WFP

I bring unsurpassed expertise in workforce planning. I have an intuitive ability to implement aggressive operational processes and I am known for my ability to increase profitability.
My career history shows a consistent track record of excellence and leadership.

Six ways to make people like you

Well, no. You can't actually MAKE someone like you. But you can focus on a few key things that will make it slightly more likely.
1. Be genuinely interested in others
2. Smile Smile Smile
3. Remember peoples names
4. Ask questions than zip-it.
FORM
Family – Where are they from? Do they have kids? Are they married?
Occupation – What do they do for a living? Then ask questions about that type of
work.
Recreation – What do they do for fun? What are their interests?
Motivation – Why are they in town? What hobbies do they have? Why do they have
those interests?
5. Talk about subjects that are interesting to others
6. Give sincere compliments

Significance

I want to be recognized, to be heard and to leave a legacy. I want to be seen as credible, successful and professional and I will push others hear too. Independent I want my work to be a way of life not a job. This pulls me upward from mediocre to exceptional. It’s what keeps me reaching. I enjoy independence that promotes exposure. Sharing my goals or visions creates expectations and keeps me reaching. I stay focused on performance. Leading brings out my best. I like when the stakes are high.

Futuristic

I love to peer over the horizon, it fascinates me. I see the details and it pulls me forward. Something better, a team, a life, a world etc.. this energizes me. People look to me to describe my visions they want this to raise their sights and thus spirits. I can paint it for them and because of this people latch on to the hope I bring.- I need to be able to contribute. The more vivid I am the more persuasive I can be. Those who see appreciate my ideas and expect I make them reality which motivates me. I see others potential and inspire those to move forward. My ideas may be too expansive for some to comprehend there fore I usually need to write Gantt charts or step by step plans so others can grasp the concept.

Self- Assurance

Confidence, I have faith in me. I am able to take risks, to meet new challenges, to stake claims and deliver. I have Great judgment. Accountability does not intimidate me it's natural. I am not easily swayed by others arguments. I like when no rule book exists and enjoy making decisions, it’s contagious and people around me grow.
My conviction does not mean I am unwilling to listen. I want and need to hear ideas.
I am very independent and need to partner with great people to help me assess goals because once I commit I will stay with it until it is achieved.
When things get dynamic my decisiveness calms others because they feel secure.
The impractical and impossible to me are merely bold and exciting, achievable beyond what I imagine.
I may be loud or quite but solid like a keel of a ship I withstand lots of pressure and can keep on course.

Strategic

Being strategic enables me to sort through the clutter and find the best route. This by no means is a taught skill, it's innate. I am mindful of patterns others don’t see. I'm always asking about the "ifs", this helps me see around the next corner, which helps me to evaluate potential obstacles. I discard those paths that lead to confusion and/or no where. Therefore, I need to take time to see patterns. To get to the goal I keep my vision vivid. Wise forethought. Helping others through barriers/obstacles helps me lead them to success.
I can see the repercussions more clearly than others. This can be viewed as negative so my need to share is paramount to avoid these pitfalls. I encourage dialog to prevent obstacles to ensure success. This dialog is a natural propensity for me to be objective. I need to examine ways to ensure the goal is accomplished.
I at times have intuitive insights that I might not be able to explain.
I work best in the front end of new initiatives. My innovative yet procedural approach keeps the team from developing tunnel vision.

Maximizer

Excellence is my measure.
A skill mastered without recourse to steps is clues that strengths is at play. Having found this I will nature it, refine it and stretch it towards excellence. I don’t want to focus on what I lack rather capitalize on my strengths, its more fun, more productive and counter intuitively more demanding. I like roles where I can help others succeed, devise ways to measure performance and that sustain excellence.
I need problem solvers, a chief troubleshooter. I study success deliberately. I would rather spend my time building Great talent than fixing weaknesses. Some may be confused what I am doing with complacency.
I’m not a fix it only if it’s broken person. I spend my time in the build-up and build out which keeps me focused on objectives and the long term goals. I am most energized when I turn potential into greatness.
Fixing things that are broken demand a lot of time and energy. I prefer to figure out a way to make the best of it by uncovering best practices.

Career Objective

I am a well-rounded, results driven HR leader and business partner with a history of increasing responsibility. I have a unique ability to build and grow new or existing businesses through strategic planning, goal setting and plan execution.
I am interested in a career within a mature company that has an exciting service offering and aggressive growth objectives.
Check out my profile- http://www.linkedin.com/in/colleenmccloud

Top Notch HR Professional

“Colleen is a top notch HR professional with excellent leadership skills.”
July 23, 2009

Joel Katz, Chief Learning Officer, ARAMARK Corporation

Talent Acquisition Leadership Council

“Colleen and I worked together as part of ARAMARK’s Talent Acquisition Leadership Council. She is a strong talent acquisition professional with broad range of experience in the staffing industry. Colleen’s accomplishments at ARAMARK are very impressive. Her leadership style inspired loyalty from those who worked for her and enabled her to motivate her team. She is collaborative and really cares about her people. Colleen’s strong interpersonal and communications skills and her sense of humor enable her to be very direct and honest without alienating people. I enjoyed working with Colleen-I would not hesitate to recommend her.” August 21, 2009

Scott McKenna,SPHR, Director Executive and Diversity Talent Acquisition, ARAMARK Corp

Check out my profile

http://www.linkedin.com/in/colleenmccloud

A+ player

“Colleen is a great professional. She is a leader who is committed to driving great results. She cares deeply about her customers and delivers very high levels of service. She has a tremendous work ethic. She is very smart and adaptable to many situations. She is a true A+ player.” July 20, 2009

Tony Petrucci, HR Vice President, ARAMARK

Reference

“Colleen worked for me while I lead the recruitment function for North America. Colleen has the following qualities: Strategic Planning, deep kowledge of recruitment to include both experience with contingent and full time. She has a strong passion for recruitment and a knowledge and experience to lead large scale recruitment projects as well as manage people across multiple regions. She has a strong knowledge as an HR practitioner and has great HR consulting skills. She has great people skills and really has an infectious energy that motivates those who are around her. She was a pleasure to have on my leadership team. I would not hesitate to recommend her for a Recruitment/HR leadership opportunity.”

Brian Washington, Vice President Talent Acquisition, ARAMARK
September 18, 2009

HR Partner

Colleen has a proven ability to drive business initiatives with forward-looking and systemic human resource strategy. She has superior analytical skills to successfully evaluate issues, offer alternatives, and create solutions.

Uniquely Competent and Diverse Human Resource Leader and Business Partner

An accomplished Human Resource Professional with proven expertise building supportive employee cultures by leading staffing, talent acquisition, performance management, organizational development, strategic planning, employee relations and employee training & development programs that translate business imperatives into organizational capabilities. Strong intellectual capability, superior judgment skills, excellent decision making capacity coupled with leadership and management skills that encourage an environment of performance. Has a proven ability to drive business initiatives with forward-looking and systemic human resource strategy. Superior analytical skills to successfully evaluate issues, offer alternatives, and create solutions.
Salient skills:
* Policy Development
* Employee/Labor Relations
*Organizational Development
* Strong Business Acumen
* Project Management
* Strategic Planning
* Recruiting Hourly to C–level
* Performance Review
* Compensation
* Field/Division/HQ/Corp
* Succession Planning
* Multi State/Site Wage & Hour
* Budget/P&L/Financial Acumen
* Safety and Health
* Annual Merit & Bonus review

Cover letters

The cover letter debate is never ending. Your cover letter should highlight what value you bring to the company. The resume must validate this.
Do not put information related to the position on the cover letter and then neglect to have that same information on the resume. You risk compromising your brand and half your value.
Keep it clean and simple. Try a three paragraphs with a few sentences that describe your value and experiences.
Such as:

Dear [Name]

I am interested in working as a (fill in) for your organization. I am an expert with over (fill in) years of experience to offer you. I enclose my resume as a first step in exploring the possibilities of employment with your organization.

My most recent experience includes ?

As a (fill in) with your organization, I would bring?

I will call you in a few days to arrange a convenient time for us to speak.

Thank you for your consideration.
Sincerely,

There are 100's of sample on the internet. Find one that works for you.
Happy Hunting!!!

August 2009 Unemployment

Job Seekers across America face the daily task of trying to land a job in a challenging job market. Since the recession began in December 2007, the number of unemployed has risen by 7.4 million people and the unemployment rate grew 4.8 %. The number of unemployed increased 466,000 in August to a staggering 14.9 million.
The unemployment rate rose by 0.3 % point to 9.7 %. The rate had little change in June and July, after increasing 0.4 or 0.5 % in each month from December 2008 through May.
Monthly job losses have slowed as government stimulus measures spur production and consumer demand, helping to end the worst economic slump since the 1930s.