Magdalena (Maggi) Avila

• Increased offer acceptance rate by conducting thorough pre-screening interviews and effectively selling company culture and benefits.
• Placed advertisements, evaluated applicant credentials, and conducted initial interviews and pre-screening assessments.
• Conducted regular check-ins with new hires during their probationary period to address any concerns or challenges early on, promoting long-term employee retention rates.
• Continuously refine recruitment strategies by staying informed of industry best practices and incorporating innovative tools and technologies.
• Negotiated offers with selected candidates, balancing both company budget constraints and individual salary expectations for mutually beneficial agreements.
• Implemented diversity initiatives in recruitment practices, resulting in a more inclusive workforce that better reflects organizational values.
• Collaborated with various departments to define job qualifications.
• Worked closely with HR team to ensure smooth transition for new hires during onboarding process, including benefits enrollment and orientation sessions.
• Organized career fairs and university partnerships to connect directly with potential candidates from diverse backgrounds and skill sets.
• Completed paperwork and work authorization forms after hiring new employees.
• Partnered with the HR team to develop comprehensive onboarding programs, fostering successful integration of new hires into the organization.
• Facilitated new hire orientation and scheduling.
• Operated and maintained applicant tracking and candidate management systems.
• Conducted phone interviews to assess applicants relevant knowledge, skills, experience and aptitudes.
• Pre-screened resumes prior to sending to corporate hiring managers for consideration.

* Managed all the hiring needs nationally, eventually focusing on the West Coast as a developing team to support the growing needs.

*Over 50% increase in hires.

• Managed all aspects of workforce recruitment, aligning recruitment strategy with workforce planning.
• Developed strategic talent acquisition initiatives on a national scale for the northwest coast territory.
• Sourced candidates using multiple platforms (Indeed, ZipRecruiter, LinkedIn) and maintained partnerships to meet talent needs.
• Built a compelling employment brand and collaborated with marketing and communication teams.
• Increased personal by 20%.

Partnered with the HR team to address employee retention and competitive gaps

• Consulted with managers to develop and implement recruitment strategies.
• Enhanced community outreach programs and promoted Servicon’s employment brand through professional networks.
• Sourced candidates via job boards, job fairs, and creative networking avenues and managedthe entire hiring process.
• Conducted interviews, scheduled hires, and ensured compliance with hiring policies and procedures.
• Managed onboarding, training, and post-offer requirements like drug tests and served asa primary user for HR systems (ICIMS, KRONOS, ADP).
• 40% increase in personnel for sanitation and construction division.
• Reduced time-to-fill for critical roles with strategic sourcing techniques and efficient interview scheduling.

• Strategized recruitment and retention efforts collected and approved timecards, and conducted interviews.
• Participated in recruiting functions with the community, job centers, and job fairs.
• Handled new employee onboarding, including I-9 processing, background checks, drug tests, and safety orientations.
• Supervised temporary employees, provided coaching, and ensured compliance with state and federal laws.
• Acted as office manager, planning daily activities and managing office operations.
• Generated weekly and monthly reports and trained administrative assistants.