d Shane that the value in holding the same raw data as everyone else is minimal. However it is the candidate source, specific application history, communications that have revealed additional information that set the relationship that you have with the candidate apart from the 'relationship' that they may or may not have with anyone else that has ever received their CV. Recording this information is what makes a recruitment CRM so vital.
I think the basics of storing data apply in recruitment just like anywhere else. Data must be current (keep it updated), it must be accurate (record the right data effectively) and avoid duplication wherever possible (e.g. one copy of data with links to other online, dynamic data sources?).
If on top of that you can get access to tools that extract value from the data and automate everyday tasks, then in my opinion the question of whether a 'database' is required should be a no-brainer.
Google remains the Tsar of search engines and a must-know-well for recruiters - or anyone who wants to search the Internet for professional information on people and companies. The advancement of online social “hangouts” has made Google even more critical to master. While it's usually not necessary to use all of the advanced syntax, there's a core set of Google Boolean operators and syntax rules that we need to use daily to be competitive and successful.
Did you know that the operator "plus" stopped working on Google just a few days ago? There are several more changes we need to be aware of.
Come join me for a detailed overview of the Google Search Engine, including the basics, intermediate and advanced tips and tricks, and a review of new and unannounced changes.
Who would benefit: sourcers, recruiters, HR, hiring managers, business development, marketing, sales managers, search enthusiasts, and anyone who wants to go beyond searching for a keyword or two and controlling the list of search results. A basic ability to search on Google is recommended for participants.
Here's a brief outline:
Key Points to Using Google Search
- Boolean Syntax
- Operators, Special Characters, and Options
- PLUS No More: Recent Changes in Google’s Syntax
- The “Options”
- Creative Use of Special Characters
- Finding Email Addresses
- Using the Date Range
- Targeting Geography
- Finding Lists and Directories
- X-raying Membership Sites
Coping with Captchas
Sourcing on Google-Plus
Custom Search Engine Basics
Hope to "see" you there!
Date: Friday October 28
Time: 10 AM PDT/1 PM EDT
Length: 90 minutes
Price: $79 includes the slides, a video recording, and one month of support
(Please wait 10 seconds and you should be redirected to the payment pagehttp://bit.ly/90minwebinar)
Can't make it live? No problem! I will provide the slides, a video recording, and support.
ape MediaMUST HAVES:Min 9 years experience in the industry with 3 yrs in TribologyMust have at least 1 patent and at least 1 published paper in flexible mediaMust have MS in Chemistry or EE but prefer a PhDMaking less than $175KREQUIREMENTS:BS/MS/PhD in Tribology or related field. Needs good knowledge of digital magnetic recording in general, with greater emphasis on various head and media technologies, including thin-film inductive writers, SAL-based AMR readers, GMR (spin-value, spin tunneling, etc.) readers, MP and ME tape media, perpendicular recording media, etc. Experiences with various device characterization techniques, including static (impedance, insulation), quasi-static (transfer curve, VSM) parametric (TAA, PW50, asymmetry, overwrite, spectrum analysis), system-level (SNR, NLTS, BER) and reliability (thermal generation, signal processing (amplifiers, filters, equalizers, compensators, a/d & d/a converters, etc.) and data acquisition (digital scope, spectrum analyzer) are highly desired. Knowledge of data path within a typical storage device, such as pre-amp, PRML read channel, RLL coding, ECC/CRC codes, etc., is also helpful. Programming in C and Matlab is also a plus. Must be a self motivator with good communication skills.Since this is an antiquated technology most companies have moved on to Hard Disk drives or have moved their flexible media engineering groups offshore the client estimated that there were only approximately 85-100 candidates in the entire USA that met these qualifications and they had already interviewed 10 of them, had no interest in another 12 candidates.We identified 78 candidates, screened out 75 as either not interested, not willing to relo, not qualified or over qualified. 3 met the requirements and were interested in hearing about the oppty and the client hired one. From start to end it took 3 months and we charged the client $3000, $1000 per candidate. (we're a sourcing firm not a contingency or retained firm)This should have easily been a $50,000 placement fee but the client promised to give us a lot more work so wanted to prove to them that we were in it for the long haul.In short they made the hire and then the next month went on a hiring freeze.And that was the toughest job we ever worked...Jeff Weidner
www.chronosworkflow.com) for global multinationals. The Group owns and operates 41 offices worldwide.
Follow us on twitter.com/coberonchronos and facebook.com/coberonchronos
Our client is one of the largest engineering and electrical engineering companies with worldwide operations in the industrial automation and control, information and communications, maintenance and power transmission sectors.
Operational RP Senior Technicians
Responsibilities are operational RP around the accelerator complex, including:
• Radiation surveys at workplaces around client’s accelerators, and experimental areas.
• Performance of radiation monitoring during the replacement and maintenance of radioactive machine components.
• Assessment of the radiation exposure risks of workplaces in radiation areas and provision of guidance to persons working in radiation areas.
• Verification and control of the correct execution of work procedures in areas with the risks of external and/or internal exposure to ionizing radiation.
• Radiation controls on material and waste leaving radiation areas.
• Follow up of operational dosimetry by recording the doses received by personnel and comparing it to estimated job doses.…
trying to fill and provide testing or pre -qualifying of the potential career seeker prior to advancing them to the next stage in the recruitment process
This way potential candidates can come to the recruiters, demographic information and much more is collected via surveys that you can have available either before, during or after the session for them to fill out that is instantly sent to your mailbox.
This gives you an easy way to weed out any candidates who may not be a fit for the current position but may be able to fill other positions for other recruiters(which creates good networking opportunities between recruiters)
There are many other tools recruiters can utilize such as recording sessions that are available for download or viewing via server, reporting features, remote computer features so potential candidates can take tests from their home and much more.
Can we set up a time to talk?
(641) 715-3900 ext 49422…