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shawn arbid 4-16-14

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This document contains a summary of Shawn Arbid's qualifications and experience in talent acquisition and recruiting. It outlines his 18+ years of experience in full life cycle recruiting, developing staffing strategies, and building relationships with hiring managers. It also lists his technical skills and software proficiencies. His experience includes senior recruiting roles at several companies, including Brunswick Corporation, Panduit Corporation, and Follett Higher Education Group.

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1 Shawn Arbid Hicham “Shawn” Arbid – PHR, CIR, ACIR, CSSR 6857 Didrikson Lane Woodridge, IL 60517 C: 630-240-3052 shawnarbid@hotmail.com QUALIFICATIONS  Passionate recruiting professional with 18+ years of hands-on full life cycle recruiting experience.  Adept at developing innovative staffing strategies including enhancing diversity recruitment efforts, lowering cost per hire, and time-to-fill ratio.  Proficient at building and managing relationships with hiring managers and exceeding delivery expectations.  Accustomed to interfacing with and counseling hiring managers in recruiting and interviewing best practices and procedures.  Advanced skills with software packages, MS Office, Internet, ATS (Taleo, Kenexa, Virtual Edge, etc).  Recognized for excellent customer service, interpersonal skills and ability to build relationships and partnerships based on integrity and trust. Talent Acquisition Core Competencies  Recruitment and Selection  Full life cycle recruiting  ATS (Taleo, Kenexa, ADP/Virtual Edge, etc.)  Recruiting for niche skills  College recruiting  Social Media recruiting  Engaging passive candidates  Trained Hiring Managers on LinkedIn networking EXPERIENCE 10/12-Present Brunswick Corporation Sr. Talent Acquisition Consultant (Contract)  Full life cycle recruitment across all brands of Brunswick (i.e., Mercury Marine, Boat Group, Life Fitness and Bowling & Billiards) for IT, engineers (Manufacturing, quality, Industrial, Electrical, Mechanical, Materials, Production), Lean Six sigma, Program Managers, product managers, control, process & PD&E),Accounting (Cost, Audit, Inventory, Tax), Finance (Reporting, Analyst), Supply Chain and Sales & Marketing professionals. Typical load is 25-29 concurrently active requisitions.  From the point a requisition is approved, I take ownership and manage it through to an accepted offer. Develop a recruiting strategy for each requisition, incorporating sourcing methods aimed towards passive & active candidates (i.e., social media, AIRS sourcing techniques, referrals, etc). Source, screen & present candidates to hiring manager, and manage the offer process.  Continuously build pipeline of candidates. 01/11-10/12 Panduit Corporation Sr. Technical Recruiter (Contract-to-hire)  Responsible for full life cycle recruitment for IT, engineers (Manufacturing, Process, Reliability, Validation, Software, Hardware, Electrical and Mechanical engineers, R&D), Product Development Managers, Supply Chain, Supplier
2 Shawn Arbid Quality, Lean/Six Sigma, Quality and Accounting professionals. Key contributor on 20-25 concurrently active requisitions.  Successfully utilizing expertise in sourcing and attracting candidates from vast network on LinkedIn & social media contacts, online job boards, employee referrals, Boolean search, cold calling and more.  Contributing to Panduit’s diversity recruiting initiative by sourcing tough to find diversity candidates and engaging them in the talent acquisition process.  Partnering with hiring manager to review and establish required KSA attributes of potential candidates, provide progress, coordinate interviewing and offer processes.  Leading the Oracle iRecruit user testing process (creating scenarios and testing scripts).  Trained hiring managers and employees on networking on LinkedIn.  Mining and maintaining Taleo ATS system.  Successfully planned and hosted open houses. 04/10-12/10 Follett Higher Education Group - Retailer Sr. Corporate Recruiter (Contract)  Responsible for full life cycle recruiting of passive & active candidates via personal contacts, employee referrals, universities, online job boards, LinkedIn, and social media networking. Conducted behavioral interviews, coordinated pre- employment checks and testing, managed offer process; on-boarding steps and 30-60 day touch base.  Built partnerships and FHEG brand awareness for college recruiting (Interns, New graduates).  Partnered with hiring managers to execute strategic recruitment plan, build talent base and promoted development of talent pipeline strength. Key contributor on 10-15 concurrently active requisitions (IT, accounting & finance).  Collaborated with hiring managers to review & discuss job descriptions, and establish the most important qualities, experiences, education and characteristics of targeted candidates and coordinate interviews throughout the recruiting process.  Actively participated in ongoing strategic staffing and recruitment best practices.  Developed process of internal candidates recruiting.  Provided ad hoc coaching to hiring managers in behavioral interviewing and hiring consistency.  Facilitated and coordinated online assessment tools.  Maintained and utilized Kenexa ATS and ensured compliance with employment laws and diversity inclusion. 02/09-04/10 Independent Executive Recruiter  Filled IT, engineering, accounting and manufacturing (CNC, Technicians) positions on contingency search assignments. 11/07-02/09 Orin USA Sr. Corporate Recruiter  In a high-volume, dynamic and multi-state environment, conduct full life cycle recruiting. Source, screen, interview, check references, and coordinate interviews with hiring managers. Make contacts with candidates through job boards,
3 Shawn Arbid referrals, cold calling, user groups, internal database and networking resources. Personally recruited over 95 new employees in a 14 month period. Consistently managed 15-25 concurrent requisitions.  Continuously pursue passive candidates and build pipeline for current and future needs in accordance to hiring strategies. Promote the organization to candidates to differentiate Orin USA for top notch candidates. Resulting in lower time to fill and cost per hire.  Present and negotiate offers. Arrange background and drug tests, and conduct new hire orientation process. Ensure all employment paperwork is complete (I-9, federal and state W-2, consents, employment agreement, etc.).  Consistently exceeded targeted 80-100 hires per year, while achieving a diversity hiring result of 27% and increased employee referral by 10%.  Assist and lead HR initiatives to advance the goal of an “Employer of Choice”, improve efficiencies, and foster team work and increase productivity. Conduct orientation and perform first level of employee contact for employees’ questions and problem resolution.  Assist and counsel managers and employees with employee relation issues.  Respond to inquiries regarding benefits, payroll and other company sponsored programs. Substantially improved employee relations and retention. 11/96-11/07 RJO Consulting, Inc. Recruiting Manager  “Lead by example” on 20-30 concurrently active requisitions, performing full life cycle recruitment utilizing a variety of cold calling, Internet, open house and job fairs, referrals, networking and cost effective sourcing methods.  Hands-on Sr. recruiter. Led, developed and mentored a team of five recruiting specialists, sourced, screened, interviewed and completed skills analysis profiles for candidates.  Implemented best in class pipelining & sourcing strategies leveraging both internal and external resources  Developed a recruiting/ strategy, policies/procedures to enhance the quality of new hire through enhanced review and selection, background investigations & testing. Resulting in 15% in lower per hire costs, substantial improvement in time-to-fill ratio, employee retention and productivity.  Consulted with hiring authorities to provide staffing solutions and customer satisfaction. Maintained an active pipeline of candidates. Reduced cost per hire and time to fill.  Effectively utilized appraisal reviews, performance tracking and feedback to positively impact employee retention, succession planning and overall productivity. 06/96-10/96 Interim Technology Consultant  For a distribution client, lead analyst in charge of a conversion project including project planning and management of day-to-day operations, analysis and programming of the Accounts Receivable, Autodraft and Royalty processing systems.
4 Shawn Arbid  Provided detailed research and analysis of existing D&B software, software structure, and operations. Developed business recommendations to improve process. 09/88-05/96 Home Depot Assistant Store Manager  Recruited, interviewed, and hired associates. Processed new associates paperwork, conducted orientation and training classes. Supervised, mentored and developed 20-70 associates.  Provided HR functions that included: Performance reviews, employee recognition, explained benefits to employees, coordinated and scheduled training and development courses, investigated accidents and prepared reports.  Responsible for the merchandising and operation departments. Worked with the Store Manager, Department Heads, Associates, Installers, and Vendors to drive sales, ensured high levels of customer service, and solved complex problems.  Worked with associates, peers, store manager and regional director to pro- actively anticipate problems and plan for upcoming events, set objectives and ensured they are met. Project Leader/Lead Analyst  Planned, directed and administrated a project to automate the import buying process. The system ran on IBM and Data General using COBOL, DB2 and QMF under TSO. 01/87-08/88 Massachusetts Indemnity & Life Insurance Company (MILICO) Sr. Programmer Analyst/DB2 DBA  Participated in the functional analysis, design and implementation of a client database project. 01/85-12/86 Cap Gemini America / Informatics General Corp. Senior Consultant  Responsible for the design, development, production support and enhancement of multiple application systems 06/83-01/85 Blue Cross / Blue Shield of Louisiana Programmer Analyst  Performed enhancements and production support to the membership and billing systems. Environment: COBOL, IMS DB/DC. EDUCATION UNIVERSITY OF SOUTHWESTERN LOUISIANA B.S. Computer Science, May 1983 MBA level courses (Kennesaw State College) Home Depot training and development program PHR (HR Certification Institute) CSSR - Certified Social Sourcing Recruiter – (AIRS)
5 Shawn Arbid CIR – Certified Internet Recruiter – (AIRS) ACIR – Advanced Certified Internet Recruiter – (AIRS)

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shawn arbid 4-16-14

  • 1. 1 Shawn Arbid Hicham “Shawn” Arbid – PHR, CIR, ACIR, CSSR 6857 Didrikson Lane Woodridge, IL 60517 C: 630-240-3052 shawnarbid@hotmail.com QUALIFICATIONS  Passionate recruiting professional with 18+ years of hands-on full life cycle recruiting experience.  Adept at developing innovative staffing strategies including enhancing diversity recruitment efforts, lowering cost per hire, and time-to-fill ratio.  Proficient at building and managing relationships with hiring managers and exceeding delivery expectations.  Accustomed to interfacing with and counseling hiring managers in recruiting and interviewing best practices and procedures.  Advanced skills with software packages, MS Office, Internet, ATS (Taleo, Kenexa, Virtual Edge, etc).  Recognized for excellent customer service, interpersonal skills and ability to build relationships and partnerships based on integrity and trust. Talent Acquisition Core Competencies  Recruitment and Selection  Full life cycle recruiting  ATS (Taleo, Kenexa, ADP/Virtual Edge, etc.)  Recruiting for niche skills  College recruiting  Social Media recruiting  Engaging passive candidates  Trained Hiring Managers on LinkedIn networking EXPERIENCE 10/12-Present Brunswick Corporation Sr. Talent Acquisition Consultant (Contract)  Full life cycle recruitment across all brands of Brunswick (i.e., Mercury Marine, Boat Group, Life Fitness and Bowling & Billiards) for IT, engineers (Manufacturing, quality, Industrial, Electrical, Mechanical, Materials, Production), Lean Six sigma, Program Managers, product managers, control, process & PD&E),Accounting (Cost, Audit, Inventory, Tax), Finance (Reporting, Analyst), Supply Chain and Sales & Marketing professionals. Typical load is 25-29 concurrently active requisitions.  From the point a requisition is approved, I take ownership and manage it through to an accepted offer. Develop a recruiting strategy for each requisition, incorporating sourcing methods aimed towards passive & active candidates (i.e., social media, AIRS sourcing techniques, referrals, etc). Source, screen & present candidates to hiring manager, and manage the offer process.  Continuously build pipeline of candidates. 01/11-10/12 Panduit Corporation Sr. Technical Recruiter (Contract-to-hire)  Responsible for full life cycle recruitment for IT, engineers (Manufacturing, Process, Reliability, Validation, Software, Hardware, Electrical and Mechanical engineers, R&D), Product Development Managers, Supply Chain, Supplier
  • 2. 2 Shawn Arbid Quality, Lean/Six Sigma, Quality and Accounting professionals. Key contributor on 20-25 concurrently active requisitions.  Successfully utilizing expertise in sourcing and attracting candidates from vast network on LinkedIn & social media contacts, online job boards, employee referrals, Boolean search, cold calling and more.  Contributing to Panduit’s diversity recruiting initiative by sourcing tough to find diversity candidates and engaging them in the talent acquisition process.  Partnering with hiring manager to review and establish required KSA attributes of potential candidates, provide progress, coordinate interviewing and offer processes.  Leading the Oracle iRecruit user testing process (creating scenarios and testing scripts).  Trained hiring managers and employees on networking on LinkedIn.  Mining and maintaining Taleo ATS system.  Successfully planned and hosted open houses. 04/10-12/10 Follett Higher Education Group - Retailer Sr. Corporate Recruiter (Contract)  Responsible for full life cycle recruiting of passive & active candidates via personal contacts, employee referrals, universities, online job boards, LinkedIn, and social media networking. Conducted behavioral interviews, coordinated pre- employment checks and testing, managed offer process; on-boarding steps and 30-60 day touch base.  Built partnerships and FHEG brand awareness for college recruiting (Interns, New graduates).  Partnered with hiring managers to execute strategic recruitment plan, build talent base and promoted development of talent pipeline strength. Key contributor on 10-15 concurrently active requisitions (IT, accounting & finance).  Collaborated with hiring managers to review & discuss job descriptions, and establish the most important qualities, experiences, education and characteristics of targeted candidates and coordinate interviews throughout the recruiting process.  Actively participated in ongoing strategic staffing and recruitment best practices.  Developed process of internal candidates recruiting.  Provided ad hoc coaching to hiring managers in behavioral interviewing and hiring consistency.  Facilitated and coordinated online assessment tools.  Maintained and utilized Kenexa ATS and ensured compliance with employment laws and diversity inclusion. 02/09-04/10 Independent Executive Recruiter  Filled IT, engineering, accounting and manufacturing (CNC, Technicians) positions on contingency search assignments. 11/07-02/09 Orin USA Sr. Corporate Recruiter  In a high-volume, dynamic and multi-state environment, conduct full life cycle recruiting. Source, screen, interview, check references, and coordinate interviews with hiring managers. Make contacts with candidates through job boards,
  • 3. 3 Shawn Arbid referrals, cold calling, user groups, internal database and networking resources. Personally recruited over 95 new employees in a 14 month period. Consistently managed 15-25 concurrent requisitions.  Continuously pursue passive candidates and build pipeline for current and future needs in accordance to hiring strategies. Promote the organization to candidates to differentiate Orin USA for top notch candidates. Resulting in lower time to fill and cost per hire.  Present and negotiate offers. Arrange background and drug tests, and conduct new hire orientation process. Ensure all employment paperwork is complete (I-9, federal and state W-2, consents, employment agreement, etc.).  Consistently exceeded targeted 80-100 hires per year, while achieving a diversity hiring result of 27% and increased employee referral by 10%.  Assist and lead HR initiatives to advance the goal of an “Employer of Choice”, improve efficiencies, and foster team work and increase productivity. Conduct orientation and perform first level of employee contact for employees’ questions and problem resolution.  Assist and counsel managers and employees with employee relation issues.  Respond to inquiries regarding benefits, payroll and other company sponsored programs. Substantially improved employee relations and retention. 11/96-11/07 RJO Consulting, Inc. Recruiting Manager  “Lead by example” on 20-30 concurrently active requisitions, performing full life cycle recruitment utilizing a variety of cold calling, Internet, open house and job fairs, referrals, networking and cost effective sourcing methods.  Hands-on Sr. recruiter. Led, developed and mentored a team of five recruiting specialists, sourced, screened, interviewed and completed skills analysis profiles for candidates.  Implemented best in class pipelining & sourcing strategies leveraging both internal and external resources  Developed a recruiting/ strategy, policies/procedures to enhance the quality of new hire through enhanced review and selection, background investigations & testing. Resulting in 15% in lower per hire costs, substantial improvement in time-to-fill ratio, employee retention and productivity.  Consulted with hiring authorities to provide staffing solutions and customer satisfaction. Maintained an active pipeline of candidates. Reduced cost per hire and time to fill.  Effectively utilized appraisal reviews, performance tracking and feedback to positively impact employee retention, succession planning and overall productivity. 06/96-10/96 Interim Technology Consultant  For a distribution client, lead analyst in charge of a conversion project including project planning and management of day-to-day operations, analysis and programming of the Accounts Receivable, Autodraft and Royalty processing systems.
  • 4. 4 Shawn Arbid  Provided detailed research and analysis of existing D&B software, software structure, and operations. Developed business recommendations to improve process. 09/88-05/96 Home Depot Assistant Store Manager  Recruited, interviewed, and hired associates. Processed new associates paperwork, conducted orientation and training classes. Supervised, mentored and developed 20-70 associates.  Provided HR functions that included: Performance reviews, employee recognition, explained benefits to employees, coordinated and scheduled training and development courses, investigated accidents and prepared reports.  Responsible for the merchandising and operation departments. Worked with the Store Manager, Department Heads, Associates, Installers, and Vendors to drive sales, ensured high levels of customer service, and solved complex problems.  Worked with associates, peers, store manager and regional director to pro- actively anticipate problems and plan for upcoming events, set objectives and ensured they are met. Project Leader/Lead Analyst  Planned, directed and administrated a project to automate the import buying process. The system ran on IBM and Data General using COBOL, DB2 and QMF under TSO. 01/87-08/88 Massachusetts Indemnity & Life Insurance Company (MILICO) Sr. Programmer Analyst/DB2 DBA  Participated in the functional analysis, design and implementation of a client database project. 01/85-12/86 Cap Gemini America / Informatics General Corp. Senior Consultant  Responsible for the design, development, production support and enhancement of multiple application systems 06/83-01/85 Blue Cross / Blue Shield of Louisiana Programmer Analyst  Performed enhancements and production support to the membership and billing systems. Environment: COBOL, IMS DB/DC. EDUCATION UNIVERSITY OF SOUTHWESTERN LOUISIANA B.S. Computer Science, May 1983 MBA level courses (Kennesaw State College) Home Depot training and development program PHR (HR Certification Institute) CSSR - Certified Social Sourcing Recruiter – (AIRS)
  • 5. 5 Shawn Arbid CIR – Certified Internet Recruiter – (AIRS) ACIR – Advanced Certified Internet Recruiter – (AIRS)