Insider Q & A: Sodexo Recruiting SVP Arie Ball on How One of The World’s Top 25 Companies Hires

Arie Ball is the Vice President of Talent Acquisition at Sodexo, the leader in Quality of Daily Life Solutions with more than 120,000 employees in the US and serving more than ten million customers daily.  Building on a career of operational management, Arie assumed a leadership role within human resources in 2004. In this role she leads the company’s first ever centrally managed, cross divisional recruitment organization that focuses on sourcing, attracting and recruiting top talent to Sodexo, and identifying internal employees for promotional opportunities.

Arie invites you to connect with her on Twitter, Linkedin and Facebook.

Sodexo isn’t just a leading provider of food services across industries, you are one of the top ten biggest employers in Europe. How do you find candidates?

Sodexo’s presence goes beyond Europe and the U.S. We’re the 21st largest employer worldwide. As such, we’re known as a leader for innovative methods to attract, source and retain top talent. We actively seek candidates through direct sourcing, our social media and talent communities, college and military recruitment, strategic relationships with professional organizations, employee referrals, our alumni and other sourcing tools.

How does a candidate get your attention?

Candidates who have thoroughly researched our company and tailored their resumes to match the posted job description are more likely to stand out to our recruiters. We like to see a direct relationship between a candidate’s qualifications and experience with the open position and providing concrete examples of accomplishments is a plus. And, candidates who network with our staff live or online get noticed.

What types of positions are you hiring for right now? Any subsidiaries of Sodexo that job seekers should also be on the lookout for – and might not know about?

Many view Sodexo as a hospitality company, but, we offer so much more. Jobs are available in IT, energy management, facilities, clinical nutrition, and more! And, we operate in several environments, including Hospitals, Senior Living, Colleges and Universities, School Districts, , Corporate Environments, Federal Government, Military Bases,  Remote Sites, Conference Centers, and Leisure & Entertainment.Some of our subsidiaries include Circles Concierge Service andComfort Keepers.

What makes a great candidate beyond doing research on Sodexo? Does it help – for example – to have an interest in the hospitality industry?

It’s more than having an interest in the industry – it’s about wanting to provide great customer service, to provide solutions that meet our clients’ needs, and a desire to improve upon on our existing models. And, great candidates can succinctly describe examples of their work and how they’ve achieved accomplishments that align with the work we’d expect from them.

Sodexo has built a strong online presence in social media. What’s the best way to engage you online? Anytime you haven’t hired a candidate because of information they shared online?

On the Sodexo Career Center site, our Network with Us page provides many venues from which to engage with us. We’re active on Twitter, Facebook and LinkedIn– along with other  platforms. To engage with us, don’t just follow us. Share information, ask a question, leave comments.  And, reach out to us in multiple places so we can be sure to connect with you.

Do you have any “never do” tips for individuals for working with recruiters?

When working with recruiters, never misrepresent yourself. Be authentic. Have integrity. Be patient. Be professional.  And, remember that not every job is going to be a perfect fit for you. If you don’t get the job, build a relationship with the recruiter. If you’re interested in working for the company, the recruiter may keep you on his or her list for other opportunities.

Any bad assumption that you see job seekers make in applying for jobs at Sodexo?

Often candidates will assume that just because they have the right background and experience that they’ll automatically move forward in the hiring process. But in this economy, some jobs can attract more than 100 candidates, so, it’s important for candidates to do everything possible to be competitive – research the company, tailor their resume to highlight key qualifications, and find opportunities to network with the company and stand out.

Are there any questions I haven’t asked that I should be asking? What’s the question, and what’s your answer?

What other factors should candidates consider when looking at Sodexo as a potential employer? What is the career growth potential?

A great feature of our company is our focus on development which makes it possible for an employee to have multiple careers without ever leaving Sodexo. Given our size, the fact that we’re in 80 countries and because we do so many different things, career paths can be varied. We invest in our employees and their career growth, and it’s not unusual to start in one career and move into something else.

Use it now—actionable—advice for job seekers:

Fully research the companies for which you want to work. Consider the qualifications required for positions and tailor your resume accordingly. Take advantage of opportunities to network with company employees to learn more and position yourself for opportunities. If invited to interview, come prepared to describe relevant examples that highlight your background, experience and how you achieved your goals.

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