Search Results - Enterprise

Topic: Meet Rainer Jeske: "Going Global, A German Recruitment Expert in Japan": kedin.com/in/rainerconnectyou Rainer Jeske conducts retainer and contingency executive and engineering specialist searches in Japan with a focus on leading IT, automotive and industrial vendors. His company, CONNECTYOU, is headquartered in the AIG Building in Marunouchi, right opposite the Imperial Palace and has a branch office in Shinagawa close to Sony. CONNECTYOU was founded in 2004. Rainer is a Co-Founder of the "Japan Information Technology Recruitment Association (JITRA)." He possesses a Masters Degree in Technology Management/Innovation Management from Manchester University and participated in the Program International de Management for Innovation Management at University Bocconi, Milan, Italy. He has been living in Japan since 1996. Q & A with Rainer Jeske Six Degrees: Tell us of your home world. I was born and raised in Germany and settled down in Japan after studying in Manchester/UK and Bocconi/Milan. My first contact with Japan dates back to 1995. I arranged myself a project in Tokyo about accelerating new product development cycles with Japan Management Association Consultants for my Master Course Technology Management Dissertation. Upon graduation in 1996 from Manchester School of Management, I secured a scholarship for studying Japanese language for two years. Since I wanted to do something with people and IT/High-Tech Consulting, IT recruitment made sense. In 1999, I joined an aggressively expanding IT recruiting agency which became one of the largest IT boutique search firms in Tokyo. I have been working in Tokyo for the last ten years. I moved to Japanese countryside Odawara, 150 miles west of Tokyo, after living in Tokyo for 10 years. I will be marrying a Japanese national at the beginning of 2009. Six Degrees: How did you get started as a recruiter Rainer Jeske: My first contact with Japan dates back to 1995. I arranged myself a project about accelerating new product development cycles with Japan Management Association Consultants in Tokyo for my MSc Technology Management Dissertation. Upon graduation in 1996 from Manchester School of Management, I secured a scholarship for studying Japanese language for two years. Since I wanted to do something with people and IT/High-Tech Consulting, IT recruitment made sense. In 1999, I joined an aggressively expanding IT recruiting agency which became one of the largest IT boutique search firms in Tokyo. Helping to build the start-up and executive teams of famous Silicon Valley companies’ subsidiaries in Japan across all IT sectors gave me unique insights and skills into the business challenges and recruiting needs of foreign-capital companies trying to expand in the Japanese market. Ultimately, I established my own company called CONNECTYOU, www.connectyou.biz, which is specializing in IT, Semiconductors and Automotive/Industrial executive and engineer search in Japan. My business partner has 15 years experience of sales experience in the enterprise software industry and covers mainly Software - IT clients. Two assistants are supporting our sales and research activities. Beyond developing CONNECTYOU, I have been establishing two Associations: a) Japan IT Recruitment Association and b) Japan Kuchikomi (=Word of Mouth) Marketing Association – KUMA. Japan IT Recruitment Association: www.jitra.org JITRA is to a) establish standards for quality and ethics in the Japanese IT recruitment industry. Members have to commit and abide to a Code of Conduct - http://jitra.org/codeofconduct.php. b) promote networking and collaboration as the first IT-focused Recruiter-to-Recruiter forum in Japan. c) connect overseas recruiters with suitable IT recruiting specialists for their particular search needs in Japan. d) promote cooperation and exchanges with American, European, Asia-Pacific, African or Arabian Recruiter Associations, Recruiter Media and HR Associations. Non-members, including those in Japan and overseas, can join the Japan IT Recruiting Forum which is a Japan-focused recruiter community site for all those interested in IT recruiting in Japan: www.JapanITRecruitingForum.ning.com Six Degrees: What languages are you fluent in? Rainer Jeske: I am fluent in Japanese, English, Italian and German. Six Degrees: What countries are you accountable for? I am recruiting bilingual (English and Japanese) IT, semicon and automotive professionals for the Japanese market. Sourcing in the US or Europe occurs from time to time. For example I just closed the search for finding the president of a European automobile manufacturer with a candidate living in Germany. Sourcing in Silicon Valley for software architects or semicon specialists is another example. Six Degrees: How is culture a factor in the hiring practice different from other countries you recruit from? Rainer Jeske: The fact that so few Japanese speak English fluently is the biggest challenge in recruiting because it drastically reduces the bilingual candidate pool. It also means that fluency in speaking and writing Japanese becomes a mandatory high hurdle for non-Japanese intending to work here. As a result, Japan has the lowest percentage of foreign workers as part of their total workforce worldwide. IBM Japan, for example, employs more than 20,000 people. The number of foreigners is 120. Secondly, women have a tough time. Not only because heavy drinking and smoking with customers are common practices of conducting business. Discrimination at top engineering colleges or top companies makes career development an uphill battle. Less than one percent of executives in Japan are female. Six Degrees: Where is Japan ahead of the USA in certain recruitment tactics? Rainer Jeske: The recruitment industry in Japan is behind the rest of the world. Galápagos Island model may be a good term to describe it. Six Degrees: What networking groups are available and influential within Europe as a whole and within your country in particular? Rainer Jeske: Foreign or local Chamber of Commerces, especially the American Chamber of Commerce; Tokyo American Club Six Degrees: What types of training in sourcing/recruitment are available to you and have you taken advantage of? Rainer Jeske: I received training in “American style headhunting” during the first four years of my IT headhunting career. That laid a good foundation. After establishing my own company, I relied mainly on on-line sources such as ERE, AIRS and subject-matter expert blogs from the United States. But the tricky part is that a lot of American approaches of on-line recruiting do not work because of Japanese language or cultural differences. Six Degrees: What single event had the most impact on your sourcing/recruiting career? What inspires You as a Recruiter? Rainer Jeske: Everyone is passionate about something – we source our energy from core values and beliefs. My core values are innovation, fairness, integrity, accountability, and teamwork. I’m inspired by the opportunity to create new ventures, to discover new horizons, to be present to life, and to reach for excellence. For me, all of these are embodied in samba, and it allows me to show up at my work every day completely lit up and ready to make a difference for my candidates and clients.” Two months ago, a Dutch student at Tokyo Institute of Technology contacted me in the search for a job to start no earlier than 10 months later. That is because he was in the midst of writing up his master course dissertation in robotics. I was inclined to politely pass on his case. Usually I only support mid-career job changers with proper working visas. More importantly, his Japanese was only basic to intermediate. In 9 years of recruiting in Japan I have never placed someone like him. Still, I decided to give him a chance to apply for a pioneering Japanese robotics R&D position, mainly because he was very passionate about his dream to pursue a career in robotics. While the Japanese client was concerned about him being nervous during his first interview as well as the lack of hands-on work experience, they gave him a chance for a second interview to present his favorite future robotics projects. After it, I was lucky to receive for him an offer letter for a full time corporate R&D position combined with a joined PhD program with a renowned robotics professor. Out of curiosity, I asked my client why they hired him. “Because he has a great passion and big vision for robotics”.vision for robotics”.…; Added by Dave Mendoza at 8:44pm on August 10, 2008

Topic: Customer Experience Management & Retention Conference: , Advocacy and Loyalty Leaders will share insights on the latest developments in the design of strategies being deployed to determine the proper key performance indicators for customer satisfaction. Hear from your peers first hand on how to understand customer expectations and increasing operational efficiencies in order to build upon customer experience and retention. Learn from our speakers within the Customer Experience industry how to design a more value driven customer experience strategy during an economic recession, maximize internal strategic business partnerships and create a strategic customer experience plan that meets current market demands. Continuing its Customer Experience in the Business Strategy series, marcus evans invites SVP’s, VP’s, Directors and Senior Managers with responsibilities in Customer Experience, Customer Satisfaction, Customer Research, Relationship Marketing, CRM, Brand Communications, Customer Insights, Loyalty/Retention, Customer Relations and Customer Engagement to attend. Current speakers attending this premiere conference are from leading companies including Thomson Reuters, BMO Financial Group, Wildblue Communications, Cisco, Yahoo, DirecTV, Polycom, Wells Fargo, Hallmark, Microsoft, Michelin North America, Phillips Medical Systems and many more. Key conference topics include: Design a more value driven customer experience strategy to navigate during an economic recession Plan satisfaction metrics including net promoter and satisfaction stats to show financial impact and gauge customer insight Marry customer feedback and response data collected to drive business process change Maximize internal strategic business partnership for customer satisfaction to achieve enterprise wide gains Develop customer loyalty that repels recession This is not a trade show; our Customer Experience series is targeted at a focused group of senior level executives to maintain an intimate atmosphere for the delegates and speakers. Since we are not a vendor driven conference, the higher-level focus allows the delegates to network with their industry peers and speakers. For more information on this conference, please visit: http://www.marcusevansch.com/CEMPressRelease About marcus evans marcus evans conferences annually produce over 2,000 high quality events designed to provide key strategic business information, best practice and networking opportunities for senior industry decision-makers. Our global reach is utilized to attract over 30,000 speakers annually, ensuring niche focused subject matter presented directly by practitioners and a diversity of information to assist our clients in adopting best practice in all business disciplines. Contact Michele Westergaard 312-540-3000 ext. 6625 Michelew@marcusevansch.com …; Added by Michele Westergaard at 5:23pm on August 11, 2010

Topic: Phone Sourcing (Multi-Tasking): ng presents but there’s something else entirely that could mean big money to someone who knows how to talk on the telephone! I’m working a job looking for a Director of Operations for a manufacturing supplier to the HVAC industry that is located in the mid section of the United States. The first part of the job was complete when I had (phone) sourced about a hundred Plant Managers, Operations Managers and Directors at about 75 targets. I have pretty much the entire industry covered (in the mid-section region/major players) with my target list so this sourcing attempt should pretty much tell the story of the state of the industry at this point in time (as far as Operations are concerned.) I’m in the second part of the job and I’m “profiling” – that means I’m calling each person and saying: “Hi, Tom. My name is Maureen Sharib and I’m calling you from Cincinnati and you don’t know me.“ “Tom” says a number of things: “No, I don’t know you.” “I kinda’ do now.” “Uh- huh.” “What can I help you with?” He can also say nothing. “I’m helping a recruiter fill a Director of Operations position in/near your city and we’re wondering if you might have an interest in an opportunity like this.” Tom then says a number of things: “No, I’m pretty happy here.” “Hmmm…. – sounds interesting. Tell me more.” “Yeah, I’d be interested – how’d you get my name?” There are some other reactions but for now these’ll do to get the point across. A few (so far) responses have surprised (even) me: “No, I don’t think so – I’m the owner here!” I’ve heard this before – occasionally I’ll pick up an Owner’s name in jobs like this that are targeting entire industries; ESPECIALLY when I’m asking for the “Plant Manager” or the “Operations Manager.” The first owner I hit was on a Tuesday night. I tell that (developing) story here. The second one I hit two days later on the following Thursday afternoon and here’s what happened: I (unwittingly) called a company where I had the “Plant Manager” identified as Mark. I asked for Mark and was transferred to him. He answered. It was the fifth time I’d tried to reach him – all my previous attempts had gone to his Voice Mails. I had not left any messages. I rarely do unless I have a relationship begun with the person. “Yadda yadda,” (all that I said above) and he said: “I’m not interested but I can tell you I’m always looking for good salespeople and I ALWAYS (emphasis on ALWAYS) need qualified technicians. There aren’t nearly enough of them in this business!” That above is the business development portion of phone sourcing for those of you who didn’t catch it. He went on: “I bet you’re calling from one of the big ones…” He then named a few that, in fact were on my list as well as the company that was looking for the Director of Operations. I revealed nothing. There was a rather awkward silence that he broke first: “I’m an owner here.” Now that can mean a couple things. It could mean he’s a newly vested employee in an “ESOP” – an employee stock ownership plan which involves employees buying shares in a company that are held in trust. It could also mean he’s the owner. It could also mean he’s one of the owners in some type of partnership – usually a general, limited or limited liability type. Let’s look at his words. He said, “I’m an owner here.” The way he said it led me to believe he had partners. I ventured forth: “Have you all ever thought of selling your company?” He said, “Honey, we think of selling this company every day. That’s’ what we bought it for! We’ve taken this from a 9 million dollar business to a 40 million dollar enterprise.” “We’ve done that by buying eight companies in five years – all in the same industry.” Nonplussed and hearing something else in his tone, I chanced: “Something tells me you may not be as interested in selling at this point as in buying.” “Absolutely!” He enthused. “We want the next purchase we make to be in the $25-50 million gross range. We figure we can double our size in one fell swoop that way.” And they can and this is the way many companies at this growth stage do double (and triple) their sizes (in one fell swoop.) I then poked around a little, finding out that the ownership arrangement was in a limited partnership and he was one of the limited and that there was one Principle and three other limited. I know, from this information that I’m not talking to the decision maker but I do not know yet what the relationship is among the partners. I will - all in good time. He then volunteered that he had spent 23 years with one of the major industry players and he and the four others had formed a partnership and purchased the first of the eight companies they now own. I asked him if all the companies were profitable. He replied, “Very!" I then asked what they were looking for in their next acquisition besides size. He told me they’d like the next company to be in either the state they were located in or in concentric states about two states wide before admitting that they had recently looked at a company on the East Coast and would consider looking at companies “anywhere really, getting right down to the bottom of things.” “Just so they make sense.” “It must be in a related industry and should have a good service offering – and NOT be in manufacturing,” he emphasized. “We do some manufacturing when the customer gets down on their knees and begs us but we don’t like to. You can’t make any money in it,” he said. Now, it just so happens a few of the companies on my target list fit that bill. I’m going to sniff around a little more in my calling and see what else develops. So, let’s see. In two days I’ve stumbled across two owners – one a possible seller and the other a possible seller but more probably a possible buyer. We’ll see and I’ll keep you all informed how this “job” is working out! P.S. There’s another area of business touched upon above that phone sourcing facilitates. Can you spot it and what is it? Interested in phone sourcing metrics today? This might be worth a look. …; Added by Maureen Sharib at 8:08am on January 10, 2013

Comment on: Topic 'Recruiter's Recruiter for the East Coast': elow-excellent staffing industry references available.......... thanks, steve cooper 954 242 0619 tamarac, fl (fort lauderdale area) Stephen E. Cooper 7261 Fairfax Drive Tamarac, FL 33321 954 242 0619 StephenElliottCooper@Yahoo.com OBJECTIVES To be the Consummate Team-Player, bringing my Skills and Life Experience to an organization to help that organization thrive; to make a positive difference in peoples lives-both those with whom I work, along with the clients/customers I serve; and to thoroughly enjoy the personal satisfaction and financial rewards that come as a result of my committed efforts and achievements SUMMARY Consultative/B2B Sales/Customer Service Expert with Proficiency in Internal Human Resources Recruiting/Staffing/Training, External Sourcing/Recruiting, New Business Development and Client/Customer/Candidate Relationship Management; Primary Expertise in the area of Full-Life Cycle, Direct Sourcing/Recruiting for Information Technology, Telecom, and Engineering Sectors; Secondary Expertise in Finance/Accounting, Insurance, Pharmaceutical, Energy and Defense Sectors High Volume/Deadline Driven High Caliber Talent Identification and Acquisition-Filling Contract, Direct Hire and Temp to Perm Requirements for such Clients as: AT&T, Avaya (formerly Lucent Technologies), Telcordia (formerly Bellcore), Verizon, IBM Global Solutions, Merril Lynch, TIAA-CREF, Pfizer, New York Life, Consolidated Edison (Indian Point), Commonwealth Electric (Pilgrim Power Plant), Digital Corp (Acquired by HP), Honeywell, Lockheed Martin, Raytheon, Unisys Corporation, etc.; Quality IT, Telecom Candidates Sourced/Recruited including: Specific Expertise in SAP, Oracle and PeopleSoft Enterpise Solutions, ERP, Supply Chain, CRM, Program Management, Project Management, , Hardware (ASIC Design) Developers/Testers, Server and Application Software Developers, Web Developers, Testing/QA,Systems Analysts, Business Intelligence, Business Analysts, Datawarehousing, Database Administrators, Network/System Administrators, Desktop Support, Technical Writers; Quality Engineering Candidates including Product, Process, Quality, Test, Mechanical, Electronic Engineering, and Nuclear; Expertise in the use of Specialized Job Boards/Internet Sourcing, User Groups, Professional Networking, Old-fashioned "Headhunter--Cold Calling" into Client Competitors, and Candidate Referrals; Ability to interact effectively with multiple recruiters, internal and external, and with high-demand client hiring managers Real Estate Brokerage- Recruitment/Training, Sales, Sales Management, Residential Leasing, Mortgage Lending; Aviation/Homeland Security Experience with prior US Government Security Clearance; Extensive Inbound and Outbound Telephone and Strong Internet/Computer Experience; Help Desk/Call Center/Training Experience; Creative Thinker "Outside the Box", Problem Solver with Outstanding Verbal and Written Communication Skills; Excellent Driving History, Non-Smoker WORK HISTORY Recruiter for Consultis, Boca Raton, FL Contract Assignment 1/08-2/08 Short-Term Contract Assignment, temporarily augmenting Recruiting Staff for Immediate Job Order fulfillment; Contract, Perm and Temp to Perm Sourcing/Recruiting (Interviewing/Salary/Benefits Negotiations)-Heavy Phone and Internet Sourcing (Job Board and Passive) Mid to Senior Level High Caliber Technology, Engineering, and Finance/Accounting Candidates for Southeastern Florida Clients; utilized Web-based Full-Cycle Recruitment Database Management System for Job Orders and Applicant Tracking/Resume Management/Database Mining Stephen E. Cooper, Licensed Real Estate Broker, NY 8/04-11/07 Residential and Commercial, Sales, Sales Management/Recruitment/Training, Residential (Single Family and Multifamily) Leasing, Mortgage Financing, Heavy Phone Contact, High Quality Client/Customer Service; Residential Leasing Specialist (Marketing, Tenant Selection, Lease Negotiations, Property Management) IT Recruiter Alpha Recruiting, East Brunswick, NJ Contract Assignment 4/04-8/04 Short-Term Contract Assignment, temporarily augmenting Recruiting Staff for Immediate Job Order fulfillment; High volume,Contract Sourcing/Recruiting-Telecommuting, Heavy Phone and Internet/Email Recruiting (Job Board and Passive Sourcing/Interviewing/Salary/Benefits Negotiations) Entry Level, Mid to Senior Level High Caliber Engineering and Technology -Mainframe and Client/Server Candidates, primarily in NYC Metropolitan, NJ and Nationwide markets, for on-site consulting assignments for AT&T(Oracle) and IBM Global Soluions (SAP) Department of Homeland Security/TSA 11/02-01/04 Stewart International Airport, New Windsor, NY Transportation Security Screener/Customer Service Representative/Trainer Responsible for Federal Security Screening for Air Passengers and Baggage; Trainer/Instructor for Continuing Education for TSA Screening Personnel at Stewart Airport; Module prepared by PowerPoint Presentation: "Customer Service and the TSA Information Technology Recruiter for Applied Concepts, NYC 5/98-12/01 Senior Technical Recruiter/ Customer Service Representative/In-House Recruiter/Trainer Account Manager for VERIZON-established the account and recruited for the account; Recruited and Trained Internal Recruiters; High volume, Contract, Perm and Temp to Perm Sourcing/Recruiting -Corporate Location and Telecommuting, Heavy Phone and Internet Sourcing(Job Board and Passive) /Email Recruiting (Sourcing/Interviewing/Salary/Benefits Negotiations) for Mid to Senior Level High Caliber Engineering, Mainframe and Client/Server Candidates, primarily in NYC Metropolitan, NJ and National markets maintaining, on average, 30-40 high-margin Consultants on hourly billing ; Core contributor to achieving a 150-200 contractor headcount positoning the company for a $10,000,000 buyout by SBS, and International Staffing Company based in the UK; Primary Clients were AT&T (Oracle Financials), Lucent Technologies (Volt eProcurement), Telcordia (formerly BellCore); Others included: IBM Global Solutions (SAP R/2, R/3); Technology and Finance/Accounting Candidates for Merrill Lynch, JP Morgan, Morgan Stanley, NY Life, TIAA-CREF, Pfizer; participated by special invitation, in an Open Forum for Enterprise E-Procurement at AT&T Corporate HQ in Basking Ridge, NJ; topics discussed focused on Strategic Sourcing and Procurement within the context of "Vendor Neutral Master Payer" Supply Chain alternatives, interacting with a small number of AT&T Senior Management and other preferred suppliers; utilized Web-based Full-Cycle Recruitment ATS IT and Engineering Recruiter for ManPower Technical Boston MA 9/97-4/98 Full Desk Lead Recruiter/ Customer Service Representative/In-House Recruiter/Trainer Recruited and Trained Internal Recruiters; Hgh volume,Contract, Perm and Temp to Perm Recruiting-Sourcing/Full-cycle Sales/Recruiting (Sourcing/Interviewing/Salary/Benefits Negotiations) including Customer Sourcing, Job-Order Management, Mid to Senior Level High Caliber Technology, Engineering, and Finance/Accounting Candidates , Interviewing, Salary/Benefits Negotiations,Contract/Permanent placements. Heavy Phone and Internet Sourcing/Email Recruiting for New Customers and the Highest Quality Candidates; Established "ManPower Technical" Branch in the Boston Market and outlying areas; As Account Manager and Lead Recruiter, successfully recruited for and deployed a 500 NT Workstation Replacement Project for UNISYS and the Internal Revenue Service for the Andover, Lowell and Methuen, MA sites coinciding with a similar deployment at the Philadelphia site, attaching to the NT Servers in Memphis. As Account Manager and Lead Recruiter, successfully recruited for and deployed a Windows 95 Migration Project for ENTEX, National Technical Services Firm, at three customer sites in Boston, Burlington, and in Westborough, MA; utilized UNIX-based Mainframe Full-Cycle Recruitment Database Management System for Job Orders and Applicant Tracking/Resume Management/Database Mining Commercial RE Website (Emerging Internet Technology), Hingham, MA Short-Term Project 5/97-9/97 Telesales Manager/In-House Recruiter/Trainer Recruited and Trained Internally for Telesales/Customer Service/Technical Support Staff; Website Services specific to the Commercial Real Estate Industry; Heavy Phone and Email employed; Implemented Marketing Plan and initiated procedures to streamline and consolidate the Sales Cycle by creating urgency via fax and using a "one-call close", helping "start-up" company to increase New Customer Enrollment without sacrificing High-Quality Customer Service. Recruiting, Training, Managing and motivating other Telesales Personnel, greatly enhancing Morale, instilling a winning "Team Spirit" and "can do" attitude MICROSOFT® (Outsource Stream) Canton, MA 1995-1997 Software Support Representative- Call Center/Technical Support/Customer Service/In-House Recruiter/Trainer Provided responsive and competent telephone support to customers in areas of product features, installation, use, and usability for MICROSOFT WORD® and troubleshooting associated Hardware, DOS, WINDOWS and related Software Issues; Provided a high level of professional, competent support to all customers in pre-sales and post-sales situations. Insured that the department goals of problem response and problem duration were met by keeping my assigned open call queue current; Provided telephone support a minimum of 7 hours daily and fill in on the phones for others in accordance with the "all hands on deck philosophy." Maintained and exceeded customer satisfaction according to the required levels of measurements for this position. Maintained a high level of technical product knowledge in the specified software products and became knowledgeable in new products as assigned. Author, Administrator and Recruiter/Trainer for an Internal Training Program for Support Technicians focused on Advanced Customer Service Skills; STREAM Awards for Teamwork, Peer-to-Peer Training and Team Building EDUCATION/TRAINING/TECHNICAL SKILLS Enrolling at University of Walden for BS in Human Resources-anticipated degree 2010; Advanced Customer Service Skills; Oracle/Case Method Entity Relationship Modeling; Java/HTML and UNIX based Recruitment RDBMS, Certified by STREAM in Microsoft® Word; MS Outlook, Excel, PowerPoint, MS-DOS, Windows, UNIX, Internet/Intranet, Security X-Ray Systems and Explosive-Detection Technologies PROFESSIONAL LICESNES CURRENTLY HELD Licensed Florida Real Estate Broker Licensed Florida Mortgage Broker Licensed Florida Notary Public Licensed NYS Real Estate Broker…; Added by steve cooper at 9:28pm on July 31, 2008

Blog Post: Why Your Recruiter Branding Matters!

Much has been said (and to my chagrin), about recruiters who are money hungry, blood sucking, pieces of …well you get the point. I would like to believe that …

Added by Mike Chuidian at 11:51am on December 5, 2012

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