Amit Hinduja

• Was brought in to implement Sourcing Model for Rogers IT, Engineering and Corporate Department
• Provided insight and recommendations on the best way for the organization to implement a proactive approach to Talent Acquisition.
• Ensured the successful implementation and execution of new sourcing practices.
• Assessed sourcing opportunities in order to develop, implement and institutionalize various sourcing strategies.
• Worked with business areas to define their sourcing needs.
• Proactively diagnosed recruiting and sourcing issues that impact Company’s ability to attract and retain qualified, diverse candidates and employees; developing, recommending, and implementing solutions for enhancements
• Used recruitment best practices to proactively target multiple, diverse candidate pools; including passive candidate sourcing, internet and social media recruiting, networking, Referrals and various web sources.
• Develop competitive / market intelligence and insights through development of orgcharts, call lists, etc. and actively networks with the market regarding current and future job openings.
• Presented competitive / market intelligence and insights to Talent Acquisition for use in developing functional recruiting strategies.
• Identified and engage pipelines of future external talent (candidates) and develops tracking and follow up methodology.
• Continuously researching latest tools, processes and capabilities associated with identifying talent. Network with appropriate forums to ensure market data is current and relevant.
• Actively solicit employees for referrals and names for networking.
Accomplishments:
• Source of Hire: LinkedIn: 40.27 Facebook: 9.2% Twitter: 11.8% Other Social Media Sites: 18.4%, Referral / Networking: 20.33%
• Industry: Telecommunication | Wireless | IPTV | Engineering
• Sourcing Techniques: Google String Searches | X-Ray Searches | Reverse Lookup | Web Scrapers | Email Extraction | Resume Mining

• Developing strong relationship with Hiring Managers across the organization to understand their business needs, position requirements and developing recruitment strategy for open positions.
• Managing complete recruitment life cycle for Hostopia in Canada (Toronto, Mississauga, New Brunswick), US (Los Angeles, Florida, Kansas City), UK & Eastern Europe.
• Recruiting for various departments including R&D Group, Marketing Group, Professional Services, Product Development Group & SEO / SEM Group.
• Proactively utilizing a variety of recruitment resources and tools, including research activities, networking and social media sites (LinkedIn, Facebook, Twitter, and Boolean String Searches)
• Joined associations and events to attract Cloud computing Professionals (SaaS, IaaS) within Toronto Market place.
• Single handedly recruited talent without the use of Job Boards and relying on own Network and Social Media sites to attract talent using tools such as Name sourcing, Headhunting / Direct hire.
• Coached and mentored Hiring Manager’s on Interviewing Techniques.
• Currently creating a list of Cloud Computing professionals for Hostopia for future hiring needs.
Accomplishments
• Source of Hire: LinkedIn (43.27%), JigSaw (21.3%), Twitter (16%), Facebook (7.8%), Network (11.63%)
• Industry: Internet Services | Cloud Computing.
• Sourcing Techniques: LinkedIn, Twitter, Facebook, JigSaw, JobVite, Google String Searches, X-Ray Searches, Meta Searches and Flip Searches

• Was brought in on a part time basis to provide immediate resolution to their hiring needs.
• As a Sourcer, main responsibility was to source talent in Toronto & Virginia.
• Identified talents in the areas of Sales, Product Marketing Managers, mid-level IT Engineers / Developers, Senior Managers and Director level sourcing.
Accomplishments
• Source of Hire: LinkedIn (81.7%), Twitter (8.3%), Facebook (4.8%), Network (5.2%)
• Industry: SaaS | Marketing Automation | Technology
• Sourcing Techniques: LinkedIn, Twitter, Facebook, Google String Searches, X-Ray Searches, Meta searches, iMacros.

• Was brought in to assist on a huge initiative for KPMG’s Global Resourcing Centre (GRC).
• Responsibilities included – sourcing talents from Canada and Internationally.
• Targeted KPMG’s Competitors on a Global Level to generate talent leads.
• Source of Hire (100% used LinkedIn and Twitter to generate Talent Lead Globally)

• Leading the recruitment Process and consistently demonstrating exceptional communication with Hiring Managers, Candidates and the Recruitment Team.
• Created and executed a robust recruitment strategy for each position in order to attract qualified candidates through various different social media sites including Facebook, Twitter, Jigsaw, LinkedIn and Boolean String Searches.
• Researched and proposed social networking platforms for the implementation of a recruiting social network for present and potential employees.
• Identifying and networking with passive candidates through the use of social media, networking websites, professional association, industry conferences & University Alumni program.
• Partnering with Recruiters and hiring Managers / Senior Executives to generate ideas, leverage resources and share information that facilitates an effective search process according to Client group timelines.
• Execute active and proactive Internet Sourcing – utilizing cutting edge online tools, user groups & internet forums.
• Successfully coached senior executives throughout the Recruitment Process.
• Collaborated with stakeholders to identify opportunities for process improvement, strategic improvement and / or improved measure of success.
• Facilitated entire Recruitment Life Cycle for Winners Corporate office: Systems, Planning & Allocation, Merchandising, Logistics, Finance and Distribution Centre.
• Provided Training to In-house Recruiters on using Social Media as Recruiting Tools.
• Implemented Social Media Recruitment Strategy for Winners Corporate Office.

• Responsible for complete Recruitment Life Cycle for the MIS Project with Long Term Home Care (LTHC) and Community Mental Health & Addiction (CMH&A)
• Supported Senior Program Manager and 4 Project Managers.
• Generated a list of IT Healthcare Consultants through creative sourcing techniques.
• Facilitated entire Recruitment Life Cycle: Gathered Requirements for Job Description, Sourced candidates through various innovative methods, pre-screened qualified applicants through thorough Telephone Screening, Prepared candidates for Face-to-face interviews along with the Hiring Manager, Completed Reference Checks and offer Management.
• Additional Responsibilities: Was selected by the committee as one of the Evaluators for the upcoming VOR.• Technical Recruiting for various positions including: Project Managers, Business / Systems Analyst, ERP SME (SAP, PeopleSoft, Microsoft Dynamics, Oracle), Database Administrators, Implementation Analyst, QAs, Financial System Experts and HRIS Implementation Consultants, OHRS, MIS, Standards, HL7, SNOMED, ICD 9, ICD 10.

• Point of contact for all Project Related resourcing, including - Employee Relations, Project assignments, Coaching, career Development, performance Management, Project Resourcing and Recruiting
• Managed resources in multiple groups within Capgemini Canada - Project & Consulting Group which includes Consulting Services (Business Transformation, Financial Transformation & Supply Chain practice), Technology Services (ERP Practice – SAP, Oracle, JDE (JD Edwards), System Integration & Architecture Practice). In addition was responsible was Energy, Utilities, Retail, Manufacturing and Distribution executives for all of Canada.
• Built strong relationship with Managers, Senior Managers, Principals and Vice President on Recruitment and Resourcing strategies.
• Supporting 2 Principals and 2 VPs.
• Implemented a weekly Resourcing Meeting with leadership for discussion and decision on upcoming initiatives.
• Full life Cycle Recruitment Management for Permanent and Contract staff for all of Canada
• Responsible for conducting Orientation with full time permanent staff.
• Re-introduced Resourcing Analytics report which shows snapshot of company utilization along with Forecasted utilization for next 8 weeks.
• Conduct frequent discussions with employees on the following subjects: performance, aspiration and career development, training, total compensation, project assignments.
• Produced and implement Recruitment Metrics that provides data on Time to hire and cost per hire. Have also introduced Quality per hire which is currently in testing stage.
• Collaborated with Senior Management, Business development and Service Line Leaders to ensure recruitment processes developed implemented and delivered within established timeline.

• Responsible for all Recruitment & Resourcing efforts for Microsoft Practice Centre, Java Practice Centre & Enterprise Data Management Service (Business Intelligence and Data Warehousing ).
• Developed recruitment practice and processes.
• Acted as the central point of contact for resource needs, responsible for project resource management, coordination, analysis, and status tracking activities.
• Developed & Implemented Recruitment Metrics Reports that included (Cost-per-Hire & Time-to-hire)
• Monitored utilization reports for inconsistency and investigate as necessary. Periodically review the personnel roster. Develop and prepare area-wide reports relating to utilization, time reporting, forecasting and related matters.
• Recommended solutions to resourcing issues affecting project delivery timelines and costs.
Accomplishments
• Reduced cost-per-hire by 85% in three months
• Reduced Time-to-hire from 33 days to 25 days.

• Responsible for all recruitment efforts for Global SAP COE Practice, SI&C (System Integration & Consulting), CSB (CGI Services to Bell Canada) and B&I (Banking & Investment) Business Units including Investment Financial Service & Portfolio Management Service Division.
• Support 7 Vice President, 15 Directors and 22 Managers in multiple locations.
• Recruited over 100 various resources into the firm without the use of agencies and at a 95% closing rate.
• Currently recruiting for SAP Consultants all across US, Canada and Latin America.
• Within SI&C Business unit have been responsible recruiting for our Java/J2EE practice Centre, .Net Practice Centre, Public Sector Consulting, Health Care Consulting & Business Development Executive.
• Facilitate the entire recruiting process, including, but not limited to, creating and posting job descriptions, screening candidates and conducting first interviews, coordinating interviews with Hiring Managers, assessments, references and offers.
• Establish, analyze and report staffing metrics, in conjunction with the Director HR, to ensure quality candidates, World Class Service Delivery and to minimize costs.
• On-going analyzing external workforce trends and internal demographics and develop strategies, processes and service standards to meet the needs of CGIs future workforce / staffing requirements.
• Single handedly managed recruiting for CGI’s SAP, PeopleSoft and Siebel Practice Center.
• Guiding and assisting internal hiring managers and partners on recruiting and sourcing alternatives appropriate for their business unit.
• Staffing Operations & Coordination: Work closely with the business leaders and client/project leads to coordinate, facilitate and oversee the placement and movement of staff to fill needs for projects and plan for anticipate needs. Track and maintain needs by client/project as well as associate assignments and availability. Use talent inventory database to make recommendations to Clients. Facilitate the communication process of short term (<12 month) and long term (> 12 months) needs
• Participated in numerous business process improvement (BPI) initiates across the company in efforts to improve financial results and be able to deliver quicker, faster and cheaper.
• Assisted the Business Development team in aligning the correct resources and solutions in order to maximize the win-rate on opportunities.
• Subject Matter expert on external screening and assessment tools utilizing leading edge technology and processes to ensure programs are time and cost efficient.
• During the campus season, work closely with Campus Recruiter to attract candidates from different universities and colleges.
• As a Project Coordinator, successfully completed the outsourcing of pay rolling of contractors for CSB Business unit to 3rd party vendor.
• Acted as a Business Analyst on a consulting engagement for Applicant Tracking System – Njoyn.
• On-Going Projects handled by me:
o Acting as a Project Coordinator to outsource pay rolling of Contract / Temporary staff for GTA Business Unit to a single 3rd party vendor (minimizing Liability risk).
o Developing a “Preferred Vendor List” or 3rd party search firms and temporary staffing agencies.
o Project Coordinator for ongoing upgrades for applicant tracking system – Njoyn
Accomplishments
• Achieved the lowest cost per hire of all Recruiters across Canada
• Achieved 8.8/10 client satisfaction rating.
• Delivered 95% closing ratio.
• Filled 115 positions single handedly for F2005.
• Total Hire 218 positions (31% Job Board, 25% Career Site, 15% Agency, 18% Personal Network, 7% Referral, 4% User forum, User Group, Associations, etc.)

• Played persuasive leadership role in hiring staff, building and managing a dedicated team of 10 professionals for effective delivery of results in recruitment and Resource Management
• Developed, implemented credible recruitment strategies, methodologies, process flow chart, prepared recruitment and promotional manual.
• Developing, tracking and analyzing recruitment metrics so as to maintain a cost effective recruitment / selection process.
• Introduced resume management database, behavioral & competency based testing and interviewing techniques.
• Oversee benefits and payroll administration and computerization.
• Managing Contingent Staff (including Vendor, Independent Contractors and Temporary Staff)
• Managing Process including headcount & budget management, policy development, proactive communications, leadership of the virtual team and provide subject matter expertise to the subsidiary.
• Counseling to Managers on type, process, budget, recruitment, policies and resolve issues as they arise
• Chaired weekly recruiter meetings to voice opinions and find new effective ways of sourcing I.T. professionals.
• Determined sourcing strategy to attract appropriate candidates, including campus recruitment activities, internet, referrals and other sources
• Used active and passive recruiting tools effectively: e-cruiting, Internet, referrals, direct/selective headhunting, networking, database, print ads, community partnerships, job fairs, campus recruitment, association links, chat rooms, leads, vendors, warm calling etc. My Quality of hires was rated 90-100%, time to fill & cost per hire was the lowest.

Company Profile: RHI Consulting offers flexible staffing solutions to premier organizations worldwide that require technical expertise on demand. Projects range from complex e-business and web development initiatives to enterprise wide application development and technical system support. The technology professionals we deploy, on either a contract, contract-to-hire or full-time basis, include software developers, project managers, database specialists, networking and internetworking specialists, and help desk support professionals.
• Managed clients recruitment needs related towards IT.
• Responsible for the recognition, development and servicing of multiple nationwide accounts seeking to bring on technology consultants and solutions.
• Responsibilities included client project staffing, permanent placements, RFPs & RFQs.
• Recruited candidates through cold calling into businesses nationwide, conducting job fairs, Internet searches, employee referrals, and other sources.
• Experienced with reviewing and writing resumes to assure accurate job match, conducting technical evaluations, interviewing and candidate preparation for various technical positions
• Completed background and reference checks, salary and degree verification.
• Negotiated salary, per diem, relocation expenses, and bonus payments.
• Scheduled client interviews with hiring managers and prepared candidates for interviews.
• Conducted reference checks to qualify candidates; and consultants’ experience, skill level, and interpersonal skills; probed for situational examples to confirm performance.
• Effective work habits include working during evenings and weekends to target potential candidates at peek times of day, networking with area businesses and organizations, methodical resume and candidate tracking, an enthusiastic work ethic, and the motivation to meet sales goals and increase revenue.

Company Profile: IT Link is a UK based company, formed in May 1994. IT Link is an ERP (Enterprise Resource Planning and EAI (Enterprise Application Integration) Project Resourcing company providing both IT contractors and Permanent Staffing. Since inception, IT Link has focused on the SAP R/3 resources needs of clients worldwide. With its ongoing success it started its emphasis on serving clients in many other IT Application (such as E-commerce, Supply Chain Management (i2), CRM, Data Warehouse). With Current offices in the UK, United Arab Emirates and Belgium. IT Link has an annual turnover of GBP 32 million.
• Recruited qualified IT professional from US, UK, Europe, North East & South East Asia, Australia and Middle East. Candidates recruited were mainly focused towards SAP R/3, JDEdwards, BaaN, PeopleSoft, Siebel, i2, CRM, SCM & e-Commerce Consultants.
• Handled clients in North East Asia, South East Asia, Indian Sub-continent, Australia and Middle East. Clients handled were ‘BIG FIVE’ and ‘FORTUNE 100 Companies’.
• Allocated Contactors on different projects with different clients.
• Managed and Placed Contract Consultants.
• Head Hunt using various companies as a source for possible candidates. Campus Recruitment for clients in the region.
• Co-ordinate with IT Managers / Project Managers for interviews.
• Develop and maintain database of candidates by differentiating them by their specialized skills in IT.
• Liaison with recruitment organizations in various countries and creation of “Associate Network”.
• Involved in Contract Administration – Writing contracts, extension and termination of contracts, handled their financial accounts in the offshore accounts, flights and timesheets.
• Performed complete recruitment cycle through screening resumes, preliminary interviews, negotiating charge rates and pay rates with candidates and clients.
• Conducted Telephone Interviews and video conferencing
• Involved in administering payroll for contractors.