LAKEISHA JONES-BEAMAN

Conducted interviews and presented qualified candidates to hiring managers.

Develop a pool of qualified candidates proactively sourcing active (in our ATS) and passive candidates through various strategies that include, Boolean searches, social media, working with local resources, and other creative ideas to get job seekers to see our openings.

Build and cultivate relationships with operators, HR, and other key stakeholders.

Gather applicant feedback from hiring managers after interviews.

Manage the data associated with the recruitment process

Work as a key member in supporting the company's Diversity Initiatives with a focus on networking and talent acquisition.

Subject matter expert (SME) in North Central markets. Influence Talent Acquisition strategies in the region.

Present KPI's, including forecasting and trends to key stakeholders in the region.

Drive a positive applicant experience that exceeds expectation throughout the recruitment process.

• Performed phone interviews to evaluate candidates' expertise, abilities, and experience.
• Coordinated schedules to arrange management interviews with applicants.
• Managed high-volume requisitions in a timely manner to meet client staffing needs efficiently.

• Utilizes creative thinking skills to develop and implement effective TA sourcing and recruiting plans to hire the right talent at the right time.
• Effectively manages the full recruiting lifecycle for exempt and non-exempt positions.
• Actively sources talent using creative recruiting techniques including but not limited to job boards, social media, cold calling, job fairs, networking, and community organizations.
• Explores and drives opportunities to engage current employees in being “ambassadors” for Hertz employer brand (employee referrals, social media, etc.)
• Interviews, assesses and recommends candidates for hire, schedules additional interviews, extends offers of employment and initiates drug screening and background investigation processes.
• Identifies real and potential talent acquisition and employment concerns and escalates to the appropriate TA leadership team member.
• Partners with managers, HR, and workforce management when applicable to stay in synch with both current and future hiring and business needs, developing talent sourcing solutions within assigned locations.
• May be asked to assist other recruiters with training and development related to tools and technologies, processes and TA best practices as needed.
• Establishes and maintains effective relationships with hiring managers, human resource business partners, and organizations within the communities surrounding assigned locations.
• Ensures a great experience for candidates and hiring managers throughout the entire recruiting life cycle by remaining focused on providing excellent customer service.
• Maintains Applicant Tracking System (ATS) documentation and details throughout all phases of recruitment process.
• Ensures compliance with all legal aspects of the Talent Acquisition function as well as internal compliance of selection and recruitment in accordance with defined policies and procedures.
• Leverages TA performance scorecard to drive continuous improvement regarding sourcing and recruiting efficiency.
• Additional assignments as needed.

• Coordinates the internal/external non-exempt and exempt recruitment and screening process of the bank, with an emphasis on non-routine, management level, or technical positions. Coordinates the flow of information between all affected parties from the initial application to the final disposition.
• Develops innovative, creative, and proactive recruitment/sourcing strategies to build high quality active and passive candidate pipelines. Attends job fairs and other community events as a representative of the bank to attract and recruit qualified candidates as needed.
• Consults with Hiring Managers to develop a thorough understanding of hiring needs; including essential job duties, required vs. desired skill set, application materials needed, and interview process/participants.
• Sets expectations with the Hiring Manager to ensure mutual goals are met. Maintains an ongoing relationship with Hiring Managers as a subject matter expert for recruiting & hiring.
• Conducts screening interviews and evaluates candidates based on work experience, education, training, job skills, and salary requirements.
• Educates candidates about the organization, position, company culture and benefits. Refers and recommends candidates to Hiring Managers for further consideration. Performs reference and background checks on applicants. Evaluates results for red flags and potentially disqualifying factors.
• Maintains notes, records of contact, and other pertinent information on every applicant.
• Review candidate documentation to ensure legal and compliance standards are met.
• Provides guidance and feedback to managers regarding HR policy and procedure and their EEO and Affirmative Action obligations.
• Counsel managers to assist them in making informed hiring decisions.
• Analyzes candidate skillset and qualifications to determine appropriate salary offer, ensuring pay equity.
• Extends offers of employment to candidates and negotiates as necessary.
• Maintains records of employment transactions on new hires. Forwards necessary information on new hires to the Payroll and Training Departments.
• Administer the new hire paperwork and orientation and obtain the necessary documentation.
• Supports all areas of the HR Department with special projects, correspondence, and reports as assigned.
• Seeks new ways to improve and recommend improvements to HR processes, transactions, and outcomes—all other reasonable duties as assigned.
• Conducts orientations for new managers; educates and refers them to appropriate tools and resources to manage their staff effectively within policies established.
• Serves as an HR resource for managers, a point of contact for advice, coaching, and questions on topics such as Performance Management, Appraisals, Employee Recognition, Goal Setting & Development planning, Employment Laws, Recruiting, and Training.

• Schedule intake meetings with hiring managers to develop hiring objectives and strategies to meet business needs.
• Manage the employment requisition process and monitoring the necessary approvals to begin recruiting for various IT positions and supporting an average of 17+ Hiring Managers across all institutions nationwide for internal positions consisting of Becker Professional, Carrington Colleges, Chamberlain College of Nursing, ACAMS, and Ross University School of Medicine.
• Full life cycle recruiting for all in-house and operation positions ranging from Sr. Manager to individual contributors.
• Develop and maintain a network of outside contacts, including recruiters, professional organizations, and schools, to identify and source qualified candidates proactively.
• Conduct applicant interviews in-person and via phone to evaluate the applicant and refer qualified candidates to the hiring manager.
• Assess candidate’s past performances to project their skills, knowledge, and attributes as predictors of job success.
• Ensure that applicant records and statistics are adequately maintained and ensuring that all phases of the employment process are in full, legal compliance.
• Attending campus recruiting events at multiple campus locations to meet our students, review final senior presentations, and partner with our career service team and campus leaders to identify top students for employment with Adtalem Education Group.
• Extend offers of employment to selected internal and external candidates.

• (Contract)