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>> My name is Claudia Pryor and I am a senior
corporate recruiter for CKE Restaurants.

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Essentially I am looking to identify the best
possible talent pool for our organization,

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and that involves sourcing candidates
through multiple networking channels,

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lots of conversations with people.

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So it's really about working with the manager.

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It starts with the manager so that the
recruiter is able to get a good idea as far

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as what they're looking for
from a candidate prospective.

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And then once you've identified that with
a manager, it really is starting to dig

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through the weeds, as we would say, where you're
really talking to every candidate that you come

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across that could potentially be a fit.

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A resume only says a little bit about somebody's
background, so it really is about talking

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to them and really getting to know what
they're looking for and if they're a right fit

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for your organization, the
culture, their background and kind

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of what their career progression express
what they anticipate would look like.

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I have in the past, in my
current role it's not so much

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about career first, it's mainly in-house.

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It's a lot of inactive or -- what's the
right word -- passive candidate searches,

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so a lot of LinkedIn messages, looking for
individuals with the right niche background,

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and really just building a relationship.

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Because I think if people are
presented with the right opportunity,

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it doesn't matter where they are, nine
out of ten times they are open to hearing

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about your opportunity, and that's really
where you're finding your great candidates.

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It's a lot of passive recruiting and sourcing.