u are interest in Business tie up you are most welcome . We have very good resource from India .
With Warm regards....
IT&M Consultancy Services
Chennai , India
ho's local to MN, please let me know if you have any position available for my consultant,she's on H1B , to review her resume , kindly send me a test e-mail on - firstname.lastname@example.org, so that I can send you across his profile for your kind perusal.
All the best , have a rocking and a blessed day.…
Added by RAJ MANGAM at 10:19am on February 23, 2009
domains and platforms like SAP, Data warehousing, mainframes, Sun technologies, Microsoft Technologies, Testing, Oracle Apps and much capable of working onto the niche skill sets.
I am in a process of creating website which could help my fellow recruiters.
Request you to view my website and pass on your suggestions/improvements for the same.
Thanks in Advance.
sted-but-submitted resume is already in our database and I refuse to pay for the hire? Why should I have to request DOZENS of times that agencies work with our normal, published process to submit a candidate? Or when I reduce the number of agencies we work with to squeeze more money from my already limited budget, and your agency is no longer on the list? I’m supposed to be a good steward of my company’s resources, and yet third party recruiters continue predatory behavior with hiring managers: waving resumes like candy at little kids, checking in to “build trust” so they get a back-door requisition. It’s insidious, like getting your parents to argue over whether or not you can go out with your friends on a school night. Why don’t they ever learn??
Needs a Fumigator
Dear Needs a Fumigator,
I have to admit, I’m really glad you brought this up. You’re describing the classic and often dysfunctional relationship between three parties that are paid to be in charge; and each of them is supposed to be in charge of certain things when it comes to hiring.
I think that if a company is large enough to have an HR function, then HR needs to set the rules of engagement for hiring. Of course, this is a business decision that requires input from stakeholders like hiring managers and accounting; but if the policy represents the needs of the business as a whole, it's much harder for a third party to divide and conquer.
The truth is that, from a corporate perspective, agencies are a source for candidates – and an expensive one at that. But, unlike job boards and employee referrals, they proactively build relationships to get business. Don’t fight this fact; leverage it by building great relationships yourself with the agencies you choose to work with. Make it your business to ensure that your agency recruiters feel well cared for, understand your business and its requirements for talent, and consider you the primary go-to person for questions and contact. Don't wait for them to call you all the time; seek them out periodically and invite their feedback about your process and their experiences with your company. You may be surprised at their surprise at your interest.
Yes, it’s frustrating to constantly be nibbled to death by ducks, and sometimes you do want to call for an exterminator to keep the agency infestation under control. But consider this: the best fumigation service out there is when you simply invest in the quality relationships that you want to keep. Set the ground rules, enforce them fairly, and always reflect the quality relationship that you expect from your agencies. You might find your attitude changing dramatically towards what can be an excellent resource for talent.
In my day job, I’m the Head of Products for Improved Experience, where we help employers use feedback to measure and manage competitive advantage in hiring and retention. Learn more about us here.
Do you have a question you'd like answered in this weekly forum? Drop me a line!…
that the AllianceQ companies have edited these terrible messages to provide HOPE to job seekers and allow them to actually continue their job search with fellow AllianceQ members. Here's an example of an AllianceQ email going out to millions of candidates right now:
Thank you for your interest in employment with ! We appreciate your taking the time to apply online for the District Sales Manager.
At this time we have identified other candidates whose backgrounds more closely match the specific requirements of this position.
However, we would like to provide you with a resource that may help you in your search. is a member of AllianceQ - a partnership of leading companies collaborating to find external talent and to help external talent find work. One or more of these companies may have open positions that match your skills and experience.
AllianceQ is a free and confidential service. Simply visit www.AllianceQ.com/company to create your profile and you will be automatically-- and anonymously-- be considered for thousands of other opportunities with first class employers, including .
Please continue to visit us online at company.com/careers and we encourage you to keep your profile current and to apply for open positions that match your skills and experience.
Again, thank you for your interest in joining the team at . We want to wish you the best in pursuing new opportunities through this outside resource.
As you can see this email message (an easy edit in any ATS) provides, not a closed door "goodbye" but an open door "here are some friends". How do you think this message is affecting the employer brand of the members? 75% of the people who read this message take the company up on the offer - that's how.…
Deposit Insurance Corporation) is flush with jobs. After I went through the agency's registration procedure, the site came up with available jobs (in my occupational category), most in locations outside of my state (Massachusetts). All were administrative assistant jobs (which I don't fit). Admittedly, I am a white male non-veteran, so my options are limited, but the hiring door is not open wide at FDIC for me. — Bob Contacting Bob, I suggested that he pop over to a just-launched online job resource, CareerCast.com, a job portal operated by technology provider Adicio.
That same day Bob called me back to say "thanks" and to tell me that he had discovered on CareerCast two attractive job openings in his backyard for which he was well-qualified and was moving immediately to apply for both of them.
The CareerCast job portal contains about a half-million jobs from more than 500 newspapers and niche job boards across the U.S. and Canada.
Similar to familiar and useful aggregation sites (such as Indeed.com and SimplyHired.com), CareerCast directs job-hunting surfers to the originating job board, where they apply.
But unlike aggregation sites, CareerCast allows job seekers to upload or create resumes and cover letters and use their stored personal data to apply to jobs across the network. Their resumes are visible only to recruiters on the sites on which they apply. This feature guarantees much greater privacy for the job seeker because there's no searchable database of resumes that can fuel identity-theft problems.
In addition to job listings, CareerCast offers career-related content and advice directed by Tony Lee, who formerly headed Dow Jones' Career Journal.com and who knows careers-industry news backwards and forwards.
(Disclosure: Rick Miller, CEO of Adicio, is a respected professional in the recruiting industry. His company and my company shared an office a dozen years ago and we remain friends.)
DEAR JOYCE: At 58, I'm on the market and worry that technology to find jobs is beyond my grasp. Can't a person still find jobs in traditional ways? — C.P.
ABSOLUTELY, YES — solid job-hunting techniques ranging from responding to ads to networking are proven old friends. But perhaps you remember a rhyme often written in high school yearbooks: "Make new friends but keep the old — one is silver, the other gold." When you're all a-twitter (yes, that's a pun) about what's up in technology, grab knowledge quickly on SocialMedian (socialmedian.com), a site that focuses on using online technology in many venues.
SocialMedian is the creation of the talented Jason Goldberg, former CEO of Jobster.com.
In this deepening recession, don't make the mistake of relying 100 percent on the same old strategies and approaches to find jobs and manage a career. Nor should you rely 100 percent on new-media sources.
Put them all together and selectively rank those that work best for you.
DEAR JOYCE: My son, a college sophomore, is talking about dropping out of school. What are those arguments about better job stability? — R.R.T.
The classic job stability-argument for your kids to stay in school just took a slight hit with rising joblessness for workers with bachelor's or advanced degrees. But college grads still hold the employment edge. In November, the jobless rate for college graduates reached 3.1 percent, compared with the national unemployment rate of 6.7 percent. One problem for college grads is that, starting in the 1980s, employers began cutting middle managers and older professional workers who were paid more than younger workers.
An excellent Washington Post story presents many details you'll want to know: Google for "College Degree No Shield As More Jobs Are Slashed."
(E-mail career questions for possible use in this column to Joyce Lain Kennedy at jlk(at)sunfeatures.com; use "Reader Question" for subject line. Or mail her at Box 368, Cardiff, CA 92007.) (C) 2009 TRIBUNE MEDIA SERVICES, INC.…