Jean Bernice Camat

During my first year in Citi, I’m part of the Agile Recruitment Hub that handles hiring requirements of GCB exiting markets and niche/ hard to fill and volume roles of different countries across the Asia Pacific region. Here, I manage end-to-end recruitment for positions from Officer to SVP ensuring metrics on MRA, Diversity, and Regulatory Compliance are met. Partners with assigned Business Unit Leaders to ensure all positions are filled in a timely manner.

Project Management is a strong requirement in Citi that you need to fulfill from time to time. These projects would involve:

• Enhancement of candidate pipeline by utilizing various sourcing strategies, including social media, networking, and job postings including implementation of innovative recruiting techniques and initiatives to attract top talent in a competitive market especially that we support the end to end hiring globally.
• Diversity Monitoring Activities
• Lead time to offer accept reduction project within the ICG Operations.
• Piloted the Skills Mapping and developed the design principle intended for Sourcing Stratifications being implemented across the region.

I also produce data driven reports and analysis for the Philippines CSC team being sent across our CHRO, HR Partners, Regulatory Board, Risk & Control Group including the reports being sent to Bangko ng Pilipinas from time to time.

Though my overall role in Citi is and individual contributor, I am still also being task to indirectly manage junior staffs to ensure they have proper training and onboarding to perform the role.

During my employment in Manulife, I was given the opportunity to lead the talent acquisition department which was composed of 6 dynamic recruitment professionals specific for the Tech Tower of the organization. My role then involved planning, managing and overseeing the team and developing sustainable talent acquisition plans and strategies, while still handling the recruitment of Executives and selected corporate roles for the other 3 legal entities.

Apart from doing end-to-end recruitment for rank and file to executive level and hard-to-fill roles, majority of my time was spent in working with my regional counterparts, country line managers, Talent and Rewards and HR Business Partners in coming up with strategies to shorten recruitment lead time, reduce recruitment cost, market review on comp to attract and retain high potential talents and implement process simplifications.

Assessment of candidates using behavioral based interviewing and other technical tools has always been a part of the recruiters task to ensure top quality talent is selected while on the side I also initiated projects to coach hiring managers in the recruiting process like interview techniques, proactive pipelining, networking and market data analysis to ensure managers have the tools needed to select the most qualified candidate

Building connections, networking and partnering with executive search firms are also part of my role. These relationships are meant to be maintained to ensure that we have the right connections for confidential searches and other niche requirements. I also keep track of the vendor management like the due diligence of contracts with external recruitment firms.

I also make sure that I partner with our Branding Team to ensure to we come up with initiatives to promote Manulife's employer brand.

• Creates and implements sourcing plans and tactics to effectively manage business needs and strategies
• Creates business review on cost effectiveness of recruitment activities and deliberate every end of the year
• Determine effectiveness, strengths and weaknesses
• Meets with Department Managers on targets and timelines on manpower requests for the entire year after computing management needs based on turnover, promotions and openings
• Performs end to end recruitment from sourcing to deployment of regular employees
• Supervises and recruits also non-regular employees that includes negotiations with possible service providers
• Ensures compliance with DOLE 18-A
• Responsible for internal recruitment process
• Administers psychological exam and creates evaluation reports
• Responsible for attracting quality candidates and matching them to temporary or permanent positions needed
• This involves tapping fresh graduates or graduating students ahead of time through: Industry - Academe Partnerships by creating new programs to involve students in training within the premises of the company like internship programs (restaurant and office based)
• Dealing with university deans and discuss program proposals
• Conducts career talks for high school and graduating students
• Topics on how to choose a course, career opportunities, resume writing, company advertisement and counseling
• Faculty immersion, scholarship grants and community involvement activities
• Created a program for Corporate Graduate Trainee
• Handles 3 Sourcing Assistants wherein I conduct performance appraisals and employee development programs
• Ensures proper onboarding of new hire including but not limited to request of nameplates, uniforms, emails, company phones, laptops and trainings
• Creates recreational activities like love your health, holiday programs, fun runs, HO Olympic that ensure people involvement
• Conducts exit interviews to determine and understand reason why employee resign to serve as basis on people practice improvement.

• Performs end to end recruitment for Head office and KR and SBC stores
• From service crew to head office posts
• Searches for innovative ways to improve recruitment processes and promote employer branding
• Overall in charge of pooling and sourcing
• Conducts initial interviews, administers exams and endorsement to hiring managers
• Extends job offer and conducts company orientation
• Ensures completion of 201 file
• Conducts employee re-orientation within the first 3 months of the new hire to ensure minimums are provided.

• Coordination with clients on manpower requests
• Facilitates initial interview, administration of Battery Test and endorsement of candidates to final interview
• Supervises and mentors HR assistant I
• Joins provincial Jobs fair and keeps track of the status
• Acted as support arm for the program and facilitated final interview between provincial applicants to operations managers via phone and generate report after
• Manages the internal and external referral program
• Responsible for online sourcing, job postings
• Coordinated with online partners on their proposals
• Created and managed ACS accounts among social networking sites
• Conducted job offer and orientations to new employees
• Ensures completion of pre hiring requirements
• Generates daily report and monthly accomplishments.