NICOLE GERE

• Establish recruiting best practices to ensure a positive candidate experience and effective hiring strategy for business partners
• Develop standards of operation to increase recruiting strategy, productivity and effectiveness of the Talent Acquisition team
• Collaborate with business leaders to identify staffing needs and create tailored recruiting plans while building a robust talent pipeline.
• Streamline the hiring process for increased efficiency, resulting in reduced time-to-fill rates.
• Evaluate the effectiveness of current recruiting tools and technologies, making recommendations for improvements as needed.
• Optimize job postings for maximum exposure, utilizing keyword research and search engine optimization techniques.

• Lead a growing recruiting department specializing in high volume recruitment of clinical roles
• Determined department standards for timely candidate communications & follow-up, department KPI goals
• Coached and taught innovative sourcing strategies, leveraging social media platforms to attract diverse talent pools
• Establish standards of operation and processes for effective hiring and supporting the organization’s hiring strategy as a whole working closely with hiring managers to ensure clear communication throughout the recruiting process, fostering strong partnerships and timely decision making with continued leadership coaching companywide
• Utilized data-driven approaches in refining recruitment strategies for improved success rates

Accomplishments

• Mentor 10 clinicians as they entered recruiting roles on sourcing and recruiting best practices
• Increased departmental weekly interview totals by 151% and hiring manager interview total by 220%
• Exceeded weekly offers sent by 125%
• Manage 7 hiring markets with a monthly advertising budget of $30k-$50k and Application volume that averaged 1200 weekly
• Departmental redesign to pipeline candidates and improve time to hire to 7 days or less

• Lead departmental restructuring through strategic updates and development of processes and team members
• Direct management of a team of 20 compromised of Full Cycle Recruiters, departmental Data Analyst, Recruiting Supervisors, Retention Manager and Coordinators, Supported 20 additional recruitment support team members companywide

Accomplishments

• Initiated and instituted company-wide hiring training classes offered on a monthly basis as a week long course for effective hiring practices and process instruction
• Reduced time to hire by 36%
• Increased monthly number of hires by 27%
• Managed a monthly advertising budget of $130k-$200k

• Responsible for temp to hire and permanent placements for a multitude of administrative, specialized and clinical roles
• Clients included law firms, international commercial real estate and paper mill companies, medical offices, construction companies, and smaller local businesses to Charlotte
• Managed client relationships with 20+ companies
• Managed 150 +/- employees
• Responsible for $75,000 in revenue