Search Results - Redness

Blog Post: How Job Seekers Use Glassdoor Reviews: As an HR analyst at…; Added by Matt Charney at 11:46am on January 28, 2014

Blog Post: The anatomy of the perfect recruitment email: Carefully-crafted, impactful recruitment emails are the…; Added by Roxanne Abercrombie at 10:34am on April 27, 2015

Blog Post: Employee Satisfaction is More Vital Than You Realize: Added by Maren Hogan at 11:25am on December 29, 2015

Blog Post: A recruiter friend of mine is in Africa doing some charity work for OneMama.: So Siobhan has been an amazing friend, collegue and business partner of mine for close to 8 years now. A few years ago she got hooked on this idea of going to Uganda to help out in a birthing clinic.…; Added by Jeff Weidner at 11:25am on July 25, 2008

Blog Post: How To Choose A Recruiter: Being in the recruiting industry, I probably get 10 LinkedIn invites a day from recruiters. I'm selective about which recruiters I speak with...and my career doesn't depend on it. I can't imagine…; Added by Adam Karpiak at 10:32am on May 9, 2017

Blog Post: Employers Be Like, FML…A: Added by Maren Hogan at 10:10am on September 25, 2015

Blog Post: Silicon Valley, Center of Innovation, Center of Staffing Prowess, Center of Economic Recovery Hope

A few days ago I visited Belgatos Park in Los Gatos. Los Gatos literally means the cats. It is in this park where Mountain Lions, Deer, Bobcats,…

Added by Mike Rasmussen at 1:18am on July 6, 2011

Blog Post: Best Practice for Accepting Paper Resumes at Career Fairs: The hiring process today is a minefield of laws, regulations and ever-changing legal challenges. Failing to comply can have a wide range of consequences; none of them desirable, and many very…; Added by Ngan Pham at 1:44am on February 26, 2022

Topic: Dave Mendoza Reveals "The Dark Side of RecruiterEarth: When Funny Is Actually Spite": tory behind its formulation and its intent is anything but funny. I waited a couple of days to let this this situation and its implications 'sink in' to properly address all the issues involved. Today I will make an attempt to remove any ambiguity on where I stand on the video, its creators, Chris Lavois - a public figure in our industry. It started as a 'gag reel' to loosen up for a more serious video about an entirely different topic matter. I requested, and I was promised, - without any ambiguity - that this video would not be produced nor aired at any time. In emails to date, this has been confirmed by Chris LaVoie, a Recruite earth Co-Founder, that he fully understood that it was never my intent to have this video shared with the general public. You may be asking yourself why it matters, "It was funny Dave, why the issue?" The video you may have seen was originally taped in November at Kennedy Expo four months ago. I was given no expectation that the material would be aired, I was not informed of the video by Recruiter Earth, nor did the video even give credit to RecruitingBlogs.com nor Jason Davis. Above all, I want to inform Recruiter Earth's membership that the video you saw was edited entirely out of context, of which none of this material should have been on aired. Chris LaVoie and Recruiter Earth never had legal rights to make it available to the public and overall it wasn't a funny situation. Overall it was an abuse of trust. The video was made to look like a comedy at the expense of my friend Jason Davis and though it is a funny Video, RecruiterEarth's intent was not meant for comedy and I'll explain why. Let me give you a bit of background on the process that led to this seemingly, lighthearted video: This past September, Recruitfest, Toronto, was produced by Recruitingblogs.com and a cocktail party was hosted at the home of Jason Davis. Being one to enjoy "Where are they now" Baby pics I took a photo as a prank on my friend, Jason Davis, on my iphone of a picture frame. A month later on Halloween when Jason asked me who I was pretending to be for the holiday, I told him I was going as "him" - he was puzzled but a few hours later I used the little boy picture as my own profile photo for the day. The initial intent on my part was that of an innocent prank, a shenanigan, - but It was poorly executed and the impact was something I could not have expected 4 months later and has been a matter of personal regret. As a partner of RecruitingBlogs.com, I know first hand that decisions to ban members are never easy. Over the last several months Chris LaVoie has been an active participant on RecruitingBlogs.com but instead of being active by adding content and participating in the ongoing conversations about recruiting, Chris would use RecruitingBlogs.com in order to promote RecruiterEarth in a way we like to call 'Predatorial' networking. His behavior was that of someone whose sole purpose was to attract RecruitingBlogs.com membership to his own, with the intention of selling products to them. You see I am the first to tell you that Recruiter Earth is slick, just like its leadership. The word "slick" is defined by Webster's dictionary, however, as "deftly executed and having surface appeal or sophistication, but shallow or glib in content; polished but superficial." The look and feel is that of a Vodka ad in GQ magazine - and it feels that way because it is indeed utilizing its membership information to continually promote its Red and Black book of passive candidates, among other products. We at RecruitingBlogs.com spent at least two months determining whether to ban Chris Lavoie from RecruitingBlogs.com, and once he was banned - he shot back at jason by banning JD AND then manipulating my gag reel - with Recruiter Earth going out of their way to make it look like it was through my own consent. It is no coincidence, that four months after that video was shot that it would appear without warning or notification just as he was being banned himself from RecruitingBlogs.com. The video was produced to spite Jason Davis, myself and RecruitingBlogs.com because he was removed by our community for his lack of respect. The timeline and the lack of consent is consistent with this conclusion. The fact that Chris LaVoie continued to air the video after informing me he would remove it merely confirms this understanding. As much as i would like to take credit for being funny, this was a concerted effort to have as many people see this as possible and completely taken out of context. The more I learned about the timeline of actions leading up to the video being posted, the more I understood it was no coincidence. It was Chris LaVoie's way of giving a middle finger to RecruitingBlogs.com after he was banned. I am absolutely appalled. I always found Chris to be a personable sort of guy, the kind you can crack a joke with down the hall of a conference, but interestingly enough Chris was always fond of closing a conversation with "Let me know when you're ready to join the "Dark Side." I certainly saw the site's underbelly this past weekend and over the last several months hitting our membership to join his own site. What is more interesting is that Chris repeated this refrain right as I was about to hang up the phone telling him to take the video down. It speaks volumes that Chris would view himself and Recruiter Earth in this manner. It is easy to contrast the healthy ecosystem as reflected by Recruitingblogs.com - a community whose membership can be secure without fear that their private membership data will not be sold to vendors, and whose leadership works to benefit its membership with transparency and worthy, user generated content without the hollywood glitz. This description is decidedly contrary to that of Recruiter Earth, whose membership is availed to vendors, a constant stream of vendor related spam, and whose leadership can often be found lurking from profile to profile promoting a competing site and its products and spamming its membershp via email. It is a depiction Chris LaVoie thinks is funny, or perhaps a freudrian slip of the tongue of how he views his practices as compared with that of our own at RecruitingBlogs.com. It is not, however, how Jason Davis and I do business nor do we find such juvenile responses to being banned humorous, pitting one friend against the other to show spite. When the goal is to sell people things rather than to build community, I agree with Chris, it is the 'Dark Side' of the industry and it is what we are trying to Change - not continue to propagate as the image of an industry we want people to take pride in. Sometimes what seems funny turns out wrong, but it becomes unethical when the sole intent is to manipulate it as an instrument of spite. PS: As soon as I posted my response to the Video on RecruiterEarth Chris Lavois banned me as a member of RecruiterEarth within 5 minutes, then he banned Maureen, I assume Jerry Albright - Oh Well lol - really Chris be an adult. There are so many simple solution, like for example, taking the video down you have no signed release for nor stated permission otherwise - and apologizing. Escalation is pointless especially against individuals not even involved because they shared opinions on the matter. Chris Lavoie - I would appreciate it if you apologized. It's warranted.…; Added by Dave Mendoza at 11:40am on February 10, 2009

Comment on: Topic 'Virtual IT Recruiters Needed': ofile---- Technical Recruiter Responsible for high volume recruiting and placement of candidates for various IT positions through strategic sourcing. Ensured candidates met or exceeded recruiting specifications by screening through competencies & targeted selection interview process- Conversion of traditional methods and strategies for attracting the top 10% of all marketable talent through strong research ability, competitive intelligence, direct cold calling, lead chasing, sourcing plan creation, networking referrals & methods suiting unique placements. Responsible for the contract and permanent placement of Project Managers, Network Engineers,Software Developers, Firmware Designers, Systems Analyst, Telecommunications Engineers, in mainframe, midrange and client server environments. Duties also include obtaining new clients, attending job fairs, training junior level recruiters in better recruiting techniques and understanding the terminology involved in the hardware and software industry. Comfortable working with Senior Management; made formal and informal presentations to project and HR managers. Responsible for development and execution of strategies with hiring managers. Excellent persuasion and Candidate Management skills. Handle various employee relation issues ranging from issues with management to career development questions. Proactively develop strategies and recruit for critical requirements, markets and skill sets such as JAVA Architect, Packaging,ERP,JDEdwards,Peoplesoft, SAP –ABAP ,SCM,Datawarehousing,Siebel Analytics & Oracle Apps-Manufacturing , Telecom Domain (VOIP,L1/L2 Switches,Storage Networking,C,Linux,Datacom) otherClientServer,Mainframe technologies&Microsoft technologies Responsible for full life cycle recruiting; candidate sourcing, qualifying skills, interviewing candidates, rate/salary negotiations, reference checking, and closing. Consistently achieved and sustained high recruiting numbers and placement ratios resulting in profitable outcomes for the company. Always target driven and always achieved the targets of placing right people for right requirements Knowing their willingness, to conduct telephonic interview, and rate them on the basis of their technical skills and required skills and HR grounds Coordinate with candidate for their availability and interviews. And negotiating with them for various skills sets. Formatting the candidate resume in company format and submitting to Clients. Intimating the result and status of the interview to the candidates. Follow up with the clients and the candidates. Making weekly reports and strategy to achieve target and fulfilling the requirement on deadlines. Maintenance and updating the company database on regular basis. Maintenance of HR information system like Clients requirements, Interview Schedule, Selected/rejected candidates, In order to achieve placement of the permanent employees we had worked directly with each hiring manager to ensure that the proper position descriptions were in place as well as the salary and benefit requirements that would match their specific needs. Created daily as well as weekly reports of the entire teams work and reported the management of the status of work. Held daily team meetings and tried to resolve any existing ambiguities among the members of the team. Was responsible for forecasting the number of sales, the submittals/per week and the hit ratio. Sourcing & Cold Calling, Screening & Interviewing, Addressing Objections, Negotiating and Closing as well as High-Production Planning and e-Recruiting Management. Accomplishments  Always satisfying the client’s requirements by placing right people  Streamlined the performance appraisal in RCS Technologies, within short period of time  Got the best performer award for 3 quarters in Oracle Corporation.  Has achieved the lowest cost per hire  Always satisfying the client’s requirements by placing right people  Registers / Records pertaining to various statutory regulations were maintained / updated properly, thereby ensuring smooth process of HR Activities Educational Qualifications S.No Program University Year Of Passing Percentage / Grade 1 B.E-Information Technology Bharathiyar University 2002 1st Class 2 MBA (Master of Business Administration) - Specialization in HR Bharathidasan University 2005 1st Class Professional Experience in detail: Employment # 1: Organisation : Oracle Corporation(On Contract) Period : September 2005 to till date Designation : Oracle recruitments-Recruiter Reporting to : Recruitment Manager Key Responsibilities: Handling the following activities: • Responsible for providing desired recruitment solutions to the business managers within the stipulated time. • This includes searching the database of our own as well as of various job-sites • Scheduling interviews • Maintenance of Recruitment Information Systems like – - No. of requirement details received - Interviews scheduled - List of candidates Selected / Rejected - Details regarding offers released • Ability to build a network of various sourcing channels • Decision making by Finalising the candidate by conducting the final HR round • Taken care of Final HR decisions and negotiations • Joining & Relieving Formalities • To check for the accuracy of all the certifications & other documents produced by the joinees at the time of joining &cross verifying the information with their applications. -Induction Programme • HRIS -Employees Records Like Name, Address, The date of joining Employment # 2: Organisation : Helios and Matheson(www.heliosmatheson.com) Period : July 2005 to Sep 2005 Designation : HR-Executive(Acting Team Lead) Reporting to : Recruitment Head Key Responsibilities: Handling the following activities: • Responsible for providing desired recruitment solutions to my company’s clients within the stipulated time. • This includes searching the database of our own as well as of various job-sites • Scheduling interviews • Exit interviews • Issuing offer letters • Coordinating with training dept • Maintaining candidate relationship management • Maintenance of Recruitment Information Systems like – - No. of requirement details received - Interviews scheduled - List of candidates Selected / Rejected - Details regarding offers released • Ability to build a network of various sourcing channels • Joining & Relieving Formalities • To check for the accuracy of all the certifications & other documents produced by the joinees at the time of joining &cross verifying the information with their applications. -Induction Programme • HRIS -Employees Records Like Name, Address, The date of joining Employment # 2: Organisation : RCS Technologies Period : January 2005 to June 2005 Designation : HR Executive Reporting to : GM-HR Key Responsibilities: Supporting five manufacturing units from Corporate Office on the following activities:  Recruitment  Responsible for providing desired recruitment solutions to my company’s clients within the stipulated time.  This includes searching the database of our own as well as of various job-sites  Scheduling interviews  Exit interviews  Issuing offer letters  Coordinating with training dept  Maintaining candidate relationship management - Maintenance of Recruitment Information Systems like – - No. of requirement details received - Interviews scheduled - List of candidates Selected / Rejected - Details regarding offers released  Ability to build a network of various sourcing channels  Joining & Relieving Formalities  To check for the accuracy of all the certifications & other documents produced by the joinees at the time of joining &cross verifying the information with their applications.  -Induction Programme  HRIS -Employees Records Like Name, Address, The date of joining  Performance Evaluation and Appraisal Systems  Personnel Information Systems  During the above period was instrumental in opening a new training centre for the entire Amalgamations Group of Companies, which would cater to the group companies, training requirements. Employment # 3 Organisation : Iconnect Technologies,chennai Period : May 2002 to May 2004 Designation : HR Executive Reporting to : GM-HR Key Responsibilities: Handling the following activities: • Responsible for providing desired recruitment solutions to my company’s clients within the stipulated time. • This includes searching the database of our own as well as of various job-sites • Scheduling interviews • Exit interviews • Issuing offer letters • Coordinating with training dept • Maintaining candidate relationship management • Maintenance of Recruitment Information Systems like – - No. of requirement details received - Interviews scheduled - List of candidates Selected / Rejected - Details regarding offers released • Ability to build a network of various sourcing channels • Joining & Relieving Formalities • To check for the accuracy of all the certifications & other documents produced by the joinees at the time of joining &cross verifying the information with their applications. -Induction Programme • HRIS -Employees Records Like Name, Address, The date of joining Skill Set: Packages : MS Office (Word, Excel & Powerpoint) OS : MS DOS, Windows,Unix,Red Hat Linux Languages : C++,VC++,Java,VB Networking : TCP/IP,GSM,GPRS,Telecom Web Tools : ASP,HTML Multimedia : Flash,Maya,Swish 2.0 Strengths  Communication Skills  Interpersonal Skills  Grasping new things  Self Motivated  Result Oriented Personal Information Languages (Read, Write & Speak) English, Tamil & Hindi Date Of Birth 10th December 1980 Fathers Name Mr.D.J.Janardhanan Marital Status Married Address for Communication 1,Muniswamappa road,Maruthi Seva Nagar,Bangalore-33 References On Request…; Added by Barrgavi at 6:13am on August 20, 2008