most recognizable brands on the planet. Unfortunately it’s also one that doesn’t leverage their great consumer brand in their employment brand. I’m talking about Disney.
Let me give you some context here. I live in Orange, California – just a stone’s throw away from Anaheim – or about 5 miles as Tinkerbell flies from the Happiest Place on Earth. I enjoy the Fireworks Spectacular every night from my back yard. For the third Christmas in a row, my family received season passes to Disneyland. Honestly, I’m a Mickey fan. My friends warned me, “Don’t dis the Mouse! It’s practically un-American!” But hey, I just can’t help it! Mickey and friends are just not living up to the Disney standard when it comes to their recruitment efforts.
The landing page for the Disney career site is flat. You can’t click on another page of their website without videos and music. So naturally you’d think with all the splash, boom, bang, technology and magic that they’d have a page that would be so memorable you’d get lost in the wonderment. (I mean for crying out loud - Fortune Named Disney the World's Most Admired Entertainment Company – you’d think there would be some excitement!) Not here. There are four - count them, four - still pictures that rotate on the screen. The pictures are:
The Disney plaque being polished
An artist sculpting characters
The ESPN bullpen (nice diversity touch here)
A shot of Main Street in Disneyland with more people than Times Square on New Year’s Eve (maybe this is so prospective applicants can understand the absolute mayhem and madness of a summer day in the park!)
Their welcome is promising. They talk about imagination, childhood dreams, magic, wonder, culture, laughter, astonishment, joy, thrills. There’s room for talented people. It’s a dream job. Magic - REALLY?! How would I know that? Maybe from the picture of the plaque polisher or mental Main Street? It sure doesn’t look that way so far. But let’s dig deeper.
They mention their culture in their welcome but try and find out anything about it in the career section and you’re lost. They list six values (innovation, quality, community, storytelling, optimism and decency) that “make our brands stand out”. I guess those can loosely correlate to the employee experience. There’s not a lot of depth here. I really expected more from the “Life at Disney” section.
Disney is doing some things right. The “search jobs” function passes my “three clicks and you’re out” rule. This is a huge plus because it makes the process easy for the applicants. I was able to search all jobs in Anaheim in two clicks. Once there, you notice a lot of intern positions. What does this tell me? A couple things. One - the Mouse is cheap, looking for cheap labor from college grads so they can have a big name company on the top of their resume. The second thing it tells me is that Disney has smart approach to filling vacancies and filling the talent pool of the future – get ‘em when they’re young and train them well. The job descriptions are simple, nothing too exciting or memorable with the exception of a lot of corporate acronyms that meant nothing to me.
Disney’s best and most well hidden section of the career site is the link to Disney Auditions. For all you character wannabes, this is the place to look for open casting calls so you can don a Goofy suit and walk around the park in 100 degree weather in August (remember the Main Street picture from the career landing page?) Sounds like a dream job, don’t it?
The word for the audition site is again – flat. But it does give some good tips on what to expect and how to prepare for an audition. The real gem about this page? Videos - finally! Well thank my Fairy Godmother! There are videos from actual employees, like Jamie, who invites you to click her video and watch what she has to say about her Disney experience. Well that’s great – if you’ve already got Quicktime player downloaded on your computer. If not, you’ll feel like Alice going down the rabbit hole while you wait for the installing and restarting (that’s if you decide that watching the video is even worth it at this point). There are lots of employee videos – and that’s great if you want to play Goofy or parade down Main Street. These videos are exclusively for preparing to audition. Unless you’re an actor, you don’t get to see or hear what it’s really like.
The functionality of the videos are not just a Disney flaw; it’s one we see time and time again on corporate career sites. Companies pay a lot of money to have video shot of real employees only to have the video fail to play on the site. This brings up the question of who monitors your career site? There are many schools of thought here:
· Marketing should own it. Why? It’s a PR /communication tool and that falls under Marketing.
· IT should own it. Why? IT owns everything that has to do with the website so it should be monitored and quality control checked by them.
· HR should own it. Why? It’s the career site and they’re in charge of recruiting.
Not an easy question to answer or responsibility to assign, but someone, a human person (not Cinderella’s animal friends) should own the functionality of the career site. They should visit the site daily, apply for a job, play the videos and ensure all the working parts are indeed working! This same thought process also applies to the sites that invite you to “send us an email with your questions”. Who’s answering these questions? How often, how quickly and in whose voice is the answer in?
Back to the site…the audition page does a good job of pointing out that not everyone can be a character, singer or actor at Disney, so they list off all the other opportunities for you to become an entertainment cast member. Two thumbs up for the cult-like approach to calling all employees “cast members” and making it sound like one big, happy family in one huge global conglomerate. The truth is, Disney has all types of positions – they even need experts in pyrotechnics. Disney is a recognized pyrotechnic industry leader and the world's largest producer of fireworks shows. It takes a large team of highly trained and certified pyro-technicians to execute our many unique shows around the world. Trust me, Disney’s fireworks are cool. Disneyland is cool. Even dressing up like Goofy is cool. But Disney’s career site is not cool. I have to give the Disney and the Mouse a “D” on their career site – “D” for disappointing.
on the latest technology from Cisco, Juniper, and F5 technologies.
You will be able to research new technology, network communication standards, and processes
Additionally, you will facilitate the selection and implementation of network infrastructure to match the global needs of the company in a high growth, highly technical environment.
You’ll be asked to assist in the identification, development, and implementation of industry standards of security best practice while working with the project manager and team to assess business requirements along with developing high-level
You will participate in the assessment and strategy planning of acquisitions and implement network redundancy solutions and disaster recovery plans.
Ensure network engineer is adhering to established standards and applying them correctly
Provide input as to proper tools and environment selection
Identify, interact and provide high level of service with internal and external customer ensuring needs are being met
Manage risk identification and risk mitigation strategies associated with the architecture
Develop and document of policies, procedures, standards and guidelines
Work with technical staff and vendor to resolve technical problems
Bachelors Degree in related field
7 (seven) years experience in related field
Proven experience in high growth, highly complex environments
10 years experience supporting complex Cisco networks with extensive experience in Cisco routers, firewalls, VPN, and switching technologies
4 (Four) years experience with global network architecture design and management
8 (Eight) years experience with DNS, NTP, LDAP, Radius, load balancer, monitoring, and various network applications
F5 experience and Juniper Firewall Experience preferred
4 (Four) years experience with network management in data center operation
Expert technical troubleshooting experience
Demonstrated self-starter and demonstrated ability to independently resolve problems
Ability to perform effectively in a fast paced environment with short timelines and set deadlines
Ability to maintain a professional and courteous manner in difficult situations
Ability to maintain high quality work to manage multiple critical projects
Ability to communicate effectively with a diverse group of technology staffs and management
Ability to perform and participate in a team oriented environment
Good communication skills and writing skills
Overtime required occasionally
Possible off site duties on occasion
Ability to work on an on-call basis when required
Salary up to 140K Interview expenses offered
VP Client Services
Visit our Careers Website to view our current opportunities
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meet the following requirements:
· 7+ years of recent experience developing ETL
solutions for Data warehouses
· Recent IBM Datastage experience
· Experience upgrading from DataStage v 6.x
and 7 to Datastage v7.5.
· UDB/DB2 v. 8 and 9.5 exp
· ZEKE Schedule preferred
· Clearcase, Clearquest,
· DB2 Stored procedures experience
· Experience with Informatica, Abinitio, SAS,
· Experience with formal project methodologies
· Previous experience with healthcare industry
· Large scale Data experience a must.
Compensation to 120K base + bonus
Chris ShouletTop Dog Recruiting301firstname.lastname@example.org…
professional team. The ideal candidate will have a degree in Accounting, strong
computer skills and communications
skills. In this progressive organization you can contribute to the company's
vision and goals and be appreciated and rewarded for your hard work and ability
to drive results.
Ø Manage the Canadian / US Payroll
Ø Responsibility for maintaining the appropriate US / Canada Payroll deductions
Ø Payroll and Payroll reporting using a third party vendor
Ø Monthly Financial Reporting
Ø Accounts Payable and Expense Reports
Ø Monthly Invoicing to Clients
Ø General Ledger Oversight
Ø Reconciliation of monthly accounts, balance sheet, monthly journal entries and accrual entries
Ø Assist in intercompany accounting
Ø Special projects as directed
Ø 5 + years in a service industry preferably software
Ø Bachelor's degree in Accounting required
Ø Strong knowledge of payroll
Ø Knowledge of true ups, W-2,941 forms W-3 & other related forms
Ø Willingness to learn and grow with technology
Ø Strong computer skills
Ø General Ledger experience
Ø Self motivated, strong communicator and works well with both clients and peers
Ø Detail oriented and the ability to work within deadlines
Ø Knowledge of IFRS is helpful but not required…
· 2-5 years of shopping center management
· Strong operations background
· Shopping center operations experience
· Experience working with vendors on capital
· Budgeting experience
· Experience hiring and training staff
· Exp. Ensuring safe and secure shopping
· Identifying and resolving repair projects
· Ensuring contract specifications are
· Strong MS office experience (Word, Excel,
· Experience working with tenants for
buildouts / Tenant coordination, etc
· Experience with frequent shopper club
programs a plus
· Experience managing teams of 2-10 employees
Compensation to 65K base + bonus
(15% total fee on this one)Chris ShouletTop Dog Recruiting301email@example.com…
Fairfield County CT
The qualified candidate must meet the following core requirements and will present a resume clearly demonstrating the following
experience listed in each bullet below:
· 5+ years of Facilities Electrical Engineering
· Experience working for a design consulting firm
· Data Center expertise
· Experience supporting facilities design and
construction projects including new buildings and alterations / expansions of
· Experience performing electrical engineering
analysis and design, establishing project design requirements, design criteria
and estimating assumptions.
· Experience directing design consultants and
supporting construction and commissioning efforts.
· Must have client interfacing experience
· UPS Systems, Static Swatches, generators, and
Paralleling switchgear experience
· Ability to travel up to 10% (1 day / week)
· Bachelors degree (preference for Bachelors in
Compensation 90-130K base DOE + bonus
Chris ShouletTop Dog Recruiting301firstname.lastname@example.org…
Linda Lutton, a Project Leader at Futurestep, will be speaking at the onrec.com Online Recruitment Conference & Expo 2010, to be held at the Donald E Stephens Convention Center, in Chicago from September 14-16, 2010.
More recruiters find themselves facing growing hiring needs while struggling with reduced internal talent resources. With over 18 years of RPO and Recruiting experience Linda will share proven methods to relieve some of the current resource hurdles in her session: Jumpstart Your Talent Recovery: An Insider’s Look at the Outside Staffing Option. With over 40 expert speakers at onrec Expo 2010 this will be one of the many great learning opportunities for the attendees.
onrec Expo 2010 provides a thriving network and exposition hall packed with the latest tools and services to help your organization hire the best, and is highly regarded as the “must attend” recruitment event of 2010 where corporate recruiting practitioners and thought leaders will educate hundreds of attendees with cutting edge training (HRCI Credit pending) on innovative sourcing, screening and recruiting techniques and technologies.
onrec Expo 2010 will bring together global delegates and exhibitors involved in recruitment to share their common interests, provide a business driven networking environment, and stimulate discussions, debates, and beneficial partnerships.
As the economy shows signs of recovery and companies begin hiring again, talent planners often find themselves facing growing hiring needs while struggling with reduced internal talent resources. If you find yourself facing this dilemma, outsourced staffing provides a compelling talent strategy option, but there is no single provider or formula for success that’s right for every situation.
In this presentation, Linda will share valuable lessons from more than 20 years in the recruiting industry, working from both the buyer and provider sides of the outsourced staffing function. From experience, she will provide practical insight that can help you better understand your needs, ask the right questions, and drive the right decisions for your talent organization. This presentation will cover critical areas of interest, including:
· Risks and Rewards: Where Companies Succeeded and Where they’ve Gone Wrong?
· Establishing Goals: Understanding Your Needs and Setting Realistic Expectations
· Making Sense of the Options: Contingent Search, Retained Search, On-site/Off-site Recruiters, Projects, RPO
· Things You May Not Have Considered: Near-term vs. Long-term Effectiveness, SLAs, Communication, the Real Meaning of Scalability, and other Important Insights
Linda is responsible for managing client relationships working with notable enterprise such as Fonterra, FBI, Conoco Phillips and General Mills. Prior to joining Futurestep she spent over 18 years in the recruiting industry, managing RPO teams on the service provider side for Bernard Hodes and on the corporate side was responsible for bringing an RPO solution back in-house for the Hershey Company and led the evaluation, implementation and management of an RPO solution for Storage Technologies.
Futurestep is a Korn/Ferry Company and a leading global talent acquisition solutions provider, helping companies build and implement strategies for improving their talent acquisition operations. Key areas of focus include Talent Acquisition Consulting, Recruitment Process Outsourcing, Project-Based Recruitment and Mid-Level Recruitment. With operations on four continents, Futurestep provides the experience and expertise to address the most pressing talent acquisition challenges facing companies today. To learn more, visit www.futurestep.com.
About onrec Expo:
onrec Expo is Onrec.com’s annual international recruitment conference featuring a wide range of over 25 industry specific topics from more than 40 of the top thought leaders and industry experts - and with the 2009 acquisition of Kennedy Information's Recruiting Conference and RecruitingTrends.com, onrec Expo has effectively become the must attend recruitment conference of the year.
A division of the Tarsus Group - an international B2B media company creating industry-leading events, publications and online media since 1998 - Onrec.com is the world's leading information resource for Human Resource and Recruiting professionals, and is the accompanying website to Online Recruitment Magazine, which takes an in-depth look into recruitment and industry suppliers - helping corporate recruiters, recruitment agencies, and suppliers find the best resources available through a range of media and services. A growing portfolio supported by Tarsus Online Media, features educational and networking products in the talent management, HR and recruiting sector including; TalentManagementTech.com, RetentionInstitute.com, TheRecruitingConference.com, RecruitingTrends.com, and Onrec.com.
Start onrec Expo 2010 by joining our great line-up of leading experts on online sourcing. Expand your understanding of the proven tools, techniques, and strategies to deepen your talent pool and optimize your sourcing channels, by attending the preconference Sourcing Summit: http://www.Onrec.com/conferenceusa/pages/sourcing_summit1
For an overview of all Onrec session topics visit: http://www.Onrec.com/conferenceusa/pages/session_descriptions
For more information on all of the speakers participating at this event visit: http://www.Onrec.com/conferenceusa/pages/speakers
For more information on the Onrec.com Online Recruitment Conference & Expo 2010, contact Anna Brekka at anna@Onrec.com or go to www.Onrec.com/conferenceusa…