>> My name is Claudia Pryor and I am a senior corporate recruiter for CKE Restaurants.
Essentially I am looking to identify the best possible talent pool for our organization,
and that involves sourcing candidates through multiple networking channels,
lots of conversations with people.
So it's really about working with the manager.
It starts with the manager so that the recruiter is able to get a good idea as far
as what they're looking for from a candidate prospective.
And then once you've identified that with a manager, it really is starting to dig
through the weeds, as we would say, where you're really talking to every candidate that you come
across that could potentially be a fit.
A resume only says a little bit about somebody's background, so it really is about talking
to them and really getting to know what they're looking for and if they're a right fit
for your organization, the culture, their background and kind
of what their career progression express what they anticipate would look like.
I have in the past, in my current role it's not so much
about career first, it's mainly in-house.
It's a lot of inactive or -- what's the right word -- passive candidate searches,
so a lot of LinkedIn messages, looking for individuals with the right niche background,
and really just building a relationship.
Because I think if people are presented with the right opportunity,
it doesn't matter where they are, nine out of ten times they are open to hearing
about your opportunity, and that's really where you're finding your great candidates.
It's a lot of passive recruiting and sourcing.