CCN welcomes Shanon Holley, HR recruiting
We’re excited to announce that Shanon Holley has joined the CCN HR recruiting team.
Shanon brings over 20 year’s experience in human resources for a variety of industries. She considers herself a “utility player/leader” and has led HR teams and departments to the next level, driving business outcomes through strategy and execution.
She speaks “HR” and has a unique ability to engage with candidates and continue those relationships through networking. She has a proven track record of successfully building high performing talent recruitment pipelines and optimizing workplace culture.
6 Questions about HR recruiting with Shanon Holley
1. What’s your specific experience with HR?
When it comes to HR, I’ve worked with everyone from large public companies to small startups.
I’ve done it all. I’m the “utility player” and leader. I worked my way from the ground up, so I’ve stepped into every single HR role. That means I know what kind of skills and personalities candidates need to be successful in those roles.
I’d say my sweet spot is employee engagement, culture, and coaching and development.
2. That combination is key isn’t it? how do you go about making sure that a candidate is the right fit for a client?
Culture is key to an organization’s success. CCN has tools and resources to determine technical qualification, but understanding culture-fit has to come with experience. We engage with candidates and conduct thorough behavioral interviews specific to the client’s culture to ensure fit. I usually know by the end of the interview if they are a good fit for the client.
3. These days a lot of companies are desperate for talent. We’ve heard stories of recruiters making job offers without even performing an interview. How is CCN doing things differently?
It’s all about due diligence and vetting, and to do that you have to have that deeper knowledge and expertise around HR.
We do a drill-in questionnaire before we even get on the phone with a candidate. It’s specific to HR and tailored to the client’s needs. That determines who even gets the interview.
By the time a candidate is presented to a client, they have been thoroughly screened by our subject matter experts and are qualified for the role and a fit for the organization. We’ve already done the homework upfront. We’re not going to waste their time with a candidate we don’t personally believe in.
4. In addition to serving clients well, I hear you also go above and beyond for your candidates. What does that look like?
I am not a traditional interviewer. I form connections with candidates that allow for direct, collaborative conversations. The candidates that I engage with may be my next team member or client, so it is imperative to make a lasting impression on behalf of the client and CCN.
If they get an interview with the client, I call them afterwards with feedback, being transparent and honest and delivering those messages. Nobody likes to hand out rejections, but I don’t hesitate to provide constructive feedback that will help them move on to the next opportunity. Even if they are not right for one particular role, I’m engaging and creating a relationship with them.
6. You’ve got the ability to do a lot of different HR work. Why HR recruiting?
Everyday I get to talk to like-minded HR professionals, and sometimes they are smarter than me, and I have clear takeaways from those conversations and relationships… I get to talk about what I love!
Let’s get started!
If your company is looking for exceptional human resources talent, Shanon is excited to get your HR recruiting search started! Call 512-900-2152 or send us a message.