Yue Liu (Claire)

• In charge of recruiting for Japan and the APAC region.
• Worked with senior leadership to develop comprehensive recruitment strategies for long-term implementation.
• Owned direct sourcing strategy plan, and candidate recruiting life cycle.
• Engaged and provided consultation to hiring managers on hiring trends and competition.
• Reported QBR to the leadership team on recruitment achievements and activities.
• Implemented diversity recruiting strategies to promote an inclusive workplace.
• In charge of recruitment initiatives, including developing a comprehensive strategy for sourcing diverse talent, enhancing talent branding, training interviewers, and engaging with DEI communities.
• Served as the Asians@ APJ Lead for the company's ERG community;
• A member of the APJ Inclusive community and the Japan Neighborhood community.

Main Achievements:

• Won a company-wide Spotlight reward in 2021 for successfully building the Moderator Community in APJ.
• Constantly exceeded the company OKR of Time to Hire (37.7 days vs. 45 days), diverse hiring ratio (58% vs. 36%); OA rate (93.8% vs. 90%); candidate satisfaction rate (92.3% vs. 86%).
• Established a database of 5,000 potential candidates identified for open positions throughout the APJ region.
• Successfully published the inaugural Talent Brand article for the Japan team.
• Successfully organized a fireside chat event for Women's History Month for the Japan team.

• Provided ongoing support throughout the entire recruitment life cycle processes.
• Sourced, qualified and conducted screening interviews with job candidates.
• Utilized various sourcing methods, including social media, job boards, job fairs, and networking events.
• Developed a hiring process that fosters effective communication between current and prospective team members. This process establishes a talent pool of qualified candidates, enabling proactive engagement to fill vacancies at Hilton, thereby minimizing hiring timelines, and streamlining the onboarding process.
• Trained hiring managers to refine recruitment criteria, ensuring they are accurate, relevant, and aligned with departmental or business needs. Encouraged managers to critically evaluate the hiring process, confirming the necessity of the role, and verifying that the candidate’s skills will contribute to improved revenue or business outcomes.

Main Achievements:

• Total number of hires for the year: 85.
• Total number of positions closed for the year: 25.
• Built relationships with universities, colleges, and alumni associations (Lausanne, Switzerland; BYU, Hawaii) and successfully hired 13 students for internships.

• Managed and executed the full recruitment cycle, from resume screening, phone screening, scheduling interviews, and extending offers to close positions.
• Planned and implemented the appropriate sourcing strategy, including LinkedIn searching, job board posting, co-working with agencies, and attending job fairs.
• Consulted with the business's requirements from different departments, headcount planning with recruitment team leaders, and business managers.
• Utilized data to create, measure, and scale smart recruiting strategies, especially for new projects, such as KOTRA, part-time hiring, internships, and new graduate hiring.
• Maintained recruitment databases, effectively using the applicant tracking system (Greenhouse) for reporting.
• Influenced business decisions by analyzing data, especially when seeking their understanding to help speed up the hiring process.

Main Achievements:

• Total number of hires in 2016 (sales role – 42; CS role – 135).
• In 2017 (sales role – 25; CS role – 82).
• Successfully supported the new office opening in Naha, with a total of 5 staff hired on time.
• Successfully built an outbound call center team, with 6 temporary staff members onboarded on time.
• Initiated and completed KOTRA projects twice in 2016; a total of 28 Korean CS agents had been relocated and onboarded.
• Built the whole CS evening shift team on time, including 1 Team Lead, 1 Senior, and 15 agents.
• Initiated and successfully hired part-time CS agents, a total of 18 Korean part-time agents onboarded.
• Initiated the Internship and New Graduate hiring program; three interns started working in April 2017, and three new graduate students were selected for April 2018.
• Collaborated with the Mitsukoshi Disney group in Orlando, hired 5 CS agents.

• Directly sourced potential clients and candidates.
• Made cold calls to potential clients and candidates to introduce our consultancy and services.
• Conducted initial interviews for clients.
• Scheduled client interviews, and prepared candidates for interviews.

Main achievements:

• Set up 8 initial interviews per week.
• 3 candidates were placed.