Gian Clyde Masarenas

• Consultant for the selection of ATS
• Helped in the transition of hiring method to the ATS
• Assisted on daily admin tasks.
• Streamlined applicant tracking system usage for consistency in data reporting, enabling better decision-making in future recruitment efforts.
• Leveraged social media platforms to advertise open positions, attracting passive candidates in hard-to-fill roles.

• Client Management and handling
• Development of automations to support the business unit.
• Implemented innovative sourcing techniques to identify passive candidates and expand talent pipelines for hard-to-fill roles.
• Developed strong relationships with hiring managers to better understand their needs, resulting in improved candidate selection.
• Enhanced the efficiency of talent acquisition processes by implementing data-driven strategies and streamlining workflows.
• Increased the quality of new hires by refining job descriptions, setting clear expectations, and establishing performance metrics for success.
• Managed all aspects of the interview process including scheduling, conducting interviews, providing feedback, and negotiating offers with candidates.
• Analyzed recruiting metrics to share reports and recommendations with stakeholders.
• Created comprehensive reports on recruitment trends and metrics which informed executive decision-making related to workforce planning strategies.
• Identified and created recruitment and administrative performance metrics and data to analyze trends, drive change, and assess progress.
• Optimized sourcing networks and used proactive methods to direct source candidates.
• Improved company branding efforts by developing compelling content for career websites and social media channels that highlighted organizational culture and values.

• I manage all hiring efforts of the company and bring on top tier A+ players into the team to fulfill our services across different teams
• Build relationships in the industry to maintain a strong network of possible connections to build a quality hiring pool
• Build talent pipelines for current and future job openings; Lead all sourcing strategies; Manage our external partnerships with colleges, job boards and HR software vendors; Implement online and offline employer branding activities; Prepare and review our annual recruitment budget; Oversee all stages of candidate experience (including application, interviews and communication); Forecast hiring needs based on business growth plans; Manage, train and evaluate our team of recruiters; Participate in and host recruitment events to drive awareness of our company; Develop a network of potential future hires (e.g
• Past applicants and referred candidates); Measure key recruitment metrics, like source of hire and time-to-hire.

Talent Acquisition: I drive an efficient and digitally integrated experience via Talegent PATH online assessment solutions and Microsoft Teams leveraging technology, I was able to keep high satisfaction among our customers while maintaining business requirements at the center.

• Resume Screening and conduct preliminary interviews
• Administration of assessment tools via Talegent
• Prepares employee summary profile
• Post openings in advertisements with professional organizations and in other position appropriate venues
• Recruitment in Social media
• Communicate with managers and employees regularly to establish rapport, gauge morale, and source new candidate leads
• Attend career fairs for recruiting and company recognition
• Coordinate college recruiting activities
• Ensures that manning is provided in a timely manner
• Prepares referral letters and coordinates with accredited hospitals for the physical examination and pre-employment requirements
• Prepares monthly report in Manpower pooling

Training and Development: I integrated workforce engagement principles in my training module; specifically, E1 program: Engagement through One heart and Mind coupled with the training module is the assimilation of numerically verifiable training effectiveness measures (HAPPY Scale). I also contributed to the development of the HR Elevator training that aims to give appropriate and timely training to different sections and positions.

• Create a testing and evaluation process
• Preparation of training needs analysis and Conduct surveys
• Prepares training Calendar/ Timing plan
• Monitor, evaluate, and record training activities and program effectiveness
• Prepares employees' contracts for direct hires
• Enrollment of newly hired employees in the system
• Conduct General Orientation and Induction (GOI)
• Conduct training and development programs for employees.