All Discussions Tagged 'Jobs' - RecruitingBlogs2024-03-28T17:55:51Zhttps://recruitingblogs.com/forum/topic/listForTag?tag=Jobs&feed=yes&xn_auth=noChronos Consulting - International Recruitment Companytag:recruitingblogs.com,2014-07-01:502551:Topic:18131202014-07-01T16:16:39.774ZMicheal Obinemehttps://recruitingblogs.com/profile/MichealObineme
<p>Chronos Consulting is an award winning global recruiter with operations in over 70 countries including USA, UK, Russia, China, India, Brazil, Argentina, Mexico, Spain, The Netherlands, Romania, Turkey, Venezuela, Australia, Peru, Chile, Costa Rica, Portugal, Hungary, Romania, Poland , Bulgaria, Estonia, Lithuania, Latvia, China, Sweden, South Africa and Switzerland. Specialized in international recruitment in cleantech, oil, gas, nuclear, power generation, IT and Telecoms and agribusiness.…</p>
<p>Chronos Consulting is an award winning global recruiter with operations in over 70 countries including USA, UK, Russia, China, India, Brazil, Argentina, Mexico, Spain, The Netherlands, Romania, Turkey, Venezuela, Australia, Peru, Chile, Costa Rica, Portugal, Hungary, Romania, Poland , Bulgaria, Estonia, Lithuania, Latvia, China, Sweden, South Africa and Switzerland. Specialized in international recruitment in cleantech, oil, gas, nuclear, power generation, IT and Telecoms and agribusiness. Over 8000 contractors. The largest recruitment company in Central and Eastern Europe.<br/> <br/> <br/> <img alt="Chronos Consulting - International Recruitment" src="http://news.chronosconsulting.com/templates/chronossystems/images/coberonlogomini.gif"/></p>
<p>We have direct reach to over 1 million candidates in the industry. With our LIVE candidate database, huge Social Media presence, clever online marketing and our global team of top recruiters our network is truly unique. Our directors all have a background working in the industry and we are genuinely better positioned than any other recruitment agency when it comes to candidate attraction and ultimately filling client’s oil and gas jobs.<br/> <br/> Whether you are looking to fill a single vacancy or man an entire project Chronos is well positioned to help. We can recruit locally or globally and will tailor a solution to suit your exact requirements. <br/> <br/> <u><b>ABOUT COBERON CHRONOS</b></u></p>
<ul>
<li>Privately owned, independent global professional and technical staffing services provider.</li>
<li>Over 40 locations operated worldwide.</li>
<li>Proven track record of working with blue chip Fortune 1000 corporations in EMEA, India, China, USA, Latin America for 10 years.</li>
<li>ENERGY (Oil & Gas) - TECHNOLOGY – ENGINEERING focus</li>
<li>Unique project delivery methodology with a strong team-ethos of sharing information, knowledge and experience.</li>
<li>All staff multilingual and multicultural.</li>
<li>ISO 9001:2008 certified Quality Management System.</li>
<li>Committed to the UN Global Compact.</li>
<li>Chronos Systems is listed on the INC5000 in the USA and Deloitte Technology Fast 500 in EMEA.</li>
</ul>
<p><u><b>Specialties</b></u><br/> Alternative energy recruitment, oil recruitment, gas recruitment, engineering recruitment, nuclear industry recruitment, rare earths, mining recruitment, international recruitment, software development for Fortune 500, IT recruitment, agribusiness, payrolling, RPO.</p>
<p>Some of our clients are listed below:<br/> <img src="http://www.chronosconsulting.com/images/stories/Clients/Energy/cairm.jpg" style="display: block; margin-left: auto; margin-right: auto;"/> <img src="http://www.chronosconsulting.com/images/stories/Clients/Energy/neptune.jpg"/> <img src="http://www.chronosconsulting.com/images/stories/Clients/Energy/indianoil.jpg"/> <img src="http://www.chronosconsulting.com/images/stories/Clients/Energy/crg.jpg" style="display: block; margin-left: auto; margin-right: auto;"/></p>
<table border="0" cellspacing="20">
<tbody><tr><td><img src="http://www.chronosconsulting.com/images/stories/Clients/Energy/alstom.jpg"/></td>
<td><img src="http://www.chronosconsulting.com/images/stories/Clients/Energy/amec.jpg"/></td>
<td></td>
</tr>
<tr><td><img src="http://www.chronosconsulting.com/images/stories/Clients/Energy/bakerh.jpg" style="display: block; margin-left: auto; margin-right: auto;"/></td>
<td><img src="http://www.chronosconsulting.com/images/stories/Clients/Energy/becco.jpg"/></td>
<td></td>
</tr>
<tr><td><img src="http://www.chronosconsulting.com/images/stories/Clients/Energy/cgc.jpg" style="display: block; margin-left: auto; margin-right: auto;"/></td>
<td><img src="http://www.chronosconsulting.com/images/stories/Clients/Energy/exterran.jpg"/></td>
<td></td>
</tr>
<tr><td><img src="http://www.chronosconsulting.com/images/stories/Clients/Energy/flarent.jpg"/></td>
<td><img src="http://www.chronosconsulting.com/images/stories/Clients/Energy/hanover.jpg"/></td>
<td></td>
</tr>
<tr><td><img src="http://www.chronosconsulting.com/images/stories/Clients/Energy/jenco.jpg"/></td>
<td> <img src="http://www.chronosconsulting.com/images/stories/Clients/Energy/areva2.jpg" style="display: block; margin-left: auto; margin-right: auto;"/></td>
<td></td>
</tr>
<tr><td><img src="http://www.chronosconsulting.com/images/stories/Clients/Energy/oxy.jpg"/></td>
<td><img src="http://www.chronosconsulting.com/images/stories/Clients/Energy/panamerican.jpg"/></td>
<td></td>
</tr>
<tr><td><img src="http://www.chronosconsulting.com/images/stories/Clients/Energy/serimax.jpg"/></td>
<td><img src="http://www.chronosconsulting.com/images/stories/Clients/Energy/swiss.jpg"/></td>
<td></td>
</tr>
<tr><td><img src="http://www.chronosconsulting.com/images/stories/Clients/Energy/tr.jpg"/></td>
<td><img src="http://www.chronosconsulting.com/images/stories/Clients/Energy/westsiberian.jpg"/></td>
<td></td>
</tr>
</tbody>
</table>
<p><b> </b><img alt="devon_logo" src="http://www.chronosconsulting.com/images/stories/devon_logo.gif" height="40" width="94"/> <img src="http://www.chronosconsulting.com/images/stories/Clients/Energy/thinkoil.jpg"/> <br/> <img src="http://www.chronosconsulting.com/images/stories/Clients/Energy/repsol.jpg" style="cursor: move;"/> <b><br/></b></p>
<p><b>For more information and enquiries, <a href="http://www.ndubestexplorer.com/2013/12/chronos-consulting-international.html" target="_blank">CLICK HERE TO READMORE</a><br/></b></p> Social Recruiting Going to Lead to Legal Trouble?tag:recruitingblogs.com,2014-04-22:502551:Topic:18010142014-04-22T01:41:59.782ZTim Spagnolahttps://recruitingblogs.com/profile/TimSpagnola
<p><img src="http://static2.businessinsider.com/image/4a9d3d84aa784238735856d6/bayers-one-a-day-brand-is-in-legal-trouble-the-brief.jpg"></img> '</p>
<p>Interesting read from <a href="http://www.bna.com/social-media-strategies-n17179889714/" target="_blank">BloombergBNA</a>: </p>
<p></p>
<p><em>By <a class="bluenobold" href="mailto:mbologna@bna.com">Michael Bologna</a></em> </p>
<p>April 7 — Although social media websites have become powerful tools for recruitment and hiring, employers that rely too heavily on these channels to attract and screen talent might expose themselves to significant legal risks, employment…</p>
<p><img src="http://static2.businessinsider.com/image/4a9d3d84aa784238735856d6/bayers-one-a-day-brand-is-in-legal-trouble-the-brief.jpg"/>'</p>
<p>Interesting read from <a href="http://www.bna.com/social-media-strategies-n17179889714/" target="_blank">BloombergBNA</a>: </p>
<p></p>
<p><em>By <a href="mailto:mbologna@bna.com" class="bluenobold">Michael Bologna</a></em> </p>
<p>April 7 — Although social media websites have become powerful tools for recruitment and hiring, employers that rely too heavily on these channels to attract and screen talent might expose themselves to significant legal risks, employment attorneys and recruiting specialists told Bloomberg BNA in recent interviews.</p>
<p>Those risks, they said, might manifest as civil rights complaints filed under Title VII of the 1964 Civil Rights Act, the Americans with Disabilities Act, the Age Discrimination in Employment Act and/or similar state-based anti-discrimination laws.</p>
<p>The complaints might allege that the employer's use of social media channels such as LinkedIn, Twitter or Facebook uncovered protected class information that was used to disqualify an applicant, attorneys and recruiters said. An alternate theory might assert that the employer's social-media-driven recruiting process created barriers that made it harder for members of a protected class to compete for employment.</p>
<p>Although these legal theories have generated little, if any, litigation to date, practitioners said, there's a lag in litigation involving the use of new technologies in the workplace.</p>
<h6>‘Hot Button Issue.'</h6>
<p>Stephanie R. Thomas, chief executive of labor and employment consulting firm Thomas Econometrics Inc. in Bristol, Pa., said concern is growing within state and federal agencies that monitor civil rights and labor laws. She noted that the Equal Employment Opportunity Commission hosted a March 12 hearing to gather information about employer use of social media and consider the implications for the laws enforced by the EEOC.</p>
<p>“Is this the hot button issue that everyone is filing suits over?—No,” Thomas told Bloomberg BNA March 31. “But it is something employers need to be concerned about. It is something that the EEOC and the regulatory agencies are concerned about.”</p>
<p>The Society for Human Resource Management has reported that employers increasingly are relying on social networking sites to recruit job candidates. In a survey published in April 2013, SHRM found 77 percent of its members reported regularly using social networking sites for recruiting, up from 56 percent in 2011. SHRM said its members use the sites to locate passive job candidates, search for active candidates, and create interest for hiring by posting information about their organizations.</p>
<p>LinkedIn has become the most important tool for employers using social media. The SHRM report found that 94 percent of employers using social media favor LinkedIn, about the same as the 95 percent who used it in 2011. Fifty-eight percent said they use Facebook, up from 54 percent two years earlier. Finally, 42 percent of human resources professionals said they use Twitter for recruitment, up from 39 percent in 2011.</p>
<h6>Some Employers Express Ambivalence</h6>
<p>Although enthusiasm is high for social media as a recruiting tool, SHRM found that some employers are ambivalent about such channels for screening job applicants. Only 20 percent of SHRM members said they actively use social networking sites and other online search functions to screen applicants, and 68 percent said they never use these strategies to screen candidates.</p>
<p>Nearly three-quarters of SHRM members in that latter category said they were concerned that such screening strategies would expose their organizations to legal risks.</p>
<p>Thomas, who consults with Fortune 500 clients on equal employment opportunity and compensation, said an important risk associated with social media channels involves accusations of intentional disparate treatment.</p>
<p>She said a job applicant might accuse an employer of using protected class information, gathered from a social media site, to discriminate. The threat is real, she said, because such sites expose the employer to a wealth of information that can't be used during the hiring process.</p>
<p>“One of the challenges of using social media is that there is a lot being posted that could disclose protected class information,” Thomas said. “So for a Facebook page or a LinkedIn page, you might see a photograph. From that you might be able to infer the gender of that person, the race, the ethnicity, the age of that person. You might be able to infer a disability status. You might be able to see this person is pregnant. This is not information you should have when you're making the hiring decision.’’</p>
<h6>Can't ‘Unring the Bell.'</h6>
<p>Angela Preston, general counsel for EmployeeScreenIQ, a Cleveland-based employment screening and consulting firm, said employers targeted for intentional discrimination would have a difficult time disproving the allegation. At a minimum, Preston said the employer would be forced to acknowledge awareness that the applicant is a member of a protected class based on the social media search.</p>
<p>“Once it is reviewed, it is really hard to unring the bell, so to speak,’’ Preston told Bloomberg BNA March 31. “Once the hiring manager or recruiter looked at the information, it is hard to prove he didn't consider it. It is hard to prove a negative. And the thing with social media and various websites is it is very easy to track who has looked at your profile. The web is a road map for who looked at what.’’</p>
<p>On a second front, Thomas and Preston said exclusive reliance on social media for recruiting might expose an employer to claims of disparate impact, alleging that the employer's recruitment and hiring process barred members of a protected class from being able to compete for employment.</p>
<p>Thomas and Preston said the applicant could assert that the demographic profile of the employer's preferred social media channel eliminated members of a protected class from consideration. Similarly, the applicant might argue that the employer's exclusive reliance on social media to attract applicants had a discriminatory impact on a protected class of applicants without access to online technology.</p>
<p>“If you are relying on only one source, or limiting your sources for the candidate pool, you could be excluding a protected class or putting a particular group at a disadvantage,’’ Preston said.</p>
<h6>Risks Remain Theoretical</h6>
<p>Despite these concerns, both plaintiffs' and defense attorneys working in the employment arena acknowledged that social-media-driven civil rights claims remain largely theoretical in the current environment.</p>
<p>Brian E. Koncius, a partner with Bogas, Koncius & Croson PC in Bingham Falls, Mich., whose firm usually represents plaintiffs in employment matters, said he is unaware of any plaintiffs making such allegations. Failure-to-hire claims are inherently difficult for plaintiffs, he said. Given the wrinkles of new technology and a climate of relatively high unemployment, he said, such cases would be even harder to prove in court.</p>
<p>“This is a new issue, it is interesting, it is sexier than some other things” in employment law, Koncius told Bloomberg BNA April 1. “But case law, due to the nature of the beast, is about two years behind. Things take time to work through the process. So it will take time to get cases, and rulings and appeals.’’</p>
<p></p>
<p><a href="http://www.bna.com/social-media-strategies-n17179889714/" target="_blank">BEST PRACTICES and rest of article</a></p> Bragging Rights: Who made a placement this week? (2/21)tag:recruitingblogs.com,2014-02-21:502551:Topic:17908722014-02-21T19:23:42.532ZTim Spagnolahttps://recruitingblogs.com/profile/TimSpagnola
<p><a href="http://storage.ning.com/topology/rest/1.0/file/get/1267860702?profile=original" target="_self"><img src="http://storage.ning.com/topology/rest/1.0/file/get/1267860702?profile=original" width="273" class="align-center"/></a></p>
<p></p>
<p></p>
<p>What say you RBC?</p>
<p>Who made a client or Hiring manger happy this week? Who was successful in placing a candidate this week?</p>
<p></p>
<p>Sadly - I'm not in the cool kids club for this week. </p>
<p></p>
<p></p>
<p><a href="http://storage.ning.com/topology/rest/1.0/file/get/1267860702?profile=original" target="_self"><img src="http://storage.ning.com/topology/rest/1.0/file/get/1267860702?profile=original" width="273" class="align-center"/></a></p>
<p></p>
<p></p>
<p>What say you RBC?</p>
<p>Who made a client or Hiring manger happy this week? Who was successful in placing a candidate this week?</p>
<p></p>
<p>Sadly - I'm not in the cool kids club for this week. </p>
<p></p>
<p></p> Article: Poll says new college grads aren't ready for worktag:recruitingblogs.com,2013-06-12:502551:Topic:17140692013-06-12T23:57:01.336ZTim Spagnolahttps://recruitingblogs.com/profile/TimSpagnola
<p>What do you think recruiters? Uphill battle for new graduates?</p>
<p><em>Fifty-three percent of U.S. employers plan to hire 2013 college graduates this year. The rest aren't hiring largely because they don't have jobs to offer.</em></p>
<div><em>But according to survey results released Tuesday by the Society for Human Resource Management, there's more than a sluggish job market to blame.</em><div><br></br><em>The survey revealed widespread dissatisfaction with the graduates' perceived job…</em></div>
</div>
<p>What do you think recruiters? Uphill battle for new graduates?</p>
<p><em>Fifty-three percent of U.S. employers plan to hire 2013 college graduates this year. The rest aren't hiring largely because they don't have jobs to offer.</em></p>
<div><em>But according to survey results released Tuesday by the Society for Human Resource Management, there's more than a sluggish job market to blame.</em><div><br/><em>The survey revealed widespread dissatisfaction with the graduates' perceived job readiness, as well as a technical skills mismatch between the applicants and job requirements.</em><div><p><em><br/>Almost half of human resource officials polled by the professional organization said this year's college graduates lack basic English skills in grammar and spelling. Eighteen percent said the grads come up short in math and computation. Thirteen percent faulted the grads' spoken English, and 10 percent cited a lack of reading comprehension.</em></p>
<p><em>The biggest complaint by hirers was that the graduates lack "professionalism" or "work ethic," a deficiency listed by half of those surveyed. Nearly half detected a lack of "business acumen."</em></p>
<p><em>The generalized complaints - obtained from members of the human resource association - were reported along with more detailed revelations about why organizations were or weren't hiring. Among hirers, 20 percent said the graduates were "underqualified" for their job openings.</em></p>
<p><em>Job categories that hirers described as "very difficult" to fill were engineers, computer technicians and programmers, scientists, and skilled-trades workers such as carpenters, machinists, mechanics, welders and plumbers.</em></p>
<div><br/>Read more here: <a href="http://www.kansascity.com/2013/06/11/4287748/poll-says-new-college-grads-arent.html#storylink=cpy">http://www.kansascity.com/2013/06/11/4287748/poll-says-new-college-grads-arent.html#storylink=cpy</a></div>
<p></p>
</div>
</div>
</div> How is the view from your recruiting desk?tag:recruitingblogs.com,2013-06-11:502551:Topic:17132252013-06-11T00:08:06.509ZTim Spagnolahttps://recruitingblogs.com/profile/TimSpagnola
<p>Does it look like this guy's?</p>
<p><a href="http://video.foxbusiness.com/v/2448388808001/staffing-firms-take-on-jobs-report/" target="_blank">Staffing Firm’s Take on Jobs Report</a> (Video)</p>
<p></p>
<p>*Side Note: Yes.....I clicked on a Fox News link. I may melt. </p>
<p>Does it look like this guy's?</p>
<p><a href="http://video.foxbusiness.com/v/2448388808001/staffing-firms-take-on-jobs-report/" target="_blank">Staffing Firm’s Take on Jobs Report</a> (Video)</p>
<p></p>
<p>*Side Note: Yes.....I clicked on a Fox News link. I may melt. </p> Long-Term Joblessness A Major Hurdle For America's Labor Forcetag:recruitingblogs.com,2012-08-13:502551:Topic:15886702012-08-13T13:24:25.113ZTim Spagnolahttps://recruitingblogs.com/profile/TimSpagnola
<p>Anyone see this report last night?</p>
<p><br/><a href="http://www.huffingtonpost.com/2012/08/13/60-minutes-unemployment-long-term_n_1771379.html" target="_blank">"60 Minutes" Unemployment Report: Long-Term Joblessness A Major Hurdle For America's Labor Force</a></p>
<p></p>
<p>Is must be currently employed the latest tag line to be added to job orders?</p>
<p></p>
<p></p>
<p>Anyone see this report last night?</p>
<p><br/><a href="http://www.huffingtonpost.com/2012/08/13/60-minutes-unemployment-long-term_n_1771379.html" target="_blank">"60 Minutes" Unemployment Report: Long-Term Joblessness A Major Hurdle For America's Labor Force</a></p>
<p></p>
<p>Is must be currently employed the latest tag line to be added to job orders?</p>
<p></p>
<p></p> Question of the day: How many is too many? How many open Jobs can you effectively manage?tag:recruitingblogs.com,2012-06-05:502551:Topic:15668322012-06-05T10:58:57.043ZTim Spagnolahttps://recruitingblogs.com/profile/TimSpagnola
<p>From today's RBC Daily:</p>
<p></p>
<p>How many is too many? How many open Jobs can you effectively manage?</p>
<p>From today's RBC Daily:</p>
<p></p>
<p>How many is too many? How many open Jobs can you effectively manage?</p> Question of the day: Have you ever used video in marketing your open jobs?tag:recruitingblogs.com,2012-01-24:502551:Topic:15027752012-01-24T15:02:53.606ZTim Spagnolahttps://recruitingblogs.com/profile/TimSpagnola
<p><img class="align-center" alt="http://www.travelizmo.com/archives/JVC-GY-HD100.jpg" src="http://www.travelizmo.com/archives/JVC-GY-HD100.jpg"/></p>
<p></p>
<p>In follow up to yesterday's #RBChat;</p>
<p></p>
<p>Have you ever used video in marketing your open jobs?</p>
<p></p>
<p>Should also add that those that participated in yesterday's chat requested the Inbound Recruiter himself join us one of these weeks to discuss this topic in a bit more detail. </p>
<p><img class="align-center" alt="http://www.travelizmo.com/archives/JVC-GY-HD100.jpg" src="http://www.travelizmo.com/archives/JVC-GY-HD100.jpg"/></p>
<p></p>
<p>In follow up to yesterday's #RBChat;</p>
<p></p>
<p>Have you ever used video in marketing your open jobs?</p>
<p></p>
<p>Should also add that those that participated in yesterday's chat requested the Inbound Recruiter himself join us one of these weeks to discuss this topic in a bit more detail. </p> Keep in touch with changes in your LinkedIn network using JobChangeAlert iPhone/iPad apptag:recruitingblogs.com,2012-01-03:502551:Topic:14908772012-01-03T17:49:41.629ZBharath Natarajanhttps://recruitingblogs.com/profile/BharathNatarajan
<p>I wanted to bring to your attention a new tool which helps you use LinkedIn effectively.</p>
<p>To extract full value from LinkedIn you need to know when your connections change their jobs. Know when your connection gets promoted, starts their own company, joins a new company or retires from their job.</p>
<p>If you are in sales, marketing, recruiting, or a job seeker you need to download JobChangeAlert iPhone</p>
<p>app. <a href="http://bit.ly/sYlzzN">http://bit.ly/sYlzzN</a></p>
<p>I wanted to bring to your attention a new tool which helps you use LinkedIn effectively.</p>
<p>To extract full value from LinkedIn you need to know when your connections change their jobs. Know when your connection gets promoted, starts their own company, joins a new company or retires from their job.</p>
<p>If you are in sales, marketing, recruiting, or a job seeker you need to download JobChangeAlert iPhone</p>
<p>app. <a href="http://bit.ly/sYlzzN">http://bit.ly/sYlzzN</a></p> Question of the day: Do you give a second chance to unprepared candidates?tag:recruitingblogs.com,2011-12-02:502551:Topic:14762252011-12-02T15:38:25.914ZTim Spagnolahttps://recruitingblogs.com/profile/TimSpagnola
<p><img height="176" id="il_fi" src="http://authorspeaks.files.wordpress.com/2011/02/second_chance.jpg" style="padding-right: 8px; padding-top: 8px; padding-bottom: 8px;" width="262"></img></p>
<p><span style="color: black;">This week on #RBChat we covered an interesting topic about recruiter pet peeves. One of the things we discussed was unprepared candidates. The proposed scenario was this – a candidate initiates contact by responding to a job listing but when the recruiter follows up (that same day) the individual is clueless. What are your thoughts on what happens next?</span></p>
<p><span style="color: black;"><br></br></span></p>
<p><span style="color: black;">Do…</span></p>
<p><img style="padding-right: 8px; padding-top: 8px; padding-bottom: 8px;" src="http://authorspeaks.files.wordpress.com/2011/02/second_chance.jpg" id="il_fi" height="176" width="262"/></p>
<p><span style="color: black;">This week on #RBChat we covered an interesting topic about recruiter pet peeves. One of the things we discussed was unprepared candidates. The proposed scenario was this – a candidate initiates contact by responding to a job listing but when the recruiter follows up (that same day) the individual is clueless. What are your thoughts on what happens next?</span></p>
<p><span style="color: black;"><br/></span></p>
<p><span style="color: black;">Do you give a second chance to unprepared candidates?</span></p>