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Comment on: Blog Post '5 Tips on Recruiting or Working with Asian-Americans': d, you'll see this not intended to be a serious anthropological evaluation of the subject. Come on, who footnotes P.F. Chang's? Paul - You and I can to agree to amiably disagree. I would say there are Native American, Asian Indian, African American, Italian America... experiences that are to your advantage to be aware of. I understand you don't buy into it. Now going outside of the US to China, completely different. I'm planning to use my expat friends as SMEs to write other countries specific tips in the future. Bill- It is pretentious. I personally don't care where my daughter goes to college, but the story about the PSAT sheet was true. I and many other AAs have created that environment and expectations for our kids. It influences job choice. I have two recent contrasting examples. Non-AA recruiter from Ohio called to ask me about a position in Corsicana, TX at a salary significantly higher than my current salary. Job match is great. Relocation available. Even after explaining why, he is perplexed as to why I wouldn't consider it. He just didn't understand that I had concerns about educating my kids there. Next an AA recruiter calls about a high paying position in Maui. When she finds out I have kids, she immediately says she doesn't know the school situation but that she'll check and get back to me. I'm sure you've seen plenty of AA professionals in the Bay Area worry about this too much. The Berkeley/Stanford comparison is splitting hairs and was meant to mock the distinction, but it is a reality that matters to more AA parents that I'm happy admitting. Robin - Recruiters and account managers are the worst. It perplexes me why so many bring it up at the first meeting. This has happened even when they have convinced one of my hiring managers to bring them in the back door for an unscheduled intro. Any account manager worth talking to will take two seconds Google me and look at my profile on LinkedIn. I'll be annoyed you were coming in the back door, but if talk to you about Bell Helicopter, AmerisourceBergen, UI, MSU, UH, Hawaii, the mugs on my shelf, Interlochen MI, or even my 4 years in Japan you'll start with one less strike. My internal employees typically ask after getting to know me better. Sandra - I think the question are not ill intended, but it is tiring when it happens nearly one in three times when someone is coming to sell me something. It is completely unrelated to the business at hand. I used to tell people the accurate answer that my name and ethnicity is Okinawan as opposed to an inaccurate answer of Japanese (think Sicilian vs. Italian), but that would eat up another 5 minutes explaining something that only Okinawans, Karate fans, and WWII buffs knew enough about to talk about. I've set aside time to hear why you are better than my current providers or hear your pitch on the next great opportunity. The last thing I want to talk about is another conversation about ethnicity, a sushi place, or karate. This was not meant to criticize but to educate. If you stay away from this and the "where are you really from ?" question when you first meet me, you'll have a better chance of getting a signed agreement. Wait until we've established a relationship for the other questions. Also, the sensitivity about Asian orphan issue is real and painful. You might irritate me and get a second chance, but you will blow it with an orphan who doesn't know his or her past. Unfortunatley, the educationsituation exists in a lot of places in US but it is worse in Texas. I've seen this in Michigan, Hawaii, and Illinois. We both see AAs working in donut shops and sweeping up parking lots in Texas, but the ones we'll deal with professionally are likely to Tiger Moms and Dads, and I would encourage everyone to consideration that when trying to place them. Dr. R - I appreciate your comments and your views as someone who has been in the majority and minority. I'd like to be able to provide an answer other than if you haven't lived it, you can't understand it. It is not a convincing explaination. Regarding #3, if you had (or have) kids, would you be concerned if you had a job offer to relocate to Jackson, MI? I see you are living Grosse Point, MI. Did the school district in an affluent part of Detroit play part in your choice of where to live or were you were planning to send your kids to Cranbrook/Kingswood anyway? All- This was not meant as an article on minority experiences, but a guide to working more effectively with Asian-Americans in the spirit of my first blog. If you don't think it represents Asian-American attitudes, I'd ask you to show it to a US born and raised AA and have them comment. You are always free to disregard the advice. Again, I really appreciate all of your comments whether we agree or disagree. Please keep them coming. It has been a long day so please do not report any typos to my Tiger Parents.…; Added by Bert Shimabukuro at 11:19pm on May 25, 2011

Blog Post: Advice on building core values and culture

All companies benefit from having defined core values that drive their employees to achieve.

Jim Collins, in his canonical leadership book …

Added by Phil Strazzulla at 7:11pm on July 27, 2020

Blog Post: How to Hire with Limited Resources

An…

Added by Bethan Port at 4:33am on September 17, 2019

Blog Post: Interview Scheduling Email: Top 6 Mistakes You Must Avoid: At the stage of interview scheduling, you are close to one of the most important steps during the hiring procedure. However, your interview scheduling email is…; Added by Ngan Pham at 2:03am on July 30, 2021

Blog Post: How to Set Up a Recruitment Business: The Davidson Gray eBook: Welcome to my eBook. As you’re taking the time out to read my guide on how to set up and build your own recruitment business, I don’t think that it’s a huge assumption to make that you are…; Added by Rhys Jones at 8:33am on September 29, 2020

Blog Post: Quickbooks vs. Gusto — Which is the Best Payroll Solution for your Small Business?: Quickbooks and Gusto stand out as two of the best payroll services for small businesses, providing comprehensive payroll solutions to a combined 1.6 million users. While they both seemingly offer…; Added by Phil Strazzulla at 11:15pm on November 5, 2022

Blog Post: Five Metrics to Measure Customer Experience ROI

Customer experience survey

Calculating the return on investment (ROI) of customer experience (CX) initiatives is extremely important; it’s a way for businesses to find out if their current strategies are…

Added by Phil Strazzulla at 6:51am on January 12, 2021

Comment on: Topic 'Engineering - Mechanical, Design, Electronic, Product, Manufacturing.......': s and the Technical Support Team. Coordinates research and development projects and resources that involve product listing and compliance. Manages applications, engineering, and customer service. Endeavors to aid sales and marketing and design products that are best suited to the needs of the market and the customer. Revises existing products to increase reliability and enhance efficiency. Monitors the submission and modifications of UL and listing agency files. Assists Material Control with the transfer of parts from the parent company to local suppliers. Must be a hands-on manager that will assist the team when needed. ESSENTIAL FUNCTIONS MANAGEMENT AND SUPERVISORY ACTIVITIES • Interprets and enforces company policies, procedures, and safety regulations for the department. • Provides supervision and training to all staff members. Guides employees and gives feedback to individuals regarding their performance. • Delegates and schedules work for R&D and Tech-Support employees. • Motivates employees and directs staff through proactive, participatory leadership in the operations of the department. • Conducts interviews, makes hiring decisions, gives performance evaluations, and oversees the disciplinary action, including termination. • Determines salary adjustment for salaried exempt and non-exempt R & D and Tech-Support employees within the mandated budget. • Ensures company profit and performance objectives are met at the departmental level. • Develops and monitors the department’s budget. Authorizes expenses in accordance with the budget and approves subordinate expenditures. • Maintains relationships with the parent company and other overseas locations to discuss inter-company transactions and exchange ideas and information. ENGINEERING ACTIVITIES • Coordinates with Sales and Marketing team to develop products to meet customer’s needs. • Evaluates competitor product lines to improve the company’s product offerings and analyze feasibility. • Coordinates with other departments to alleviate engineering, design, or customer concerns. • Oversees manufacturing support to resolve assembly and related product problems. • Coordinates with engineering and keeps informed of pending agency and listing approvals. Works occasionally with listing agencies when problems or questions arise. • Ensures technical service and support is provided in a timely and helpful manner. • Oversees design of original artwork for documentation and installation instructions. • Guide all necessary steps to trouble-shoot equipment and customer repairs as necessary. • Supports Quality Control to ensure products meet design requirements. • Interfaces with other departments to resolve technical issues and problems. Position Description For: MANAGER, R&D INFORMATION MANAGEMENT AND REPORTING • Researches, reviews, and prepares reports/evaluations at the request of upper management. • Reports any and all important business decisions, high-risk issues, and important changes to superior. • Attends and participates in, Manufacturing/Engineering, Product Planning, and various meetings and committees as necessary. STRATEGIC PLANNING • Recommends new product offerings to meet customer requirements and needs. • Develops new processes and methods to improve product efficiency and productivity. • Recommends methods and targets to lower engineering modification and listing costs and improve the quality of service offered within the department. • Works with executive management and the parent company to coordinate technical resources for the company. • Plans strategies to take advantage of unique business opportunities and solve problems in a practical way. OTHER DUTIES • Ensures ISO 9000 compliance with procedures, work standards and forms. • Coordinates methods for accomplishing ISO items. • Participates in trade shows and conducts customer training. • Keeps apprised of current industry-related information. • Maintains good communication inside and outside of the Company. • Seeks to enhance department work processes to increase personnel productivity. • Performs other duties as required by the immediate supervisor. EDUCATION • Bachelor of Science Degree or Master of Science Degree, Electrical Engineering (BSEE/MSEE). EXPERIENCE and ESSENTIAL QUALIFICATIONS • Ten years of practical engineering experience, preferable design experience with analog and digital systems. • Seven years of direct management experience with knowledge of Interviewing, Performance Management, Coaching, Performance Evaluations and Terminations. • Must be able to learn UL and other agency’s requirements. • Must be organized and able to set priorities and schedules. Project Management skills are preferred. • Ability to meet project deadlines and work within budgetary constraints. • Capacity to deal with problems involving multiple variables and pressures. • Able to effectively present information and respond to questions from groups of managers, sales, suppliers, customers and other company personnel. • Must exercise sound judgment and execute quick decision-making. • Ability to clearly and skillfully convey meaning through written work, reports and contracts. • Must have exceptional interpersonal skills and be able to work with diverse types of personalities. • Understanding of Lean and Six-Sigma Processes (preferred) and P/L responsibilities to assure profitability for the department and the company. 85-90K RD Manager (Do not want Mechanical Engineer candidates) Other: 1. They DO NOT have to be in the fire industry. 2. Why did candidate leave the last employers? 3. If employed, why is the candidate pursuing another opportunity? 4. Explain any gaps in employment 5. Must have EXCELLENT English speaking/writing skills Competitors (Sources): 1. GE 2. Honeywell 3. Johnson Control 4. Siemens 5. Gent 6. Harrington Signal 7. Silent Knight 8. Tyco 9. Mircom 10. Ampac 11. Apollo 12. Fire Control Instrument (FCI) 13. Simplex Grinnell/Tyco 14. Potter 15. Fike 16. Bosch 17. Edwards System Technology 18. Firecom 19. Gamewell 20. Secutron As for as ‘related experience’: • Security • Audio/Voice Alert • Surveillance • Network/Communication Bottom Line 1. Bachelor of Science Degree or Master of Science Degree, Electrical Engineering (BSEE/MSEE). 2. 10 + years of practical engineering design experience with analog and digital systems. 3. 7 + years of direct management experience with knowledge of Interviewing, Performance Management, Coaching, Performance Evaluations and Terminations. 4. Must be able to learn UL and other agency’s requirements. 5. Lean and Six-Sigma & P/L responsibilities is a plus. Todd Kmiec Todd Kmiec & Associates todd@toddkmiec.com 919-883-7560 http://www.recruitingblogs.com/profile/ToddKmiec http://www.linkedin.com/in/toddkmiec Follow me on Twitter http://twitter.com/toddkmiec Connect with me on Facebook www.facebook.com/profile.php?id=1440262060&ref=name…; Added by Todd Kmiec to Recruiters Looking For Splits at 9:25am on April 2, 2009

Comment on: Topic 'Generalists': s and the Technical Support Team. Coordinates research and development projects and resources that involve product listing and compliance. Manages applications, engineering, and customer service. Endeavors to aid sales and marketing and design products that are best suited to the needs of the market and the customer. Revises existing products to increase reliability and enhance efficiency. Monitors the submission and modifications of UL and listing agency files. Assists Material Control with the transfer of parts from the parent company to local suppliers. Must be a hands-on manager that will assist the team when needed. ESSENTIAL FUNCTIONS MANAGEMENT AND SUPERVISORY ACTIVITIES • Interprets and enforces company policies, procedures, and safety regulations for the department. • Provides supervision and training to all staff members. Guides employees and gives feedback to individuals regarding their performance. • Delegates and schedules work for R&D and Tech-Support employees. • Motivates employees and directs staff through proactive, participatory leadership in the operations of the department. • Conducts interviews, makes hiring decisions, gives performance evaluations, and oversees the disciplinary action, including termination. • Determines salary adjustment for salaried exempt and non-exempt R & D and Tech-Support employees within the mandated budget. • Ensures company profit and performance objectives are met at the departmental level. • Develops and monitors the department’s budget. Authorizes expenses in accordance with the budget and approves subordinate expenditures. • Maintains relationships with the parent company and other overseas locations to discuss inter-company transactions and exchange ideas and information. ENGINEERING ACTIVITIES • Coordinates with Sales and Marketing team to develop products to meet customer’s needs. • Evaluates competitor product lines to improve the company’s product offerings and analyze feasibility. • Coordinates with other departments to alleviate engineering, design, or customer concerns. • Oversees manufacturing support to resolve assembly and related product problems. • Coordinates with engineering and keeps informed of pending agency and listing approvals. Works occasionally with listing agencies when problems or questions arise. • Ensures technical service and support is provided in a timely and helpful manner. • Oversees design of original artwork for documentation and installation instructions. • Guide all necessary steps to trouble-shoot equipment and customer repairs as necessary. • Supports Quality Control to ensure products meet design requirements. • Interfaces with other departments to resolve technical issues and problems. Position Description For: MANAGER, R&D INFORMATION MANAGEMENT AND REPORTING • Researches, reviews, and prepares reports/evaluations at the request of upper management. • Reports any and all important business decisions, high-risk issues, and important changes to superior. • Attends and participates in, Manufacturing/Engineering, Product Planning, and various meetings and committees as necessary. STRATEGIC PLANNING • Recommends new product offerings to meet customer requirements and needs. • Develops new processes and methods to improve product efficiency and productivity. • Recommends methods and targets to lower engineering modification and listing costs and improve the quality of service offered within the department. • Works with executive management and the parent company to coordinate technical resources for the company. • Plans strategies to take advantage of unique business opportunities and solve problems in a practical way. OTHER DUTIES • Ensures ISO 9000 compliance with procedures, work standards and forms. • Coordinates methods for accomplishing ISO items. • Participates in trade shows and conducts customer training. • Keeps apprised of current industry-related information. • Maintains good communication inside and outside of the Company. • Seeks to enhance department work processes to increase personnel productivity. • Performs other duties as required by the immediate supervisor. EDUCATION • Bachelor of Science Degree or Master of Science Degree, Electrical Engineering (BSEE/MSEE). EXPERIENCE and ESSENTIAL QUALIFICATIONS • Ten years of practical engineering experience, preferable design experience with analog and digital systems. • Seven years of direct management experience with knowledge of Interviewing, Performance Management, Coaching, Performance Evaluations and Terminations. • Must be able to learn UL and other agency’s requirements. • Must be organized and able to set priorities and schedules. Project Management skills are preferred. • Ability to meet project deadlines and work within budgetary constraints. • Capacity to deal with problems involving multiple variables and pressures. • Able to effectively present information and respond to questions from groups of managers, sales, suppliers, customers and other company personnel. • Must exercise sound judgment and execute quick decision-making. • Ability to clearly and skillfully convey meaning through written work, reports and contracts. • Must have exceptional interpersonal skills and be able to work with diverse types of personalities. • Understanding of Lean and Six-Sigma Processes (preferred) and P/L responsibilities to assure profitability for the department and the company. 85-90K RD Manager (Do not want Mechanical Engineer candidates) Other: 1. They DO NOT have to be in the fire industry. 2. Why did candidate leave the last employers? 3. If employed, why is the candidate pursuing another opportunity? 4. Explain any gaps in employment 5. Must have EXCELLENT English speaking/writing skills Competitors (Sources): 1. GE 2. Honeywell 3. Johnson Control 4. Siemens 5. Gent 6. Harrington Signal 7. Silent Knight 8. Tyco 9. Mircom 10. Ampac 11. Apollo 12. Fire Control Instrument (FCI) 13. Simplex Grinnell/Tyco 14. Potter 15. Fike 16. Bosch 17. Edwards System Technology 18. Firecom 19. Gamewell 20. Secutron As for as ‘related experience’: • Security • Audio/Voice Alert • Surveillance • Network/Communication Bottom Line 1. Bachelor of Science Degree or Master of Science Degree, Electrical Engineering (BSEE/MSEE). 2. 10 + years of practical engineering design experience with analog and digital systems. 3. 7 + years of direct management experience with knowledge of Interviewing, Performance Management, Coaching, Performance Evaluations and Terminations. 4. Must be able to learn UL and other agency’s requirements. 5. Local or Regional, within an easy drive. 6. Lean and Six-Sigma & P/L responsibilities is a plus. Todd Kmiec Todd Kmiec & Associates todd@toddkmiec.com 919-883-7560 http://www.recruitingblogs.com/profile/ToddKmiec http://www.linkedin.com/in/toddkmiec Follow me on Twitter http://twitter.com/toddkmiec Connect with me on Facebook www.facebook.com/profile.php?id=1440262060&ref=name…; Added by Todd Kmiec to Recruiters Looking For Splits at 9:44am on May 18, 2009

Blog Post: Revisiting Dale Carnegie's Golden Principles