Oliver Smith is an experienced internal recruitment professional seeking a challenging recruitment role. He has 18 years of experience in recruitment including volume recruitment, candidate management, process implementation, and efficiency improvements. References praise his passion, dedication, and ability to exceed targets. Oliver is seeking a role that offers career development and the chance to demonstrate his expertise in an organization that recognizes the benefits of high candidate brand awareness throughout the recruitment process.
Building a Business Case to Support Your RPO DecisionHROAssoc
This webinar explores key RPO business case concepts and showcase an innovative recruiting cost modeler to help you overcome challenges associated with creating a holistic business case for recruitment process outsourcing (RPO).
Webinar highlights:
• Provides a holistic analysis of your current state recruiting program
• Contributes to the development of a solid Recruitment Process Outsourcing (RPO) business case
• Provides a step by step approach to streamlining your communication for your RPO business case to leaders within your organization
• Uses intellectual capital and solution architect expertise gained over numerous RPO solutions and implementations
Presenters:
• Dawn Pellar, Global RPO consultant currently a member of IBM’s Global Process Services Group for HRO
• Valerie Egan, Head of Resourcing-North America for Linde
Building a Business Case to Support Your RPO DecisionHROAssoc
This webinar explores key RPO business case concepts and showcase an innovative recruiting cost modeler to help you overcome challenges associated with creating a holistic business case for recruitment process outsourcing (RPO).
Webinar highlights:
• Provides a holistic analysis of your current state recruiting program
• Contributes to the development of a solid Recruitment Process Outsourcing (RPO) business case
• Provides a step by step approach to streamlining your communication for your RPO business case to leaders within your organization
• Uses intellectual capital and solution architect expertise gained over numerous RPO solutions and implementations
Presenters:
• Dawn Pellar, Global RPO consultant currently a member of IBM’s Global Process Services Group for HRO
• Valerie Egan, Head of Resourcing-North America for Linde
Omni's Award Winning Recruitment Process Outsourcing RPO SolutionInSource Talent Ltd
An overview of Omni's flagship Recruitment Process Outsourcing (RPO) solution.
By taking one easy step you can recruit the best talent, at the lowest possible cost, in the quickest possible time!
We can significantly reduce the effort expended by your HR department and your business. Not to mention taking away all the hassle of agency cold calls or managing your own direct channels.
The benefits of outsourcing your recruitment are significant and tangible....
Gain consistency, control and visibility of your recruitment
Have the whole organisation recruiting in a consistent high quality and visible way so performance can be measured and improved.
Improve the quality of your candidates
With talent pools created specifically for your organisation and a team of expert resourcers using cutting edge sourcing techniques, have access to the widest pool of talent.
Save time on recruitment administration
With a recruitment team managing the recruitment process under the organisation’s brand, you’ll no longer have to find time to place adverts, respond to applications, keep in touch with candidates or even manage agencies – this will all be taken care of.
Reduce agency costs
With a focus to increase the number of direct placements, the ability to negotiate agency fees and a performance framework in place, you’ll have less dependence on agencies which means a significant reduction in agency fees!
Improve time to hire
With a slick and efficient recruitment process managed by recruitment experts, all aspects of time to hire will be measured, monitored and improved.
Recruitment Process Outsourcing (RPO) – Moving Beyond the Pioneer StageEverest Group
Everest Group experts will highlight the outsourcing
options for RPO, key buyer adoption trends, recent
solutions and deal characteristics, evolving supplier
landscape, and the implications for both buyers and
suppliers.
It’s the honeymoon phase. You know, when the relationship is new and everything is rosy. But once the honeymoon’s over, you need to be sure you’ve picked a good a partner for now and ever after.
Learn the various components of RPO and provide a basic overview of selecting an RPO provider.
In this presentation, you will learn:
1) What is RPO (it’s not black and white)
2) The components of RPO (describe the ideal RPO offering)
3) The criteria for selecting an RPO provider (look beyond the pretty face)
4) Suggestions to help guarantee success (The basics of the RPO pre-nup)
Global Trends in RPO and Talent Recruitment 2014 Kelly Services
The report is based on the views of senior hiring managers from small, medium and large organizations from the Americas, Europe, Middle East and Africa (EMEA), and the Asia Pacific (APAC) region. It provides a rare glimpse into the key decisions that will impact businesses, particularly focusing on their workforce needs and the challenges they face in attracting and retaining talent in an uncertain economic environment.
It also shines a light on the latest developments in the area of recruitment process outsourcing (RPO) and reveals where businesses are headed in adopting innovative solutions to the growing challenge of skills shortages.
Omni's Award Winning Recruitment Process Outsourcing RPO SolutionInSource Talent Ltd
An overview of Omni's flagship Recruitment Process Outsourcing (RPO) solution.
By taking one easy step you can recruit the best talent, at the lowest possible cost, in the quickest possible time!
We can significantly reduce the effort expended by your HR department and your business. Not to mention taking away all the hassle of agency cold calls or managing your own direct channels.
The benefits of outsourcing your recruitment are significant and tangible....
Gain consistency, control and visibility of your recruitment
Have the whole organisation recruiting in a consistent high quality and visible way so performance can be measured and improved.
Improve the quality of your candidates
With talent pools created specifically for your organisation and a team of expert resourcers using cutting edge sourcing techniques, have access to the widest pool of talent.
Save time on recruitment administration
With a recruitment team managing the recruitment process under the organisation’s brand, you’ll no longer have to find time to place adverts, respond to applications, keep in touch with candidates or even manage agencies – this will all be taken care of.
Reduce agency costs
With a focus to increase the number of direct placements, the ability to negotiate agency fees and a performance framework in place, you’ll have less dependence on agencies which means a significant reduction in agency fees!
Improve time to hire
With a slick and efficient recruitment process managed by recruitment experts, all aspects of time to hire will be measured, monitored and improved.
Recruitment Process Outsourcing (RPO) – Moving Beyond the Pioneer StageEverest Group
Everest Group experts will highlight the outsourcing
options for RPO, key buyer adoption trends, recent
solutions and deal characteristics, evolving supplier
landscape, and the implications for both buyers and
suppliers.
It’s the honeymoon phase. You know, when the relationship is new and everything is rosy. But once the honeymoon’s over, you need to be sure you’ve picked a good a partner for now and ever after.
Learn the various components of RPO and provide a basic overview of selecting an RPO provider.
In this presentation, you will learn:
1) What is RPO (it’s not black and white)
2) The components of RPO (describe the ideal RPO offering)
3) The criteria for selecting an RPO provider (look beyond the pretty face)
4) Suggestions to help guarantee success (The basics of the RPO pre-nup)
Global Trends in RPO and Talent Recruitment 2014 Kelly Services
The report is based on the views of senior hiring managers from small, medium and large organizations from the Americas, Europe, Middle East and Africa (EMEA), and the Asia Pacific (APAC) region. It provides a rare glimpse into the key decisions that will impact businesses, particularly focusing on their workforce needs and the challenges they face in attracting and retaining talent in an uncertain economic environment.
It also shines a light on the latest developments in the area of recruitment process outsourcing (RPO) and reveals where businesses are headed in adopting innovative solutions to the growing challenge of skills shortages.
1. Oliver Smith– Experienced internal recruitment professional
07967 942090
http://uk.linkedin.com/in/olismithrecruiter/
Wakefield,WF1 3EE oliversmith63@hotmail.com
18 Yrs Recruitmentexperience.
*Head office functions*Volume recruitment*Candidate management*Processimplementation*
*Efficiencyimprovements*Campaigndesign*Advert/Candidate generation*Competencybased*
Skills *Security Vetting Industries Software
*advert writing *Volume screening *Utilities *Kenexa
*Competency interviewing *CV Mining *Hospitality *I-Grasp
*Assessment centre *Communication *Engineering *Profile RPM
*Skills testing *Gaining “Buy in” *Defence *Voyager
*Candidate shortlisting *Process improvements *Logistics
*Interview training *Contract negotiation *Contact Centre
*Stakeholder Management *Team Management *Head office functions
*Vacancy briefings *Social media recruiting *Travel / Tourism
Recommendations
Jet2.com - Recruitment System Coordinator Jamie Pearson
“Working on an Interim assignment - Oliver assisted with the volume recruitment
of our seasonal GroundOperations employees. Responsible for the full endto
end recruitment process aimedat deliveringhigh standards of brandawareness
and candidate satisfactionthroughour Candidate ManagementSystem(Kenexa).
Responsibilities include managing the initial screening and shortlisting using
competency scoring framework, managingthe assessmentcentre attendance and
adapting the numbers to meetchanging business requirements, completingjob
offers and ensuring candidates are aware of the security/referencing process
required to gain CAA clearance ensuring process compliance.”
Thames Water - Editor / Proof reader Claire Fry
“Oliver is an exceptionallytalentedCareer / RecruitmentProfessional with a high-level client
and candidate centric approach. Possessing an astute business mind-set, his enthusiasm
and drive consistently ensures success for all parties withinthe recruitmentprocess, time
and time again.”
Compass Group UK & Ireland - Resourcing Consultant Gaynor Levi
“I worked with Oliver for a year and found him to be very passionate and pro active in his
role as an internal recruiter. Oliver was able to demonstrate his experience through his many
successful placements and new idea's offeredto the team.”
Compass Group - Recruitment Partner Rebecca Pitt
“Having workedwith Oliver for just over 12 months I foundhim to be hardworking, dedicatedand
totally professional. Oliver had a very difficultarea to recruitbut always managed to exceed his
KPI's.”
Seeking
A challenginginternal recruitmentrole withinan environmentembracingcontinuousimprovements.
A position that offers long term career development and the chance to demonstrate my full range of
expertise.
An organisation that recognises the benefits of delivering high brand awareness to candidates throughout
all recruitmentstages.
2. Oliver Smith– Experienced internal recruitment professional
07967 942090
http://uk.linkedin.com/in/olismithrecruiter/
Wakefield,WF1 3EE oliversmith63@hotmail.com
Employment history
ATA Recruitment - May 2013 – Present (13 months) Leeds,UnitedKingdom
Talent Sourcing Professional
Operatingasa specialisttalentsourcer,supportingateamof sales consultantsinthe deliveryof
Engineeringprofessionals.Agreeingastrategythatsuitsthe needsof the clientandwill helpsource
the strongestcandidate forthe role (Headhunt,Advertised,Use of social media,Candidate data-
base,Focusedsearchand selection,Networking,Jobfairs,Graduates).These strategiescaninclude a
numberof processestosuitthe client(F2For / and Telephone interviewing,Competencyframework
scoring,SHL testing,Skillstesting,Referencing,Assessmentcentre design/organisationtoname a
few).
As thisisa commerciallyfocusedrole (profitrelated) KPI’sare inplace tomonitorstandards.These
include Submissiontointerviewratio,Interview tooffer,Time tohire,Retention,Placementsper
(month/ quarter/ year).
Thisrole requiresme tomanage anywhere between6and18 positionsatany one time.This
requiresahighlevel of structure andorganisationtoensuringall parties/stakeholdersare kept
abreastof projectactivities,understandanychallengesandare keptinformedthroughoutthe
recruitmentprocess.
Jet2.com - January2013 – April 2013 (4 months) Leeds,UnitedKingdom
Recruitment– Interimposition
Working on an Interim assignment - assisting with the seasonal recruitment of operational ground
crew. Transparent recruitment process aimed at delivering high standards of brand awareness and
candidate satisfaction throughout all stages. Responsibilities include managing the candidate short
listing, pre-screening, utilising competency scoring framework, stakeholder management, updating
in-house candidate management system, monitoring assessment centre attendance, managing job
offers, ensuring candidates are able to complete security / referencing process requires to gain
airside passandensuringprocesscompliance.
Equal Approach - August2012 – Jan2013 (6 months) Home basedwithextensive travel
RecruitmentPartner – Contract position
Working remotely, I am responsible for managing the recruitment process on behalf of REMPLOY
the leading W2W provider. Tasked with ensuring process compliance and effective advertising is
used to source the strongest industry candidates to work in the branch network across the entire
UK. This includes pre-screening all applications, selecting short listed candidates to complete the first
stage of the recruitment process (Screening and competency based interview). Using the
standardised process I then select candidates for final stage interviews which are conducted by the
client / stakeholder at a time suitable. This role has enabled me to grasp a stronger understanding of
the benefits of a diverse workforce and grow my understanding of attraction strategies best suited
for sourcinga diverse range of candidates.
3. Oliver Smith– Experienced internal recruitment professional
07967 942090
http://uk.linkedin.com/in/olismithrecruiter/
Wakefield,WF1 3EE oliversmith63@hotmail.com
Personal Career Solutions - August2011 – July2012 (1 year) Leeds,UnitedKingdom
Project Manager - Redundancy
Working with senior executives to assist them achieve the next step in their careers or move into
newexciting roleswithin alternative industries. Key drivers were to ensure clients attained new roles
through delivering accurate market / sector information relating to the chosen target role. This
included using head hunt techniques to gain valuable contact information within targeted
employers.
Yorkshire Water - April 2011 – July2011 (4 months) Bradford,UnitedKingdom
Internal RecruitmentAdvisor– Interimposition
Managing the end to end recruitment process for a variety of field and contact centre based roles. A
competency based recruitment campaign aimed at increasing the workforce in a number of key
areas to assist with the private to public transfer of Clean & Waste water assets across the Yorkshire
region. This role included candidate pre-screening, application/competency based scoring process,
telephone and final stage interviews. Working closely with key stakeholders in the business to
ensure toprocessisadheredto coveringall HRconcernsand deliveringbestresultstothe business.
Final stage interviewratioof 1 in2 hires
Successfullysourcedall candidates(150) 2 monthsaheadof schedule.
Deliveredbrandawarenessthroughoutall stagesof the recruitmentcampaign.
British Gas - September2010 – May 2011 (9 months) Leeds,UnitedKingdom
Internal Recruiter– Interimposition
Managing the recruitment process for engineering professionals. Duties include planning and
running candidate assessment centres, competency based interviewing, advertising, candidate
attraction, managing time hire (achieving SLA’s targets), telephone screening, ensuring cost
efficiencies, working with key stakeholders to understand the needs of the business and ensuring
staff recruitedmeetcompanyvettingprocess’s
Compass GroupUK & Ireland- 2009 – September2010 (1 year) Home basedwithextensive travel
Internal RecruitmentManager (North) – Redundancy
Managing the recruitment process for all internal vacancies of Unit and Senior Managers. Covering
the entire North of England tasked with reducing “time to hire” and streamlining recruitment
process’s. Working closely with the business leaders to identify and understand the needs of the
contract to assist with selecting the best candidates to drive business growth and manage the
companyservice levelsonsite.
Independentlysourced179 permanentpersonnelwitharetentionrate of 85%.
Reducedaverage “time tohire”from16 weeksto6.
SuccessfullydesignedandimplementedassessmentcentresforRetail UnitManagers
Cost savingof £349k infinal 12 monthperiod – Through directhires.
Introduced improved recruitment practises – resulting in reduction of (home based recruiters)
savinginexcessof £300k.
4. Oliver Smith– Experienced internal recruitment professional
07967 942090
http://uk.linkedin.com/in/olismithrecruiter/
Wakefield,WF1 3EE oliversmith63@hotmail.com
DL Transport – 2008 – 2009 (1 year) Leeds,UnitedKingdom
Multi Drop Driver – Career break
Prime Time Recruitment- 2006 – 2008 (2 years) Leeds,UnitedKingdom
Branch Manager – Careerbreak
Branch start up – Achieved100+ weeklytimesheetsinunder7month
RecruitedTrainedandDeveloped2new consultants(Now BranchManagers)
Introduced3 National Accounts(NHSSupplies,IronMountain,Royal Mail).
Jonathan Lee Recruitment- 2004 – 2006 (2 years) Leeds,UnitedKingdom
RecruitmentSpecialist– Career advancement
The Best Connection- 2001 – 2004 (3 years) Leeds,UnitedKingdom
Logistics Consultant– Careeradvancement
Nationwide Contracts - 1999 – 2002 (3 years) WestYorkshire,UnitedKingdom
SeniorConsultant – Company liquidation
Major Recruitment– 1997 – 1999 (2 years) Wakefield,UnitedKingdom
Industrial Recruitment Consultant– Careeradvancement
Training courses completed.
*Competencyframework *Disabilityawareness *Diversityinthe workplace
*Effective networking *Identifyinglearningstyles *SHL testing
*Recruitmentregulations *Advancedadvertwriting *Diversityattractionmethods
*Publicspeaking *Contract negotiation *Salespresentation
*Interviewadvice *Assessmentcentres *Brand delivery
Education
Outwood Grange – 1990 – 1995 (5 years) Wakefield,UnitedKingdom
GCSE’sinclude:
*English *Maths *Geography *Art
*Double Science *BusinessStudies *DesignTechnology *History
Hotel CateringTraining Company – 1995 – 1997 (2 years) Leeds,UnitedKingdom
*NVQ 4 – Advancedfoodpreparation&Cooking
*Advancedfoodhygiene
5. Oliver Smith– Experienced internal recruitment professional
07967 942090
http://uk.linkedin.com/in/olismithrecruiter/
Wakefield,WF1 3EE oliversmith63@hotmail.com
Hobbies & Interests
An active person who loves sports, currently 1st team captain and opening batsman for
Stanley Falcons CC, Golf - 14 Handicap, Snooker – 12 handicap and for my sins a follower of
Leeds United.
Currently learning amateur photography. This is something that coincides with my
enjoyment of taking the dog for walks across the North Yorkshire Dales.
Referees
Jet2.com – Beverley Bagnall – Beverley.bagnall@jet2.com
Equal Approach – Ann Penny – ann.penny@equalapproach.com
Compass Group – Jamie Gordon – Gordon.jamie@ymail.com
Additional references available upon request