On the Market for a new role for myself

I find myself in the job market. I am seeking any virtual-remote recruiting opportunities on a contract or a permanent basis.

Kimberly Kazee
Woodstock, GA 30188
770-693-1113
Kimakazee@comcast.net

SUMMARY:
Excellent relationship building skills with internal business partners, clients and third party contacts. Proven analytical, organization, planning and presentation skills. Full cycle job descriptions, from initial competency development, job description, recruiting posting strategy, interview guide creation and forecasting compensation aligned with requirements. Expert in the best in practice methodologies for Recruitment, Candidate Sourcing, Interviewing Techniques, Training, Compensation, Employee Retention, Career Path, Corporate Mission and Background Investigations. Consistently met organizations' employment goals


EXPERIENCE:
Affiliated Computer Services- ACS (Virtual Office) Atlanta, GA
Sr. Recruiter 8/2005 - Present

 From a virtual-remote home office recruited for positions based nationwide.
 Experienced in hiring all levels of personnel. Positions both exempt and non-exempt. Positions included but are not limited to, Business Analyst, Project Managers, Architects, CIO level, Developers, Pharmacist, Audit managers, Customer Service, and Administrative.
 Responsible for developing and implementing recruiting strategies for complex assignments, multiple clients, technology recruiting and/or executive level recruiting. Primarily support the Government Solutions Group.
 Meet with the hiring managers on a regular basis to determine their needs and to educate them on the recruiting process.
 Assess applicants' credentials and determines if skills meet the needs of the hiring manager.
 Utilize job fairs, college contacts, temporary agencies, search firms and internet tools to meet recruiting needs.
 Conducted web-based Recruiter training on a software application, v7.1. Instructed Recruiters in corporate policy and procedure within the workflow processes, and to maintain on-going personnel development in knowledge of best practices, increase job performance skills and maintain quality assurance for all Recruiting operations. Trained Recruiters and Managers on workflow and processes. Responsible for providing support through mentoring, observation, and feedback.
 Managed employee’s completions of I9 forms, W4 forms, completion of Sexual Harassment forms, educate employees on corporate policies and procedures, and explain benefits and employee 401K plans and new hire orientation.
 Regularly exceeded recruitment quotas

Sapphire Technologies Alpharetta GA
Sr. IT Recruiter 1/2002 – 8/2005

 Supplied candidates for all levels of Technology, IT/software positions, Hardware, Senior Management. Staffing both exempt and non-exempt positions.
 Provided full life cycle recruitment utilizing direct recruiting methodology, the Internet, company database, reference checks, user groups, open houses, job fairs, and various social engagements.
 Cold calling perspective recruits, sourcing, pre-screening, conducted interviews to assess employment suitability and closing potential candidates, reference checks, database management, and maintaining employee files
 Managed employee’s completions of I9 forms, W4 forms, completion of Sexual Harassment forms, educate employees on corporate policies and procedures, and explain benefits and employee 401K plans.
 Negotiated bill rates with clients, package rates, project rates both big and small ticket rates. Consulted with managers on hiring needs and issues, and policies and procedures. Interfaced with managers to determine resource requirements, taking detailed job description and wrote job specifications.
 Maintained and developed vendor relationships with the following clients: Bellsouth; AT&T; State of Georgia; Nextel; NCR; EDS; Accenture; MCI; Verizon; and Abbott Labs
 Maintained older accounts and create new business from them.
 Regularly exceeded recruitment and administrative quotas.
 Responsible for training and mentoring Junior Recruiters for designated territory accounts.
 Attended weekly focus meetings to discuss business activities and provide new ideas and motivational input to increase productivity.
 Recruited successfully for positions such as, but not limited to: Web Developers, Application Developers, Software Engineers and Architects, Mainframe, Database administrators/ Developers/Architects, LAN/WAN Network Engineers, Business Analysts, Project Managers, CEO’s/Vice Presidents, IT Directors, Technical Trainers, Recruiters, and Help Desk


Sai Software Consultants Atlanta, Georgia
IT Recruiter 11/2000 - 11/2001

 Responsible for hiring Project Managers, NT Administrators, DBA’s, Software Engineers, Programmer Analysts, Technical Writers, Developers, Administrators, Programmers, LAN/WAN Engineers, Tivoli/AIX administrators, Java Programmers, QA Analysts, Desktop Support, ERP Consultants, Network Engineers, for our Clients throughout the U.S.
 Responsible for the full life cycle in the recruitment process including sourcing,
screening, negotiating pay rates and salaries, submitting to clients and overseeing the employment contracts/offers of new hires for our clients. Experienced in the HR recruiting process.
 Enforced and maintained ISO9002 guidelines and procedures to ensure the highest level of quality assurance. Recruited candidates for Fortune 500 companies with a very successful interview-to-hire ratio.
 Attained and maintained a 96% retention rate for consultants placed at client sites. Success is the result of relationship building with candidates, clients and vendors.
 Consistently surpassed monthly/quarterly quotas. Ranked in the top 10% of the recruiting force within the 15 branch locations.
 Worked as a team member with another senior level recruiter planning recruitment strategies from cold calling to advanced Internet searching and networking for candidate referrals.


Volt Services Group Marietta, Georgia
Staffing Specialist 9/1999 - 10/2000

 Responsible for the recruitment of quality clerical, administrative, and light industrial professionals through creative and innovative resources; Built and maintained relationships with clients to ensure proper attention and quality assurance; Developed new business through cold calls and other leads while increasing revenue with current clients; Responsible for screening and interviewing potential candidates and administering new hire orientation to those who met the criteria of VOLT and the client; Publicized job openings through postings, advertisements, networking, career fairs, and other viable means.



EDUCATION:
Middle Tennessee State University
College of Mass Communications- Public Relations
Minor- Employment Law and Psychology

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Electronic Payment Systems PM

There are 2 openings, one is in Austin, TX and the other is in Denver, CO. For the ideal candidate that meets 100% of the qualifications, we do have a relocation allowance. Please send resume, availability, and salary requirements as soon as possible. Experience with EPS, EBT, EPC, ECC, and/or WIC are a must.


Affiliated Computer Services, Inc. (ACS) is expertise in action™. We are a FORTUNE 500 company with 74,000 employees worldwide supporting client operations reaching more than 100 countries. We provide business process outsourcing and information technology solutions to world-class commercial and government clients. Our employees operate with integrity, and are flexible, reliable and responsive.

If you meet the requirements of this position and want to work for a world-class company with a great marketplace reputation, apply today.

May perform one or more of the following:



Functional Description:



General Summary:

This position is responsible for overseeing the implementation and ongoing relationship/solution management of Electronic Payment Systems (EPS) for state and local solutions including Electronic Payment Card (EPC), Electronic Benefits Transfer (EBT), Electronic Child Care (ECC) and Electronic Women, Infant, and Children (EWIC).



Essential Job Functions:

· Provides leadership implementing and managing new and existing EPS state contracts with varying degrees of complexity. Oversees the project/relationship from initiation through delivery, interfacing with customer stakeholders and EPS business and technical resources.

· Primary customer interface for all aspects of the project and ongoing contact relationship.

· Prepares and manages project implementation plans/schedules, project budget, and profit and loss.

· Conducts onsite visits throughout the implementation to assess project status, assist in solution build, and to provide education and support.

· Coordinates between customer and all EPS team members to ensure successful implementation.

· Conducts weekly conference calls with customers and prepares status reports.

· Works with customers to troubleshoot system functionality issues.

· Builds key performance indicators and reports for customers.

· Analyzes data received from customer/system to troubleshoot system problems/operation.

· Other related duties as assigned.



Knowledge, Skills and Abilities:

· 3 - 5+ years of progressively responsible project management experience. Demonstrated professional skills and commitment as well as the ability to initiate, maintain, and sustain successful relationships with customers, to establish customer rapport and to persuasively present and represent ACS’s business capabilities.

· Experience with budget and/or P&L management responsibilities.

· Excellent coaching, counseling and facilitation skills

· Ability to make operational decisions in a fast-paced, high-stress environment

· Proven experience in leadership, motivation, team building, and employee involvement

· Broad knowledge of customer service principles and techniques

· Ability to remain calm and exercise tact and diplomacy in researching and resolving customer complaints and in dealing with employees

· Ability to work independently with only general management direction

· Demonstrated strong organizational, multi-tasking, and interpersonal communication skills along with proven negotiation and client relationships skills.

· Commitment to quality and personal ethics

· Knowledge of Microsoft Word, Excel, PowerPoint, and Project software



Education and Typical Years Experience

· Bachelor degree or equivalent work experience, preferably in computer or payments related field. Minimum of three years experience in implementing and managing large scale complex implementations as project or program manager.

· Experience in Electronic Payment Card (EPC), Electronic Benefits Transfer (EBT), Electronic Child Care (ECC) and Electronic Women, Infant, and Children (EWIC) preferred.

· Strong organizational skills including the ability to plan, direct, organize, prioritize, and control business operations.

· Personal integrity and demonstrated commitment to sound, ethical, moral and legal business standards and practices. Adaptability to changing requirements dictated by industry and the ACS team environment. Must be an excellent multi-tasker and have exceptional interpersonal skills.

· Project Management Certification (PMP) a plus

JobCircleHR Mag's "50 Best Small & Medium Companies to Work for in America"

They’re the kinds of places at which we all want to work. Where talent and teamwork are highly esteemed; where everyone is encouraged to reach their potential and given opportunities for advancement; where employers respect and care about their workers, and workers, in turn, care about the company and its customers.
This is HR Magazine’s sixth year of publishing the 50 Best Small & Medium Companies to Work for in America, and despite the economic turmoil shaking many businesses, these companies are still finding ways to help their employees succeed. Their leaders have figured out that when employees succeed, so does the business. Whether it’s training or benefits, leadership development, or a culture imbued with the notion that work should be fun, these 50 companies have a lot to share in their approach to human resources.
To learn more, take a look at the stories that follow and read about how these companies’ HR practices and strategies serve them in good times and bad. There are valuable lessons to learn from all of them.
The 50 companies were selected and ranked by the Great Place to Work® Institute Inc., a global workplace research and consulting firm headquartered in San Francisco. The winners fall into two categories: small companies with 50 to 250 U.S.- based full- and part-time employees, and medium companies with 251 to 999 employees. The institute also selects Fortune magazine’s annual list of the “100 Best Companies to Work For®” with more than 1,000 employees, as well as 34 similar lists recognizing companies in 40 countries.
To learn how your organization can apply for the 2010 list, go to www.greatplacetowork.com. The deadline for 2010 applications is Friday, Aug. 14. Click here to get Nomination forms.
How the Best Are Selected
For this year’s competition, 268 companies participated in the entire selection process, including distributing a 57-question survey to their workforces, completing a management questionnaire, and submitting annual reports, employee handbooks and other materials for review. Employees’ survey responses, 53,000 this year, count for two-thirds of each company’s total score. The remaining third of the score comes from the Great Place to Work® Institute’s evaluation of companies in five areas: credibility, respect, fairness, pride and camaraderie.
25 Best Small Companies to Work For in America
Chart for Small Companies
25 Best Medium Companies to Work For in America
Chart for Medium Companies
Benchmark Data
Full Listing

Tweet Your Way to a New Job

By: Abby Gutowski

The United States unemployment rate was pushed to a 26-year high of 9.5% this June. With 9.5% of the U.S. population out of work, job seekers are turning to less traditional forms of job searching to find hot leads. The good news? Due to budget cuts, potential employers are using non-traditional avenues, like Twitter, to find employers as well. With plenty of job-seeking buzz flying around the Internet, these days a simple “tweet” could be your ticket to pull ahead of the competition. Especially for intern and entry-level job seekers, the greatest value Twitter has to offer in your job search is networking far beyond what you could typically do in person.
Getting Started is easy. If you don’t already have one, start by opening an “employer friendly” Twitter profile. In the “settings” section of your account, showcase your experiences in a short job pitch bio and enter your LinkedIn or VisualCV link in the Web site section so potential employers can easily review your experiences. Developing your personal brand is an important component to your credibility on Twitter.
Build Your Network by following businesses you’re interested in, your local chamber of commerce, influential contacts in your industry, and recruitment twitter profiles such as: @BigShoesNetwork @microjobs @CareerHelper @indeed @jobshouts @simplyhired @CAREERALISM @thejobsguy @HeatherHuhman
There are also intern recruitment profiles: @thinkintern @InternAlert@FindInternships
In addition, use services like the Twitter Yellow Pages to search by keyword for friends in your industry or geographic location.
Start tweeting about your industry news and where your job search is taking you. The more you tweet about what you know and where you’d like to be, you’ll generate followers that are interested in what you have to say or are willing to help you in your search. The key to building a following is to remain interesting to your current followers so they “retweet” your messages and more people discover you.
Follow hashtags about job searches. Hashtags are a community-driven convention for adding additional context and metadata to tweets. Many people use hashtags to discuss a topic they’d like others to search and respond to. Job seekers can follow the hashtag #TweetMyJobs by searching the hashtag at search.twitter.com. Here you’ll see a stream of open positions from people who have tagged the tweet as a job. View and apply to the jobs you’re interested in and begin following new recruitment profiles. Other hashtags to follow are #jobs, #job and #career.
Abby Gutowski is the public relations manager at Weidert Group, Inc., a Northeast Wisconsin based marketing strategy and communications firm. Her career focus includes PR and social media planning and execution, but she is also an advocate for student and entry-level PR career development. Abby currently manages the intern program at Weidert Group, Inc., presents career development sessions to UW-system student groups, and will be a panelist on Comereccommended.com’s discussion “Interns & Entry-Level Employees: How to Recruit & Retain Them…For Less” on July 22.

The Art Of Thank You Notes

Why Teaching Your Kids To Write Thank You Notes Now May Help Them Get A Job Later

I’ve been following a recent conversation on Twitter via @Careerealism, the moniker of Careerealism.com, a website that provides free daily career news and perspective for the proactive job seeker. The conversation centered on the best way to follow up after an interview – phone call, e-mail or thank you note? Many followers chimed in. Some insisted that e-mails are the way to go, as they are less disruptive and more respectful of the interviewer’s time. Others felt that a phone call was the gutsy and more distinctive choice.

I agree with the proponents of the good old-fashioned thank you note. I was the only candidate, according to my boss, who sent a note after the interview. That single act stood out in his mind (in addition to my qualifications, of course), and ultimately led to my hiring. A brief, well-written note of thanks to a prospective employer lets that person know you took time to put pen to paper – a lost art these days, and a sign that you would welcome the chance to speak with them again.

I was taught by my mother at an early age to write thank you notes. Every birthday, Christmas and religious rite of passage saw her put a batch of notes and stamps in my hands. To this day she reminds me to send them, and I’m 30 years old! I used to think it was a bit overbearing, but now I am grateful she instilled the practice in me. I’ll do the same thing for my daughters as soon as they learn to write. And hopefully it will help them land their dream job one day.



Check out frequently asked questions about thank you notes and job interviews at QuintCareers.com, and get advice on what to include in your note at Monster.com.