All Discussions Tagged 'Human Resources' - RecruitingBlogs2024-03-28T21:02:26Zhttps://recruitingblogs.com/forum/topic/listForTag?tag=Human+Resources&feed=yes&xn_auth=noGood Recruiters are empathic!!!tag:recruitingblogs.com,2023-03-06:502551:Topic:23421012023-03-06T21:14:56.944ZDean Da Costahttps://recruitingblogs.com/profile/DeanDaCosta
<p><a href="https://storage.ning.com/topology/rest/1.0/file/get/10993527685?profile=original" rel="noopener" target="_blank"><img class="align-center" src="https://storage.ning.com/topology/rest/1.0/file/get/10993527685?profile=RESIZE_710x"></img></a></p>
<p></p>
<p><font color="#000000" face="Calibri">Yes, Empathic, is the ability to sense or feel others' emotions, and motivations. A good recruiter has gained this ability. It goes hand in hand with Looklisology (…</font><a href="http://www.recruitingblogs.com/profiles/blogs/lisology-1" rel="nofollow"></a></p>
<p><a href="https://storage.ning.com/topology/rest/1.0/file/get/10993527685?profile=original" target="_blank" rel="noopener"><img src="https://storage.ning.com/topology/rest/1.0/file/get/10993527685?profile=RESIZE_710x" class="align-center"/></a></p>
<p></p>
<p><font color="#000000" face="Calibri">Yes, Empathic, is the ability to sense or feel others' emotions, and motivations. A good recruiter has gained this ability. It goes hand in hand with Looklisology (</font><a rel="nofollow" href="http://www.recruitingblogs.com/profiles/blogs/lisology-1"><font face="Calibri">http://www.recruitingblogs.com/profiles/blogs/lisology-1</font></a><span> </span><font color="#000000"><font face="Calibri">and</font></font><span> </span><a rel="nofollow" href="http://www.recruitingblogs.com/profiles/blogs/lookology-1"><font face="Calibri">http://www.recruitingblogs.com/profiles/blogs/lookology-1</font></a><span> </span><font color="#000000"><font face="Calibri">). The ability to sense what someone is feeling, or what is motivating them, is not some sort of ESP. It is simply the logical, thought process where by we take the visual and audible clues that everyone will give when responding to questions. Like a tell in poker, these clues will tell us a lot about the person. And it is more than just what they say and do and how they say and does it, but what they do not say and do, and how they do not say and do it. As you get better and better at it you will appear to be empathic, and in most ways you are. But instead of some unexplainable ESP, it is you simply using your eyes and ears in ways others simply do not. This extra skill/ability will allow you to find out things about candidates that other recruiters will miss. These things will allow you to hire the best candidates, learn how to work with the hardest teammates and managers, and simple makes your life easier. After all, it is always easier dealing with people when you understand them, and these skills will give you insights that others will not have.</font></font></p> The Job of finding a Job!!tag:recruitingblogs.com,2023-02-13:502551:Topic:23415582023-02-13T21:20:12.071ZDean Da Costahttps://recruitingblogs.com/profile/DeanDaCosta
<p style="font-weight: 400;"></p>
<p style="font-weight: 400;"><a href="https://storage.ning.com/topology/rest/1.0/file/get/10966803896?profile=original" rel="noopener" target="_blank"><img class="align-center" height="207" src="https://storage.ning.com/topology/rest/1.0/file/get/10966803896?profile=RESIZE_710x" width="314"></img></a></p>
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<p style="font-weight: 400; text-align: center;"><strong>The Job of finding a Job!!</strong></p>
<p style="font-weight: 400;">That is right finding a job is a job, if you cannot commit a minimum of 3-4 hours a day looking than…</p>
<p style="font-weight: 400;"></p>
<p style="font-weight: 400;"><a href="https://storage.ning.com/topology/rest/1.0/file/get/10966803896?profile=original" target="_blank" rel="noopener"><img src="https://storage.ning.com/topology/rest/1.0/file/get/10966803896?profile=RESIZE_710x" class="align-center" width="314" height="207"/></a></p>
<p style="font-weight: 400;"></p>
<p style="font-weight: 400;"></p>
<p style="font-weight: 400; text-align: center;"><strong>The Job of finding a Job!!</strong></p>
<p style="font-weight: 400;">That is right finding a job is a job, if you cannot commit a minimum of 3-4 hours a day looking than you will lessen your chances of success. So where to start? What to do first? Well, the first you need to decide is what you want to do. What kind of job do you want? What kind of company do you want to work for?</p>
<p style="font-weight: 400;">Once you have figured that out, you need to write a resume, learn how to write a cover letter, a thank you a letter, and other job-hunting communications. I will discuss these in a separate posting.</p>
<p style="font-weight: 400;">So you have your resume and it is time to make a search plan. A search plan is basically the places, resources, and methods you will use to search for a job. Let’s look at some of these:</p>
<p style="font-weight: 400;"><strong>Social Networking</strong>: LinkedIn, Twitter, Zoom Info, etc.. You need to create your brand (see my post on social networking). You need to google yourself and see what is out there about you. Join groups on LinkedIn and Twitter and be involved. Answer questions in the groups on LinkedIn, show you have the knowledge, and are not afraid to share it. Make sure you have a professional profile on Zoom Info. One big key is to remember anything posted on social networks is viewable and trust me companies are looking. Also, keep in mind some of these social networking sites, have areas dedicated to job hunters and jobs such as tweetmyjob and more. In addition, there are tools out there that can make social networking easy, such as TweetDeck and job deck. These tools allow you to post and monitor the main social networking sites and most of the sub-sites, like the ones above all at once. Remember while I have listed a lot of tools and sites, I have not listed them all.</p>
<p style="font-weight: 400;"><strong>Job boards</strong>: These are the Monsters, Dices, CareerBuilder, etc… Remember you need to not only search but post your resume as well. These sites are also good places to do research. Also, look for niche boards that cater to the types of jobs you are most interested in.</p>
<p style="font-weight: 400;"><strong>Companies</strong>: While job boards and social networking are great, they still do not hit every place. You need to check company websites as well. A good place to find a lot of the companies in your area is LinkedIn, you can also check the below web address:<span> </span><a href="http://www.hoovers.com/100003475-1.html">http://www.hoovers.com/100003475-1.html</a>.</p>
<p style="font-weight: 400;"><strong>Associations and Alumni groups</strong>: These can be very effective networking tools, and a lot of their own websites with job boards, such as SHRM (Society of Human Resource Management).</p>
<p style="font-weight: 400;"><strong>Recruiters, firms, and headhunters</strong>: These are also great resources.</p>
<p style="font-weight: 400;"><strong>Classified Adds:</strong><span> </span>That is right, the classifieds. Like it or not they still have some value, and a lot of newspapers have online job databases.</p>
<p style="font-weight: 400;"><strong>Career Fairs</strong>: These can be feast or famine, however, if you go there with the idea of not just finding a job, but also using it as a networking tool.</p>
<p style="font-weight: 400;"><strong>Internships and Volunteering</strong>: These avenues can lead to full-time employment opportunities and are worth perusing, especially for those who have limited experience or are embarking on a new vocation.</p>
<p style="font-weight: 400;"><strong>Job Hunting Support Groups</strong>: These have become more and more common. They can be both in person and online. The best ones are ones that cater to your chosen profession, as they will have and talk about job leads.</p>
<p style="font-weight: 400;">So you have a plan, you start implementing, and start getting results. Here are a few bullet points on how to deal with the fruits of your job-hunting labors.</p>
<ul>
<li style="font-weight: 400;">Keep a spreadsheet with names, companies, numbers, jobs, etc.</li>
<li style="font-weight: 400;">Follow up on resume submittals, with the hiring manager (use LinkedIn and other tools to find out who that is).</li>
<li style="font-weight: 400;">Always follow up on any interview; via phone, email, and in person with a thank you email.</li>
<li style="font-weight: 400;">Find a way to connect with anyone you interview with. If face to face and in the office of the interviewer, look around at the décor, and the pictures, you will find something that you can use to make a connection.</li>
<li style="font-weight: 400;">Do your research, and know as much about the company you are interviewing with as you can.</li>
<li style="font-weight: 400;">Dress for success, do not carry cell phones.</li>
<li style="font-weight: 400;">Be prepared to ask questions as well. Remember you are interviewing them as much as they are interviewing you.</li>
</ul>
<p style="font-weight: 400;">So there you have it, now you have enough to get your job search started properly and be successful.</p> Patents, White Papers, Books and Research Papers!!tag:recruitingblogs.com,2022-08-15:502551:Topic:23380062022-08-15T18:34:12.773ZDean Da Costahttps://recruitingblogs.com/profile/DeanDaCosta
<p><a href="https://storage.ning.com/topology/rest/1.0/file/get/10769564295?profile=original" rel="noopener" target="_blank"><img class="align-center" height="318" src="https://storage.ning.com/topology/rest/1.0/file/get/10769564295?profile=RESIZE_710x" width="424"></img></a></p>
<p>One of the least used and seldom tapped places to search is within the arena of "White Papers", "Research Papers", Books, and Patents. Now these searches will not necessarily lead to candidates directly. But it will lead to networking which will lead to potential candidates. It goes back to what I said in the blog posting " Forums, Blogs, News/User…</p>
<p><a href="https://storage.ning.com/topology/rest/1.0/file/get/10769564295?profile=original" target="_blank" rel="noopener"><img src="https://storage.ning.com/topology/rest/1.0/file/get/10769564295?profile=RESIZE_710x" class="align-center" width="424" height="318"/></a></p>
<p>One of the least used and seldom tapped places to search is within the arena of "White Papers", "Research Papers", Books, and Patents. Now these searches will not necessarily lead to candidates directly. But it will lead to networking which will lead to potential candidates. It goes back to what I said in the blog posting " Forums, Blogs, News/User Groups and Groups(in general)" about ""smart people, hang around with other smart people". Find one and you are sure to find others." (for the purposes of this post, I am using security orientated criteria but you can use any terms you would like and can also add to this string to create more specific strings).</p>
<p>Definitions:</p>
<p><strong>Patent</strong> - <span>exclusive right to market invention:</span><span> </span><span>an exclusive right officially granted by a government to an inventor to make or sell an invention</span></p>
<p><span><strong>White Paper</strong></span> <span>-</span> A white paper is an authoritative report or guide that often addresses issues and how to solve them. White papers are used to educate readers and help people make decisions.</p>
<p><span><strong>Books</strong></span> <span>-</span> bound collection of pages: a collection of printed or manuscript pages sewn or glued together along one side and bound between rigid boards or flexible covers.</p>
<p><span><strong>Research paper</strong></span> <span>-</span> a research paper is a presentation of facts which are (1) based upon reading or consulting several specified sources, (2) presented according to a standard method of procedure.</p>
<p> </p>
<p>Remember when using these methods it is not just about those who wrote these documents, but about who they might know, who they worked for at the time, what groups or associations do they belong to etc... As I said above "smart people, hang around other smart people".</p>
<p> </p>
<p>Also do not be afraid to put all delimitators in parenthesis, as it will make an even more precise string(example <em>url:"patent*" ).</em></p>
<p><span> </span></p>
<p><span> </span></p>
<p><span><strong>Patent-</strong></span> <span>I mean if you need a DRM expert who better than the person, or persons, or company who invented it. Of course it is not just about them, but who they know.</span></p>
<p>inurl:patent* AND ("penetration testing" OR "ethical hacking" OR "reverse engineer*" OR hacking OR penetration OR vulnerability)</p>
<p> </p>
<p>intitle:patent* AND ("penetration testing" OR "ethical hacking" OR "reverse engineer*" OR hacking OR penetration OR vulnerability)</p>
<p><span><strong> </strong></span></p>
<p><span><strong>White Paper-</strong></span> <span>Here we are finding people who created papers to explain how and why things happen, and in some cases how to fix them. Like Patents it is not just about them but also who they might know.</span></p>
<p>inurl:"white paper*" AND ("penetration testing" OR "ethical hacking" OR "reverse engineer*" OR hacking OR penetration OR vulnerability)</p>
<p> </p>
<p>intitle:"white paper*" AND ("penetration testing" OR "ethical hacking" OR "reverse engineer*" OR hacking OR penetration OR vulnerability)</p>
<p><span><strong> </strong></span></p>
<p><span><strong>Books-</strong></span> <span>If someone wrote a book on a subject, they had to do research, and have learned allot and knows allot of people who would be classified as experts in those subjects.</span></p>
<p>inurl:book* AND ("penetration testing" OR "ethical hacking" OR "reverse engineer*" OR hacking OR penetration OR vulnerability)</p>
<p> </p>
<p>inurl:author* AND ("penetration testing" OR "ethical hacking" OR "reverse engineer*" OR hacking OR penetration OR vulnerability)</p>
<p> </p>
<p> </p>
<p> </p>
<p><strong>Research Paper-</strong> Like books whoever writes these have done a ton of "research" and know a ton of experts.</p>
<p> </p>
<p>inurl:"research paper*" AND ("penetration testing" OR "ethical hacking" OR "reverse engineer*" OR hacking OR penetration OR vulnerability)</p>
<p> </p>
<p>intitle:"research paper*" AND ("penetration testing" OR "ethical hacking" OR "reverse engineer*" OR hacking OR penetration OR vulnerability)</p>
<p> </p>
<p> </p>
<p>So here is a good start to get you going with your patent, whitepaper author search. </p>
<p> </p>
<p>Of course, there are sites and tools that can help you. Look on the SSaR page for those.</p>
<p> </p>
<p>Till Next week</p>
<p> </p>
<p>May the source be with you.!!</p> Forums, Blogs, News/User Groups and Groups(in general) !!tag:recruitingblogs.com,2022-07-11:502551:Topic:23363812022-07-11T20:05:12.917ZDean Da Costahttps://recruitingblogs.com/profile/DeanDaCosta
<p><a href="https://storage.ning.com/topology/rest/1.0/file/get/10639000058?profile=original" rel="noopener" target="_blank"><img class="align-center" height="334" src="https://storage.ning.com/topology/rest/1.0/file/get/10639000058?profile=RESIZE_710x" width="455"></img></a></p>
<p style="font-weight: 400;"><strong>Forums, Blogs, News/User Groups and Groups(in general) !!</strong></p>
<p></p>
<p style="font-weight: 400;">So some of the most over looked places to search, post jobs, and make connections are Forums and News/User groups. Back before there was Twitter, LinkedIn, and the whole social media craze there were Forums and…</p>
<p><a href="https://storage.ning.com/topology/rest/1.0/file/get/10639000058?profile=original" target="_blank" rel="noopener"><img src="https://storage.ning.com/topology/rest/1.0/file/get/10639000058?profile=RESIZE_710x" class="align-center" width="455" height="334"/></a></p>
<p style="font-weight: 400;"><strong>Forums, Blogs, News/User Groups and Groups(in general) !!</strong></p>
<p></p>
<p style="font-weight: 400;">So some of the most over looked places to search, post jobs, and make connections are Forums and News/User groups. Back before there was Twitter, LinkedIn, and the whole social media craze there were Forums and News/User groups. Of course now we have Blogs, and websites, that are a little more personal and are centered around the person who owns the website or blog. However there are still Forums and News/User Groups out there that are active and worth looking at as another means of connecting and finding candidates (for the purposes of this post, I am using security orientated criteria but you can use any terms you would like and can also add to this string to create more specific strings).</p>
<p></p>
<p style="font-weight: 400;">Definitions:</p>
<p></p>
<p style="font-weight: 400;"><strong>Forum</strong><span> </span>-<span> </span><span>an Internet discussion group for participants with common interests.</span></p>
<p></p>
<p style="font-weight: 400;"><span><strong>News Groups</strong></span><span> </span><span>-</span><span> </span><span>a discussion group maintained on a computer network such as the Internet in which people leave messages on topics of mutual interest for other participants to read.</span></p>
<p></p>
<p style="font-weight: 400;"><span><strong>User groups</strong></span><span> </span><span>-</span><span> </span><span>a group of people with common interests; for example, in an aspect of computer hardware or software who share information among themselves and with the hardware manufacturer or software developer.</span></p>
<p></p>
<p style="font-weight: 400;"><span><strong>Blog</strong></span><span> </span><span>-</span><span> </span><span>diary on Web site:</span><span> </span><span>a frequently updated personal journal chronicling links at a Web site, intended for public viewing</span></p>
<p></p>
<p style="font-weight: 400;"><span>Now one thing these all have in common, is you can post job descriptions, and network. Kind of like what we do on LinkedIn and Twitter. In fact LinkedIn has groups as does Twitter. Other well known group type sites are; Yahoo and Google.</span></p>
<p></p>
<p style="font-weight: 400;">Also do not be afraid to put all deliminators in parenthesis, as it will make an even more precise string(example<span> </span><em>url:"forum*" ).</em></p>
<p></p>
<p style="font-weight: 400;"><span><strong>Forums and Groups(in general)</strong></span></p>
<p></p>
<p style="font-weight: 400;"><span>Obviously within Yahoo and Google you can search for Forums and Groups(in general), as well as LinkedIn and Twitter and other social media sites for Groups. Below is a string designed to help you find other forums and Groups(in general) that might not be found using the other methods.</span></p>
<p></p>
<p style="font-weight: 400;">url:forum* AND ("penetration testing" OR "ethical hacking" OR "reverse engineer*" OR hacking OR penetration OR vulnerability)</p>
<p></p>
<p style="font-weight: 400;">intitle:security "forum*"</p>
<p></p>
<p style="font-weight: 400;">url:group* AND ("penetration testing" OR "ethical hacking" OR "reverse engineer*" OR hacking OR penetration OR vulnerability)</p>
<p></p>
<p style="font-weight: 400;">intitle:security "group*"</p>
<p></p>
<p style="font-weight: 400;"><strong>News/User Groups</strong></p>
<p></p>
<p style="font-weight: 400;">One of the fist places to look and search for News/User Groups is Infinite Ink. This site shows allot of resources for finding these types of groups.</p>
<p></p>
<p style="font-weight: 400;"><a href="http://www.ii.com/internet/messaging/newsgroups/">http://www.ii.com/internet/messaging/newsgroups/</a></p>
<p></p>
<p style="font-weight: 400;">In addition the below strings will also find some.</p>
<p></p>
<p style="font-weight: 400;">newsgroup* AND ("penetration testing" OR "ethical hacking" OR "reverse engineer*" OR hacking OR penetration OR vulnerability)</p>
<p></p>
<p style="font-weight: 400;">intitle:security "news group"</p>
<p></p>
<p style="font-weight: 400;">usergroup* AND ("penetration testing" OR "ethical hacking" OR "reverse engineer*" OR hacking OR penetration OR vulnerability)</p>
<p></p>
<p style="font-weight: 400;">intitle:security "user group"</p>
<p></p>
<p style="font-weight: 400;"><strong>Blogs</strong></p>
<p></p>
<p style="font-weight: 400;">These are huge and can tell you allot about the blogger and the people who follow them. There is an old saying "smart people, hang around with other smart people". Find one and you are sure to find others.</p>
<p></p>
<p style="font-weight: 400;">Below are links to sites that help you find blogs</p>
<p></p>
<p style="font-weight: 400;"><a href="http://www.findblogs.com/">http://www.findblogs.com/</a></p>
<p></p>
<p style="font-weight: 400;"><a href="http://blogsearch.google.com/">http://blogsearch.google.com/</a></p>
<p></p>
<p style="font-weight: 400;"><a href="http://weblogs.about.com/od/blogreferenceguide/tp/Blog-Search-Engines.htm">http://weblogs.about.com/od/blogreferenceguide/tp/Blog-Search-Engines.htm</a></p>
<p></p>
<p style="font-weight: 400;">Of course we have strings to help as well.</p>
<p></p>
<p style="font-weight: 400;">url:blog* AND ("penetration testing" OR "ethical hacking" OR "reverse engineer*" OR hacking OR penetration OR vulnerability)</p>
<p></p>
<p style="font-weight: 400;">intitle:security "blog*"</p>
<p></p>
<p style="font-weight: 400;">There you have it some tricks and ways to gain access to the valuable resources of Forums, Blogs, News/User Groups, and Groups in general.</p> Partner Sat rating, the true measure of a good Hiring Manager (HM)!!!tag:recruitingblogs.com,2022-04-04:502551:Topic:23318732022-04-04T19:48:53.739ZDean Da Costahttps://recruitingblogs.com/profile/DeanDaCosta
<p><a href="https://storage.ning.com/topology/rest/1.0/file/get/10261589493?profile=original" rel="noopener" target="_blank"><img class="align-center" src="https://storage.ning.com/topology/rest/1.0/file/get/10261589493?profile=RESIZE_710x"></img></a></p>
<p></p>
<p style="font-weight: 400;"><strong>Partner Sat rating, the true measure of a good Hiring Manager (HM)!!!</strong></p>
<p style="font-weight: 400;">So, we as staffing professionals are held accountable for candidate and client (HM) satisfaction. This is measured with a survey and subsequent percentage for success according to a set of questions…</p>
<p><a href="https://storage.ning.com/topology/rest/1.0/file/get/10261589493?profile=original" target="_blank" rel="noopener"><img src="https://storage.ning.com/topology/rest/1.0/file/get/10261589493?profile=RESIZE_710x" class="align-center"/></a></p>
<p></p>
<p style="font-weight: 400;"><strong>Partner Sat rating, the true measure of a good Hiring Manager (HM)!!!</strong></p>
<p style="font-weight: 400;">So, we as staffing professionals are held accountable for candidate and client (HM) satisfaction. This is measured with a survey and subsequent percentage for success according to a set of questions that is answered with a rating scheme.</p>
<p></p>
<p style="font-weight: 400;">However, so much of our ability to be good is dependent on our HMs. If you have a good HM you will be successful, if you have a bad one you will fail. To that end, there should be, and in some companies there is, a Partner Sat rating. This would be done the same as the candidate and client sat ratings, only it would be the staffing professionals and HR who work with a given HM who would be rating the HM. This would then allow the powers that be, to see who is truly committed to filling their positions, working with the staffing professionals and HR, and who is not committed and are a detriment to the process.</p> How to source on the lesser known sites!! NPMtag:recruitingblogs.com,2019-01-22:502551:Topic:20981632019-01-22T19:26:05.764ZDean Da Costahttps://recruitingblogs.com/profile/DeanDaCosta
<p style="text-align: center;"><strong>How to source on the lesser known sites!! NPM</strong></p>
<p style="text-align: center;"></p>
<p style="text-align: center;"><strong><a href="https://storage.ning.com/topology/rest/1.0/file/get/846246849?profile=original" rel="noopener" target="_blank"><img class="align-center" src="https://storage.ning.com/topology/rest/1.0/file/get/846246849?profile=RESIZE_710x"></img></a></strong></p>
<p>NPM is a package manager for the JavaScript programming language. It is the default package manager for the JavaScript runtime environment Node.js. Now what you will get if…</p>
<p style="text-align: center;"><strong>How to source on the lesser known sites!! NPM</strong></p>
<p style="text-align: center;"></p>
<p style="text-align: center;"><strong><a href="https://storage.ning.com/topology/rest/1.0/file/get/846246849?profile=original" target="_blank" rel="noopener"><img src="https://storage.ning.com/topology/rest/1.0/file/get/846246849?profile=RESIZE_710x" class="align-center"/></a></strong></p>
<p>NPM is a package manager for the JavaScript programming language. It is the default package manager for the JavaScript runtime environment Node.js. Now what you will get if you search right are people who are experts with Node. <span>Not a lot of recruiters try to source there. The reason is simple they do not know how.</span> Well to do this without worry you need go no further than into your bag of tricks and pull out an old tried and true tool, a simple search with some extras</p>
<p> </p>
<p>So to source within NPM you simply need to use a skill known as xraying, like the one below. Now the interesting thing is this will actually be a Github result once you open the pages.</p>
<p> </p>
<p>site:npmjs.com/~dave </p>
<p>Now notice that you need a name to search but no worries just go through a list of names </p>
<p>If you run the strings above in google you will get the results below.</p>
<p></p>
<p><a href="https://storage.ning.com/topology/rest/1.0/file/get/846262716?profile=original" target="_blank" rel="noopener"><img src="https://storage.ning.com/topology/rest/1.0/file/get/846262716?profile=RESIZE_710x" class="align-center" width="538" height="470"/></a></p>
<p>Once you go into a profile they will have a gravtar, just click on it, follow it and you can get the info you need(you will need to sign into Wordpress.</p>
<p> </p>
<p>If you need more info on X-raying see my blog post <a href="http://www.recruitingblogs.com/profiles/blogs/seeing-what-is-really-there-a">http://www.recruitingblogs.com/profiles/blogs/seeing-what-is-really-there-a</a></p>
<p> </p>
<p>See my YouTube video on x-raying</p>
<p><a href="http://bit.ly/2SItz9m">http://bit.ly/2SItz9m</a></p> Post Sourcecon Atlanta Fall 2018 Day 2 Automation and Programming Tracktag:recruitingblogs.com,2018-11-19:502551:Topic:20929172018-11-19T20:37:52.499ZDean Da Costahttps://recruitingblogs.com/profile/DeanDaCosta
<p><a href="https://storage.ning.com/topology/rest/1.0/file/get/135834261?profile=original" rel="noopener" target="_blank"><img class="align-center" height="99" src="https://storage.ning.com/topology/rest/1.0/file/get/135834261?profile=original" width="611"></img></a></p>
<p>Next Up Automation & Programming Track Sessions.</p>
<p> </p>
<p>First up Dave Galley which was about a CRM. Mainly about the requirements for</p>
<p>a good CRM. Steps are: Requirements Analysis, System Design, Implementation,</p>
<p>Testing, Deployment, and Maintenance so standard Project Management. He</p>
<p>did show an example or demo CRM and…</p>
<p><a href="https://storage.ning.com/topology/rest/1.0/file/get/135834261?profile=original" target="_blank" rel="noopener"><img src="https://storage.ning.com/topology/rest/1.0/file/get/135834261?profile=original" class="align-center" width="611" height="99"/></a></p>
<p>Next Up Automation & Programming Track Sessions.</p>
<p> </p>
<p>First up Dave Galley which was about a CRM. Mainly about the requirements for</p>
<p>a good CRM. Steps are: Requirements Analysis, System Design, Implementation,</p>
<p>Testing, Deployment, and Maintenance so standard Project Management. He</p>
<p>did show an example or demo CRM and you can get it here:</p>
<p><a href="https://github.com/selllikesybok/SC-Atlanta-2018">https://github.com/selllikesybok/SC-Atlanta-2018</a>.</p>
<p> </p>
<p>Next up Michael Crouse and the Deep Web. Tools mentioned: Google Dorks,</p>
<p>Peek You, Lullar, Wayback Machine, Edgar, YouGetSignal, VEEAM, Virtual Box,</p>
<p>Kali, Shodan, Recon-NG, Metagoofil, Harvester, FOCA, Buscador, and TOR.</p>
<p> </p>
<p>Then came Andre Bradshaw and Data Mining. Tools mentioned were; State’</p>
<p>Medical board site for healthcare provider look ups, Google Sheets, A lot of</p>
<p> Programming, most of which can be done without programming using:</p>
<p>Dataminer, Zapinfo, and other scraping tools.</p>
<p> </p>
<p>I already did a post on my session which fits here so no need to repeat.</p>
<p> </p>
<p>Next week Day 2 Purple Squirrel.</p> Tips To Write Resume For Oil And Gas Jobtag:recruitingblogs.com,2018-02-21:502551:Topic:20611932018-02-21T06:52:45.941ZTalEnghttps://recruitingblogs.com/profile/PhilHouston
<p>If you are looking to find a new oil and gas job, then updating your CV is probably a good idea. We have put together a CV guide that is tailored to<span> </span><strong>oil and gas consultants</strong><span> </span>and should help your CV get the attention it deserves from hiring managers and oil and gas recruitment agencies.</p>
<p>Before we start, it is worth pointing out that there is no definitive format for<span> </span><strong>writing a CV</strong>, but there are certain points that…</p>
<p>If you are looking to find a new oil and gas job, then updating your CV is probably a good idea. We have put together a CV guide that is tailored to<span> </span><strong>oil and gas consultants</strong><span> </span>and should help your CV get the attention it deserves from hiring managers and oil and gas recruitment agencies.</p>
<p>Before we start, it is worth pointing out that there is no definitive format for<span> </span><strong>writing a CV</strong>, but there are certain points that all CVs should contain, and some big mistakes that should be avoided:</p>
<h2>Design and Structure</h2>
<p>Presentation is key, when you consider there might be hundreds of applicants for a job, your CV must stand out. Layout and structure need to be clear and concise, use bullet points to highlight each achievement you have made, and to show where you can add value to a company.</p>
<h3>Length</h3>
<p>Two pages is a good length for a CV, three pages is considered excessive. If you have pages of text related to all the previous tasks you have performed, then we would suggest maintaining a short CV (that you initially send) and the longer version can be given out when people want more information.</p>
<h2>Standard Info</h2>
<p><strong>Do</strong><span> </span>– Include an email address and phone number (you would be amazed how many people don’t)<br/> <strong>Do</strong><span> </span>– Include your education, training courses, certificates, awards.<br/> <strong>Do</strong><span> </span>– Include membership to any official groups or chartership bodies.<br/> <strong>Do</strong><span> </span>– Include a personal biography.</p>
<p><strong>DON’T</strong><span> </span>– Include your full address. There is no need, everything is done via email these days. Country and city are helpful, but nobody needs to know exactly where you live unless you intend on inviting them round for tea.</p>
<p><strong>DON’T</strong><span> </span>– Include information on your marital status and family – we aren’t allowed to consider it when hiring for positions, so it shouldn’t be there.</p>
<h2>Tell Us What You Achieved</h2>
<p>If you worked on a FEED for 12 months and produced 62 deliverables, it doesn’t show why you should be hired over the next person who applies. You need to say what quantitative results you achieved – Decreased review cycles, Increased quality of safety discussions, Saved TIC through value engineering, etc. This will make you stand out from the others.</p>
<h2>Key Skills</h2>
<p>For<span> </span><strong>oil and gas jobs</strong>, particularly<span> </span><a href="https://www.talengpro.com/news/engineering-specialists-go/">engineering specialist</a><span> </span>roles, we need to know what your key skills are so make these clear on your CV. Highlight software you can use, development types you are familiar with and what roles you can perform on a project.</p>
<h2>Project Experience</h2>
<p><strong>O&G recruitment agencies</strong><span> </span>will hire a familiar face if possible, so the best way to get noticed is by having a good track record of projects under your belt. Lots of our positions are filled by people with direct experience of an area or facility, so we need to know what you have worked on in the past. Make sure all your<span> </span><a href="https://www.talengpro.com/find-project">oil and gas projects</a><span> </span>are noted, even if these are only included as a brief list.</p>
<h2>Make it Robot Proof</h2>
<p>Applicant Tracking Systems supposedly sift through a CV and find the best candidates for a job based on key word search. This use of technology is limited, as it assumes everyone writes their CV’s identically (we don’t use<span> ATS Technology</span>, we use our brains in matching candidates to projects). Nevertheless, if you are applying to oil and gas jobs outside of<span> TalEng</span><span> </span>(we forgive you) it is worth checking your CV contains the correct top skills and competencies that an oil and gas recruitment agency would look for (job positions, software skills, management experience, etc). Otherwise your CV gets removed without being looked at by a human.</p>
<p>Source- <a href="https://www.talengpro.com" target="_blank" rel="noopener">TalEngPro</a></p> Relevance of domain expertisetag:recruitingblogs.com,2018-01-15:502551:Topic:20560022018-01-15T13:54:09.701ZSunil Kumarhttps://recruitingblogs.com/profile/SunilKumar54
<p>Dear Friends,</p>
<p>I have been in discussion with few of my ex colleagues and learned something which i feel is not the right indicator of the role fitment. Majority of the hiring managers are being choosy about the domain expertise and reluctant to consider the candidates from a different domain expertise, no matter how good they are in their area of expertise. A recent case, i referred a fantastic (IT)Recruiter to a great eCommerce organization, they liked his expertise in Recruitment,…</p>
<p>Dear Friends,</p>
<p>I have been in discussion with few of my ex colleagues and learned something which i feel is not the right indicator of the role fitment. Majority of the hiring managers are being choosy about the domain expertise and reluctant to consider the candidates from a different domain expertise, no matter how good they are in their area of expertise. A recent case, i referred a fantastic (IT)Recruiter to a great eCommerce organization, they liked his expertise in Recruitment, but not going ahead as he does not have prior experience in eCom industry. Somewhere i feel it is not right as gaining that expertise should not take much time and this is how we promote diverse mindset within the team and organization. Your views pls.</p>
<p></p>
<p>Regards</p>
<p>Sunil Kumar</p> Factors that Differentiate Top Permanent Placement Recruiterstag:recruitingblogs.com,2017-11-29:502551:Topic:20507182017-11-29T19:45:25.726ZKevin Kohttps://recruitingblogs.com/profile/KevinKo
<p><a href="http://www.jobscience.com/">Jobscience</a> provides recruiting and workforce management systems for employers and agencies. In the process of developing and extending our systems we routinely conduct customer surveys to determine what seems to be working and where customers need improvements. In the process, we often discover factors related to our customer’s businesses that potentially have broader interest.</p>
<p>This discussion summarizes a recent survey of agency recruiters…</p>
<p><a href="http://www.jobscience.com/">Jobscience</a> provides recruiting and workforce management systems for employers and agencies. In the process of developing and extending our systems we routinely conduct customer surveys to determine what seems to be working and where customers need improvements. In the process, we often discover factors related to our customer’s businesses that potentially have broader interest.</p>
<p>This discussion summarizes a recent survey of agency recruiters that specialize in permanent placement. Specifically, we will report the factors that separate the top producers from the average permanent placement recruiters.</p>
<p>The survey covered just under 100 permanent placement recruiters in geographically dispersed locations, skill requirements and industry specialties. Although strong results can be affected by such factors as the markets that the recruiter serves, the salary levels of the recruiter’s job orders and the economic conditions in their location, we believe that the sample is sufficient to offset these factors.</p>
<p>It should also be noted that many recruitment agencies pride themselves on the longevity of their staff. They do not run General Electric-type operations that turnover the lowest 10% of their producers each year. As a result, a curve that shows the slope from the strongest recruiters to the weakest recruiters has a long tail towards the weakest recruiters.</p>
<p>With these caveats, there appear to be factors that separate the top perm placement producers in an agency from the average recruiters in the same agency, as well as the new & developing recruiters and the laggards. The top producers take less time to fill open job orders and they have fewer open job orders assigned to them. They also produce more submittals, schedule more candidate interviews and produce more offers.</p>
<p>Our survey found that the average permanent placement recruiter has 14 placements a year. 50% of the recruiters that we surveyed produce between 8 and 12 placements a year. The lowest quarter averaged 6 permanent placements a year.</p>
<p>By contrast, the top producers averaged 29 placements a year, 214% better than the average. They did this by producing 78% of the submittals, 55% of the interviews and 60% of the offers generated by the firm.</p>
<p>The permanent placement recruiters surveyed averaged 84 days to close a permanent placement. The top recruiters averaged 61 days, 73% of the time that it took the average permanent placement recruiter to fill their open job orders.</p>
<p>As noted, there are many factors that determine the success on an agency’s permanent placement recruiter but it makes sense that they focus on producing more submittals and interviews for fewer job orders to close their job orders 27% faster than the average recruiter.</p>
<p>The agencies surveyed average 16 permanent placement recruiters. It was not clear whether firms of this size allows enough specialization, both recruiter specialization, and assignment specialization, for this sample to produce findings that are significantly different than the industry as a whole.</p>
<p>Jobscience will continue to publish findings from its customer surveys where we believe there is the potential to have a wider industry interest and educational value. Stay tuned.</p>