Search Results - approach

Blog Post: Mind-shifting Ideas to Quickly Transcend HR Mediocrity

Start Creating the HR Experience…

Added by Nicole Antonio-Gadsdon at 6:42pm on January 6, 2016

Blog Post: How New Technology Is Changing The Way Companies Train Millennials?: The generation gap between baby boomers (including births between 1946 and 1964, according to the team at DevelopIntelligence) and millennials…; Added by Jefrey Lutz at 6:45am on February 15, 2017

Blog Post: 13 Tips: How To Get Started In Recruiting

“You don’t have any experience. You know what you need to do? Come…

Added by Clinton Buelter at 9:46am on May 16, 2017

Blog Post: Social Media Recruiting: 10 Tips and Best Practices: Added by Ngan Pham at 10:33am on July 4, 2021

Blog Post: Post-COVID Campus Recruiting Trends You Need to Know: Out of 929 businesses responding to Northstar Meetings Group’s latest PULSE…; Added by Ngan Pham at 11:51pm on September 20, 2021

Blog Post: Top 20 Benefits of Applicant Tracking System: Benefits of Applicant Tracking System for agency recruiters

Every day recruiters are flooded with hundreds of resumes for various jobs…; Added by Eli Franklin at 5:22am on April 16, 2020

Topic: Meet Maha Akiki, RBC Regular: d and I recently celebrated our ten year anniversary. We have two boys. Damian is 6 ½ and Aidan is almost 2 years old. Princy, the cat, has allowed me to share her space for the past 12 years. Damian started first grade in September, and this is his third year attending a French school. He is already the star mathematician in his class, and is a very good reader. Aidan is on his way to becoming champion of “How to get what I want,” as all three of us spoil him rotten – except for Princy, she goes into hiding whenever he approaches. We’re a multicultural household. I was born in Lebanon, lived in Greece for five years, in Southern California for two years, before settling in Toronto, Ontario, Canada, where I met my husband who was born in Egypt. Both of us had travelled a lot in our childhood, and extended that into our adult life. Even Aidan is shaping up to become a world traveler, having been to Greece at the age of 8 months. He will have difficulties catching up to his older brother though, who has already been to Greece (twice), Spain, Italy, and Jamaica – he can also claim being to Egypt and Lebanon when he was in mommy’s tummy. Six Degrees: How many years as a recruiter? Maha: I have been in recruitment for the past ten years, starting as a third party recruiter, and moving into the corporate recruitment world shortly after. I have been working as an Independent *Corporate* Recruiter for the past 6 years. Six Degrees: How did you get started as a recruiter? Maha: I always knew I wanted to be a recruiter when I grew up. No, not really. With a BSc. in Psychology, and having completed my Masters coursework in Marriage, Therapy, and Child Therapy, at the University of La Verne (California), I had no knowledge of the existence of that species. I came to Toronto 12 years ago, and had my first exposure to Agency Recruiters. I found myself more interested in what they did, as opposed to the job they were telling me about. I knew then, it was a career I needed to learn more about. I started recruiting for the engineering industry, and did that both as an agency recruiter, as well as working for a Consulting Engineering company. I also worked in the Finance Industry, and later found my niche in the Life Sciences industry, whether be it pharma, biotech, lab equipment, or, currently, medical devices. Six Degrees: What single event had the most impact on your sourcing/recruiting career? Maha: I cannot think of one single event that strongly impacted my career in recruitment, or left a significant mark in my life as a recruiter. I believes it was a series of small *dents.* I, like many others, never had any formal training in recruitment. I was lucky, though, to have started around the same time the internet was becoming more “public.” And in 1999, I discovered ERE (at the time when headhunter.net was free, and information on the internet was more free-flowing), and became an avid reader of each and every article, every forum - there were no blogs then -, and even had the opportunity to attend one of Barbara Ling’s seminars in 2000. As more personalities emerged and forged a name for themselves in the world of recruitment, I followed them – okay stalked them. As more tools became available, I grabbed them (thank you Shally for the LinkedIn invite in 2004), and learnt how to use them. As communities were built, I became part of them. And I read, and I studied, and I tried, and I failed, and I succeeded. And when I look back at my life, I can say that, ten years later, those small dents definitely left a big mark. Do you have a mentor to whom you attribute your overall outlook on recruitment, capabilities, and/or model your career after? Maha: I owe a lot of my on-the-job learning to Art Boyle, my boss at Canpro Executive Search. When I worked with him back in 2000-2001, he was the owner of an exclusively retainer agency. Art did not post his roles. He did not believe in job boards, or even in Newspaper ads. Cold calling and getting references were his tools. He taught me how to use those tools; and he taught me the power of forging relationships, not only with the hiring managers, but more importantly with the candidates. Whether you have placed them, or not, he believed, one day you will need that individual on the other side of the line; either to place in two, three years from now, when they have gained more experience, or to ask for a referral; or maybe, even, as a client. Six Degrees: Tell us about your work Maha: When I take on a contract, I am often a sole recruiter supporting the organization. As a corporate recruiter, I support all businesses in their recruitment needs, and manage vendors. I am involved in all aspect of the recruitment process, from assessing and understanding the needs of a hiring manager, and how it relates to the company objectives; sourcing; screening; interviewing; feedback; reference checking; and negotiating and presenting the offer. Six Degrees: (A) What other companies' recruiting operations do you admire or have heard are best-practice examples? Maha: Organizations in Ontario have a long way to go to become leaders in recruitment, and, unfortunately, I cannot think of a company which I can say stands out from the crowd. Six Degrees: What recent general news story or industry trend do you feel will have an impact on your work in the future? Why? Maha: One cannot hide from the current situation and the economical downturn. Will it negatively impact my current consulting role? At this time, I don’t think so. While other companies are downsizing, we are still going strong, and looking at increasing the workforce by 50% within the next six months. Six Degrees: What is your next career goal? What do you need to do to get there? Maha: To keep doing what I am doing. Keep learning, and improving. I enjoy working on a consultant basis, joining a new company, looking at how they view recruitment, showing them the value of recruitment, improving their process, and most importantly bringing new talent on board. Recommendations For Maha “I had the pleasure of working on the same team with Maha @ IDEXX and partnered with her on several occassions. Besides being a delight to work with, Maha brings a professionalism and wealth of experience to the table which is invaluable. I highly recommend Maha's work and hope to partner with her in the future.” May 19, 2008 Ann-Marie Abbott, Contract Healthcare Recruiter, IDEXX Laboratories “Maha is a well-rounded recruiter with experience in the corporate, staffing, and executive recruitment fields. She brought a wealth of strengths to our team including knowledge of the Canadian market, outstanding sourcing and research skills, creativity, technical savvy, and professionalism. She is a seasoned recruiter capable of learning quickly and tackling new challenges. It was a pleasure having Maha on my team. I counted on her expertise to launch a successful recruiting program across Canada.” May 14, 2008 Cydney Runions, Sr. Recruiter (Reference Labs Recruiting Manager), IDEXX Laboratories, Inc. “Maha is an exceptional Recruiter and team member. Though Maha and I had a long distance working relationship, we worked extremely well together. Maha is very detail oriented and has great work ethic. Maha always made herself available for questions and had excellent follow through. Maha was able to work through difficult situations by keeping a calm presence. She will be missed!” May 13, 2008 Jessica Warren, Employment Coordinator, IDEXX Laboratories “Maha was a very responsive, knowledgeable & trusted member of HR who greatly facilitated my integration into Bayer.” March 12, 2008 Rahul Ghosh, Brand Manager, Bayer Inc. “Maha is truly a professional in her field. She has a keen sense of urgency that I appreciate as a salesforce manager. Her expertise and ability to screen potential hires has enabled me to focus on what I need to do and mimimize my time interviewing poor candidates. It has been a pleasure working with Maha.” April 27, 2006 Ernie Chow, Corporate Recruiter, Amex “Maha and I worked together at American Express, although our time was brief she showed extreme professionalism in her work.” February 27, 2006 Ted Pierni, Manager, Talent Acquisition, American Express “It was a privilege to have had the opportunity to work with Maha at Amex. She is a professional, resourceful and dedicated Recruiter. She is a master at building relationships, sourcing candidates and ensuring that her clients' needs are met. It was truly a pleasure working with and getting to know Maha.” February 23, 2006 Mariam Medina, Corporate Recruiter, Amex Canada Inc. “I had the priviledge of working with Maha during her tenure with American Express. I found her to be a very positive, enthusastic and dedicated Recruiter. Maha's ability to build relationships with her Business Leaders was evident in the feedback our department received with regards to her performance. As a colleague she was great to work with and with her great sense of humour, great fun.” February 20, 2006 James Britton, Corporate Recruiter, American Express “It was a pleasure working with Maha at American Express. We were able to not only develop a professional relationship but a personal one as well. She is very knowledgeable in her field of recruiting, and will continue to keep in touch hoping our paths will cross again in the future.” February 19, 2006 Natasha Wakefield, Recruiter, American Express “Maha is the epitome of today's corporate recruiter: She's highly resourceful; research oriented; technologically savvy; and adept at relationship building.” February 19, 2006 Nigel Peña, Human Resources Business Partner, Wyeth “I highly recommend Maha for her exceptional ability to build networks which exponentially impact her ability to connect her clients with top caliber talents. Maha is a very talented and ethical person and her work was greatly appreciated at Wyeth.” April 3, 2006 Peivand Pirouzi, Ph.D., M.B.A., Professor / Corporate Trainer in Clinical Pharmacology, Wyeth Pharmaceuticals “I highly enjoyed working with Maha. She is a very solid hands on HR person who has a sense of urgency in booking interviews for talented candidates and as well, is fair when reviewing candidates' backgrounds. It felt like a team working towards the same goal. February 13, 2006 Linda Boufford, Wyeth “As a fellow ERE contributor with Maha I have observed first hand a sharp intelect and willingness to explore all options to get the job done.” December 22, 2004 Shally Steckerl “I worked closely with Maha during a major pharmaceutical sales force expansion. A large project such as this can be a stressful time. However, Maha's ability to prioritize and exceptional time management skills allowed the project to come to a successful conclusion. She was a pleasure to work with and she treated me - her supplier - as a full member of the team. A true professional!” December 22, 2004 Laird Holms, Recruitment Consultant/Recruitment Specialist, RBC “I was impressed with Maha's resourcefulness in finding passive candidates and her professionalism in dealing with all levels of staff.” February 25, 2006 Alexandra Small, Bilingual Recruiter, RBC Financial “I have known Maha for about three years. She's a pleasure to work with, knowledgable and extremely professional. What she did best was partnered with the business and clients. She will be an asset to any team she joins.” February 15, 2006 Ryan Lutchman “I worked with Maha at RBC. Maha is a great person, she excels in everything she does. She is full of knowledge and always willing to share her information with others. Maha is a solid HR/Recruitment professional.” February 14, 2006 Cathy Taylor, Talent Acquisition Specialist, Ceridian “Maha and I worked together on a hiring project for RBC Financial Group in 2002. Her dedication, expertise, and communication were invaluable as we faced high volumes and tight deadlines. She is a true teamplayer!” December 28, 2004 Tina Iantorno, Recruitment Consultant, RBC Financial Group “Maha is one of the most professional and respectful recruiters I have ever worked with, offering a high degree of integrity, creativity in her candidate sourcing, a clear focus, and a calm and clear-headed approach to managing any challenge. Maha was a lead contributor to RBC's critical recruitment initiatives.” December 22, 2004 Lisa Kruger, Recruitment & Retention Specialist, RBC Financial Group…; Added by Dave Mendoza at 11:17pm on December 21, 2008

Topic: Meet Luigi Lupo, 15+ Year Staffing Industry Veteran, DoubleStar's Talent Measurement & Acquisition Services: 15 years of Recruitment and Operational Staffing experience, with expertise in designing and implementing complex, high-volume strategic staffing programs and initiatives domestically and internationally. Strong background in all aspects of executing strategic recruitment initiatives to fill various staff, managerial, executive and specialized IT positions within Fortune 500 organizations and start-up ventures in the Financial, Pharmaceutical, Biotech, Healthcare, Medical Device, Insurance/Reinsurance and E-Commerce industries. Organizational development experience includes developing Affirmative Action Plans, applicant tracking compliance, designing and implementing internal referral programs, internship program, process re-engineering, internal departmental/divisional communications, recruitment branding, new employee onboarding programs and policy and procedure development. Through out his career, Luigi has lead national RPO projects for firms such as GlaxoSmithKline, Munich Reinsurance America, Noven Pharmaceuticals, NASDAQ, Citizen’s Bank, Mercy Health System, Aramark, Travelers Insurance, Teva Pharmaceuticals and Eli Lilly, among others. Luigi currently leads both DoubleStar’s Talent Market Research and Sourcing Services Teams, two groups that are critical contributors to our operational excellence on direct-recruiting projects. Luigi earned his Bachelor’s in Human Resources and Marketing from Temple University and is an active member of the Society for Human Resource Management (SHRM) and Human Capital Institute (HCI). He is also an active member of the Electronic Recruiting Exchange and various other recruitment networks. Q& A with Luigi Lupo Six Degrees: Tell us of your home world. Luigi: I feel like I am very fortunate to have the home and family I do. They provide a great balance to my work life. I’m married to a wonderful wife, Christina, and have been blessed with 2 incredible children, Mia and Joseph. My oldest, Mia is 4 and a half and my youngest, Joseph, is 2. They absolutely keep us on our toes and on the move. I consider myself a media snacking news junkie and will use all means available to get my fix. Really doesn’t matter whether it’s a newspaper, magazine, newsletter, computer, TV or my phone. I still enjoy reading the newspaper but am addicted to all the snip-its of news and information on the internet. I’m an avid reader but tend to focus on business and industry related topics. My night table holds my latest group of great reads including “Talent on Demand” by Peter Cappelli, “Extreme Future” by James Canton, “The Leadership Challenge” by James M. Kouzes and Barry Z. Posner, “Big Think Strategy” by Bernd Schmitt and one of my favorites “Blink” by Malcolm Gladwell. I’m a magnet for online newsletters, reports, statistics, surveys, webinars and slide presentations. I earned a bachelor’s in Human Resources and Marketing from Temple University and am an active member of the Society for Human Resource Management (SHRM), Human Capital Institute (HCI, ERE, Recruitmentblogs.com and various other recruitment networks. I enjoy pretty much any kind of outdoor activities including mountain biking, hiking and camping . I’m an avid freshwater fisherman and try to get water side as often as possible through out the year and have both a NJ and PA fishing license. I enjoy spending quality time with my family and have recently introduced my daughter to fishing. Six Degrees: How many years have you been in the staffing industry? Luigi: I have been in the recruiting industry for 15 years now and have enjoyed every second of the ride. This industry has come a long way from when I started. I can remember my first experience with candidate generation was approving a newspaper ad by 4:00 on Thursday to run over the weekend (when the employment section was about 25 to 30 pages long) and making sure the fax had plenty of toner and paper to run over the weekend. Believe it or not, this was my biggest challenge when I started in the industry. Six Degrees: How did you get started as a recruiter? Luigi: I’ve been developing talent acquisition strategies for the last 15 years. I feel like I had found my niche from the very beginning. My first job out of college was as a personnel assistant in the HR department at the Philadelphia Stock Exchange. Within six months I was asked to work as a non-exempt recruiter and the rest is history. Although, I do remember hesitating at first and did not want to get into it – WHAT was I thinking?!? I enjoy all aspects about recruitment and labor markets and spend a lot of time on the DOL & BLS website. I have been consulting with clients for the last 10 years. Recruitment consulting has provided me the opportunity to work and understand the recruitment functions of many small, mid and large companies globally. I’ve consulted in multiple industries and at multiple levels. I’m proud of my career and feel that my experience has given me the opportunity to view recruitment from a unique perspective. Six Degrees: What single event had the most impact on your sourcing/recruiting career? Luigi: I think that would have to be my first employer and boss the VP of HR at the Philadelphia Stock exchange. I was given the opportunity to get into recruitment. My boss at the time was an inspiration and mentor to me and when I hesitated to get into recruitment said “Luigi, I know you will enjoy recruiting and you will run with this and never look back” -- She was right. Six Degrees: Worst mistake, biggest goof, lousiest practice you thought would fly but didn’t…and how that was a learning experience? Luigi: One of the mistakes I made earlier in my career was that I did not understand the value of internal consulting. I learned my lesson and better underestimated the change management aspect of the implementations and process changes and have never made that mistake again. Do you have a mentor to whom you attribute your overall outlook on recruitment, capabilities, and/or model your career after? Luigi: I have been fortunate to have worked with some amazing people throughout my career. I have had mentors and brilliant individuals coach me through out my career as well as had the opportunity to observe entrepreneurs and leading influencers in the industry. I believe that you can always learn from the individuals and the environment surrounding you at any given time. Six Degrees: Tell us about your work at Doublestar Luigi: I’ve been consulting with DoubleStar Inc. for the majority of the last 10 years and have learned so much from the experience. DoubleStar focuses on Talent measurement and Acquisition services including but not limited to RPO, Assessment & Planning Services, Analytics Consulting, Recruitment Training, On-Demand Project Recruiting, and Talent Market Intelligence I posses a successful track record of recruitment support and alignment to business needs and strategies at all levels. I’ve lead national recruitment initiatives and RPO projects for firms such as GlaxoSmithKline, Munich Reinsurance America, Noven Pharmaceuticals, Philadelphia Stock Exchange, Citizen’s Bank, Mercy Health System, Aramark, Travelers Insurance, Teva Pharmaceuticals, Noven Pharmaceuticals, Vanguard, Merrill Lynch, Aventis, and Eli Lilly, among others. I currently lead and develop both DoubleStar’s Talent Market Research and Candidate Generation Services and Teams, two groups that are critical contributors to DoubleStar’s operational excellence on direct-recruiting and Talent Intelligence projects. I’ve always enjoyed training and designed and delivered customized training programs for HR managers and staff recruiters on various topics within recruitment. I enjoy understanding how the latest tools, resources and technologies can help organizations’ improve their recruitment initiatives. Six Degrees: (A) What other companies' recruiting operations do you admire or have heard are best-practice examples? Luigi: I’ve had the privilege to have worked as a consultant for the last 10 years and have experienced with quite a few organizational recruitment functions and simply said, admire any organization that realizes recruitment is a team sport. (B) In what aspects are they superior? Luigi: I admire the recruitment functions that embrace change and not afraid to both research and take a new approach to talent acquisition. I admire the recruitment functions and recruitment leaders that seek to understand the emerging resources and technologies and can continue to evolve their recruitment functions and harmonize the process with the organization’s culture. Six Degrees: What recent general news story or industry trend do you feel will have an impact on your work in the future? Why? Luigi: I have to say that most recent controversy in Iranian elections and how we received our news information impacted by my world and my work. Basically, the country tried to cut itself off from the media and the rest of the world but streams of information and news poured out of the country on Twitter and Facebook. This event combined with every news personality now marketing both their Twitter and Facebook profiles have really had an impact on me. Times are changing - these and other emerging technologies will not only change the way we communicate but the way we recruit globally in the future. Six Degrees: Tell us about your broader involvement within the staffing industry: Luigi: I try to stay as active as possible within the recruitment community. I’m a regular blogger on various topics on recruitmentblogs.com, ERE and on Lou Adler’s wall. And I’ve been hooked on Twitter since the moment I clicked on the site. I’ve always enjoyed mentoring others through out my career as I was mentored and am an active mentor in the SHRM mentoring program as well as my employer. Most recently I have been providing free resume critique and interviewing tips in my local neighborhood and community out of a local coffee shop. Six Degrees: Can you detail how the recession has affected your particular industry niche? Luigi: I think we have all felt the impacts of the current recession and it has affected everyone regardless of the industry. I have heard of many colleagues and friends lose their job in this recession and try to help in any way I can. Six Degrees: Aside from simply the generic term “Networking” what specific efforts have you made on your own behalf, or on behalf of colleagues to broaden your opportunities. Luigi: I have always enjoyed networking. Most recently I have been connecting with recently laid-off professionals within my neighborhood and local community at a local coffee house to provide free resume critique and interviewing tips. It is a great opportunity to meet people and share experiences and expertise amongst professionals. Six Degrees: Given your own Trial and Error experiences as a Networker, what advice do you have for your peers on what NOT to do? Be specific Luigi: I think that we should all be open to networking in this market and it’s a real opportunity to build strong relationships. if I had to think of something not to do it would have to be to Not forget that networking is a two way street and professionally you can develop long lasting relationships. Six Degrees: What is your next career goal? What do you need to do to get there? Luigi: My overall career goal is to continue learn and evolve and educate myself through emerging technologies within the industry and to be an asset to my clients globally.…; Added by Dave Mendoza at 9:21pm on September 20, 2009

Blog Post: The Two Recruiting Metrics That Actually Are Worth Measuring

In the mid-2000s, a key metric for…

Added by Paul Petrone at 10:55am on January 19, 2015

Blog Post: Conducting the Interview!!: During the interview your goal is to gather information so you can make a solid hiring recommendation. It is important to remember that…; Added by Dean Da Costa at 4:03pm on March 14, 2010