acquisition solutions, and there is much to cover.
He'll explore the impact of the changing economic environment - has it affected the market for talent acquisition systems? Are expectations changing? What can companies expect in the future? In the continuing evolution of talent technology, will we expect to see more consolidation? What new choices will you face in your technology options over the next year, and how will they affect your talent acquisition strategy and operations? Join Ed Newman as he explores these questions with answers that may provide great insight for your next talent technology decision.…
the industry as a whole on what are acceptable business practices. I'd like to think that economic forces will take care of the shysters, but it's an imperfect system and they will continue to persist for some time yet. Hopefully, the GFC will have also cleared a lot of them out.…
Added by Aaron Dodd at 10:26pm on January 31, 2010
Guru or not, there are assumptions here that I believe are flawed:
The number of really good recruiters stays constant during a recession
The bountyjobs communication system works (read old posts about it on RBC)
The number of companies with real openings who use bountyjobs (and actually hire using bountyjobs) stays constant
The Sal Petrara Principle of Experienced Recruiters going around the system is not in effect
More but I need to catch a train...
As Craig wrote, success creates buzz and the buzz we hear is not conducive to doing well in any part of the economic cycle.…
sales of machines costing $50k to several hundred thousand dollars and they would like them with experience in the food industry.
Search For : capital machinery, sales, food industry, meat industry, plant layout, equipment layout, economic justifications analysis, production systems.
Position Title Regional Sales Manager #1291
Salary Range $60k base (we have wiggle room on the base) plus commission (should be at around $100k at plan)
Relocation Yes - but try to keep it in the area. Should be a lot of candidates local
Fee % 25%
Location Chicago Area
- Promote, develop and sell new equipment to existing and new customers.
ESSENTIAL DUTIES AND RESPONSIBILITIES:
- This sales representative will travel within the geographic sales territory to make customer presentations, familiarize customers with Company’s products and demonstrate their equipment.
- Prepares documents such as: price quotations, terms of sales, delivery dates and service obligations.
- Analyze technological changes in the meat processing industry and assist in developing the overall company marketing effort.
- Oversees the development of proposed plant layouts for customers, demonstrate equipment and shows existing operations where permissible.
- Submits periodic reports detailing sales activities, forecasts and expenses.
- This position will require the sales representative to travel between 80 – 100 nights a year.
- Arranges travel schedule and makes travel arrangements through the Company Travel Department.
- Bachelor of Science in Management/Marketing or equivalent experience.
- Five to ten years experience selling capital machinery is a must.
- Mechanical aptitude with ability to understand blueprints, and plant/equipment layouts.
- Familiarity with food industry, economic justifications analysis and production systems.
We need someone with experience selling capital equipment. By capital equipment I mean machines that go for $50K up to several hundred thousand dollars. We do not need someone that calls on customers weekly to see how many pieces/parts of a certain product they need.
1. Bachelor of Science in Management/Marketing or equivalent experience.
2. 5 + years experience selling capital machinery (Machines costing $50k to several hundred thousand dollars).
3. Experience with blueprints and plant/equipment layouts.
4. Experience with economic justifications analysis and production systems.
5. Food industry experience is preferred.
Todd Kmiec & Associates
week and wanted to see if you had some time to get together? I oversee our Healthcare division (work with JCAHO, numerous hospital systems) and think it would be beneficial to bothc of us for a brief, introductory meeting. Let me know what your schedule is like and we can coordinate. Feel free to email me at email@example.com or reply through here. Take care!…
facing today are
1. In this economic downturn, the biggest cost they are bearing is office space rent. And they would be happy if their recruiters work from home. And they will be happier if they can work with freelance recruiters who get paid only on results.
2. Managing and monitoring the progress on job requirements is the second biggest challenge. They want real time status. But as of now they spend lot of time in following up with recruiters on progress. This is the time they would prefer to spend in business development or client interaction, which leads to more business.
3. They want to build a candidate database over a period of time, which will be their ultimate resource. And this should be accessible from anywhere.
There are few other problems like maintaining an updated recruiter's calendar, managing scheduling of candidate interviews.
It would help the recruitment companies if they have an IT system, which manages these tasks for them. But they are not in a position to take responsibilities of owning and maintaining an IT system.…
in the siloed world of healthcare my experience is that most of the people who run health systems and hospitals are very traditional in their leadership (read: all too often command and control).
As we enter tougher economic times, I think the Next-Gen workers are in for some unsettling times. As companies thrash around to survive, all the features that attracted them to a particular company may get lost in a top-down turnaround or survival mentality. I would be interested in getting Dan's perspective down under.…