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Recruiting Process Flow Map

To view a "sample" Recruiting Process Flow Map I developed, please click HERE.


Candidate Sourcing Strategies

  • Cold Calling
  • Employee Referrals
  • Social Networking
  • Resume Mining
  • Research/Name Generation
  • Internet Postings
  • Associations/Organizations
  • College Recruiting
  • Company Career Site



“Dave is a dedicated professional with the ability to recruit candidates in a variety of disciplines nationwide. He is self-motivated and able to execute on organizational goals with minimal direction.”

Kris Jensen, Sr. VP - HR , The Weitz Company managed Dave at The Weitz Company


“Dave was an outstanding internal recruiter for Weitz. He was responsive and did a good job screening candidates so only the best qualified were forwarded to me. Dave prioritized his work so he filled my open positions in a timely manner. I highly recommend Dave, he is a good person and a professional.”

Greg Sikora, Vice President , The Weitz Company supported by Dave (internal client) at The Weitz Company


“Dave is a truly ambitious leader who had served as a mentor to me. He is an outgoing and honest individual who never loses sight of his goals. He has a passion for the Recruiting industry which is a key factor to his success. He is always willing to take on new projects and share fresh and innovative ideas. He can communicate at all levels of any organization, making him a true asset to any team.”

Chad Melloy , Asst. Recruitment Manager , The Weitz Company reported to Dave at The Weitz Company


“Dave is wonderful to work with. His knowledge of the recruiting process, and his excellent communication and follow up allowed our company to successfully assist him in hiring the best individual for a very challenging search. When using our firm, he was very clear about his company’s needs and how we could effectively work together. Dave is a dedicated professional who is passionate about recruiting. I strongly recommend Dave and I believe he would be a true asset to any company. I look forward to having the opportunity and the pleasure to work with him again in the near future.”

Donna Hollinshead, Principal , Infantino Search & Consulting (ISC) was a consultant or contractor to Dave at The Weitz Company


“Dave Anderson's track record speaks for itself. He was instrumental in developing strategies and streamlining the process in terms of recruiting/staffing. He developed a company based candidate job board, maximized candidate referral system and networked his contacts in Florida, Arizona, Colorado and Iowa within the Commercial Construction niche. Dave's strong communication during the recruiting process helped ensure hires were made promptly during the explosive growth boom in Commercial Construction over the last few years. His in-depth knowledge of the recruiting business coupled with his construction knowledge made a big difference. Having Dave Anderson on your team not only streamlines and organizes your Recruiting/HR Division but more importantly will save your company money.”

Mark Mehalovich, Construction Division Manager , Magee Resource Group was a consultant or contractor to Dave at The Weitz Company


“I hired Dave away from Target to become the recruiter for our healthcare commercial construction division. Dave was instrumental in creating new systems (Ex. = Applicant Tracking) as well as creating communication tools that allowed our sister Division's to gain residual value from the candidates we were recruiting for healthcare. As a testament to his work, he was hired by a former Centex person to provide these same services for Weitz Construction where he is now. The person who hired him was a skeptic when I/we first implemented this approach. Because of his extensive experience in search work, Dave is also well networked with peers as well as various contingency and retained firms.”

Top qualities: Personable , Expert , High Integrity

Roger Denton, VP HR, Centex Rodgersmanaged Dave at Centex Rodgers


“I was fortunate enough to meet Dave in Minneapolis and he was directly responsible for giving me an opportunity to work for Target. He directly recruited me to the company. Dave Anderson is a well-respected strategic thinker who has the ability to manage the recruitment process from beginning to end while developing long-lasting relationships with both client and candidate. His ability to discover and deliver talent is what makes Dave stand out from the crowd. He a great partner to work with and is always in there to provide support and counsel.”

Mark Dillon, Regional Executive Recruiter , Target Corporation worked directly with Dave at Target


“Dave is a great recruiting leader. His strengths are in his ability to build relationships with business leaders and hiring managers that are both highly productive and highly accountable. Dave has a can do attitude that is great to get to work with on a team. He is a great talent resource that would bring value to any team.” 

Mark Quinnelly, Executive Recruiter , Target worked directly with Dave at Target


“Dave was a solid Business Partner. He had a very high sense of urgency and was excellent at handling multiple priorities in a high growth environment. He got along well with his peers and supervisor. Dave was always cooperative and a great team player.” 

Judy Shoulak, VP of HR , OfficeMax managed Dave indirectly at OfficeMax Inc


Talent Acquisition Plan

To view a "sample" Talent Acquisition Plan I developed, please click HERE .


Applicant Tracking Systems

I have been fortunate enough to be the Project Manager and lead the implementation of 4 different systems during the last 10 years:

  • Openhire: The Weitz Company
  • First Advantage: The Weitz Company
  • Webhire: Centex Rodgers
  • Brassring: Target Stores


I'm a recruiting & talent acquisition leader w/extensive experience with national recruitment initiatives, large scale-high volume recruiting programs, working in both centralized and decentralized recruiting functions, collaborating and building relationships w/key clients internally and externally, the ability to identify top talent and provide excellent customer service.My recruiting/staffing/talent management experience includes the retail industry, construction industry, and executive/contingency search. I have been heavily involved wih targeted selection (behavioral based interviewing), relationship building & management, collaboration with hiring managers to improve upon inefficiencies in the overall recruiting process, and developing creative and strategic sourcing initiatives.

Work experience


Recruiting Manager

The Weitz Company

A $1.6 billion commercial construction services company with 27 offices and 2,300 employees nationwide.

My Role Within Weitz:  Directly responsible for a developing and leading a national recruitment function from scratch which included full life-cycle recruiting, developing strategic sourcing strategies, process flows, applicant tracking system(s) implementation, recruiting metrics, building relationships/collaborating w/leadership, compliance initiatives, and college recruiting.

  • Reduced “total sourcing expense” by over 80% during the previous four years ($1,200,000 down to 182,000).
  • Reduced “average time to fill” by over 40% during the previous four years.
  • Reduced “cost per hire” by over 75% during the previous four years ($21,000 down to $3,400).
  • Utilized various reporting tools to track “lag time” and “quality of hire” data.
  • Successfully lead the implementation of 2 Applicant Tracking Systems (First Advantage & OpenHire). 
  • Developed a recruiting process flow map utilized by all 27 offices.
  • Created standardized process and “best practices” utilized in all business units so the candidate’s experiences were consistent where ever they interviewed. 

Senior Recruiter

Centex Rodgers

A $400 million healthcare construction services company with 5 offices and 475 employees nationwide (Centex Rodgers was a division of Centex Corp which was acquired by Balfour Beatty).

My Role Within Centex Rodgers: Directly responsible for developing a national recruitment function specifically targeted to recruiting healthcare construction professionals.  I lead the efforts of a “start-up” recruiting function which entailed educating the leadership team on recruiting tactics and employment branding. I was engaged in full life-cycle recruiting for both corporate and field positions, managing the recruitment budget, selecting various job boards/websites, and managing internet recruiting vendors.In addition, I acted as project manager and lead the implementation efforts for the Applicant Tracking System (Webhire) and referral bonus program.

  • Increased “interview to hire” rate from 27% to 60% within first 120 days.
  • Reduced “cost per hire” by over 40% during a two year period.
  • Introduced the “research” tool for identifying external talent which reduced the overall cost per hire.
  • Developed a Recruiting & Interviewing Guide which provided the tools and a step by step hiring process for the management team.
  • Developed and implemented a direct “eCard” campaign which provided an “outside the box” sourcing strategy.

Corporate/Regional Recruiter

Target Corporation

A $40 billion big box retailer with 1,100+ stores and 200,000+ team members nationwide. 

Corporate Recruiter (Minneapolis, MN) HQ

My Focus: I was a key contributor to the centralization of the stores recruiting function. While at HQ, I acted as an internal trainer for various company initiatives, mentored and coached four peer recruiters, partnered with 50+ HR/District/Regional management team members in managing the succession planning process, and demonstrated results in creating, designing, and implementing the recruitment infrastructure to support a national recruitment effort.In addition, I assisted in creating recruiting strategies and developing the recruiting processes, systems, and measurement criteria for a successful high volume recruitment program.

Regional Recruiter (Richmond, VA) East Coast Region

My Focus: While working in the East coast region ($6 billion...230 stores), I developed and facilitated recruitment strategies for the stores division which streamlined the recruiting process while maintaining effective career pathing for team members, utilized a leadership/behavioral based interviewing style while conducting interviews, improved communication between Human Resources and District/Regional management by implementing bi-weekly status meetings, and compiled monthly/quarterly/yearly recruiting statistics.

  • Reduced “average cost per hire” to $2,900 in 2002.
  • Reduced “average time to fill” from 45+ days to less than 21 days.
  • Increased “interview-to-hire” rate from 20% to 80%.
  • Key contributor to the implementation of Brass Ring (ATS) to the stores organization.
  • Identified and hired the first external District Team Leader in Training in company history.

Director, Executive Recruiting

A $5 billion specialty retailer with 1,200+ stores and 40,000+ employees nationwide.

My Role Within OfficeMax:  I was responsible for designing, leading, and implementing both the corporate and field staffing programs on a national basis.This included executive, mid-management, and regional/field management positions in various disciplines. In addition, developed various recruitment strategies and procedures which resulted in more efficient and cost effective processes for identifying top external talent.  Finally, I spearheaded the internet recruitment efforts, partnered and collaborated with senior leadership with regard to succession planning efforts for field & corporate employees, and was a member of the EEO compliance committee.

  • Reduced the recruitment budget 30% by implementing more cost effective sourcing strategies.
  • Improved management diversity 10% by targeting niche websites and associations for candidate sourcing.
  • Increased the offer acceptance rate 15% by being more creative with incentive and relocation packages.


College Recruiting
Diversity Recruiting
Providing Outstanding Customer Service
Manpower/Succession Planning
Strategic Sourcing Initiatives
Relationship Management
Recruiting Metrics
Behavioral Based Interviewing
Applicant Tracking Systems
Full Life-Cycle Recruiting




The Ohio State University