Zoshia Dunbar

Handled full-cycle recruiting across the organization, including defining roles, sourcing candidates, conducting interviews, making selections, managing pre-employment processes, overseeing onboarding, and conducting orientations.

• Collaborated with hiring managers to identify workforce requirements and develop customized recruitment plans.
• Coordinated interviews between hiring managers and prospective employees.
• Manage the end-to-end recruitment process, which includes sourcing, utilizing Boolean search strings to identify passive candidates online, pre-screening, conducting assessments, performing background checks, administering drug screenings, and generating offer letters.
• Utilize direct sourcing, online recruiting, networking, employee referrals, and innovative strategies to identify and attract qualified candidates.
• Posted positions on job boards, media and alternate sourcing channels to attract diverse talent pool.
• Develop and nurture relationships with trade schools and other talent pipelines to attract diverse, skilled candidates.
• Maintain accurate and up-to-date documentation in the applicant tracking system (ATS) to track recruitment metrics, candidate progress, interviews, offers, and onboarding activities.
• Coordinate onboarding logistics for new hires, including requesting equipment, setting up system access, and preparing onboarding materials.
• Conduct new hire orientation, introducing company policies, benefits, and expectations, while fostering engagement from day one.
• Perform additional duties and responsibilities as assigned to support recruitment goals and initiatives.
• Participated in team meetings to discuss current recruitment initiatives.
• Addressed harassment allegations, work complaints or other employee concerns.

I recruited for the contract management division that focuses on MD/OD physicians nationwide, while actively building a pipeline of qualified candidates by cold calling potential physicians to collect their CVs, assess their availability, and determine what the potential physician is looking for in emergency rooms or urgent care facilities nationwide.

• Identified best practices for recruiting physicians through networking, job postings and other methods of outreach.
• Surpassed key performance indicators by achieving high lead and referral numbers.
• Updated Salesforce daily with detailed data on selected and potential physicians.
• Assisted with coordination of the onboarding process and availble start date for newly hired physicians.
• Participated in meetings with senior leadership teams regarding strategic planning initiatives related to physician recruitment efforts.
• Coordinated travel arrangements for out-of-town interviewees when necessary.
• Conducted reference and background checks on prospective employees.
• Developed and maintained relationships with physicians, medical groups and hospitals to recruit new physician candidates.

High-volume recruiting by collaborating with clients to source, interview, and extend offers to top candidates for open requisitions.

• Oversaw high-volume requisition workload, ensuring completion targets were met within deadlines.
• Coordinate recruitment life cycle tasks, like sourcing, interviewing, and screening applicants for permanent and temporary roles.
• Cultivated talent pipelines by posting on multiple job boards.
• Oversee referral program ensuring consistent influx of candidates for high turnover roles.
• Organized skills assessments or competency tests for applicants when necessary.
• Managed the whole onboarding process of all new hires, from generating offer letters, holding an onboarding process session, giving updates on progress in the background to clients and candidates, and facilitating first-day introductions to all new hires.
• Monitored and analyzed recruitment metrics, leading to data-driven decisions that improved hiring efficiency and candidate quality.
• Coordinated orientation processes, ensuring new hires were well-integrated and equipped for success in their roles.
• Partnered with management to drive any change in recruiting efforts within the organization.
• Maintained a high standard of professionalism in all interactions.

Oversaw branch operations in collaboration with the branch manager to address staffing needs for several clients from light industrial, clerical, management, and specialized roles within many organizations.

• Recruited, prescreened, offered, and facilitated all onboarding activities, and also conducted new hire orientations for all new hires, along with first-day introductions.
• Provided ongoing problem-solving to clients regarding temporary work needs, employee issues, and other related areas.
• Managed the job performance of temporary talent by providing rewards and recognition for outstanding performance, as well as counseling and coaching in cases where performance improvement is needed.
• Investigated and responded to talent concerns or complaints.
• Processed weekly payroll, maintained all adjustments, and retroactive and/or current changes to payroll records.
• Input all employment applications and pertinent information relating to Excel spreadsheets and the ATS system.
• Involved in ensuring client invoicing guidelines, and maintained and adjusted all invoices as needed with the client.
• Facilitated other duties, tasks, and projects that were assigned.

Recruited and managed a 4-month contract position for a FEMA project, where I oversaw employees, processed payroll, tracked attendance, ensured retention, and ensured we stayed compliant with FEMA's policies and processes.

• Oversaw the recruitment and supervision of 60-100 Customer Service Representatives, Ops Managers, and Team Leads within a call center setting to maintain efficiency, quality standards, and daily operations.
• Utilized proactive sourcing techniques by interviewing prospective candidates via telephone and in person.
• Facilitated candidate offers, managed the onboarding process, ensuring all paperwork was completed, administered background checks, and drug tests.
• Conducted weekly sessions to align efforts with crucial personnel and advance strategic plans.
• Communicated updates on new changes to employees, and assisted with answering questions and concerns.
• Managed weekly payroll processes and updated payroll records with adjustments.
• Handled the termination process for contracted employees following a misconduct investigation or poor performance.
• Kept records current for employee attendance, payroll data, and time-off requests.
• Executed daily opening, closing, and shift change procedures to uphold operational standards.
• Resolved conflicts between employees by providing guidance on company policies and procedures.
• Resolved customer inquiries and complaints requiring management-level escalation.
• Provided leadership, insight and mentoring to newly hired employees to supply knowledge of various company programs.
• Established processes to ensure efficient workflow throughout the organization.
• Monitored staff performance and addressed issues.
• Produced thorough, accurate and timely reports of project activities.

High-volume recruiting for part-time Event Demonstrator positions for two different accounts (Walmart and Sam's Club) nationwide.

• Expected to fill 6 to 8 positions every week and make between 60 and 100 calls a day.
• Utilized iCIMS 16.4 as an applicant tracking database to build an external candidate pool, set up weekly job fairs, meetings, and build relationships, and social networking for job advertisements.
• Posted job requirements on several recruiting databases for interested and qualified candidates, such as Indeed, Smart Recruiter, LinkedIn, Facebook, and other social media networks, to increase the available candidate pool.
• Conduct initial screening of candidates to ensure their qualifications meet open positions by conducting phone and video interviews, and then forwarding the video interview to the manager to make an offer.
• Arranged and conducted phone, video, and face-to-face interviews with hiring managers at the retail store.
• Extended offer to candidates, and walk them through their onboarding process.
• Issue EID and credentials to all new employees with an expected start date.