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Rory Simpson
309
Carriage Gate Lane
Mableton,
Georgia 30001
404-219-9876
Email: rory@att.net
Champion for
Business Excellence (Page 1 of 3)
Executive
Summary
Human
Resource professional with 16 years of experience developing and delivering
highly effective and cost managed recruiting strategies. Diverse industry
experience, fulfilling talent acquisition requirements in Information
Technology, ERP Technology (SAP, Siebel & Oracle), Software, Healthcare,
Telecom, Manufacturing, Software Sales, Electric Utility, Government Solutions,
Financial Services, Financial Sales, Construction, Power, Industrial and Human
Resources Consulting with-in self directed multi-tasking environments. Trained
and experienced in Targeted Selection (Behavioral Interviewing) techniques
bringing about effective closing of highly sought-after candidates utilizing
well developed interpersonal and communications skills. Capable of utilizing insightful
skills to match candidate profiles resulting in successful closures.
Professional Experience
Microsoft Public Sector– Talent Sourcer,
(Contract)
March 2010 – December 2011
Talent
Sourcer works under the guidance and direction of their assigned Staffing
Consultant. They are responsible for developing pipelines of qualified
candidates with all level of Security Clearances for open requirements and
managing the process of employee referrals (ERs). The lifecycle for
pipelining candidates include: sourcing, screening and submitting qualified and
interested talent for the assigned open requisitions. Skills includes;
Microsoft Technologies such as, SharePoint, TAM, Exchange, Infrastructure, OCS,
SQL Server, Platforms, SCOM/MOM, Lync/OCS, .Net Developers, VM Ware,
Data Center Managers and Cyber Security. Supports all 4 Public Sector Groups;
National Security Group Civilian, Department of Defense and State & Local
Government.
·
Aggressively
Identify, Develop, and Convert candidates to applicants through internal
database searches, Boolean Internet Searches, Job Board Databases, Social
Networking Sites, and other information sources as appropriate.
·
Appropriately
screen candidates based on interest level, availability, visa status, salary
range, relocation requirements, and basic qualifications.
·
Conduct
thorough tech screens as required for position.
·
Document
interview notes and sends top candidate notes.
·
Conduct
follow-up with candidates and recruiters to ensure timely delivery of all
objectives.
·
Work
within the guidelines outlined in both OFCCP and EOE policies.
McKesson – Recruiting Consultant, (Contract)
September 2009 – March
2010
· Provide
both strategic and tactical leadership for the company’s workforce planning,
recruiting and retention initiatives.
· Drive the
full life cycle recruiting process: sourcing, recruiting, interviewing, and
hiring of full time and specialized consultants.
· Gather,
Analyze, and present market place data relating to labor market, competitor
hiring trends and new sourcing methodologies.
· Manage
preferred vendor arrangements of recruitment advertising temporary, permanent,
and contract agencies to optimize cost effectiveness.
· Recommend
improvements in the company's recruitment and employment programs to increase
effectiveness and attain
goals.
· Utilize
all available technology and systems to ensure data integrity to track and
report relevant recruiting data in a real-time environment.
Richard
Simpson (Page 2 of 3)
Deloitte Consulting - Recruiting Manager,
(Contract)
April 2006
to September 2009
· Implement
and execute effective recruitment strategies that will identify and attract a
diverse pool of highly skilled full time professionals and specialized
consultants.
· Partner
with Client Company's management to assess recruiting needs, make hiring
decisions that support business objectives.
·
Identify
key recruiting initiatives and recommends solutions that ensure the delivery of
high quality customer service.
· Gather,
Analyze, and present market place data relating to labor market, competitor
hiring trends and new sourcing methodologies.
· Utilize
all available technology and systems to ensure data integrity to track and
report relevant recruiting data in a real-time environment.
· Oversee
the organization's EEO and Affirmative Action programs, to ensure compliance
with the government legislation and corporate goals.
Accenture - Recruiting Consultant,
(Contract)
December 2003 - April 2006
· Provided
both strategic and tactical leadership for the company’s workforce planning,
recruiting and retention initiatives.
· Drove the
full life cycle recruiting process: sourcing, recruiting, interviewing, and
hiring of full time and specialized consultants.
· Consulted
with all levels of management on employment practices, recruitment trends,
processes and procedures to ensure compliance employment laws.
· Managed
advertising for all open positions using the organizations global database.
· Assisted
in the design and maintenance of the recruiting applications within the Human
Resources Information Systems.
· Prepared reports
in conformance with legislated requirements and organization needs.
PWC - Recruiting Consultant,
(Contract)
February 2002 - November 2003
· Consulted
with all levels of management on employment practices, recruitment trends,
processes and procedures to ensure compliance employment laws.
· Managed
advertising for all open positions using the organizations global database.
· Assisted
in the design and maintenance of the recruiting applications within the Human
Resources Information Systems.
·
Prepared
reports in conformance with legislated requirements and organization needs.
· Drove the
full life cycle recruiting process: sourcing, recruiting, interviewing, and
hiring of full time and specialized consultants.
· Recommended
improvements in the company's recruitment and employment programs to increase
effectiveness and attain goals.
Richard
Simpson (Page 3 of 3)
Georgia Pacific - Sr. Corporate
Recruiter
March 2000 - February 2002
· Responsible
for full life cycle recruiting for mid-management – executive level Technical
and Financial Professionals.
· Managed
preferred vendor arrangements of recruitment advertising temporary, permanent,
and contract agencies to optimize cost effectiveness.
· Interfaced
with Hiring Managers to discuss their business, position requirements and
hiring needs.
· Provided
mentoring and guidance to Associate Recruiters and Recruiting Assistance.
· Participated
regularly in recruiting events and networking activities.
Alltel
Information Services - Corporate Recruiter
October
1997 - March 2000
·
Responsible
for recruitment initiatives for all levels of management.
·
Supported
the hiring needs and develop appropriate souring strategies.
·
Organized
external recruiting events.
Aerotek Inc -
Recruiter
September 1995 - October 1997
Training
Emory University, Atlanta, GA
AIRS- Advanced Internet
Recruiting Strategies workshop
harvard project negotiating technique workshop
Georgia Tech, Atlanta, GA
Targeted Selection – by dr.
william byham
Technical recruiting – by susan hodges, semco
enterprises
Computer
Skills:
MS
Office Suite, PeopleSoft, SAP 4.6 (HR Module), Resumix, Lawson, Knowledge
Management Systems, Telao
Knowledge
Management System, Data Warehouse, Restrac, Realworld Inventory, PC Access,
Siebel, Lotus
Notes
Education
Degree:
Life University - Bachelor of Business Administration
awards & honors
In first 6
months of contract employment at Microsoft Public Sector group, achieved U-Rock
award for the month of July, nominated twice by peers/managers.
Diligence
and Customer Support Award at McKesson, nominated twice by Leadership.
Philosophy of Operation
Honesty and integrity are vital u Live
above the level of mediocrity u Communicate clearly u People are an asset u Commit
fully to your job u
Add value u Be a
fixer not a finger- pointer u Focus on results u Work Smart
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