Tineshia Smith

• Developed recruiting strategies to identify qualified candidates and build network.
• Collaborated with internal teams to continuously improve recruitment processes and execute as efficiently as possible.
• Conducted phone interviews to assess applicants relevant knowledge, skills, experience and aptitudes.
• Advertised job opportunities on social media platforms and job boards.
• Conducted reference checks, background screening and other pre-employment checks to verify information on applicant's resume.
• Coordinated schedules to arrange management interviews with applicants.
• Emphasized job benefits and perks to applicants to improve organization's attractiveness.
• Assisted with onboarding and orientation of new hires to expedite acclimatization process.
• Collaborated with hiring managers to understand job requirements and expectations.
• Placed advertisements, evaluated applicant credentials, conducted initial interviews and pre-screening assessments.
• Advised managers on best practices to maintain compliance with applicable laws.
• Evaluated strengths and weaknesses of candidates through effective screening processes.
• Followed up with notable applicants sourced via industry-specific pipelines, events, and job fairs.
• Studied job descriptions and qualifications to determine applicant requirements.
• Built strong relationships with internal and external candidates to ensure an excellent hiring experience.
• Developed and maintained relationships with external recruiters to obtain referrals to qualified candidates.
• Developed and implemented plans to improve recruitment process.
• Collaborated with HR leadership regarding candidate salary determinations.
• Operated and maintained applicant tracking and candidate management systems.

• Maintained current knowledge of industry regulations and legislation to amend policies and promote compliance.
• Utilized compliance tools, corrective actions and identification of deficiencies to mitigate audit risks.
• Developed comprehensive process for new hires and reviewed new hire productivity, optimizing onboarding effectiveness.
• Identified and implemented appropriate strategies to increase employee satisfaction and retention.
• Conducted compensation conversations with human resources and hiring managers to foster internal and external equity.
• Developed communication and marketing plan and leveraged talent acquisition tools, resources, and campaigns to source and attract top talent.
• Worked with managers to achieve compliance with organizational policies, providing clarifying information and recommending necessary changes.
• Promoted increased focus on internal talent mobility and emerging talent across the organization.
• Structured compensation and benefits according to market conditions and budget demands.

• Recruited in support of diverse verticals across varying industries such as Mortgage, Healthcare, Insurance, Telecommunications, and Government.

• Responsible for US and Canada high-volume call center recruiting.

• Established and maintained communication with outside resources to help build a network for sourcing qualified candidates.

• Responsible for 3 to 4 high-volume campaigns at a time with a 2 to 3-week turnaround/completion time.

• Worked on 3 to 4 positions on a daily basis and got 90 offers/start in the present position.

• Fostered positive work environment through comprehensive employee relations program.
• Optimized sourcing networks and used proactive methods to direct source candidates.
• Recruited top talent to maximize profitability.
• Negotiated contracts and managed budget for recruiting expenses.
• Liaised between multiple business divisions to improve communications.

• At CHI St. Luke’s Health, we’re not planning; we’re creating it with bold moves forward in medicine, from groundbreaking research to state-of-the-art treatments, CHI St. Luke’s offers the most advanced personalized care, while creating healthier communities.

• Demonstrated competent and compliant use of the organization’s current HRIS technology including the current Applicant Tracking System (ATS), associated systems and processes.

• Guided candidates and hiring managers through the hiring and onboarding process, keeping all parties informed at all stages of the process by initiating clear and timely communication.

• Ability to research, interpret and articulate organizational policy as related to Talent Acquisition (TA) and hiring.

• Consistently and creatively source candidates based on traditional and progressive methodologies.

• Articulated and implemented Recruitment strategy and tactics for their assigned areas. Developing and recommending recruiting strategies to ensure successful searches within a given timeframe.

• Partnered effectively with the Sourcing Specialist to develop strategies for hard to fill or niche positions.

• Represent the organization positively at internal and external Recruitment events.

• Demonstrated the ability to manage clients, client expectations, proactively address potential client concerns and deescalate unpredictable situations as TA Consultants.

• Demonstrated a very high level of professionalism and high touch customer service to all internal and external clients as well as other HR Partners.

• Supported the Organization’s commitment to being an Equal Opportunity Employer.

• Partnered effectively with HRDs and HRBPs to actively staff their areas and represent the TA Center of Excellence (COE) positively.

• Consistently and thoughtfully deliver the organization’s compensation philosophy.

• Used sound judgment in reviewing candidate’s applications, work history, disclosures, and background checks, involving additional HR Partners as necessary.

• Demonstrated ability to partner across all levels of a matrixed organization while recruiting for a desk of diverse, complex, or niche roles while identifying key stakeholders to the Recruiting and Sourcing process.

• Demonstrated ability to work independently as well as in a team environment. Consistently lead TA or HR Related Projects within the Market or Division, with successful outcomes, and by leading without authority.

• Acted as a consultant to candidates and clients/hiring managers to help them identify and fulfill operational needs.

• Lead, develop, and implement system and community career events to attract top talent.

• Showed significant independent initiative in finding events, associations, and other community opportunities to build relationships and pipelines of candidates.

• Remained current on social media recruitment trends, and present innovative ideas to drive recruitment.

• Consistently meet and exceed expectations on all new hire, client, and peer surveys

• Consistently meet and exceed expectations on Enterprise or Division recruitment metrics.

• Provide strategic planning support to HR Partners and Leaders for future staffing needs.

• Have the offer for 10-11 candidates.

• Conducted phone interviews to assess applicants relevant knowledge, skills, experience and aptitudes.
• Partnered with departmental managers to ascertain hiring needs and subsequently provide candidate recommendations.
• Coordinated implementation of people-related services, policies and programs through departmental staff.
• Operated and maintained applicant tracking and candidate management systems.
• Studied job descriptions and qualifications to determine applicant requirements.
• Evaluated strengths and weaknesses of candidates through effective screening processes.
• Collaborated with managers to identify and address employee relations issues.
• Pre-screened resumes prior to sending to corporate hiring managers for consideration.
• Advocated for staff members, helping to identify and resolve conflicts.
• Advertised job opportunities on social media platforms and job boards.
• Assisted with onboarding and orientation of new hires to expedite the acclimatization process.
• Emphasized job benefits and perks to applicants to improve the organization's attractiveness.
• Assisted with writing job postings and job descriptions for boards.
• Coordinated schedules to arrange management interviews with applicants.
• Built strong relationships with internal and external candidates to ensure an excellent hiring experience.

• Manage the open applications in the applicant tracking system, manage the selection process and its progress, and provide timely periodic recruitment reports.

• Demonstrate a consultative style, providing relevant metrics and industry trends to develop creative solutions for hiring managers.

• Developed and implemented plans to improve recruitment process.
• Generated and analyzed reports to monitor employee engagement and attrition trends.
• Pre-screened resumes prior to sending to corporate hiring managers for consideration.
• Collaborated with HR leadership regarding candidate salary determinations.
• Find and qualify the best individuals for contract and direct hire (permanent placement) roles.
  To suit the needs of every client, I managed the entire hiring process. used marketing techniques to draw in potential employees.
  forged solid connections and collaborated with hiring managers, corporate executives, and human resources divisions.
  Employer websites, CareerBuilder, Indeed, Monster, LinkedIn, and Facebook, and networking with contacts in the field were used to attract candidates.
  Initial phone or Skype interviews were used to ascertain an applicant's qualifications; face-to-face interviews were then held with those who qualified.
  processed background checks, drug tests, and new hire orientations in accordance with customer requirements.
  Prepared introductions and resumes of applicants for client presentations.
  Candidates received job offers for direct hire and temporary positions.
  important parameters that were used to measure and forecast staffing actions were tracked and reported.

• The services offered fall into the broad categories of temporary staffing, permanent placement, outsourcing, consulting, and outplacement. The Adecco Group is a Fortune Global 500 company.

• Executive Recruiter in the Oil & Gas, Chemical, and Telecommunications industry

• Identify and qualify top candidates for direct hire (permanent placement) and contract positions.

• Managed full cycle recruiting process to meet all client needs. Implemented marketing strategies to attract passive job seekers.

• Developed strong relationships and partnered with hiring managers, business leaders and human resources departments.

• Attracted applicants through company website, CareerBuilder, indeed, Monster, LinkedIn, Facebook, and networking through industry contacts.

• Determined applicant qualifications through initial phone or skype interview and conducted face to face interviews for qualified applicants.

• Processed new hire orientations and paperwork, drug testing and background checks according to client specifications.

• Prepared applicant resumes and introductions for client presentations.

• Presented employment offers to applicants for direct hire and temporary opportunities.

• Tracked and reported key metrics designed to measure and predict staffing activities.

• Regular client follow-up for field staff status and status on open positions.

· Oversee 31+ accounts and territory encompassing 7 patient service centers, 3 purchased service hospital agreements, and 20+ in-office phlebotomy sites.

· Manage all site-level human resources functions including talent acquisition, training and development, performance management, and employee relations.

· Liaise with corporate contacts to align field activities with company-wide directives, internal policies and procedures, and regulatory framework.

· Coordinate all territory administration, documentation, and financial management.

· Continually assess territory performance against compliance and safety procedures and adjust activities through informal feedback, formal training, and process improvements.

· Partner across functions to facilitate communication and service delivery with sales, laboratory operations, warehouse and supply operations, and information technology.

· Gather and analyze territory statistics to measure wait time, staffing model, and productivity metrics against established performance goals.

· Develop territory goals and objectives with management and execute strategy throughout the territory to meet defined productivity, efficiency, and customer service deliverables.