Search Results - Exercise produces

Blog Post: Motivating the Office Mob!: Motivation is the key to success! We all know this. A lack of motivation means…; Added by Michael Stoyanoff at 9:46am on February 23, 2011

Comment on: Topic 'Is Headhunting ethical?': ding, find the candidate of choice, put them in my trunk, drive to my client, open the trunk again and say "here is your new employer"!. Moreover, I have yet to succeed at placing anyone who lacked a compelling reason to leave their current employer/my source company. I do no harm. I am an agent of facilitation for others to exercise their, God-Given, free will and improve their life, career and family's lifestyle. We, as recruiters, have always been the essential element whose services availed the most deserving employers of the best talent. From that, great companies produce competitive results, wealth and opportunities. I feel blessed indeed to be a free agent of commerce in a democratic country whose employers have created some of the best advancements in human history. But like Dennis Miller, "I could be wrong."... not!…; Added by Doug Beabout at 6:02pm on November 20, 2008

Blog Post: Take A Break From Screens: Look After Your Health by Getting Outdoors

It’s fair to say that the past year has not been…

Added by Caitlin Purvis at 11:20am on April 14, 2021

Blog Post: “I Want to Help People”: My 2 ½ year old granddaughter is…; Added by Mark Bregman at 1:17pm on October 4, 2011

Topic: Phone Sourcing "Minimums": One reason we imposed a “minimum” was because we began to notice an up-tick in companies requesting we go into companies and source certain titles. What ended up happening on all these searches was a scarcity of people emerged holding those titles, for a couple different reasons (companies were small, title was unique, persons holding title were mostly located at headquarters which was NOT in the job's geographic target zone, etc.) In all three cases the information ended up being more of a competitive intelligence exercise that benefited the customer than a names sourcing success that benefited us. Maybe that was the original intent - who knows? Another reason we imposed a ten name minimum (and we’re thinking of upping it to twenty names) is that any less than ten names is pretty much assured not to produce any (hiring) results for the customer. Sourcing is a numbers game and you’ve learned in previous lessons that 30-50 names, usually, is what’s required for a search to produce one immediate hire (in most industries; not counting defense, pharma, biotech, SAP-anything or Big 4). Even when a customer orders the minimum of ten names I warn that customer that this is probably not going to be enough; that it "might work but probably won't". I think some still cling to that number because this is a first time experience for them and they want to see how the process “works”. It’s still not a good idea, though. THE BIGGEST REASON to impose a minimum, though, is because it takes time to “touch” a job. What I mean is it takes you a couple hours to “set” a job up properly, and you’ve all learned, in past lessons, how to do that. In addition to the couple hours it took to set the job up, you can easily spend a couple hours doing Internet research on the targets to find those few ‘names in’ that will help you when you begin your calling. This reason alone is why you should have a “minimum” fee on all your searches. ****** Attend the MagicMethod Phone Sourcing All Day Seminar in Miami, FL on September 4 at the Shane Center sponsored by Confisa International Group. Email bob@techtrak.com for registration form or call him at 513 899 9628. Seats are $325 and INCLUDE lunch AND a three month subscription to the seminal "Magic in the Method" telephone names sourcing course. Register early for a 10% discount!…; Added by Maureen Sharib at 5:45am on July 2, 2008

Topic: Phone Sourcing "Minimums": One reason we imposed a “minimum” was because we began to notice an up-tick in companies requesting we go into companies and source certain titles. What ended up happening on all these searches was a scarcity of people emerged holding those titles, for a couple different reasons (companies were small, title was unique, persons holding title were mostly located at headquarters which was NOT in the job's geographic target zone, etc.) In all three cases the information ended up being more of a competitive intelligence exercise that benefited the customer than a names sourcing success that benefited us. Maybe that was the original intent - who knows? Another reason we imposed a ten name minimum (and we’re thinking of upping it to twenty names) is that any less than ten names is pretty much assured not to produce any (hiring) results for the customer. Sourcing is a numbers game and you’ve learned in previous lessons that 30-50 names, usually, is what’s required for a search to produce one immediate hire (in most industries; not counting defense, pharma, biotech, SAP-anything or Big 4). Even when a customer orders the minimum of ten names I warn that customer that this is probably not going to be enough; that it "might work but probably won't". I think some still cling to that number because this is a first time experience for them and they want to see how the process “works”. It’s still not a good idea, though. THE BIGGEST REASON to impose a minimum, though, is because it takes time to “touch” a job. What I mean is it takes you a couple hours to “set” a job up properly, and you’ve all learned, in past lessons, how to do that. In addition to the couple hours it took to set the job up, you can easily spend a couple hours doing Internet research on the targets to find those few ‘names in’ that will help you when you begin your calling. This reason alone is why you should have a “minimum” fee on all your searches. ****** Attend the MagicMethod Phone Sourcing All Day Seminar in Miami, FL on September 4 at the Shane Center sponsored by Confisa International Group. Email bob@techtrak.com for registration form or call him at 513 899 9628. Seats are $325 and INCLUDE lunch AND a three month subscription to the seminal "Magic in the Method" telephone names sourcing course. Register early for a 10% discount!…; Added by Maureen Sharib to Phone Sourcing at 5:48am on July 2, 2008

Blog Post: The Key to Long-Tail Keyword Searches in Recruiting and Job Search: The Merriam Webster Dictionary says a keyword is “a significant word from a…; Added by Henning Seip at 10:48am on April 25, 2016

Blog Post: Recruiting Candidates With Polygraphs Is Like Executive Headhunting

Recruiting Candidates With Polygraphs Is Like Executive Headhunting

Sourcing and hiring C-level Executives is a storied art, replete with stories of overcoming…

Added by Doug Munro at 4:14pm on March 11, 2011

Topic: urgent requirement in california: ting manual test cases -Executing automated test cases including API level test cases -Developing and/or enhancing existing test automation frameworks used for automated UI or API level testing -Designing and implementing automated test cases -Reporting test status and results, and escalating test issues to test leads Skills/Experience: Four to five years of combined software testing and test automation experience, including familiarity with test processes. Experience with Java for test automation is required. Additional Skills: - Solid technical test experience - Hands on experience with Java programming, Servlets, STRUTS, EJB, JDBC, XML, PERL, shell scripting in UNIX/LINUX environment, and solid knowledge of web application environments. - Experience in test case automation and developing test automation tools, primarily w/ Java and Java test tools such as JUnit, JMeter, HTTP Unit and IDEs such as Eclipse. - Ability to design, implement, and execute automated test cases to validate functional requirements at the UI and API level - Ability to design and develop test infrastructure to exercise the application from both the UI and API level. - Experience in web server technologies such as web services (SOAP) in UNIX/LINUX environment - Experience and knowledge of Web servers and App servers like Apache, Websphere, etc. - Experience w/ databases such as Oracle and SQL Server, SQL scripting, and tools such as SQL navigator. - Experience with version control systems, and bug tracking facilities. - Exposure to HTTP, TCP/IP, SNMP and networking - Test planning, test execution, good troubleshooting and debugging skills in UNIX/LINUX environment - Technically astute, detail-oriented - Strong communication and interpersonal skills - Must be a quick learner, highly productive & technical - Self Starter, self-motivated, independent, and proactive - Ability to work in a collaborative environment - Ability to work effectively in a remote test environment with offsite and/or offshore team members - Ability to document and track defects, as well as produce detailed reports using defect tracking tools - Ability to be flexible and adapt to dynamic project schedules - Ability to effectively multi-task across multiple concurrent projects - Perl, shell programming - Familiarity with tools such as TCPMon, SOAP Scope - good to have (not required) - Exposure or knowledge of Agile methodologies. - Experience working in an Agile development process is desirable Education Requirements: Required: Bachelor's, Computer Science or equivalent experience…; Added by sreevalli Emani at 5:52pm on July 21, 2008

Blog Post: Top Tips on Returning to Work Post-Lockdown

The daily commutes consisting of little more than rolling out of bed, cups of coffee on our lonesome, and playlists decided by our own listening habits.

The recent lockdown routine…

Added by Caitlin Purvis at 7:07am on July 27, 2020