Search Results - difficult-earned money

Blog Post: Top 5 Headaches Today's Employers Face (And How You Can Address Them): Added by Maren Hogan at 10:53am on August 31, 2015

Blog Post: Increase Employee Engagement with Employee Giving Programs: Added by Hesha Patel, MBA at 10:50am on January 27, 2016

Blog Post: Employee Bonuses V.S. Raises... Which is More Important?: Added by Chris Arringdale at 8:22am on February 9, 2016

Blog Post: College Recruitment Strategy: What Every Recruiter Need To Avoid In Any Campus Recruiting Campaign: Why Are College Recruiting Strategies Important?

In the 2021 Graduate Market…; Added by Ngan Pham at 12:46pm on October 30, 2021

Blog Post: Tips for Actually Getting the Job!

Getting the Job

The job seeking process can be both challenging and fulfilling. If you approach the job search as a “full-time job” you will find a sense of purpose and improved focus on…

Added by Jamie Amaral at 2:33pm on June 12, 2012

Blog Post: Utilizing Applicant Tracking System as a Small Business - Top 9 Tips and Best Practices: While an applicant tracking system is nothing new in the recruiting landscape, ATS solutions continue to push the way a recruiting team operates, eliminating menial tasks while helping to build…; Added by Ngan Pham at 9:55am on November 13, 2021

Blog Post: Free hiring: the secret of a $0 cost per hire: Let’s be honest, recruitment can be expensive both in terms of time and money. But does it really have to be that way? Here we list some great free tools out there that recruiters can…; Added by Nick Leigh-Morgan at 8:58am on January 18, 2012

Topic: Transitioning from Military to the Workforce: of IQTalent Partners, Chad Sowash the Vice President of Direct Employers, and Sean Kelley a Staffing Director at Microsoft, discussed the challenges organizations have faced in recruiting former and active military members, and having them become a successful part of their organization’s team. For some organizations the difficulties lie in finding the right recruiters to recruit, hire, and place veterans within their organization, but for others - it’s matching the individual veteran skill sets to the right job. According to the panel, the challenges of recruiting and transitioning veterans into an organization can be contributed to: · The service members/veterans special mindset: the military is a community built on trust and if trust isn’t established - or worse, broken - focus is lost. Meaning although veterans may be a part of your organization they won’t perform well until they feel they are part of a team they can trust. This mindset - although closely related to that of any organizational breakdown, are as follows: o Organization: Know who you are working for o Mission: What are the job objectives o Unit: Who is on the team · They’re looking for ways to mesh: it often becomes difficult for veterans to transition back into the workforce because of the “total team/trust” mindset, the effect of the action they may have seen and/or been a part of, and their total dependency of the military community they were surrounded by during their years of service. This makes it hard to relate to their civilian co-workers of non-military status who often work fiercely independent of others. · Underutilization: some of the biggest issues organizations face are they don’t know how to access or use the hiring resources and tools at their disposal in their effort to recruit veterans or, worse, they don’t fully understand and leverage the veterans’ transferable skills and knowledge to the benefit of the civilian workforce. To stem off these difficulties the panel suggested recruiters learn to translate the value of a veteran (literally) by understand the jobs and trades they’ve accrued during their military training and to familiarize themselves with programs the veterans underwent during enlistment. They also need to learn how to translate the many skill acronyms in any veterans CV. In order to do this, companies will need to “enlist” and train recruiters to understand and translate acronyms for the Military Occupation Codes (MOCs) - to meet service men and women halfway in their transition back into the civilian workforce and if at all possible provide an inclusive environment for the service men and women to become a part of. The panel provided examples of the some of the best hiring tools recruiters could use to discover the jobs and skills the military offers: · Military Crosswalk Search: http://online.onetcenter.org/crosswalk/MOC?s=MOC · DOD Dictionary of Military and Associated Terms - http://www.dtic.mil/doctrine/dod_dictionary/index.html · and even Acronym Finder: http://www.acronymfinder.com/ Columnist and writer Paula Santonocito covered these tools in her “TMT Talk” blog postings on TalentManagementTech.com titled “Acronyms for Everything”: http://www.talentmanagementtech.com/community/blogs/1005/646_acronyms_for_everything.html The most resourceful site by-far (suggested by panelist Chris Murdock) is the Military Crosswalk Search, which provides a detailed description of the Jobs, Tasks, Education, Work Context, and so on, preformed by the veterans. A highly useful and powerful tool provided by O*NET OnLine which was created for the U.S. Department of Labor, Employment & Training Administration. Also suggested by the panelists was to connect with the local veteran representative at both the State Employment and or the local Armed Forces recruitment offices in order to open the doors more easily for the veterans and help them find your organization and jobs which help them transition back into civilization. By working closely with these representatives, organizations can quickly become known as vet-friendly employers. Another concern - which can be deterred by using the above resources - is the level of job engagement transitioning veterans face and the underutilization of their transferable skills, which cause them to feel underutilized and leave the organization. To understand their goals, their skills, and how they understand the “mission” is what makes for a successful on-boarding of veterans into the civilian workforce. Take the time to listen and have at least one military-friendly hiring manager who, like the government, recognize military members are and could be your most powerful asset by leveraging their military training and education, building on the four principals: · Loyalty · Respect · Honor · and Teamwork Here is what VetJobs founder Ted Daywalt has to say about the benefits of recruiting and hiring veterans: “Since the founding of the United States, veterans have played the major role in ensuring the freedoms of our country. While defending America veterans have obtained a myriad of skills, which sets them aside and identifies them as sought-after top employees, which is why the VetJobs byline is Veterans Make the Best Employees.” He continues to say veterans make the best employees for the following reasons: Proven Leadership: Veterans were put into leadership roles at early stages of their time in the service. The real world, front line and often battle proven leadership developed in the military is well beyond that of a similar person in a civilian job. Mission Focused: Every member of the military is used to working in an environment that is focused on the mission at hand. They are not clock watchers, but rather are focused on what it takes to be successful in their mission. Team Players: From the early stages initial training, all members of the military are used to working in a team environment. Some teams are small, others very large, but all members of the team know that their individual efforts are to support the team in reaching the larger objective. Work Ethic: The work ethic of veterans is unparalleled due to the need to depend on each other for their lives. Every military person knows that their life and success depends on their team mates. As a result, the work ethic of veterans is vastly stronger than the most civilian work ethic. People who have served in the military are used to working long hours in non-traditional environments. Training and Education: Today's military veteran has been trained in nearly every occupation imaginable, with a strong emphasis on technology. Most of the training schools of the military that teach technology, leadership, sales, management and operations surpass those available to civilians. Immediate Contributor: Veterans, through their proven experiences in the military, become valuable contributors from day one of employment. Veterans are used to being challenged, encouraged to demonstrate initiative, think quickly on their feet and give recognition for performance to those who earn it. Background Checks and Security Clearances: Over 90% of those in the military have had extensive background checks for various levels of security clearances. When you hire a veteran, they are less likely to become a risk to your operation. And if your company requires security clearances, a veteran can save you a great deal of money on special background investigations since the veteran can be transferred in status. Post Military Education: Most veterans continue their education upon leaving the active duty military. Consequently, there is no job done in the civilian work force that cannot be done by a veteran! Ted went on to say “Since these men and women are the individuals who have made it possible for America to have freedom and a free enterprise society, hiring a veteran is the right thing to do - and can only benefit your organization.” About onrec Expo (THE Recruiting Conference) onrec Expo is Onrec.com’s annual international recruitment conference featuring a wide range of industry-specific topics from the top thought leaders and industry experts - and with the 2009 acquisition of Kennedy Information's Recruiting Conference and RecruitingTrends.com, onrec Expo has effectively become the must attend recruitment conference of the year - rebranding themselves as THE Recruitment Conference. A division of the Tarsus Group - an international B2B media company creating industry-leading events, publications and online media since 1998 - Onrec.com is the world's leading information resource for Human Resource and Recruiting professionals, and is the accompanying website to Online Recruitment Magazine, which takes an in-depth look into recruitment and industry suppliers - helping corporate recruiters, recruitment agencies, and suppliers find the best resources available through a range of media and services. A growing portfolio supported by Tarsus Online Media, features educational and networking products in the talent management, HR and recruiting sector including; TalentManagementTech.com, RetentionInstitute.com, TheRecruitingConference.com, RecruitingTrends.com, and Onrec.com. For more information on THE Recruiting Conference, contact Anna Brekka at anna@Onrec.com or go to www.therecruitingconference.com 2010 Exhibitors and sponsors included: ZoomInfo, GreenJobInterview.com, Monster Worldwide, Human Resource Management Center (HRMC), Impact Achievement Group, AfterCollege, Q4B Mankuta Gallagher, Maximus Workforce Solutions, Conrep, Talent Hog, Glassdoor.com, Bond Talent, Beyond, Qualigence, AIRS The RightThing, AccuSearch, Broadlook Technologies, CollegeRecruiter.com, KellyOCG, MBA Focus, VetJobs, Dice, Alumwire, Dillistone System, Simply Hired, Jigsaw, Madgex, disABLEDperson, Futurestep/The Newman Group, Shaker Recruitment Advertising & Communications, ChicagoJobs, The Value of a Veteran, Sheila Greco Associates, Ivy Exec, Wanted Technologies, Career Corner Digital, FINS, TweetaJob, BountyJobs, Networked Recruiter, CKR Interactive, SmartBrief Jobs, Corp Shorts (RezBuzz), SkillSurvey, and Arbita…; Added by RD Whitney at 3:56pm on October 18, 2010

Blog Post: Engage your Culture for a Strong Employer Brand

Employee Engagement, Corporate Culture, and Employer Brand

It…

Added by Tony Hogeveen at 8:55am on May 4, 2013

Topic: Meet Jeff Newman, Empathetic Eccentricity: Passion in Recruitment, Punjabi Cooking To History of Baltic Republics: thenticity. My friends, rarely has someone been so transparent in his quirks, been so effusive in his passion in our trade, and so in love with candy, wife and gaming ... but within it all ... a love for his fellow man. He identified the 9/11 perspective, one I share ... a crisis which taught lessons. We found the inner core of what drives this business for not only successful people but also successful human beings. Jeff is one of those successful 'human beings' because he has been shaped, by circumstance, to view his own personal mortality. Even so ... its also part of who Jeff truly is as a person to pull himself forward, look his client in the eyes, and be driven to know what he can do for his fellow man. He is the embodiment of the reality our friend Steve Levy often speaks of ... the People skills 1.0 few people pay mind to, preferring a run from basics and onwards to all things 2.0 We know that without people skills 1.0 we have fads and gimmickry. In Jeff, we have someone who can count 1.0, 2.0 and so forth and having lived them before they were terms. A 'people' person in a people 'industry' - imagine that. Jeff reflects the conscience of Industry Leader, Don Ramer and his themes of bringing empathy, transparency and love to our passion for humanity and I am esteemed to have observed this in his own words. We have authenticity as a driving force in a veteran recruiter like Jeff, not for love of dollar alone, but for love of looking in his reflection and valuing what he represents. It matters to Jeff, it matters to me and it should matter to all of us. It isn't a value that is fait accompli in this industry regretfully. I see talent in Jeff, his colleagues at the office do as well. but today my friends, it is important all of you see it as well which is why I take great pleasure in introducing a valued contributor to our community today. Meet Our friend .... Jeff Newman. Jeff Newman, Senior Technical Recruiter at Genesis10 • RecruitingBlogs Profile • Linkedin Profile • Office Email and Personal Email • Office Number: 212.688.5522 ext. 20 Q&A with Jeff Newman Six Degrees: Tell us of your home world. Jeff: One of my strongest recruiting traits is that I really am not much of a game player. I am the same guy at home, as I am talking with a candidate, talking with a peer or making friends with someone in Human Resources. My essence, the core of Jeff Newman, is to take everything with a smile, good and bad, and remember that this too will pass. I do this at the office, at home and occasionally at the Gym (to know me is to hug me). I am married 11 years as of January 18th. The key to my marriage is communication, being friends first, and nodding, leaning forward, and looking right in her eyes while saying “I agree”. It is kind of cool that that works in Sales relationships too, eh? Senda is my wife’s name and she is an MSW/CSW who specializes in HIV/AIDS. She works as a Senior Social Worker for St. Mary's in Harlem http://www.stmarysharlem.com/jsp/. I figure that her good work might make up for some of the things I've done while, what’s the word the hardcore ethicists use now, “rusing”? When I started, we called it Pirating...kinda like the folks in Somalia but without the heavy weaponry. Most important in my home life is the fact that Senda knows that recruiting often has lot more failure then success. We get hung up on more then we get to hear “AWESOME, I have been WAITING for someone to call me at work who I never heard of!” I had a boss once say to me that this is a Business of Failure. What do you call a baseball player who only succeeds three times out of ten? Very rich. The trick is to try and take that home as little as possible. At least in NYC, non-corporate side recruiters (especially in IT) are looked at better than muggers but still worse than building contractors, in terms of social status. You can't behave like that or you will start to believe you are that. Most of all, you cannot take the fact that out of 75 calls you made that day, 70 amounted to nothing. You take home the 5 that were successful and leave the negative ones in the office. I also am the pet human of 2 of the coolest cats in the world. Cleo has had Senda and I for 11 years, she is all black and she has had us since she was still taking milk in the bottle. She likes to lie in our bed and she sleeps with us every night. Goofy, our tabby, is about 2 years old and he is chock full of energy. Senda taught him how to play fetch with toy mice and he can do this for hours on end. He and Cleo are not the best of friends, however. Six Degrees: Tell us about the after-hours version of Jeff Newman Jeff: As anyone who has spent more then 10 minutes with me will tell you, I am quite unusual. If I was richer, they’d call me eccentric and I’d be on the front page of the NY Post. I feel that you can never have enough knowledge, learn enough things, and or try enough new things. I try to keep my span of knowledge broad, even if just to use as tidbits when forming a relationship. I genuinely am interested in everything from Punjabi cooking to the history of the Baltic republics. One thing unusual in our house is that we don't own a television. We watch DVDs through the PC and all the major networks post their shows through their websites so we don't miss much. At then end of the day, I think we only watch Lost, Fringe and 30 Rock, anyway. We watched the Presidential Debates streamed live through MSNBC.com and Meet the Press on the treadmill at the Gym. With the rest of the time, we talk, we read and we go out with friends. We'll play board or card games together and PC Games alone. My wife is an Everquest addict, she has been playing since 1999. In fact, I'll often call her by her EQ name. I'll pick up a new PC game every so often, from Spore (which stunk) to anything by Paradox Entertainment. Senda and I are also big Science Fiction fans, especially with Star Wars, but not limited to that. We go to I-Con every year and other Sci-Fi conventions when they hit NYC. As a Technical Recruiter, I have often made great connections through this world. Between us, I'd still be involved even if I was hunting for Admins. If that wasn't enough, I am also a StumbleUpon fan. If you are unfamiliar with that, check out the site. Make sure you have a good block of free time and don't say I didn't warn you. One more thing that I think really is important to understanding me is that I have Multiple Sclerosis. Go figure: I survived 9/11 yet was diagnosed shortly thereafter with MS. Nothing gives you greater focus and better understanding of whom you are that having a challenge of that nature. I usually don't mention it, or make a big deal about it but in terms of recruiting it has been very helpful. I can empathize and understand much better the unique challenges that everyone faces, even if I have never walked in those shoes. And it really does make for great stories. Every candidate has different and unique needs and helping them get through often means the difference between a placement and a turn down. Six Degrees: How many years as a recruiter? Jeff: I have been an Staffing Firm side recruiter for 10+ years. I have always done technical/IT staffing, through the good and bad times. I have never hesitated to place a different skill set if that was what the client wanted from me however. In recruiting you can specialize but you should never limit yourself. Six Degrees: How did you get started as a recruiter? Jeff: Ahh, I wish I could say I was embarrassed to admit it, but, another thing that people who know me will tell you is that Newman doesn't really get embarrassed much. I graduated Columbia University http://www.columbia.edu/ in May 1998. I was married for 6 months and had spent the majority of my college career enjoying myself as opposed to studying. I had no idea what I wanted to be when I grew up but I knew I needed a job. I sent out 200 plus resumes. A Technical Recruiting firm, Recruit Dynamics, had called me in because I had JAVA on my resume. I had JAVA there, because I was pumping that resume as much as I could, and once I had read a book on JAVA. They had a 6 month contract in Rochester, Minnesota for an entry level programmer. I replied that I really wasn't a developer I had applied for the recruiter role. You know, the one with no experience needed. The lady who brought me in came out and said the boss would meet with me, but not until lunch. It was about 8:30 AM at the time... I said no worries and was it OK if I waited here. I waited 6+ hours, to finally interview with the President of the firm. After an hour or so, he said, “Jeff, you know nothing about recruiting, in fact you know nothing about business. I do like the persistence of someone who will wait hours for an interview. Let's try it for 30 days and see what happens.” The irony is what kept me in the office wasn't truly persistence. It was the air-conditioning, free coffee and a bunch of magazines. I had no money and no place else I had to be. That's why I stuck around. 10 years later. I think it was a good decision. Six Degrees: What single event had the most impact on your sourcing/recruiting career? Jeff: For me, it was the Death of COBOL following Y2k. For the year leading up to Y2K, COBOL developers were naming their rates. People who had taken a class in COBOL in 1978 and had been driving a cab ever since, were getting high paying contracting gigs. Everyone needed COBOL/MAINFRAME experts, they were paying for them through the nose and you couldn't find one not booked up to save your life. It was fun, the money was great, and I was very busy. Then came January 1st, 2000. The world didn't end, the machines stayed A-OK and I had to fire 50+ contractors. Developers, who a year ago wouldn't take your calls, were calling everyday. There was nothing we could do to help any of them. This taught me two very important lessons. First, it said don't focus your recruiting in one area or skill set. Diversity is the spice of life and to spread out as much as possible. The second thing it taught me was to keep your skills cutting edge or you could wake up one day and find yourself as obsolete as a Blacksmith after the invention of the personal automobile. A close runner up is the .Com bubble. The lesson I learned there was do not take commission payments in stock. Speaking of which, if anyone is interested in shares of Flooz, I have PLENTY! Do you have a mentor to whom you attribute your overall outlook on recruitment, capabilities, and/or model your career after? Jeff: I cannot name one specific person who I model myself on, but I have taken many different pieces from people over the years. The Big Boss at APS-Botal was a guy name Steve Sayetta. He had arranged for me to attend an 8 hour NYATS seminar. I complained as it was really focused on Admin recruiters and I only did IT. He said, “Newman, if you learn one thing, it will have been worth the time you spend.” I really believe that and have applied it to my recruiting career. I have worked with some amazing people over the years. TK Sheridan, Tom Sheridan and Paul Sheridan at E-Claro taught me the basics of the industry, from how to calculate a bill rate to the best way to close off a call without hurting someone’s feelings. Peter Elia, from APS-BOTAL (now Infinity Staffing), got me to better appreciate the importance of details. Peter is also one of the best relationship managers out there. He was also the best boss I ever had, because he had served “in the trenches” and knew what it was all about. Darren Greif, the IT Staffing Director from the Bachrach Group, is the best closer you have ever seen. He could see all the problems in a deal that would need to be gotten over before anyone else. As a manager, his policy of helping you to do better without interfering with what was working was amazing. Lately, I have been introduced and begun working with Steve Levy. I had read his blog, seen his comments on recruitingblogs.com, his blog and ERE and then I got to meet him in person. At first I was a bit star struck. But then I got to work with him and I thought, “And I got all veklempt of this?” Kids may admire and want to emulate sports heroes and guitar wizards, but since I started reading their works, for me it has been guys like Glenn Gutmacher, Shally Steckerl and Steve. What I have learned from him has just been fantastic. I try to learn as much from everyone I work with as I can get. Your talents can only get better through knowledge and practice. [I had other things to say about Steve but he knows where I live and work] Six Degrees: Tell us about your day in the life at the office Jeff: Well, right now I am with Genesis10. Genesis10 is one of the largest privately held business and IT staffing firms in the nation. The company was started in 1999, and has grown, on average, at a rate of 44%. One of the main reasons I chose to join Genesis10 is founder/CEO Harley Lippman. His bio really impressed me. Every company is a sailing ship and much can be told about how it will travel if you know her captain. Personally, I am a senior recruiter on a team dedicated to supporting one client in midtown NYC. The client has an awe inspiring need for excellent developers, especially in C++/UNIX. The process is one of the most difficult hurdles I have ever seen candidates need to get through, including two technical screens, a code review and then a final interview. It does ensure that our client is only getting the crème de le crème of the industry. This was the first time in about 6 years that I have ever been just recruiting, as opposed to a full desk. It is also the first time since the start of my career that I have been just supporting one client. With Genesis10's depth of resources and it's commitment to providing the best people, both technically and personality wise, I feel very comfortable in this role. It was an adjustment for a bit however. Six Degrees: (A) What other companies' recruiting operations do you admire or have heard are best-practice examples? Jeff: I am mainly acquainted with the firms in NYC. Our business, especially in IT, all seems to be 6 degrees of one another. I have heard buzz about many of the firms in our sphere, good and bad. Recruiters and sales people tend to gossip. Based on my second sentence in this paragraph, I will go with discretion being the better part of valor. Six Degrees: What recent general news story or industry trend do you feel will have an impact on your work in the future? Why? Jeff: The way you can wake up and have the market give you a surprise, I'd be uncomfortable guessing anything at this point. I don't just think our industry will change, I think the United States is changing. I couldn't even hazard a guess as to where we will be in a year. To quote myself from above, all you can do is “take everything with a smile, good and bad, and remember that this too will pass.” Six Degrees: What is your next career goal? What do you need to do to get there? Jeff: While at the Bachrach Group I helped to train a number of Junior recruiters. This was one of the most satisfying experiences of my career. It was a talent I didn't know I had and I really enjoyed it. At some point, I'd really like to be able to that again. Past that, I'd like to retire at 50 but if you look at my 401k.... To get there, you just need to work hard and get lucky.…; Added by Dave Mendoza at 12:34am on January 19, 2009