across the web, job seekers are having a hard time finding and applying to this fast-growing job market. Green Job Spider will enable them to search for these jobs under one interface. The site will also help green candidates learn about the types of green jobs and where they are through its blog and podcast.The job search engine will be one of the first of its kind to focus exclusively on a specific niche. To date, most of these job search sites focus on all types of jobs nationwide, but Green Job Spider will offer a more targeted experience for those who want a green job. Its crawler will index for jobs from solar to wind to biofuels. Job listings will be indexed nightly and all sources of green jobs will be hand selected to ensure quality."The time is right for a service of this kind," says Chris Russell, the site's founder. "Green jobs are growing and the current method of finding them is too fragmented." Russell is a ten-year veteran of the online job search space. His company, AllCountyJobs.com LLC, is a well-established player in the niche job board business.Green Job Spider will also target green employers and recruiting firms who have jobs online. Listings can be indexed through an XML feed or spidered via web page. Pricing will consist of a flat monthly subscription fee with unlimited clicks. At launch it currently indexes about a dozen green job sources. Efforts are underway to index the remaining green job boards from Canada.Currently in BETA, the site is located athttp://www.greenjobspider.ca/
ruited in the Energy sector for EPC companies and Utility companies. I have alsoo been a corporate recruiter for ABB and currently Elster. If you are open to someone working remotely give me a call or shoot me an email. I currently live in Raleigh, North Carolina. 919-621-1385 or email@example.com. I look forward to speaking with you.
Steven Marse CPC, CTS, CSP, TSC said:
Here is the actual JD. Would really like someone in New Orleans or SE LA. But Houston will suffice as well.
Job Description: Full Desk Recruiter
Department: Direct Recruiting Division
Reports to: Director of Direct Hire Business
This person will locate, recruit and hire the best-qualified candidates in a timely manner for placement with Universal Personnel's clients on permanent / direct hire, contingency basis.
Work independently of the Account Reps to create a client base outside of the existing clients.
Develop a market segement
Make contact and present services offerings to potential customers
Securing Job Orders and signed contracts from potential customers.
Source and Pre-qualify Candidates.
Find candidates not already in the database.
Present candidates with the opportunity and secure interested candidates.
Coordinate the completion of Candidate Information Sheets & pre-screen.
Coordinate Strategic Search Plans.
Find and maintain online sources for gathering company information relevant to specific industry searches.
Assemble lists of source companies for specific job orders.
Process unsolicited resumes.
Assess value of each candidate for current and future assignments.
Professionally reject/refer unsuitable candidates.
Viable candidates should be processed with Candidate Information Sheet.
Post Jobs and manage candidates responding to postings.
Post all job openings to appropriate websites.
Process candidates submitted through the websites.
Coordinate email data searches.
Coordinate Database searches for all open assignments.
Contact appropriate candidates for open search assignments and process results.
Final Reference checks.
Via email to start the process.
Formal reference checks to close deals.
Key Skills Required:
Strong Organizational skills.
Highly motivated with natural sales skills.
Strong communication skills.
Ability to handle multiple work assignments.
Strong computer literacy.
LARRY W. SMITH/EPA
On the court, Lin’s star has fallen dramatically, as many NBA people suspected it would, once teams started to really scout him and study his game. “It was a perfect storm with Lin,” said one scout, who first saw him play in a D-League showcase in South Padre Island, Tex., in 2011. “He was perfect in Mike D’Antoni’s system. You had Carmelo Anthony out of the lineup. That part of their schedule was favorable. And nobody had seen him play during the summer, because of the lockout. But all of that has changed now.” According to several scouts and GM’s, Lin is projected to settle somewhere between an average starter and above-average starter, at best. He’s got some deficiencies he needs to fix to solidify himself as above-average. He doesn’t have a reliable jump shot, he’s turnover-prone, and he can’t defend a street pole.
Read more: http://www.nydailynews.com/sports/basketball/knicks/holes-jeremy-lin-game-plain-ny-knicks-linsanity-hit-skids-article-1.1036741#ixzz1omwEfhpL
As a Recruiter, When Results Go South--What Then?
The Linsanity Story today provides an important warning to recruiters who start out in dramatic fashion only to fall to earth when results falter.
When Jeremy Lin was doing fabulous in his opening twelve games in the NBA the world took notice. It was LINSANITY!!!
On Feb, 13 2012 - Hung Lee had a great post on the RBC on the subject.
What Does Good Look Like? Recruiting Lessons from #Linsanity
My comment on Hung's post was:
Yet, while the Jeremy Lin story is fabulous at the moment and the media frenzy is feeding on him—it’s still too early to say he’s a lock as the next best thing in the NBA. He’s certainly paid his dues in HS and college, but four games in the NBA do not make you a legend yet. I remember when Albert Pujols was making his way up the ranks in the MLB--it took three seasons with stats that ranked with the best ever before he was truly embraced as phenomenal.
If Jeremy Lin is standing tall at the end of the season in the rankings then you have something to talk about. It’s great that he’s stirring the excitement for basketball and is now an inspiration to so many new fans. It’ll be interesting to see how Lin manages now that his opponents will start keying on him with plays designed to nullify his impact. If he can survive and continue to excel then “Linsanity” may be a true phenomena and an indelible lesson for the recruitment process.
The reality is, Jeremy Lin is only human. He's a great basketball player who is now having to adjust to the adjustments made to defend against him. If Lin is truly destined to be great, like the Michael Jordans and the Kobe Bryants of the NBA, he will reassert himself again, and again, and will become a force to be reckoned with--or not.
The lasting message and lesson here for recruiters in the Jeremy Lin story is that peak performance and valley performance are a given. So don't ever think your great results today will continue unabated and carry you through tomorrow. Hard work; adjusting to expected and unexpected challenges; and a bit of luck will steel you for what comes next.
PROGRAM DIRECTOR Location: Can be based out of any major
The qualified candidate must present a resume showing the meet each of the following core requirements:
· 5+ years of experience managing teams of 30+
Full time employees
· Previous experience working for a consulting
· 5+ years of experience managing an externally
contracted team of SAP professionals (outsourced resources)
· 3+ years of experience developing proposals and
working with sales teams
· Must have experience working on proposals with a
TCV over $10M
· Experience in developing new business
· 5+ years of experience delivering / using /and
implementing SAP PLM solutions
SAP Product Life Cycle Management (PML) experience
· Experience with industrial clients preferred
· Ability to travel to customer sites Mon- Thurs/
The selected candidate will be directly responsible for the sales and delivering of SAP PLM selection, planning, and implementation engagements,
this includes working with the sales team to identify new SAP PLM
opportunities, developing proposals and delivering SAP PLM engagements. You
will also work with SAP partners.
The preferred candidate will have an understanding of Product Data Management Concepts, Product and Portfolio Management Concepts, Quality
Management concepts, Product Compliance concepts, SAP PLM experience and
exposure to Industrial clients.
In order for a 50/50 split - candidate must be pre-screened by recruiter - experience and compensation must be validated, as is the candidate's ability to travel
80/20 split for qualified resumes that are just passed along without speaking with and verifying that the candidate is qualified.
Email me at firstname.lastname@example.org if you have candidates and we'll set up a split contract.