Cherhonda Shields

• Reduced time-to-fill rates by proactively sourcing qualified candidates through various channels, such as LinkedIn, job boards, and referrals.
• Collaborated with hiring managers to develop accurate job descriptions and requirements for open positions.
• Conducted thorough pre-screening interviews, effectively narrowing down candidate pools for hiring managers'' consideration.
• Supported diversity initiatives by actively searching for underrepresented talent in targeted industries or functional areas.
• Negotiated competitive offer packages to secure top talent while maintaining internal equity standards.
• Implemented metrics-driven approach for evaluating recruiting efforts, enabling continuous improvement of strategies.
• Enhanced candidate experience by streamlining recruitment processes and implementing best practices.
• Partnered with departmental managers to ascertain hiring needs and subsequently provide candidate recommendations.

Responsible for the training and development of an executive recruiting and staffing team that services local and regional businesses.

• Focus teams on developing innovative and cutting-edge approaches with effective resource allocation and strategic planning.
• Set, enforce and optimize internal policies to maintain responsive to demands and satisfy client staffing needs
• Establishes and monitors personnel performance metrics to encourage efforts toward achieving weekly. monthly, and quarterly staffing goals
• Assisted with the creation of marketing strategy and advertising initiatives used to promote company staffing initiatives and client vacancies.
• Evaluated service contracts and collaborated with client Human Resource Departments on negotiated improvements and the way forward in recruiting efforts to fill employee vacancies.

Served as the senior program manager of the organization's training management and development program for a geographically dispersed organization.

• Conducted performance and needs-based training assessments for 241 employees; used assessment results to tailor training and development plans for individuals and small groups.
• Precisely managed, tracked, and monitored the organization's electronic training requirements system for all personnel converted critical performance measures into quarterly training goals that resulted in increased work performance
• Trained new hires to perform cross-training exercises with experienced workers.
• Constructed, organized, and executed small group instruction for mid-level managers to increase leadership skills, knowledge, and abilities.

Managed, supervised, and trained a geographically dispersed U.S. Army recruiting company that spread across 1,693 square miles.

• Analyzed historical data of the assigned recruiting area to identify trends and markets of opportunity to support organizational recruiting goals; delivered a three-year high in production.
• Redesigned the applicant screening process that reduced the previous ten-day processing window to six days; drastically improved the organization's new hire and onboarding quotas.
• Maximized the use of previous virtual recruiting knowledge to train 37 employees on using social media platforms in conjunction with traditional organizational recruiting processes; resulted in the penetration of new markets of opportunity and supported strategic organizational recruiting goals.
• Generated specific candidate pool for career opportunities through strategic placement of advertisements, evaluation of applicant credentials, and conducting initial interviews and pre-screening assessments.

Designed, managed, and conducted virtual recruiting operations that encompassed candidate generation activities, candidate refinement processing, interviewing, and applicant processing for employment.

• Engineered the organization's first Virtual Recruiting protocols; increased the candidate pool by 23%during the first quarter, and sustained an average yearly increase of 9 to 11% percent.
• Leveraged social media platforms and online job boards to advertise open positions and engage with potential candidates.
• Customized the organization's streamlined recruiting process and procedures to nestle with the efficiency and capabilities of virtual recruiting, processing, and interviewing; significantly outpaced the previous candidate pipeline procedures.
• Utilized market intelligence and geofencing parameters to reach the organizations targeted market of candidates for specialized fields of employment by use of social media platforms and applicant tracking systems.