4333 Sharps Cutoff Rd

Batavia, OH 45103

Cell: 513-373-0394 or

513-457-2828

E-mail: skyrocketdogs@yahoo.com

A position in recruiting, HR, operations, or training & development.  My permanent address is in Ohio but I live in a motorhome so am available for work at any location with 1-2 weeks’ notice.

·               10 years recruiting experience in staffing industry & corporate environments.

·               15+ years phone communication experience with clients, candidates, and employees.  Excellent ability to read people over the phone to determine qualifications, needs, resolve conflicts, give instructions/training, and overall relationship building.

·               10 years training & presentation skills to students, clients, and employees, in a group and individual setting.  Ability to recognize when people need information given in a different way for them to understand what is trying to be conveyed, or when they are starting to get overwhelmed and need a break.

·               Enjoy working through challenges, conflicts, finding solutions to problems, and streamlining processes or procedures.  I am often able to see simple solutions that seem obvious after the fact.  I have the ability to empathize and visualize well to run through problems and solutions in my mind to theorize on possible causes and solutions. While challenges/problems might seem frustrating at first, I get great satisfaction when coming to an efficient and beneficial solution for all parties involved, so everyone “comes out a winner.”

·               Strong attention to detail yet also “big picture” focused.  I do not get caught up in small technicalities or details preventing me from achieving the overall goal; yet can list every tiny bug or detail that could be improved upon if requested.  When training/coaching I try to convey the overall vision first, as the smaller details then will usually will fall into place so that they will not make incorrect decisions by being caught up on “standard” rules that might interfere with reaching the overall goal.

·               Go-to person to beta test and improve in-house computer programming. I was the primary person behind the design of both Grus Construction Personnel & Huffy Service First’s in house programs. I learn new programs and applications faster than average.

·               Educated in how to train and teach people in a positive manner to make learning less stressful, more pleasant, and increase effectiveness.  Able to tailor criticism to each individual based on their desire and tolerance level.

·               Approved to take SPHR (Senior Professional in Human Resources) HRCI exam

5/2016 – 7/1/2016Kroger (ProLink Staffing)    Cincinnati, OH

Contract Corporate Recruiter

Recruiter for C-Store/Small Format division banners (Kwik Shop, Turkey Hill, Tom Thumb, Local Mkt), “hard to fill” districts – mostly retail store associates in IA, NE, and KS.

·               In 52 working days, scheduled 148 in-person interviews with field hiring managers.  86 of the interviews performed as of my end date were extended job offers, with 18 having started work, and an additional 45 in pre-boarding status. (2.85 interviews scheduled per day, 1.2 hires per day – fallout due to candidates not passing background screen or declining job offer).

·               Develop relationships with field hiring managers (store managers/district managers), identify their staffing needs and how to best assist with fulfilling their staffing goals.

·               Partial-Cycle Recruiting (application acquisitions to field hiring manager interview). Process new applicants through the candidate pipeline in their ATS system, KnowMe.  Maintain correct application status in the system (Reviewing, Interviewing, Declined, Candidate Withdrew).  Discuss all open positions within a district with candidates and move/submit to different job requisitions/stores as appropriate based on location & desired shift availability.  Forward/add/invite candidates to apply to other requisitions to help fulfill district staffing goals.  Manually send candidates emails with links to complete career assessments, links to apply to different job requisitions, and selection of automated emails when taking candidate out of pipeline (Declined or Candidate Withdrew).

·               Review all new applications and reaching out to candidates for phone screens or decline candidates as appropriate according to minimum job requirements, company standards, and work history.  Conduct phone interviews and submit to field hiring managers to schedule for in person interviews.  Coordinate/confirm in-person interviews – day, time, location, and with which manager.  Most field hiring managers selected to have no contact with the candidates prior to the day of the in-person interview.

·               Create & maintain Excel working spreadsheet with current open job requisitions (to be able to quickly view needs at a district level and keep hiring manager notes for specific job openings) and all candidate contacts.  (Excel file needed for 2 primary reasons - (1)because KnowMe ATS doesn’t allow a search by name or phone or store number, when candidates call back I can look them up in my Excel file to find which job to open to get to their application since they are unlikely to know the requisition number or hiring manager’s name and (2)KnowMe doesn’t have a place to keep notes on a candidate so there is no other way to track how many times you’ve attempted to contact a candidate or to make notes to see if they follow through as they committed (if a person says he will call back at a particular time, complete assessment by a particular time, etc ).  Excel spreadsheet also contains all store lists and is formulated to automatically pull data (addresses, etc) over to the other sheets by store #, and on the candidate contact list, all requisition info by req ID #.

·               Support candidate sourcing by keeping job postings up to date in KnowMe (which auto-feeds to many job boards), and manually posting jobs or hiring advertisements to job boards & social media. Research and schedule job fair hosting options for local market area.  Manually send email blasts to previous applicants in the area soliciting new applications for open positions using spreadsheet data file, and mail merge utilizing Word & Outlook.

2/2016 – 5/2016Acosta Sales & Marketing (AppleOne Staffing)                  Cincinnati, OH

Contract Corporate Recruiter

Recruiter for Mandate East Division, mostly field grocery merchandisers servicing retailers such as Publix, Winn-Dixie, Kroger, and Shoprite.

·               Averaged 8 hires per week (candidate passed interview, background screen, and start date scheduled).

·               Develop relationships with field hiring managers (area managers/market managers), identify their staffing needs and requirements for each position.

·               Full-Cycle Recruiting (application acquisitions through onboarding process), process candidates through candidate pipeline in their ATS system, icims, from New Application to Hired/Send data to ADP payroll system.  Maintain correct status for applicant in system from Reviewing, Scheduling Phone Screen, negotiate pay rates, submit to Hiring Manager Review (create/send email submittal with profile to the HM), Offer Extended/Accepted (including creating & sending of offer letters as applicable), set up for Background Screen/Drug Screen (send contingent job offer letters), once background comes back as “meets company standards,” coordinate start date with the HM & candidate, and mark Hired/Send to ADP in system (send welcome/new hire confirmation letters).  With internal transfers, processing of transfer correctly through recruiting system, obtaining necessary approvals, and submitting transfer form to HR/data entry department, as well as sending confirmation letters to employee, old & new managers.

·               Send Email blasts from searches in ATS database to obtain applications for new job openings, track email blasts to be able to expand search area/age of applicant without resending to 1^st round.  Filled all positions for a southern FL area in 2 weeks for jobs with average open time of 180+ days.

·               Source candidates utilizing job posting boards & social media.

·               Facilitated recruiting for our division by creating Google Maps Online Routing Map for all recruiters to upload their open jobs to a map so that all jobs in a geographic area were viewable, resulting in recruiters having the ability  to refer people to other openings under other managers/recruiters instead of just telling them to “check the website.” (Acosta regularly has 5+ positions open in the same city/state, all assigned to different hiring managers/recruiters, and differing skill level requirements for the candidates).

·                

2/2006 – 11/2015Grus Construction Personnel    Cincinnati, OH/Tampa, FL

Recruiting Team Coordinator (Staffing Agency)/ Senior Recruiter

Grus is a nationwide staffing company that specializes in providing skilled tradesmen (electricians, plumbers, welders, etc) for commercial and industrial contractors.  This became a work a home position in 2008 when the main office was relocated to Tampa, FL.  I was laid off for approximately a year 2009-2010.

·               High Volume, Call Center environment - was always in “hunt group” for inbound candidate calls, and overflow client calls. Typically averaged 50-150 calls per day between inbound and outbound. Calls were tracked, recorded, and recruiters reprimanded for letting too many calls “roll over” past us to the next person in the hunt group.

·               Strong sense of urgency in filling job orders quickly – Grus in most cases can have men on site in 72 hours or less or risk losing the job to another staffing agency.  Strong sense of accuracy for hiring decisions at only sending candidates that will meet the client’s requirements (show as expected and have correct skill set and attitude) to provide a good experience utilizing Grus manpower.  Strong sense in creating great candidate experience and no drop-off – even if they cannot be utilized presently it was important to keep the relationship positive since they may fill your next opening (being there for almost 10 years I literally did see candidates that I entered into the ATS in 2006 and put on first job for Grus in 2015).  Maximize candidate resources to fill as many positions as possible.

·                Interview skilled tradesmen to match to open job position requirements, negotiate pay rates, dispatch to client or submit to client’s hiring manager.  Create/send/complete all dispatching and onboarding paperwork including job reporting instructions, wage agreements, tax, legal, and payroll documents.  Complete E-Verify.

·               Maintain contact with employee to check on job satisfaction & solicit additional leads for clients, conduct exit interviews “Departure Conversations” and maintain contact with client to check on employee performance, client satisfaction, and any additional manpower needs.   Strong knowledge of federal and employment law and work to avoid and investigate any infringement of employment law including discrimination and harassment, take reports of any jobsite safety issues, and take first reports of injury.

·               Train recruiters on company procedures, construction trades, interview skills, and employment law using a variety of methods – written & printed manuals, email updates, individual modeling (sit with me to listen), coaching (sit with them and walk through), and call playbacks with discussion, real time call feedback and interview direction via call monitoring & instant messaging, plan & present recruiter training meetings.

·               Coordinating the recruiting efforts of a team of up to 10 recruiters on a minute by minute basis to ensure all orders are filled as efficiently as possible, prioritizing assignments, ensuring that there are no recruiters sitting idle,  planning and managing the skill sets of the recruiters accordingly (use more experienced recruiters for more challenging clients/harder to interview trades or when time is of essence, while also balancing time to give newer recruiters the opportunity to learn new trades).  Perform searches in the applicant database and send email/text/automated voice recordings, knowing how many can be sent at once without maxing out our phones/overfilling the job while balancing that with enough results to get the job filled promptly.

·               Sourcing candidates for open positions using company applicant tracking database, CareerBuilder, Monster, ZipRecruiter, Facebook, Craigslist, resume searches and job postings, pay-per-click ads, referrals from other candidates, employees, or reference calls

·               Receiving incoming phone calls from job seekers, entering new applicants into ATS database (from either inbound calls or internet applications), and matching with open positions or upcoming projects.  Ensuring that each person is listed correctly to come up in searches when new jobs open (verifying correct trades, skill levels, certifications, licenses, and training are entered appropriately)

·               Database and proprietary software development (in house applicant tracking system), troubleshooting, and training of staff in new features.  My ideas for improvements in our recruiting program have allowed new recruiters, with no construction background, to start to conduct skilled trade interviews within days of hire vs 3-6 months.

·               Verification of trade/craft licenses

·               Explaining payroll and answering payroll questions, resolving problems.  Process pay advances, perform hours verification, timecards, and hours entry.

·               Writing job descriptions and opening new job orders

·               Act as a resource for all account managers about geographical area/trade hiring market questions – “What would it take to fill x position in x location?”

·               Secondary Account Manager duties including client contacts, pitching candidates to clients, order status updates, and conducting 3 way interviews.

3/2009 – PresentFusion Dog Training    Cincinnati, OH

Dog Trainer / Human Educator / Small Business Owner

Dog training and behavior service provider specializing in private lessons in client’s homes, and board & train at my home.  Started the business during my lay off from Grus and then cut it back to part time when they called me back to a full time position.  Moved from Liberty Twp to Batavia in August 2015 and am no longer in an area able to support this type of business.

·               Created/developed my own website (www.fusiondogtraining.com), and marketing

·               Extensive knowledge of learning theory and communication techniques as applied to both dogs and people in the education process

·               Excellent ability to read both dogs and people.  I get great satisfaction when clients are thankful and happy to understand and relate to their dogs better & the dogs look at me as if to say “thanks for fixing my person!”

·               Development of individual and group lesson plans, written, video, and in-person presentations

·               Obtained CPDT-KA (Certified Professional Dog Trainer – Knowledge Assessed) Certification through proof of hours, independent testing, and continuing education

3/2001 – 1/2006   Impact Resource Group/NPS/Huffy Service First                Kettering, OH

Area Coordinator / Service Coordinator (office position)

Impact is a nationwide retail service & merchandising company.

·               Calling our retail accounts on at least a weekly basis & obtaining orders.  Maintaining good relationship with retail management clients.

·               Scheduling of technicians to store orders based on location, priority, customer preference, technician preference, and productivity.  This was my favorite part of the position – a giant puzzle to put together with many different components.  It is very satisfying when everyone is happy!

·               Direct responsibility for providing excellent customer service and vendor services (assembly and merchandising) for multiple accounts on a district level (Northern California, DC metro area, and Southern CA)

·               Project management for  retail projects and roll outs

·               Identifying and addressing problems before they escalate into complaints and complaint resolutions

·               Identifying staffing issues, hiring needs and facilitating training.  Assisting Area Manager with initial phone screenings and scheduling in person interviews.

·               Troubleshooter for problem districts to resolve issues

·               Participated in Continuous Rapid Improvement events focusing on detailing the duties and tools needed for service coordinators

·               Testing and improving the new order taking, scheduling, and employee records system that was rolled out (ODIN).  Training others on use of the system

·               Dare To Win and Blue Ribbon Awards

Regional Coordinator  (field position for  Western Region – was selected for  this position even though I was in Ohio office based upon my performance as an Area Coordinator – worked from home in Ohio)

·               Operations analysis and preparation of reports

·               Project management and tracking on a regional level

·               Focus on regional staffing issues and measurements

·               Providing payroll support during our changeover of systems, training of employees and managers on the new system

·               Proactively focusing on our region’s metrics, identifying areas where we can improve and working with our field and office management to improve them

·               Due to company restructuring/loss of a primary retail account, this position was eliminated and I was asked to come back to an area service coordinator position. 

1998 - 1999Kwik N Kold Convenience StoresDayton, OH

Store Manager

·               Direct oversight of daily operations of a busy retail drive thru location

·               Inventory, product ordering, vendor relations, weekly profit and loss

·               Hiring, scheduling, and hours tracking of employees

·               Display set ups and re-pricing

1998 –  PresentVarious Dog Clubs & Activities

Member / Training Instructor / Vice President – hold various club positions and teach seminars and weekly group classes.       Training & Showing my dogs in performance events.  Obedience, Rally Obedience, Agility, and Hunt Testing.  Obedience titles obtained include AKC CD, CDX, UD, BN, GN, GO, VER and UKC CD and CDX.  Rally Obedience titles include AKC RN, RA, RE, and RAE.  Agility titles include NA/NAJ, OA/OAJ, AX/AXJ, MX/MXJ, MACH and PACH and  UKC and AGI, AGII.

Current Member of APDT (Association of Professional Dog Trainers), Hamilton Dog Training Club, Queen City Dog training Club. Previous member of Gem City Dog Obedience Club, Miami Valley Vizsla Club, and Vizsla Club of America.  Passed phone screening test to become a certified instructor for Petco obedience classes. Passed CPDT-KA (Certified Professional Dog Trainer exam).

Attended many dog training related seminars and conferences (listed on website or can provide upon request).  Obtained Level 1 TagTeach Certification (a human education certification).

Available upon request.