Search Results - basic term

Blog Post: A Little Light in the Darkness: After a year of non-stop bad news it is good to see little shards of light emerge from the darkness. The recent European Chamber Business Confidence Survey 2009, done in conjunction with Roland…; Added by Frank Mulligan at 10:40pm on July 21, 2009

Blog Post: Why I Don't Like Proprietary Software for HR: When a former boss told me about a new project IT was working on, my eyes lit up. For the longest time…; Added by Trent Jacobs at 4:48pm on June 25, 2013

Comment for: TJ Wisdom: ressive, organized and thorough Senior Concrete Structures Estimator for all types of concrete cast-in-place and precast structures. Location:  Southern CA Types of Work:  Post tensioned box girder bridges, precast and steel girder bridges, concrete box culverts, cut-and-cover concrete transit system structures, concrete retaining walls, and misc., reinforced formed concrete structures. Job Skills:  Must be able to read, analyze, interpret and obtain a thorough understanding of contract proposals, drawings and specifications.  Must be proficient in analyzing cast-in-place concrete structures as part of major public works projects and privately funded projects.  Must be able to both self-perform and/or direct others in quantity take-off for both unit price and lump sum project bidding schedules. Must be able to summarize in an Excel spreadsheet format.  Must be able to analyze various scopes of work and produce comprehensive unit price estimates by creating production crews and including specific equipment and materials in a job cost software program. HCSS is the current job cost estimating program.  Must possess good communication skills to effectively solicit and work with individual project owner’s representatives, material suppliers and subcontractors in pre-bid estimate preparations and post-bid negotiations. Salary/Benefits:  Excellent Wage and Benefits Package...  Group Life Insurance: Employees are eligible for $110,000.00 Life Insurance and $160,000 Accidental Death and Dismemberment (AD&D) Insurance. The company pays the entire cost of this benefit.  Retirement Savings Plan (401K): Employees are eligible to participate in the Retirement Savings Plan (“401k”) as of their date of hire. Employees may contribute up to 50% of eligible pay on a pre-tax basis, subject to the annual maximum amount established by the IRS. The Company matches 30% of the first 10% of an employee’s contributions; contributions in excess of 10% and after-tax contributions are not matched. Salary/Benefits: (Cont’d)  Long Term Disability Insurance: The plan will pay 60% of the employee's Basic Monthly Earnings, to a maximum monthly benefit of $6,000, after a waiting period of ninety (90) days. The company pays the entire cost of this benefit.  Health Insurance for an individual employee for the HMO plan is at not cost to the employee. Additional employee contributions for dependents for the HMO and PPO plans are required.  Monthly automobile allowance is which includes insurance/repairs/fuel.  Annual discretionary bonus program. Contact Information: TJ Wisdom, President WSP 520-399-4884 tjwisdom@cox.net…; Added by TJ Wisdom at 4:26pm on September 26, 2008

Blog Post: How to Build an Onboarding Experience: Recruiting and…; Added by Julia at 9:59am on February 3, 2015

Blog Post: Getting Past the Resume: Most resumes suck. And, most job descriptions suck equally or worse. Let's put…; Added by Skip Graham at 8:14am on August 3, 2015

Blog Post: How to Get Talent Pool Insights from LinkedIn: I thought I would talk about a…; Added by Eric Putkonen at 1:53pm on May 17, 2016

Blog Post: Free Examples Of Instagram Analytics Apps You Need To Get In 2019

Using the famous social media Instagram for the…

Added by Walter Moore at 2:51am on March 29, 2019

Topic: Where Guitar Hero III, M&A Activity, And Recruiting Strategy Intersect . . .: they sound cool at first and definitely get the shareholders to vote in favor of the desired course of action!) As Human Capitalists, all of us here know that the talent profile of the organization is likely due to change as well - at the end of the day, lives are affected . . . many times on a grand scale if it's a high-profile merger or acquisition anyway. I admit that I am a Guitar Hero junkie . . . which has little to nothing to do with M&A activity, right? Well, Guitar Hero has quite a few junkies like me out there. Because of GH III's record sales in the last quarter of 2007, Activision had a monster year (~$125+ Million USD in GH III sales alone since 11/07 the last time I checked). For a little history, GH was originally created by Red Octane, who was acquired by Activision in mid-2006. Just 18 months later (December 2007), Activision then merged with Vivendi SA's Blizzard Entertainment Inc. (which leads the market for subscription-based online video games with the World of Warcraft series.) I don't want to include 'too many' numbers here, so I'll try to keep this at more of a high level. Activision's blockbuster product is Guitar Hero III - if you look at GH III's % of total revenue, it is easy to see where Activision should be allocating its top and most talented resources. A basic rule of business is to allocate your 'best' resources to the areas in the organization that most drive share price and sustained profitability (in large, publicly traded companies, this is absolute . . . while not always easy to execute on, the notion is still correct). It's not enough to just have top talent if they're allocated to areas that are less meaningful to the organization - the goal is having the right talent in the right place at the right time. My question is this: How do you identify NOT who your best people are, but rather, which positions are most critical to shareholder value, sustained profitability, and/or short-term/long-term business objectives, etc.? Do you begin with identifying which roles support your most profitable (or just revenue-producing) products? . . . or which roles support not just your cash cows and stars, but your question marks as well? Do you judge which roles are most pivotal by looking at EVA of a product line, customer segment, or business unit? What I've noticed over the last 3 months or so is that as the conversations get more strategic, many Recruitment Leaders and HR Leaders get more and more honest that the volume of active reqs is so high and administrative tasks ('red tape') so daunting that they don't have the time or inclination to stop and take a breath. As for me, my personal strengths include a knowledge of marketing & strategy, including how we can begin defining profitability per differing customer segments. The more we get into this conversation (i.e. seeing your company as different segments of customers and less as functional-silos or product-silos), the more we begin to see what customer segments are creating shareholder value versus which are destroying it. As a result, we are able to identify which roles, positions, and individuals within the organization are most closely responsible for creating value through supporting the most profitable customer segments and/or highest margin or revenue producing products & services. We also have situations where there may exist short-term imperatives, like implementing a new SAP module within the Procurement function. Therefore, if SAP Business Analysts, New Product R&D professionals, and/or Mid-Market Sales Professionals are most critical at Company X, we can then begin sourcing efforts (and/or passive recruiting efforts) at these roles which are most crucial. Will this work in the traditional 'reactive' recruiting organization? No, it will likely not . . . but there is application for certain types of organizations. Now, I'm a 3rd party service provider, so I'm not surprised when some of what I'm saying generates nothing but the sound of crickets in the room at meetings! ("We have 75 open reqs and they're all of the same importance!") For all of you who consider strategy prior to jumping into the trenches and hitting the web & phones, how do YOU go about the process of prioritization? Original Blog Post can be found at: http://lgexec.typepad.com/lg/2008/01/where-guitar-he.html…; Added by Joshua Letourneau at 12:47pm on January 8, 2008

Blog Post: Talent pool engagement is the future of recruitment!: For the last 5 or so years technology in the recruitment industry has…; Added by Iain Hamilton at 5:05am on March 2, 2016

Blog Post: A job interview is like going on a first date.: Most of your reading this will like dating but absolutely hate interviewing for a job, however, in many cases there both alike and essentially boil down to the same things. You’re both…; Added by James Massey at 8:27am on July 3, 2012