TalentCulture - World of Work
Consulting Director - Accounts & Events
Employment Brand, HR Communications & Talent Sourcing Strategist
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Consulting Director - Accounts & Events
Employer/Employment Brand, Talent Sourcing Strategist & Marketing Communications Professional
LION – LinkedIn Open Networker
Connect with me on LinkedIn using: ►►► email@example.com ◄◄◄
• Over 15 years' experience within the field of HR Communications / Talent Sourcing Strategies and Employer/Employment Branding using industry best practices for attracting and retaining A-Level Talent candidates.
• Experience working with IT, engineering, retail, health care, pharmaceutical, transportation, hospitality, manufacturing and financial industries providing sourcing strategies for talent acquisition.
• International and Fortune 500 company experience.
• Can leverage technical and marketing expertise to successfully develop and implement short- and long-term employee communication plans and processes that increase engagement and employee performance, all tied into the employer/employment brand within organizations of all sizes.
• Adept at using proven project and team management skills to link traditional communication channels and social media, which results in effective branding and story telling, that in turn increases recruitment effectiveness and fills talent gaps.
Recruiters, HR Managers, Hiring Managers please connect with me to get access to my network deep in industry leadership.
To brain storm and collaborate from any of these perspectives call me at 913-636.6127.
Specialties: Human Resource Marketing & Communications Professional Specializing in:
Human Resource / Employee / Internal Communications, Employer/Employment Branding, Retention Strategies, Sourcing Strategies for Talent Acquisition, Advertising Campaigns, On-boarding and Employee Referral Programs, Social Networks, Search Engine Marketing (SEM), Search Engine Optimization (SEO), Vendor Management, Analytics, Project Management
eBook Author: HOW STRATEGIC HR COMMUNICATIONS INFLUENCE HIRING PRACTICES
Part-time position as #TChat show and client accounts Consulting Director at TalentCulture, a digital community developed to connect and engage professionals who want to understand and shape the “human” side of business. Consultation includes, but is not limited to, coordination of weekly community event, program content development, guest procurement and briefing, moderation of #TChat Twitter discussion, and management of editorial calendar.
• NAS Recruitment Innovation Branch Manager and DIRECTOR of the YEAR
• Design and execute strategic HR communications business plans. Achieve 100% of each client’s goals for talent acquisition and retention practices.
• Provide detailed internal and external customer service, resulting in greater client retention, which maintains Kansas City as a top producing office within the NAS network.
• Collaborate and consult with recruiters and HR managers regarding key leadership issues, including: employer branding, communications, performance and resource management, team and individual development and policy interpretation and application. Identify under-performing HR processes and create stop-gap analysis that resolves issues.
• Guide organizations to adapt new talent acquisition, compensation, performance management and training and development strategies. Achieve employee communications goals; improved employment brand positioning and increased clients’ competitive advantages.
• Implemented research and sourcing strategies that support HR hiring and talent development objectives for Fortune 500 companies.
• Streamlined hiring processes and reduced overall client spend on unsuccessful employment communications.
• Used employment branding for recruitment and retention programs and materials.
• Analyzed budget efficiency and advised human resource partners regarding cross-organizational, strategic impact, resulting in better communications across matrixed organizations.
• Interacted with broad spectrum of organizational leadership, resulting in strengthened partnerships and improved communications.
• Researched and presented marketing and media concepts as recruitment alternatives to HR professionals, resulting in increased sales, which consistently exceeded monthly goal expectations by between 20 and 30%; generated $1.5 million in monthly revenue.
• Displayed written communication, editorial abilities and marketing skills by maximizing all modes of communication, including print, electronic and other media and by developing monthly newsletter targeted to recruitment ad agencies and human resource representatives. This increased efficiency and improved timely communication with geographically expansive clientele.
• Demonstrated negotiation, leadership, interpersonal skills and ability to effectively function in busy, fast-paced environment.
• Created measurably successful training and talent development programs materials for over 800 corporate and field employees.
• Appointed to chair corporate task-force committee and led team to address human resource training and development objectives, which created efficient, stronger departmental collaborations and addressed opportunities for technology improvements.
• Displayed ability to manage high stress situations by maintaining control of taskforce meetings and steering conversations to achieve defined and established goals.
Graduated Cum Laude
Activities and Societies: ALPHA CHI GAMMA NATIONAL HONOR SOCIETY and Academic Excellence Award recipient
List compiled of the top HR and recruitment influencers that have a far-reaching impact on the development of the industry who can be relied on for content and in-depth strategic insights.
A prestigious list of individuals deemed to be tops in the Human Resources profession.
YouTern’s fourth annual “Top Twitter Accounts Job Seekers MUST Follow” list, that offers up the best of the best in the career space: career experts, career center professionals, resume writers, bloggers, authors and speakers. All are the social influencers who help people to find a first or next job… and are well worth a follow.
This list was created by talented career adviser Hannah Morgan to cite people who are active in social media almost every day and who provide career advice, job search information, along with timely and important business information.
This particular group of HR social experts are a mix of organizational development, HR technologies, compensation and benefits, strategic talent development, recruiting, and future of work domain experts.
This research discloses the most followed, active and pronounced HR professionals on social media.
This list was created to cite people who are active on Twitter almost every day and provide career advice and job search information.
Named as a go-to person for career advice and direction
The people on this list are the recommended branding professionals found on Twitter.
This is the most prestigious NAS award given out every year to the Director who has exemplified the best practices of client service, business development, office management and profitability.
The Top 25 Recruiting Influencers are the voices you are most likely to hear online. In a search for Recruiting expertise, their voices are the loudest and most focused. The list is built using pure automation.
This list indicates the Top 25 influencers in Human Resources based on their digital footprint across all areas of social media.
A respected list of HR professionals cited as the Top 50 career-related Twitter presences that job seekers must follow for expert career advice.
This is an elite group of Kansas City area professionals who are chosen based on their community involvement and area of business expertise.
This award is given to the Directors who have successfully driven all aspects of managing client service and who have attained and sustained the profitability of their branch office.
Open Mic Chat is a Twitter-based discussion designed to bring information and networking opportunities to people who are unemployed, under-employed or passively seeking new job opportunities. The premise of the discussion is centered on career tactics and ideas that can aid in the job seeker's search.
Support Kansas City is a not-for-profit organization committed to serving the not-for-profit community as a shared services resource. My role is to provide support, direction, advice and service to SKC as an advisor and trustee for the welfare, continuance and advancement of the organization.
HireFriday was created to put America back to work. The vision is to build a strong, vibrant and helpful community that amplifies job candidates’ search by giving them maximum visibility on all available social networks. The vision extends to putting candidates in touch with people, tools, resources, and educational information that will help them in their job search.
On Focus, select individuals are designated Experts to answer questions, publish research, and speak at events. While Experts come from different backgrounds, ranging from day-to-day practitioners to recognized thought leaders, all Focus Experts should demonstrate a deep subject matter expertise in a specific topic or market; a willingness to help other professionals by sharing their knowledge and insights; an ability to communicate with other members of the Focus community in a professional manner; and possess strong social networks in the relevant topic or market.
The goals and objectives for SHRM-KC are in line with the national association to provide assistance and opportunities to its members for the development and endorsement of the human resources profession. The goals and objectives for SHRM-KC are in line with the national association to provide assistance and opportunities to its members for the development and endorsement of the human resources field.
This group is dedicated to creating useful, updated and practical information for the human resources professional to use in the application of best practices within the area of workplace organization and strategic talent acquisition and retention.
This position was a supportive role to the Director of the College Relations Committee. As chair, I was responsible for recruiting committee members, creating agendas for monthly meetings, project management and development and additional duties as so needed by the Director.
LinkedIn group for professionals interested in communication vehicles. tactics and strategies to promote and distribute HR-related information to internal and external audiences, including employment branding.
This Standard is designed as a tool to allow an organization to determine accurate and comparable costs of recruitment through a standard algorithm to calculate the recruiting costs to be incorporated into cost-per-hire. The Standard is structured at a high level. Specific consideration and responses are also addressed for consideration by individual organizations based on specific hiring environments and requirements.
Have you been kind today? Make kindness your daily modus operandi and change your world. –Annie Lennox
In a recent article published by Forbes, “Keeping Ex-Employees Brand Loyal,” the author describes some of the dos and don’ts as to what companies can and should do to protect their brand image when employees leave an organization.
No, I am not a hypocrite. I, like millions of people, participate regularly in social networking. I am a proponent of social networking and appreciate the implication of its value.
Follow a four-step process in realigning employee performance with expectations.
When most people hear the word brand, they think about the products and services that are most familiar to them and no doubt there are some notable brands out there. What many people are not aware of or have even heard of is a very specific type of brand… the employment brand. So what is this thing called an employment brand?
Some very disturbing situations have arisen lately that have made me stop and take pause. I am seeing an inordinate number of human resources pals, along with business acquaintances leaving their human resource positions. The most disturbing fact about these vacancies is that many of them have left their jobs without securing another position.
“Reputations are created every day and every minute.” ~ Anonymous
So you’ve made the leap. You have finished your formal education and now the fun begins… you want to work doing something meaningful, make money, and make a way for yourself in the World. Congratulations and welcome to the next day of the rest of your life!
According to Margo Rose, Founder & CEO of HireFriday, an online HR blog, “When it comes to using new media technology, few people rise to Cyndy’s level of expertise. She is moving our industry forward by leading the path to organization effectiveness methods, talent acquisition strategy and management, and human resource excellence.”
An editorial on what companies can do to manage their employer brand
It is an honor to be a part of this group and to serve on one of the many committees (mine is the HR Standards Workforce Planning Taskforce) which were formed last year.
A tribute for all the great work SHRM does to promote the field of Human Resources.
This article discusses the modern-day workplace and trending work culture changes.
An article about how vendor and client relationships intersect.
The article provides the social media novice with some tips on what to expect as s/he navigates through the SoMe learning process.
Some people define technology by focusing on tools and machines. But there’s a deeper view. Technology is based on processes and skills that we mobilize to control and transform our lives. Our goal is to create and manipulate physical objects, symbols and norms. It starts with cultures that are seeking pathways to progress, but ends with solutions that are, in a sense, forced. In this regard, technology seems “revolutionary.”
Innovation, on the other hand, has been described as a better solution that is readily available to society. On the surface, innovation may seem revolutionary. But the process of innovation is more natural than contrived. So perhaps it’s more “evolutionary.”