I am available for consulting engagements beginning March 1,2017 anywhere in the U.S. and able to travel up to 100% as needed.

Michael S. Astringer
Phone: 609-280-1367
E-mail: mike@mikeastringer.com
LinkedIn: http://www.linkedin.com/in/mikeastringer

SUMMARY:

I am an AIRS certified Talent Acquisition Generalist experienced in developing and executing best in class corporate talent acquisition strategies, functions, projects and technology to support aggressive growth objectives. Have served consulting clients in a variety of capacities including developing or reengineering corporate talent acquisition strategies and functions, leading talent acquisition functions, projects and technology implementations, full life cycle talent acquisition, candidate sourcing and retained search. I have been responsible for helping to drive award winning cultures resulting in multiple Best Places to Work, Fastest Job Creator, Fastest Growing Private Company and Top Places to Work awards. You will find that I am an accomplished professional who is motivated by success. I am seeking a consulting role in corporate talent acquisition where my professional experience and motivation will help my client exceed business goals.

APPLICANT TRACKING SYSTEM EXPERIENCE

I possess extensive evaluation, selection, implementation and end user ATS experience. My experience with ATS platforms includes iCIMS, Jazz (formally Resumator), Taleo, Greenhouse, CATS, Jobvite, Bullhorn, Jobscience, HRM Direct and others.

CONSULTING ENGAGEMENTS

2016 to Present
CFG Health Network
Marlton, New Jersey
Consultant Project Manager

Engaged to lead the build and implementation of the iCIMS applicant tracking system. Lead a team of internal and external resources to develop workflow, best practices, internal processes, migration of data, testing, training, deployment of the system and development of FAQ and process documents. CFG Health Network is a broad-based healthcare provider that is dedicated to increasing access to care via innovative applications of technology like telepsychiatry and virtual environments. In addition to running its own clinics, CFG provides hospital based programs including inpatient psychiatric services, psychiatric crisis center intervention, medical/surgical floor consults, school-based programs, partial hospitalization programs, residential treatment services and healthcare services for correctional facilities.

• Assumed leadership of the project after the departure of the previous Project Manager.
• Lead the project team and timeline to ensure our launch was executed on schedule.
• Worked with the Director of Talent Acquisition to include best practice talent acquisition processes in the iCIMS recruiting workflow and develop internal processes that include the most efficient use of the technology.
• Oversaw the buildout of the system to include the development of internal workflows and processes, best practices and data migration. Migrated over 20,000 data files into the system from various sources.
• Lead testing and validation to ensure the system was ready for roll out.
• Deployed iCIMS to the internal team and the careers portal on the CFG web site.
• Developed and delivered training to the Talent Acquisition team and supported their learning as they began using the system.
Reviewed and edited all imported data to ensure data integrity.

2016 to 2017
Potomac River Holdings
Alexandria, Virginia
Contract Talent Acquisition Manager

Lead talent acquisition efforts to recruit a Chief Information Officer, Director of Talent and Culture and an eCommerce Logistics Manager. Potomac River Holdings, a two-time Inc. 500 winner, is an eCommerce company ranked one of the fastest growing companies in Virginia.

• Researched and developed a list of target companies in the startup and mid-market technology space using a variety of tools.
• Generated a pool of over 400 potential candidates for the CIO role.
• Introduced Potomac River holdings to potential candidates, screened candidates, submitted to the CEO and brought candidates and the CEO through the interview and offer process.

2016
OHO Interactive
Somerville, Massachusetts
Senior Contract Recruiter

Lead talent acquisition efforts to recruit Full Stack Web Developers and Senior Web Developers with expertise in Drupal, HTML, CSS, JavaScript, PHP and MySQL as well as Senior Visual Designers. OHO Interactive is a successful digital agency specializing in research and strategy, website design, website development and content strategy. The agency works with clients across industries including education, travel and healthcare

• Developed sourcing strategies to recruit Drupal Developers and Senior Visual Designers in the Boston area.
• Introduced OHO Interactive to perspective candidates, screened candidates, submitted to hiring manages and brought candidates and hiring manages through the interview and offer processes.
• Worked with the internal team to streamline the talent acquisition process including more efficient use of the Jazz applicant tracking system.

2016
Lux Research
Boston, Massachusetts and New York, New York
Consultant Talent Acquisition Manager

Engaged to lead talent acquisition initiatives including process and strategy improvement. Responsible for full lifecycle candidate sourcing and recruiting for roles with in Research, Sales, Marketing and Finance in Boston, New York, Amsterdam, Singapore and Tokyo. Lux Research is a rapidly growing independent research and advisory firm providing strategic advice and ongoing intelligence for emerging technologies.

• Developed sourcing strategies to attract candidates with academic and professional engineering backgrounds in Bio Based Materials and Chemicals, Wearable Electronics, Emerging Technologies, Big Data, Robotics, Artificial Intelligence, Electrical Engineering and Water.
• Developed sourcing strategies to attract candidates with business backgrounds in Sales (new logo acquisition), Account Management, Client Engagement, Marketing and Accounting.
• Direct sourcing candidates from competing research organizations and from within the various industries Lux Research serves.
• Submitted candidates to internal hiring managers and brought hiring managers and candidates through the interview and offer process.
• Positions include Research Associates, Research Analysts, Senior Research Analysts, Sales Directors, Account Managers, Sales Specialists, Accountants, a Marketing Manager and a Client Engagement Manager.
• Work with the Leadership Team and Corporate Human Resources to make improvements to the overall talent acquisition strategy including candidate sourcing, time to hire, the interview process and elimination of outside 3rd party recruiting resources.

2016
Hall & Partners Health
New York, New York
Senior Contract Recruiter

Short term engagement to augment the internal Talent Acquisition Team. Responsible for full lifecycle talent acquisition of Project Directors, Project Managers, and Senior Account Managers with qualitative and quantitative brand and consumer pharmaceutical and healthcare research expertise in New York and Chicago. Hall & Partners, part of the Omnicom Group, is a global pharmaceutical and healthcare brand and communications research firm offering both qualitative and quantitative research solutions to some of the most vibrant domestic and international brands including the top 10 global Pharma companies.

• Developed sourcing strategies to direct source passive candidates from competing research organizations.
• Introduced Hall & Partners to prospective candidates, screened candidates, submitted to hiring managers and brought candidates and hiring managers through the interview process.

2015 to 2016
Alliance Life Sciences
Somerset, New Jersey
Contract Talent Acquisition Manager

Responsible for full time professional talent acquisition for internal roles and projects throughout the United States and Europe from the Analyst to C-level. Roles included a CFO, VP, Project Managers, Business Analysts and Business Consultants with Pharmaceutical BPO, Pricing, Market Access and Contracting experience and systems experience in Revitas and Model N. Additionally responsible for Vice President and Director of Sales roles. Alliance Life Sciences helps customers maximize revenue and optimize pricing by solving problems in Pharmaceutical Contracting, Pricing, Reimbursement and Commercial Operations.

• Developed a global talent acquisition strategy and tools to recruit passive talent in our vertical.
• Direct sourced and engaged a pipeline of talent from pharmaceutical companies and direct competitors in our vertical for current and future staffing needs.
• Work with the internal marketing team to build an employment brand as an engaging, challenging and fun place to work with exciting projects and career paths.
• Managed the selection and companywide implementation of the Jazz applicant tracking system. Migrated Alliance Life Sciences from Taleo.
• Partner with C-level and practice leadership providing guidance and planning on talent acquisition and selection best practices, resources utilization, staffing plans and succession planning.
• Built partnerships with Universities including the NYU Stern School of Business and the Wharton School of the University of Pennsylvania to recruit MBA interns and graduates

2015 to 2016
Chewy.com
Fort Lauderdale, Florida
Consultant Talent Acquisition Manager

Responsible for full lifecycle talent acquisition and candidate sourcing for Finance, Human Resources, Software, IT and Fulfillment Operations roles. Chewy.com is a leading eCommerce provider of pet products.

• Developed direct sourcing strategies for professional roles at Chewy’s Corporate Office in Florida to source passive candidates using a variety of methods. Screened and brought candidates through the interview process to offer acceptance.
• Sourced candidates to support on-site HR at fulfillment centers in Pennsylvania, Indiana and Nevada.
• Worked with hiring managers to identify needs, evaluate candidates and brought hiring managers and candidates through the interview process to offer acceptance and onboarding.
• Positions included Finance Operations Manager, Senior Financial Analyst, Human Resources Manager, Human Resources Generalist, Human Resources Business Partner, Purchasing Manager, Safety Manager, Senior Business Intelligence Developer, Senior Digital Designer, IT Site Manager, IT Support Engineer and others.

2014 to 2015
FXI
Media, Pennsylvania
Consultant Director of Talent Acquisition

Responsible for full time professional talent acquisition and contingent workforce strategies for FXI’s Corporate Office in Media, PA, Research Facility in Aston, PA and 18 manufacturing facilities throughout the U.S. and Mexico. FXI is a leading producer of foam innovation for the home, healthcare, electronics, industrial, personal care and transportation markets

• Engaged to evaluate, reengineer and improve the internal talent acquisition strategy and process reducing time and cost to hire ratios and develop strategies to improve contingent workforce usage at the plant level.
• Developed direct candidate sourcing and attraction strategies and tools and perform hands-on recruiting for professional corporate roles in Finance, Human Resources, IT and Operations. Responsible for the sourcing, interviewing and hiring of the Senior Vice President of Human Resources.
• Work with field Human Resources to develop candidate attraction and contingent workforce strategies at union and non-union manufacturing plants.
• Lead the evaluation, selection and implementation of the Jazz applicant tracking system.
• Reduced recruiting costs by 53% while increasing the effectiveness of tools.

2013 to 2015
Taunton Interactive
New York, New York
Contract Candidate Sourcer

Responsible for an initiative to staff Taunton Interactive, the startup digital group within Taunton, Inc. Taunton is a privately owned multi-media company with an aggressive digital growth agenda.
• Direct sourced passive candidates for internal roles in the digital group with locations in Newtown, CT and New York, NY.
• Positions included Chief Digital Officer, Brand VP, VP of Product, VP of Digital Marketing, Director of eCommerce, Director of Product Management, Product Managers Web Data Analysts, DevOps Engineer, Systems Manager and Drupal Developers.

2012 to 2014
NetProspex (Acquired by Dunn & Bradstreet)
Waltham, Massachusetts
Consultant Director of Talent Acquisition

Responsible for development and deployment of NetProspex’s internal talent acquisition strategy and function. NetProspex is a near startup that helps clients sell smarter and faster with an innovative and highly effective process for finding, trading, and buying targeted business contacts.
• Development of direct candidate sourcing strategies, tools and internal talent acquisition processes that resulted in headcount growth of 177% in a two-year period.
• Recruited candidates for software engineering, finance, operations and sales roles.
• Trained and mentored an entry level Recruiter to serve as NetProspex’s internal Corporate Recruiter.
• Lead the evaluation, selection and implementation of the Resumator applicant tracking system.
• Helped drive the development of a best in class team that resulted in NetProspex being recognized by Inc. Magazine and the Boston Business Journal multiples times as one of Boston’s Fastest Job Creators and Best Places to Work.

2012 to 2014
Backupify (Acquired by Datto)
Cambridge, Massachusetts
Senior Contract Recruiter

Responsible for the full lifecycle recruitment of Engineering candidates to include Ruby on Rails Software Engineers, Product Managers and DevOps Engineers. Backupify is a startup provider of backup and recovery solutions for Software-as-a-Service applications.

• Worked with Backupify’s VP of Engineering to develop a candidate attraction strategy designed to attract high demand candidates.
• Sourced, screened and brought candidates through the interview and offer stages.

2013
Chemetall Americas
New Providence, New Jersey
Consultant Director of Talent Acquisition and HR Project Manager

Consulting leader responsible for reengineering both the Talent Acquisition and Human Resources strategies and functions within Chemetall. Chemetall Americas is a leader in specialty chemical products.

• Worked with Chemetall’s CEO and Leadership team to evaluate, redevelop and redeploy Chemetall’s internal Human Resources strategy and function. Recruited and lead a contract Director of Human Resources for the project.
• Worked with Chemetall’s CEO and Leadership Team to build an internal corporate talent acquisition function and strategy.
• Recruited and lead an on-site Contract Recruiter who converted to Chemetall’s full time Corporate Recruiting Manager.
• Direct sourced and brought to hire the new Director of Human Resources to replace our consulting resource.
• Developed candidate sourcing strategies to include a diversity recruiting program and initiatives to recruit separating military members.
• Lead the evaluation, selection and implementation of the Resumator applicant tracking system.

2013
Instem
Conshohocken, Pennsylvania
Retained Search Consultant

Retained to recruit a Global Vice President of Sales. Instem is a leading provider of laboratory data and information management solutions for drug safety studies.

• Direct sourced a pipeline of over 200 potential candidates from competing pharmaceutical software companies.
• Screened potential candidates and submitted the most qualified to Instem’s CEO.
• Worked with a Vice President of HR in the UK to facilitate the interview and offer process.

2012
Accenture
New York, New York
Consultant Talent Acquisition Project Manager
Lead a project team tasked with full lifecycle recruiting of candidates for senior consulting roles in Accenture’s Finance Transformation Practice across the U.S. Accenture is a global management consulting, technology services and outsourcing company.

• Recruited a team of Recruiters responsible for candidates with Tier 1 consulting, financial strategy and financial systems implementation experience to serve at the Analyst through Senior Manager level.
• Developed and executed the project plan, utilization and metrics to be used to measure success and pipeline management.
• Hands on recruiting and candidate sourcing where needed to support dedicated Recruiters.

2012
IMS Health
Collegeville, Pennsylvania
Consultant Talent Acquisition Project Manager

Lead a project team tasked with full lifecycle recruiting of Engagement Managers and Sr. Consultants with pharmaceutical domain expertise for IMS projects across the U.S. IMS Health works pharmaceutical and biotech companies worldwide to provide value-added input on business challenges, to deliver projects that solve those strategic issues and to develop business opportunities that will ensure faster growth and high-level client satisfaction

• Recruited a team of Recruiters responsible for recruiting candidates with pharmaceutical patient level and sales and marketing data experience for IMS consulting engagements across the United States.
• Developed and executed the project plan, utilization and metrics to be used to measure success and pipeline management.
• Responsible for personal full lifecycle recruiting production.

2012
PatientsLikeMe.com
Cambridge, Massachusetts
Senior Contract Recruiter

Responsible for full lifecycle recruitment and development of direct candidate sourcing strategies for all internal departments. PatientsLikeMe is a startup that provides a free online community for all patients with any life-changing condition

• Worked with senior leadership to develop staffing plans and candidate sourcing strategies.
• Recruited candidates for Ruby on Rails Software Engineering, Marketing, Product, Client Services, Community and Research Scientist roles.
• Managed the recruiting process from candidate sourcing, behavioral interviews to offer acceptance and onboarding.

2011 to 2012
The Culinary Institute of America
Hyde Park, New York
Senior Contract Candidate Sourcer

Responsible for direct sourcing and screening of candidates for a Vice President of Academic Degree Programs position and multiple Dean positions. For more than six decades The Culinary Institute of America has been setting the standard in professional culinary education.

• Worked with internal Human Resources to build a target list of competing academic organizations across the United States.
• Direct sourced and screened candidates from competing academic organizations and submitted interested and qualified candidates to CIA Human Resources.

2011 to 2012
Encima Group
Newark, Delaware
Senior Contract Recruiter

Responsible for development of direct sourcing strategies and full lifecycle recruitment of senior marketing professionals with pharmaceutical vertical experience. Candidates recruited had backgrounds in enterprise digital marketing strategy and execution. Encima Group is a startup focused on building, enhancing and optimizing their pharmaceutical clients’ marketing efforts by providing results focused marketing strategy, operations and support.

• Worked with Encima Group’s CEO to identify needs within big Pharma clients and develop candidate sourcing strategies.
• Managed the recruiting process from candidate sourcing through offer acceptance and onboarding.

2011
Livengrin Foundation
Bensalem, Pennsylvania
Retained Search Consultant

Retained to recruit for a Chief Financial Officer, a Vice President of Human Resources and a Vice President of Development. Livengrin Foundation is a premier non-profit provider of high-quality treatment and recovery from substance abuse.

2010 to 2012
Quantech Services
Lexington, Massachusetts
Senior Contract Recruiter

Responsible for full lifecycle recruiting and direct sourcing of Engineering and IT candidates with DoD security clearances for project engagements. Quantech Services provides consulting products and services to the Department of Defense (DoD) and other government clients.

• Worked with senior management to identify client requirements and develop candidate sourcing strategies.
• Full lifecycle recruiting of Engineering and IT candidates with Top Secret DoD Clearances.
• Lead an internal candidate sourcing resource.

2011
Hydro Aluminum North America
Linthicum, Maryland
Senior Contract Recruiter

Responsible for full lifecycle recruiting and direct sourcing of Sales Engineers, Business Development Managers, Territory Sales Managers and Inside Sales Representatives across the United States. Hydro Aluminum North America provides aluminum solutions including supply sourcing, extrusion, finishing, and fabrication of components, as well as engineering and contract manufacturing services for a variety of industries.

• Worked with Hydro’s Human Resources Department to create a recruitment strategy and tools to successfully generate candidate flow in multiple markets.
• Direct sourced professionals from competitors within the vertical, introduced Hydro Aluminum and converted them into potential candidates.

2006 to 2011
Grasshopper Group (Acquired by Citrix)
Needham, Massachusetts
Consultant Director of Recruiting

Recruiting leader for development and deployment of talent acquisition and direct candidate sourcing strategies. Grasshopper Group’s suite of SaaS products for entrepreneurs. Grasshopper Group is a startup that develops a suite of products for entrepreneurs including Grasshopper, Chargify and Spreadable.

• Responsible for the development and deployment of Grasshopper Group’s full lifecycle internal recruiting function including the development of all strategies and processes for locations in Needham MA, Austin TX and San Francisco CA.
• Worked with leadership on resource planning and succession planning.
• Responsible for leadership of the recruiting team and pipeline management.
• Drove the evaluation, selection and implementation of the Resumator applicant tracking system,
• Lead recruitment while actively recruiting for all internal departments including Software Engineering, Network Operations, Marketing, Creative, Sales, Customer Service and Operations.
• Responsible for the hiring of a COO, VP of Finance, Director of Software Engineering and Director of Human Resources.
• Worked with leadership on the launch of two new companies and new offices in Austin and San Francisco.

2010 to 2011
Cambridge BioMarketing (Acquired by Everyday Health)
Cambridge, Massachusetts
Consultant Director of Recruiting

Recruiting leader for the development and deployment of a full lifecycle internal recruiting strategy and process. Cambridge BioMarketing is Boston’s leading full-service healthcare marketing communications agency serving the biotech and pharma sectors.

• Developed Cambridge BioMarketing’s internal recruiting function, strategy and workflow.
• Evaluated, selected and implemented the Resumator applicant tracking system.
• Full lifecycle recruiting for internal positions in all areas of the agency including Software Engineering, Digital Creative, Traffic, Copywriting, Operations and Account Services. Candidates were direct source from the pharmaceutical advertising/marketing industry.

2007 to 2010
The Resumator (now Jazz.co)
Pittsburgh, Pennsylvania
Senior Contract Recruiter

Responsible for development and execution of recruiting strategies and processes for this start-up SaaS provider. The Resumator helps startups and non-profits save time and money on hiring by empowering them with recruiting tools.

• Worked with The Resumator’s Founder on the development of headcount planning and recruitment strategies and processes.
• Provided hands on recruiting support to all corporate departments including Software Engineering, Design, Marketing, Sales, and Operations.

2010
SDI Health (Acquired by IMS Health)
Plymouth Meeting, Pennsylvania
Senior Contract Recruiter

Responsible for the recruitment of executive, technical, and business candidates with healthcare and pharmaceutical domain experience. SDI Health is a healthcare analytics organization that works with pharmaceutical/biopharmaceutical manufacturers, medical and surgical device manufacturers and other top healthcare organizations.

• Responsible for direct candidate sourcing and screening of candidates at the Analyst through Director level.
• Worked with internal stakeholders on candidate attraction and process improvement strategies.

2009
CHI Systems
Fort Washington, Pennsylvania
Senior Contract Recruiter

Responsible for recruiting Product Managers, R&D Leads, Usability Analysts, and Software Engineering candidates for CHI Systems’ simulation training medical device for front line military medics. CHI Systems is an advanced engineering firm that develops haptics based training products for military and government use.

• Responsible for direct candidate sourcing, screening and working candidates through the interview process.
• Worked with internal stakeholders on candidate attraction strategies and internal process improvement

2008 to 2009
Incontext Design
Concord, Massachusetts
Consultant Recruiting Project Manager

Project Manager and Sr. Recruitment Consultant responsible for developing and leading an initiative to recruit Project Managers, Interaction Designers, Work Practice Designers, User Researchers, and Business Development Managers in Chicago IL and Concord MA. Incontext uses their Contextual design methodology to design innovative, customer-centered product concepts, product suites, communications and learning environments, leading edge portals, and online business communities.

• Developed and executed a project plan to include resources, candidate sourcing, attraction strategies and process.
• Recruited and lead a team of Recruiters and Sourcers for the project.
• Hands on candidate sourcing and full lifecycle recruiting including the development of job descriptions and conducting behavioral interviews.

2008
ConforMIS
Burlington, Massachusetts
Consultant Recruiting Project Manager

Recruiting leader responsible for developing, deploying and leading an initiative to roll out a national sales force for this start-up medical device firm. Candidates included Regional Sales Managers and Territory Managers with orthopedic medical device and sports medicine sales backgrounds across the United States. ConforMIS is a start-up firm that develops and commercializes medical devices for treatment of osteoarthritis and joint damages.

• Recruited a team of Recruiters responsible for direct sourcing candidates with medical device sales experience across the United States.
• Developed and executed the project plan, utilization and metrics to be used to measure success.
• Responsible for personal full lifecycle recruiting production.

2008
Coventry Health
Scottsdale, AZ
Consultant Recruiting Team Lead

Lead a team initiative to recruit Software Engineers, Business Analysts and other technology candidates for Coventry locations across the United States. Coventry Health is a leader in the Managed Healthcare vertical.
• Recruited a team of Recruiters and Candidate Sourcers responsible for full lifecycle recruiting.
• Developed and executed the project plan, utilization and metrics to be used to measure success.
• Responsible for personal full lifecycle recruiting production to include behavioral interviewing.

PRIOR CONSULTING EXPERIENCE

Prior consulting experience includes engagements with Comcast, Pepco Holdings, American Infrastructure, Sprint, Ernst & Young, Andersen Consulting (now Accenture), Electronic Data Systems (EDS), Mikohn Gaming, and Oracle.

PRIOR EMPLOYMENT EXPERIENCE

Prior full time experience includes positions as Technical Recruiter with Aerotek Data Services Group, Account Manager with Source Services EDP Division (now Kforce) and Regional Director of Professional Services with Manpower Professional.

COMMUNITY ENGAGEMENT

2011 to Present
Livengrin Foundation
Bensalem, PA
Member of the Board of Directors, Human Resources Committee and Executive Search Committee

Serve Livengrin Foundation, a $16 million non-profit provider of comprehensive addiction treatment services, as a member of the Board of Directors and Human Resources Committee, Livengrin’s mission is to empower the individual to embrace recovery and break the cycle of addiction by providing a full continuum of comprehensive, integrated and holistic treatment services.

• Participate in bi-monthly board meetings and decisions that impact the fiscal health and operations of the Foundation.
• Recruited for the positions of Chief Financial Officer, Vice President of Human Resources and Vice President of Development / Fundraising.
• Work with members of the Human Resources Committee to make Board recommendations on talent acquisition, compensation, benefits, bonuses and HR processes and procedures.

REFERENCES

Excellent references will be provided upon request.

 

Services I offer – Candidate Sourcing to support Corporate Talent Acquisition and Human Resources

Often internal talent acquisition and human resources teams lack the bandwidth and expertise to proactively source passive talent.  These teams will do an excellent job at managing incoming applicants, interviews and onboarding but depend primarily on incoming candidate flow.  By proactively sourcing passive talent in the marketplace companies find they have generated a pool of highly qualified candidates rather than depending on those who happened to find a job posting and apply.  This method is proven to be an effective and cost effective way to bring to talent into an organization.

Many times top talent is currently working for a competitor and would consider a better opportunity but are not proactively looking.  An experienced Candidate Sourcer can find these people, engage them and turn them into candidates.  Once the Candidate Sourcer has engaged a candidate and gained their interest and commitment the Candidate Sourcer will introduce the candidate to the internal talent acquisition or human resources team for inclusion into the candidate pool and interview process.

Large recognizable brands have a high number of incoming applicants yet still engage Candidate Sourcers to find and engage top talent.   They recognize the quality and time to hire benefits of using Candidate Sourcers rather than waiting for potential candidates who may not be as qualified to respond to job postings.  This is the best way to deliver your recruiting message directly to potential candidates who have the necessary skills and experience that you need rather than taking the “post and pray” approach.

While there are several reasons a company will engage a Candidate Sourcer the most common are sourcing to fill active open positions and sourcing to build a candidate pipeline for future needs.   When a company is sourcing to fill open positions a Candidate Sourcer will cast a narrow net to search and recruit the very best talent that meets the qualifications that a company requires.  When building a talent pipeline (for example if a company knows they will hire multiples of a specific skillset like sales professionals or software engineers within a given timeframe) the Candidate Sourcers goal should be to find, introduce the company and build relationships with the top talent within that skillset vertical.  My goal is always to know who the top talent in the marketplace is and build relationships with them.  Then when a company has a specific need the company can reach into that talent pipeline to introduce the need.

A contract Candidate Sourcer will have tools at their disposal that corporate talent acquisition or human resources departments often do not.  This includes research databases and tools to generate contact information.  As a contract Candidate Sourcer’s full time focus is to generate candidate he or she can justify the cost of these tools where a hiring company sometimes cannot.

The contingency recruiting firm model does not work.   Contingency recruiting is expensive, inefficient, lacks scalability and since the contingency recruiting model is commission driven Recruiters focus on where they can earn their next commission not on producing top talent.  I find it unethical that many recruiting firms will submit the same candidate to multiple clients in an effort to increase their odds of making a placement or to create a “bidding war”.  By engaging a contract Candidate Sourcer companies find that they can achieve accountability, cost effectiveness, scalability and the ability to generate high caliber candidates more quickly.  A contract Candidate Sourcer is focused on finding top talent for your company not the desire to earn a high commission.

I began my career in talent acquisition long before the popularity of Internet recruiting.  We direct sourced candidates using a variety of means and built organizational charts of the companies we had researched as recruiting targets. We got on the phone, got to know a potential candidate and introduced the company we were representing.  I believe that the Internet has made candidate sourcing more efficient but my approach remains the same.  I am going to research to find out who the companies are in the market that employ the talent I am looking for, find out who the people are in those companies that are doing the job I am sourcing candidates for then contact those people to introduce the opportunity.  This “old school” method of candidate generation has been successful for me for over 20 years.  I do not use job boards as I am a firm believer that currently employed top professionals in their field are not posting their resumes on job boards or responding to job postings.

When engaged to work with a client in a contract Candidate Sourcer capacity I work closely with the client to determine their needs, culture, the “sizzle” (or why a potential candidate would consider the company and opportunity), a profile of the ideal candidate and build a target list of companies to source talent from.  The process includes;

  • Meeting with the client to understand their need. To effectively source talent I need an understanding of the role(s) the company is trying to fill, the culture of the company and team, the “why someone will consider this company and opportunity” and the ideal profile of a successful candidate.  Objectives and goals are defined in this meeting.
  • Build a list of target companies. Before I begin a search I work with the client to put together a fully vetted list of companies we want to source talent from.  Often a client will have a list of companies they’d like to target.  I do research to bring additional potential recruiting targets to the table.  Other targets will surface as I begin the search and will be added to the list.
  • Build a list of candidates to target. Once I have a list of companies we want to recruit from I will do the research to find out who is doing the job we are targeting in the companies we are focused on.  I subscribe to research databases that allow me to gather this data along with contact information for potential candidates.
  • Make contact with potential candidates. Once I have put together a target list I begin to make contact with potential candidates.  I make my first contact via an email in the client’s domain.  I represent myself as a Consultant working with the client.  This is an important distinction as candidates are more likely to respond to a contact directly from the hiring company rather than a 3rd party Recruiter.  My message is a brief introduction of the company and opportunity inviting the potential candidate to have a more detailed telephone conversation.  
  • Initial telephone phone screen, I will do an initial telephone screen to not only qualify the candidate but to get them excited about the opportunity. I will screen against the qualifications set forth in my initial meeting with the client as well as for cultural fitness.  I will send the client the candidate’s resume, LinkedIn profile and a complete summary of the call including the candidate’s experience, career goals, reasons to consider the opportunity, compensation information and any other information the client has requested.  
  • Introduction.  Once the client has reviewed the candidate’s resume, LinkedIn profile and my screening summary and has agreed they are interested in the candidate I will introduce the candidate to the client’s internal talent acquisition or human resources representative for inclusion into the client’s candidate pool and interview process. 
  • Reporting.  I keep a pipeline of every potential candidate identified and contacted.  This includes the candidates name, job title, current company, contact information and their status.  This can be delivered to the client weekly in the form of an Excel spread sheet or shared via Google Docs for real time review.  
  • Weekly progress review. I schedule a weekly call with the client to discuss progress and candidates in process.  Between detailed reporting and weekly update calls clients are kept well informed of progress.

When engaged as a Contract Candidate Sourcer I work with clients on an hourly or fixed prices basis giving clients a cost effective, scalable and results driven solution while they maintain control of their talent acquisition process.

ABOUT MIKE ASTRINGER

Mike Astringer is an AIRS certified Talent Acquisition Generalist experienced in developing and executing best in class corporate talent acquisition strategies, functions, projects and technology to support aggressive growth objectives. Mike has served consulting clients in a variety of capacities including developing/reengineering corporate talent acquisition strategies and functions, leading talent acquisition functions, projects and technology implementations, full life cycle talent acquisition, candidate sourcing to support internal corporate talent acquisition and human resources and retained search. Mike possesses extensive evaluation, selection, implementation and end user ATS experience in such platforms as iCIMS, Jazz (formally Resumator), Greenhouse, CATS, Jobvite, Taleo and many others.

Mike has been responsible for helping to drive award winning cultures resulting in multiple Best Places to Work, Fastest Job Creator, Fastest Growing Private Company and Top Places to Work awards.  Mike has had the great fortune of a consulting career that has taken him around the country working with incredible companies and teams. He has worked in Boston, New York, Philadelphia, Alexandria, Fort Lauderdale, Phoenix, Las Vegas, Los Angeles, Austin, Baltimore and other locations around the U.S.

The consulting services Mike offers includes;

  • Development and implementation of internal corporate talent acquisition strategies and functions
  • Evaluation and improvement of internal corporate talent acquisition strategies and functions
  • Interim corporate talent acquisition leadership
  • Corporate talent acquisition project management
  • Full lifecycle corporate contract recruiting
  • Contract candidate sourcing to support internal corporate talent acquisition and/or human resources.
  • Evaluation, selection, migration and implementation of applicant tracking systems

Contact Mike to find out how he can help you make your internal corporate talent acquisition perform better, stronger and faster.

Mike Astringer   609-280-1367  mike.astringer@humancapitalconsultants.com

Services I offer – Recruiting Technology Evaluation, Selection and Implementation

Evaluation and selection of recruiting technology (often called an ATS or Applicant Tracking System) can be a daunting task and an expensive mistake if not done properly.  Comparing the various options is time consuming and often confusing.  Proper implementation and migration of data is critical.  Building an internal talent acquisition process around the technology is key to successful execution.

Before beginning a search for recruiting technology an organization should first document its internal talent acquisition process and identify the gaps the organization hopes the technology will fill.  Many organizations hope to streamline the hiring process, reduce time to hire, increase communication between hiring managers and the talent acquisition and/or HR team and EEO-OFCCP compliance.  For others it’s to get rid of paper resumes or resumes stored in files on internal drives.  Still others want to increase candidate flow and employment branding.  Using a powerful recruiting technology solution can streamline your requisition approval process, your interview and offer process, your time to hire ratios and quality of hires.

Organizations will often seek a web based solution that will allow for process efficiencies, is cost effective, is user friendly and offers a hosted careers page that allows for a positive candidate experience.  One of the keys to selecting recruiting technology is a system that is simple enough for non-recruiting, HR or technology internal users to understand and utilize.  Remember, all of the technology and process in the world is ineffective unless your team uses the technology and follows the process!

I have spent the past several years evaluating, making recommendations and implementing recruiting technology.  I have successfully implemented recruiting technology for companies who were not currently using technology and migrated others from ineffective systems including the migration of tens of thousands of candidate files.

When engaged to work with a client to evaluate, select and implement (or migrate) recruiting technology I believe that the investment in time on the front end makes for a successful execution and long term effectiveness of the technology and talent acquisition process.   The services I offer around recruiting technology includes;

  • Determine the problem(s) a client is trying to solve. I meet with the client to determine why they are considering a technology solution, the client’s priorities for the system and what problem(s) the client is trying to solve.
  • Documentation of the current process. I document the client’s current talent acquisition process and determine areas that can be improved with use of recruiting technology.  This data is used when evaluating and selecting a technology solution.
  • Evaluation and selection of systems. I work with the client to evaluate the systems on the market and choose the system that meets the qualifications of the client.  This includes system demonstrations, documented comparisons and contract negotiation.
  • Implementation and migration project documentation. I will document the entire implementation and migration including the project timeline, system buildout, workflows, migration of data, best practices, internal processes, testing and validation, training, deployment and SOPs.
  • Talent acquisition process. The implementation of recruiting technology is the perfect time to evaluate and make internal talent acquisition process improvements.  The most effective processes will be built around the technology.  I will work with internal talent acquisition and/or human resources and corporate leadership to build a talent acquisition process that utilizes best practices, meets the client’s goals and incorporates the best use of the technology.  
  • System buildout. Many systems will allow customization of workflows and user access to best meet the needs of the client.  I will work with the documented talent acquisition process and the vendor to build out the system.
  • Data Migration. Often I find that candidate data is stored in several different places including prior ATS systems, internal drives, individual computers or in paper files.  I will collect all of that candidate data, work with the vendor to get the data into a format that can be uploaded and oversee the migration of data.
  • Data cleanup. Migrated data is not usable if it is not clean and easily accessible by the talent acquisition or HR team.  On a recent implementation I found that about 70% of approximately 24,000 candidate files migrated properly.  Unfortunately the parsing systems that recruiting technology vendors use do not always execute perfectly.   In some cases names and contact information do not parse correctly.  In other cases resumes do not format properly or upload at all.  I will review each data file for accuracy and make corrections as needed.  If resumes are missing or did not format I will work with the internal team to contact those candidates to receive updated resumes.  
  • Testing and validation. I will test every aspect of the system from the perspective of Recruiter or HR user, Hiring Manager user and Candidate user to ensure that the system has been configured properly and is working as designed.  This is an area where I often find vendor errors or areas that can be improved.   
  • Careers page. The implementation of technology and a hosted careers page is the perfect opportunity to make improvements to an organization’s employment branding.  I will work with an organization’s internal Marketing Team or external agency to build a careers page that is engaging to potential candidates and increases candidate flow.   This is also the perfect time to take a look at job descriptions and make improvements.  
  • System training and go live. I provide both group and one on one training to all end users and stake holders including the talent acquisition team, hiring managers and leadership team.   Typically I will do one group training for talent acquisition and/or HR users and a separate group training for hiring managers and the leadership team.  After go live I will follow that up with one on one training with users to answer questions, ensure they are using the system properly and understand the functionality.  
  • Ongoing support. I will typically make myself available to a client for a period of time after go live to support users, answer their questions and ensure they are following the established process.

As a Consultant I have lead, built and improved internal corporate talent acquisition strategies and functions for many years. I believe that a strong background in corporate talent acquisition development and leadership as well as extensive recruiting technology experience gives me a unique insight into executing a successful recruiting technology implementation or migration.

ABOUT MIKE ASTRINGER

Mike Astringer is an AIRS certified Talent Acquisition Generalist experienced in developing and executing best in class corporate talent acquisition strategies, functions, projects and technology to support aggressive growth objectives. Mike has served consulting clients in a variety of capacities including developing/reengineering corporate talent acquisition strategies and functions, leading talent acquisition functions, projects and technology implementations, full life cycle talent acquisition, candidate sourcing to support internal corporate talent acquisition and human resources and retained search. Mike possesses extensive evaluation, selection, implementation and end user ATS experience in such platforms as iCIMS, Jazz (formally Resumator), Greenhouse, CATS, Jobvite, Taleo and many others.

Mike has been responsible for helping to drive award winning cultures resulting in multiple Best Places to Work, Fastest Job Creator, Fastest Growing Private Company and Top Places to Work awards.  Mike has had the great fortune of a consulting career that has taken him around the country working with incredible companies and teams. He has worked in Boston, New York, Philadelphia, Alexandria, Fort Lauderdale, Phoenix, Las Vegas, Los Angeles, Austin, Baltimore and other locations around the U.S.

The consulting services Mike offers includes;

• Development and implementation of internal corporate talent acquisition strategies and functions
• Evaluation and improvement of internal corporate talent acquisition strategies and functions
• Interim corporate talent acquisition leadership
• Corporate talent acquisition project management
• Full lifecycle corporate contract recruiting
• Contract candidate sourcing to support internal corporate talent acquisition and/or human resources.
• Evaluation, selection, migration and implementation of applicant tracking systems

Contact Mike to find out how he can help you make your internal corporate talent acquisition perform better, stronger and faster.

Mike Astringer   609-280-1367  mike.astringer@humancapitalconsultants.com

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