Accomplished sourcing and recruiting in a broad range of business environments that include Sales, Engineering, Technology, Financial, Logistics, Manufacturing and Distribution.
Created, maintained and managed LinkedIn Groups with Anixter Aerospace Hardware in 2008: Fasteners Industry, Aerospace Hardware, Anixter, iLogistics and iSell., along with subgroups. These groups have a combined membership of over 10,000 members; actively recruited industry membership base.
Created, maintained and managed Twitter accounts to promote careers, sales and marketing initiatives. @Fasteners, @Aero_Fastener, @AnixterAero,(now @AlignAero), @GreenFasteners, @AnixerFast, @AnixterGreen @Anixter and @AnixterCareers, .
In conjunction with Anixter Marketing group created, maintained and managed Anixter and Anixter Aerospace Hardware Facebook pages.
Worked directly with legal department on creating social media policy. Wrote social media guidelines and policy for Human Resources department.
Created and presented social media strategy presentation and “how to’s” for outside sales force.
Focused on supporting projects and initiatives that promote both recruiting and business objectives.
Responsible for providing support on global employer branding initiatives.
Create the optimal candidate experience by identifying the key decision levers, developing a sell strategy and creating candidate experiences and offers that successfully close the hire.
Sourcing via Social Networking sites: LinkedIn, Facebook, Twitter, Viadeo, Ushi, YouTube, WordPress, foursquare, Tumblr and Pinterest.
Guest blogger on Fastener Talk & Fully Threaded Radio – discussion about use of social media in the fastener industry.
Development and distributed monthly company newsletter. Include social media sites and industry news to increase communication, share opinions, perspective and employment referrals.
Used social media sites to create employee engagement; collaboration, productivity, feedback and participation.
Reduced turnover by 58% by putting in hiring practices/intake form and on boarding process.
Increased networking outreach from zero hiring manager participants to over 70%. Branding became not just a marketing or recruiter responsibility but became part of culture.
Created outreach to candidates on large scale via CRM and LinkedIn to directly source candidates from competitors. Received 65% response rate from potential candidates and also produced referrals. Out of the outreach hiring time reduced from 65 days to 29 days. Pipeline candidates increased by 90%.
Created a method of direct contact. I would request candidates call me, email and even text. This gave candidates direct access to me at any time all the time.
There are three very important components of strategic sourcing; spend analysis, market research and supplier evaluation/selection & relationship management. There are several steps to each component.
A Sourcing strategy is a long-term plan of how to establish and uphold the continuous flow of the targeted talent to the company’s recruitment process and how I will edge out the competition looking for the same talent.