providing
fulfillment of requested resources
Developed new accounts through cold calling campaigns
Garnered engaged (money down) and exclusive business from clients
Provided account management deepening client relationships and bringing in
additional job orders
Christi O’Brien, Page 2
3. Directed team of recruiters and research assistant on surfacing and
interviewing A Player talent
Recruited and created/maintained pipeline of candidates
Recruitment and job orders handled included:
• Implementation and support analysts for build and design or
maintenance of health systems with specialties in Cerner
(Millennium), IDX (CareCast, FlowCast, ImageCast), Allscripts
(TouchWorks), NextGen (EPM and EMR), McKesson, Eclipsys,
Siemens, Meditech, Epic, GE Centricity EMR (formerly GE
Logician), Kronos, PeopleSoft, Lawson, Geac, and a variety of PACS
and RIS systems (GE, Kodak, AGFA, IDX, Siemens, Fuji and more)
• Health Systems Integration Developers and Architects – HL7
interface experts with expertise in Cloverleaf (Quovadx), SeeBeyond
(e*Gate and ICAN), Sybase (CAI NEON), and vendor-specific tools
including NAI (IDX), Open Engine (Cerner), and more.
• Project managers for application and enterprise implementations and
integration projects
• Executive level IS and IT professionals including Directors,
Managers, and CIO’s
Clients included:
• Health provider organizations like health systems, hospitals, and
physician practices
• Health IT consulting firms
CTG HealthCare Solutions, Cincinnati, OH, December 2003-June 2005
Significant Accomplishments:
Achieved 135% of goals in 2004 with 27 hires in 10 months (goal of 20
hires)
Eleven hires in first 5 months of 2005
Recruited by new Recruiting Manager to help set up processes and establish
methodologies for the department including:
• Developed tracking model for requisitions and coverage
• Super-user, trainer, liaison and administrator for new applicant
tracking system, TalentPool
• Outlined the job duties and process flow for the newly created
Resource Recruiter role
• Documented processes and methodologies for the Recruiting Manager
Promoted to full recruiter within 3 months
Training of new resource recruiters
Successfully worked with UK partners to staff international opportunities
Took over recruiting for a failing practice area (IDX) and built it back up
Recruited for IDX (CareCast, LastWord, FlowCast, ImageCast), Meditech
(Client Server and Magic), SeeBeyond (e*Gate, DataGate, ICAN),
Christi O’Brien, Page 3
4. Cloverleaf (Quovadx), Sybase, Siemens, Epic, Cerner, McKesson, Eclipsys,
PeopleSoft, Lawson, Kronos, Allscripts, NextGen, Picis, Res-Q and more
Recruited senior level candidates for our Solutions Practice including Clinical
Transformation candidates
Resource Recruiter duties:
Source candidates through job postings, internet, referrals, cold calling,
internal database and networking
Conduct initial phone screen
Pass qualified candidates to recruiters and keep others warm for potential
future opportunities
Work with sub firms and agencies for third party candidates
Enter and track candidate progress through applicant tracking systems,
TalentPool and most recently RecruitMax
Recruiter duties include Resource Recruiter duties above in addition to:
Develop recruiting plan which aligns with CTG’s business plans
Receive and qualify candidate silhouettes and resource requisitions
Develop a plan to target qualified candidates
Work in conjunction with Resource Recruiters to source candidates
Conduct interviews to determine candidate’s general skill base, current
employment status and what they are looking for in general
Share CTG’s vision and determine if candidate’s vision aligns with CTG’s
Start the process of pre-closing candidates early and often throughout process
Schedule, gather feedback and debrief all relevant parties for technical and
managerial internal interviews
Gather employment applications and other forms
Conduct reference checks
Have background checks and drug screenings done where required
Submit fully qualified and processed candidates to Account Executive for
client presentation
Assist in scheduling client interviews
Maintain relationship or close the loop with candidates rejected by clients
Conduct final salary negotiations to close the candidate
Ensure offers are sent and returned fully completed
Transition the new employee to their immediate CTG supervisor
Maintain relationship, keeping employee in my network for referrals and
industry/client information
Analyze metrics and use results towards continuous improvement
Education
Bachelor of General Studies, Ball State University, Muncie, IN, 1996
Major: General Studies Minors: Mathematical Sciences and Astronomy
• Honors College Graduate – required a thesis project
• Summa Cum Laude (GPA 3.9/4.0)
Christi O’Brien, Page 4
5. Completed “Automotive Finance & Insurance Management” course in June 2002 by Resources
Training, Inc., An Aon Company
Americorps Experience
L’Arche Tahoma Hope, Tacoma, WA, April 1997–May 1998
House Assistant duties:
Shared my life with people with developmental disabilities in a community-
living environment
Coordinated scheduling of staff and volunteers
Assisted residents with their daily living routines
Built upon my existing knowledge of American Sign Language conversing
with a Deaf core person
This counted towards a year of AmeriCorps Service
Christi O’Brien, Page 5
6. Completed “Automotive Finance & Insurance Management” course in June 2002 by Resources
Training, Inc., An Aon Company
Americorps Experience
L’Arche Tahoma Hope, Tacoma, WA, April 1997–May 1998
House Assistant duties:
Shared my life with people with developmental disabilities in a community-
living environment
Coordinated scheduling of staff and volunteers
Assisted residents with their daily living routines
Built upon my existing knowledge of American Sign Language conversing
with a Deaf core person
This counted towards a year of AmeriCorps Service
Christi O’Brien, Page 5