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Blog Post: Senior UNIX Systems Administrator: Hi,

I was wondering if you can review the below mentioned details and let me know your interest for the same.

My Client is looking for a Senior UNIX System Administrator with…; Added by Amit Gupta at 3:48pm on May 28, 2008

Blog Post: Federal Court Ruling on Non-Compete Agreements: What you Need to Know - updated

Previously we posted about a new law that would have gone into effect in September…

Added by Nelleke Maxwell at 4:51pm on August 22, 2024

Blog Post: Top do's and don'ts in CV writing

Having spent much of the years in a decision making capacity…

Added by Venari Consulting Services at 1:15am on March 11, 2017

Comment on: Blog Post 'The Customer Is Always Right?': o give them a proposal for a marketing plan if they were hired. The CPA analogy doesn't quite work because although there can be some "creativity" in accounting there are set rules and regs that have to be followed but even in the accounting industry it is not unusual for a client to take past years tax returns and current numbers to a CPA firm, ask them to review all of the above and give them an estimate on doing their work and if they feel that they can save the client any money on taxes. All of that done before an engagement letter is signed. As to a marketing plan by your candidate. If she did propose a marketing plan it could be done barebones as to ideas without a lot of detail but even if it were proposed in detail the product of her work would be protected by copywrite, just as asking a web site designer to design a web site, if it were not accepted and paid for but was later used , one letter from an attorney would require payment for the use of copywrite material. Advertising agencies and advertising professionals often offer full campaign ideas and "spec"commercials that are produced by the agency at their expense to land the client. If the client uses their work product they agree in advance to pay for it. All your candidate needed to do was to do the marketing plan and present it along with an agreement that if she were not hired the company agreed to pay her at a certain rate for the use of her work product. So perhaps a request that might have been made by your client with the understanding that if they used any of her work product she would be paid if not hired and maybe not a crossing of the line of ethics.…; Added by Sandra McCartt at 3:04pm on December 21, 2010

Topic: Overcoming Challenges in LinkedIn Sourcing: Identifying Common Obstacles Faced by Recruiters: common obstacles faced by recruiters and discuss strategies to overcome them. 1️⃣ Limited Candidate Pool: The vastness of LinkedIn can make it overwhelming to find the right candidates. To overcome this challenge, recruiters can leverage advanced search techniques, including utilizing filters, Boolean operators, and optimizing keywords, to narrow down the candidate pool and focus on the most relevant prospects. 2️⃣ Passive Candidate Engagement: Engaging passive candidates who may not be actively seeking new opportunities requires a tailored approach. Crafting personalized outreach messages that highlight the candidate's skills and the potential value they can bring to their career can pique their interest and prompt them to consider new opportunities. 3️⃣ Filtering Relevant Profiles: It can be time-consuming to sift through numerous LinkedIn profiles to find the most suitable candidates. To address this challenge, recruiters should define specific criteria and utilize LinkedIn's advanced search features to filter profiles based on industry, experience, skills, and other relevant factors, ensuring a more efficient and targeted approach. 4️⃣ Managing Competitive Market: In a competitive market, recruiters face the challenge of standing out and attracting top talent. Creating a compelling employer brand on LinkedIn, highlighting company culture, values, and career growth opportunities, can help differentiate your organization and attract high-caliber candidates. 5️⃣ Authenticity and Credibility Assessment: It can be challenging to assess the authenticity and credibility of candidates solely based on their LinkedIn profiles. To overcome this obstacle, recruiters should thoroughly review profiles, validate skills and endorsements, and consider incorporating additional assessment methods such as interviews or skills tests to ensure a comprehensive evaluation. By proactively addressing these challenges, recruiters can optimize their LinkedIn search efforts for talent sourcing and uncover hidden gems in the talent pool. Embracing advanced search techniques, personalizing outreach, utilizing filters effectively, strengthening the employer brand, and implementing thorough evaluation processes will empower recruiters to navigate LinkedIn sourcing successfully. Let's share our experiences and insights in the comments below. What other challenges have you faced while sourcing talent on LinkedIn, and how did you overcome them? Together, we can unlock the full potential of LinkedIn as a powerful sourcing tool! …; Added by Pankaj Deshmukh to The Recruiting Bar at 4:38am on May 18, 2023

Topic: Overcoming Challenges in LinkedIn Sourcing: Identifying Common Obstacles Faced by Recruiters: common obstacles faced by recruiters and discuss strategies to overcome them. 1️⃣ Limited Candidate Pool: The vastness of LinkedIn can make it overwhelming to find the right candidates. To overcome this challenge, recruiters can leverage advanced search techniques, including utilizing filters, Boolean operators, and optimizing keywords, to narrow down the candidate pool and focus on the most relevant prospects. 2️⃣ Passive Candidate Engagement: Engaging passive candidates who may not be actively seeking new opportunities requires a tailored approach. Crafting personalized outreach messages that highlight the candidate's skills and the potential value they can bring to their career can pique their interest and prompt them to consider new opportunities. 3️⃣ Filtering Relevant Profiles: It can be time-consuming to sift through numerous LinkedIn profiles to find the most suitable candidates. To address this challenge, recruiters should define specific criteria and utilize LinkedIn's advanced search features to filter profiles based on industry, experience, skills, and other relevant factors, ensuring a more efficient and targeted approach. 4️⃣ Managing Competitive Market: In a competitive market, recruiters face the challenge of standing out and attracting top talent. Creating a compelling employer brand on LinkedIn, highlighting company culture, values, and career growth opportunities, can help differentiate your organization and attract high-caliber candidates. 5️⃣ Authenticity and Credibility Assessment: It can be challenging to assess the authenticity and credibility of candidates solely based on their LinkedIn profiles. To overcome this obstacle, recruiters should thoroughly review profiles, validate skills and endorsements, and consider incorporating additional assessment methods such as interviews or skills tests to ensure a comprehensive evaluation. By proactively addressing these challenges, recruiters can optimize their LinkedIn search efforts for talent sourcing and uncover hidden gems in the talent pool. Embracing advanced search techniques, personalizing outreach, utilizing filters effectively, strengthening the employer brand, and implementing thorough evaluation processes will empower recruiters to navigate LinkedIn sourcing successfully. Let's share our experiences and insights in the comments below. What other challenges have you faced while sourcing talent on LinkedIn, and how did you overcome them? Together, we can unlock the full potential of LinkedIn as a powerful sourcing tool! …; Added by Pankaj Deshmukh to Recruiters On LinkedIn at 4:33am on May 18, 2023

Topic: Job Opportunity with Direct Client at Collabera as Sr. Mainframe Developer: Duration: 12 Months ***REQUIRED: PRIOR LEAD EXPERIENCE & EXCELLENT COMMUNICATION SKILLS*** Job Description: Provide all development and maintenance activities as well as 7x24 callout support. RESPONSIBILITIES: · Responsibility for all development and maintenance deliverables. These deliverables include high-level and detail designs, test region support, operations software upgrades, JCL modifications, Rapid Deployments, DB2 table changes, Disaster Recovery exercises, etc. · Responsibility for coordination of development efforts with Offshore resources. · Responsibility for peer review sign off on all Design deliverables. · Only persons for primary call support which is 24 X 7. Resolution of production outages during the U.S. daytime hours will be entirely the responsibility of these positions. This will require the ability to analyze and modify code, test and deploy. Production outages during U.S. nighttime hours may require coordination with offshore resources. · Defect management and resolution for production and testing defects. · Production release deployments and RD deployments. Required skills · Prior Lead Experience · COBOL · PL1 · JCL · IMS · DB2 Desired: · Netron · MQSeries · ChangeMan · CLIST/REX Kindly forward qualified candidates resume at - mohit.vatyani@collabera.com - ASAP. Thanks & Regards Mohit Vatyani mohit.vatyani@collabera.com mohitvatyani@gmail.com…; Added by Mohit Vatyani at 7:47pm on June 6, 2008

Blog Post: Tips for Making Your DPR License Renewal Easier

Added by Kara Masterson at 2:50pm on January 29, 2024

Blog Post: Evaluating a Job Offer: Finally! The call you have been waiting for, an offer of employment. You are over-whelmed with excitement and feel valued, but now you are faced with a difficult decision. Do you accept or…; Added by Kara Stringer at 10:51am on November 21, 2011

Blog Post: Resume Blasting - Mistake: Resume Blasting is something that I have a strong opinion on - that is NEVER do it. It looks desperate, something that a less qualified candidate would do in a shotgun approach to offload their…; Added by Jason Monastra at 9:33am on January 26, 2009