John Vidal

Responsible for the Full-Life-Cycle recruitment for various corporate business segments such as: Finance, Research & Development, Engineering, Health Care Innovations and Marketing.

 Developed strategy for recruitment and the implementation of creative/cost effect solutions for each open position using social media, job boards and personal talent networks.
 Organized plus coordinated the internal marketing and recruiting outreach initiatives of Military/Veterans to LOB units. Maintain working relationships with Military placement services, the Department of Veteran Affairs, and the Department of Labor.
 Optimized the use of Brassring-Applicant Tracking System to ensure candidate activity data was recorded and maintained for the evaluation of recruitment ROI’s.
 Extended offers on behalf of the company in accordance with company policies and procedures.

Acted as the primary resource/SME to Individual Distribution in developing, driving, and implementing strategic inexperienced and experienced advisor recruiting and selection initiatives/programs.

 Managed the enterprise-wide recruiting, sourcing and mobility for the MetLife Individual Distribution Sales force. Included the design and implementation of World-class recruiting process, including finding (and hiring) the best sales professionals in the industry.
 Designed and coordinated the field Sales Military Veterans initiatives. Managed projects relating to Veteran initiatives across Individual Sales Distribution while partnering with the corporate Veterans Employees Resource Group of the MetLife Diversity Group.
 Served as subject matter expert for Taleo10 applicant tracking system and assessment selection tools/processes.
 Administered all external vendor relationships and negotiated contracts with major job board and social networking vendors: Monster, CareerBuilder, LinkedIn and TMP. This included all national firm contracts with Executive Search Firms (contingent and retained).

Managed, developed and implemented short and long-term strategic staffing plans and policies of the full-life recruiting cycle. This included screening executive search companies, campus recruiting, web sites, social networking direct sourcing, screening, and on-boarding activities emphasizing diversity.

 Reduced time-to-fill open sales requisitions by 10% while lowering agency use by 75%.
 Reduced turn-over rate from 12% to 5% by collaborating with Compensation and HR Business Partners on industry compensation standards.
 Developed and implemented the Contingent Worker Program to identify high-quality temporary employment agencies. Negotiated all vendor contracts; projected annual savings of approximately $250,000.

 Created innovative data-driven recruitment, selection, and retention capabilities in support of the company’s people strategy and key initiatives. Managed the talent pipeline to fill roles with candidates from the IT marketplace. Fully utilized all recruiting resources, including job boards, outplacement firms, direct sourcing, proactive sourcing and internet sourcing.