Search Results - engineer

Topic: Client Control: This is NOT a Friendship: xplain it to you in million years." But, trust me, it's something you want to know. About fifteen years ago, with Monster.com just peaking over the horizon, John started looking for jobs online. But instead of applying for these jobs, he started counting them, which led to keeping stats. It wasn't long before he started publishing those stats. Since then, John voraciously writes about the evolution of online recruiting almost every day. What is the one word you would use to describe yourself? Seems a simple enough question but careful contemplation drew the answer "independent" from John, a philosophy major turned engineer who just wants to be free. He is quick to speak of the impact Jason Davis, founder of RBC, has made to the HR and Recruiting community. And John, like so many, has been caught in the centrifugal force that is Slouch. You may be familiar with Sumser's ability to stir an already boiling pot, note the latest discussion started on Friday which has drawn over 150 responses. You may be less familiar with his deep-seeded love for this industry and his unique perspective that is so crystal clear, you can't believe you didn't already see it. John illustrates this when discussing Client Control. "The first thing, the most important thing you have to understand about a client is that the best relationships end. They are not friendships; this is business," teaches John. The adage, never put all your eggs in one basket, is a great way to further understand that the relationship is temporary and the end will come when you least expect it. "Be building business all the time," John adds. Be active in this pursuit. There really is no way to prepare for the end of a client relationship, just know that it will end and don't be blind-sighted. "It allows you to succeed or causes you to fail, " he brilliantly divulges. This leads to what can be done to keep business flowing. Community. Network. John views networking less like a web and more like a river that we are all flowing down together, different things happening at different times. And he is quick to share anything he comes across, "I give everything away as soon as I discover it. I don't get to own an idea, everyone owns it." "Create a flow, rather than have an end target, you gotta get the water running to the pump," His familiar use of imagery begins to take shape. "That is how the good word gets out," John continues, "The more you push out there, the more comes back to you." He claims it is not a religion, but truly it is. His beloved way of sharing marks the beatitudes of recruiting. The good word, indeed. re⋅li⋅gion pronunciation [ri-lij-uh n] –noun 1. a set of beliefs concerning the cause, nature, and purpose of the universe, esp. when considered as the creation of a superhuman agency or agencies, usually involving devotional and ritual observances, and often containing a moral code governing the conduct of human affairs. 2. the body of persons adhering to a particular set of beliefs and practices. 3. something one believes in and follows devotedly; a point or matter of ethics or conscience: to make a religion of fighting prejudice. …; Added by Rayanne at 3:34am on March 3, 2009

Topic: Technologies Come and Go: no one else could possibly have a good idea or provide insight that could possibly change outcomes. Closed-mindedness destroys many business ideas before they even have a chance to get off the ground. It is easy to watch this in religious discussions or in political arguments. It is often difficult for someone with a passionate viewpoint or heartfelt belief to hear - actually hear - what another party has to say. And the usual choice for how to deal with an opposing or different point of view is to walk away or duke it out, either using words or, sadly, fists. There is a course of thought that if someone or some group doesn't believe how you believe or act how you act, the only thing to do is to destroy the opposition. This is obviously not the type of conversation that comes or goes. I, personally, cannot afford to maintain a position of absoluteness. This leads to stagnation, retardation of thought, and /or to falling behind - losing edge - missing the boat. My first induction into technology was the social networking of the late nineties. I was inept, I was far behind my curve, and I felt I could never catch up or learn what I needed to learn in order to truly benefit from what technology had to offer me, an ordinary mom who worked in the dental field. My transition into recruiting was not only an eye-opener but truly - truly - a life saver. The best part, I discovered, was that I was a quick learner... this tech stuff all made sense, and if it didn't, I could figure it out or find someone who could help me figure it out. I am not an engineer or techie of any kind. I am someone who cannot learn enough or quickly enough. Social Media and its offerings intrigued me. I knew, like many others, that the way we communicated would be changed by the not only the speed of social media, but by the intrigue and desire of its participants. We learn and retain more quickly when and what we want to learn and retain. My aspirations for business were altered when I realized that the PC was transitioning from a luxury item to a necessary item in not only every business, but in each home. The last five years I have spent recruiting in or marketing for technology and diving head first into tech, myself, as a user. I will never be a techie or develop a software, but you can bet I will use it and promote it. Why? Because it would be senseless for me to deny it. It would be like Grandma telling my mom that Elvis or the Beatles were just fads. They were, true, but they changed the world of music forever. I suppose in the long run of it all, that what we do and use now are just fads. Just like Polaroid cameras and eight-track tapes were fads, like VCRs and Walkie-Talkies - but each step forward, away from a lingering fad or technology is a step into a changing world, a world that was changed by that fad. And I'll take the steps because I just don't think I can afford to be left behind. Can you? by rayannethorn…; Added by Rayanne at 1:44am on July 27, 2011

Topic: Matheson Inc. is Actively Hiring Heroes: or industries, logistics and environmental services. Our expertise offers superior client benefits, first-class customer service, innovation and efficiency; these qualities jointed represent the pulse of the heart that is Matheson Inc. On Friday, May 18, 2012, Matheson Inc. launched its first social media platform with TweetMyJobs.com. This venture is designed primarily to support the country’s Joining Forces Act, which promotes transitioning veterans back into civilian work life. Mark Matheson, Matheson Inc.’s Chief Executive Officer (CEO), says, “TweetMyJobs.com gives Matheson Inc. the opening to highlight its willingness to support veterans, engage military applicants and introduce social recruiting to an industry that many believe is solely attracted to unsophisticated recruiting methods.” While it is true that many organizations are redirecting their energies in producing a socialized presence, Matheson Inc., understands the time and hard work that goes into creating and committing to this presence is demanding. Choosing to utilize TweetMyJobs.com was a strategic recruitment decision. In the fall of 2011, Matheson’s Director of Human Resources, Michael Wilbourn, decided to reconstruct his HR department by creating a developed team of experts. This newly cultivated HR team would provide Matheson with the opportunity to concentrate on employee development and place an emphasis on effective and efficient recruiting strategies. Wilbourn says, “for some companies ‘people matter’ is but a cliché - not here. Matheson is a terrific place to work because we have terrific people who feel respected and valued. “ TweetMyJobs.com gives consistency to a one-way networking channel and provides the ability to build a two-way networking channel without the immediate mandate of company interaction. Since Matheson’s TweetMyJobs launch on Friday May 18, 2012, Twitter has delivered 220 clicks, 4 (four) twitter followers and 3 (three) completed applications. Matheson’s newly developed Twitter page is more than a place to post ads, it’s an occasion to foster relationships with passive candidates, applicants and potential employees. Matheson Inc. has a genuine interest in harvesting relationships, educating candidates, applicants, employees, hiring and exposing the Matheson Inc. brand to veterans and the community, alike. Matheson Inc.’s, Director of IT, Debra White, will assist in overseeing the Twitter layout improvement project; these enhancements will take place over the next few days. Due to Matheson Inc.’s need for additional IT staff, Matheson will collaborate with Twitterbackgrounds.com and their developers in creation of the enriched Twitter page; thus, Matheson is currently seeking a Software Engineer II to join Matheson’s Corporate IT Department. If you or any one you know possess technical expertise and an interest in contributing to the Matheson organization, you are encouraged to apply! Matheson Inc.’s proudly invites all people to follow them on Twitter. You may click on the link below to begin following Matheson Inc.’s active Twitter page: https://twitter.com/#!/JoinMatheson Gina Ortiz, Corporate Recruiter Matheson Inc. Email: gortiz@mathesoninc.com Website: http://www.mathesoninc.com …; Added by Gina Ortiz at 11:52pm on May 28, 2012

Comment on: Topic 'Business Development with clients': here they'd go to an office park or building and just go door to door and drop off brochures. We never did that on the perm side because it just wasn't an effective use of our time and the feedback we got was that it wasn't well received, hiring managers felt it was intrusive. For perm cold calling, what has worked really well for me is to make less calls, but really well targeted ones. If you call a company and they tell you they have a policy of not using recruiters, don't try to overcome that, just move on. There are far too many companies that do use recruiters, so focus your efforts on that 'warm' market rather than trying to convert uninterested parties. Do you have a particular niche that you focus on? One thing I've done that worked amazingly well was to send emails to people I thought might be hiring managers. I did a test run of 8 emails, where I just introduced myself as someone who focuses on senior level product management and marketing searches. It was very short and sweet, and from that initial 8 emails, I immediately got three new clients, a candidate and a month later, a $28,000 placement. Another very effective way to get new clients is to use Indeed.com and search on local openings at companies you'd like to work with. Use linkedin and google to figure out hiring manager or recruiter contact names, then call and introduce yourself and a great candidate who matches the opening. This tends to give better results than a generic introductory call with no real 'call to action'. Having a hot candidate that fits an open need tends to create curiosity to at least learn more. Another key way to get into new clients is to always be gathering applicant leads. Every time you talk to your candidates ask them where else they've been and if it was through a recruiter. General rule of thumb is if they are interested in and still pending for the job, you do not call and try to get it. Once they are out of the loop or not interested, then you call with a candidate who fits and as long as you are confident, you'll likely get a shot at the job. This is by far, the easiest way to get into a client that you know works with recruiters, has an active need and has potential to be a good client. This is how I initially got many of my first clients. Timing. Timing is everything. One of the clients from my intial email blast got back to me to say he wanted to work with me, but I didn't actually get a job order until a few months later when he had an approved req. But, he had my information from the email. Voicemails can be great too. One thing that has worked really well for me is to call very early in the morning, so you know they are not there, and leave a short sweet voicemail usually following up an email, "Hi this is Pam, just a quick message to followup the email I left yesterday about my Java software engineer. He lives in Burlington and is a star, I'd love to see if we can discuss his background." Or something like that....anything really. But, calling early in the morning means they get it when they come in, and will often respond at that time, before their day gets busy and you are an interruption...this way, its on their timetable. I'd leave a message like this once a month or an email once a month, mix it up, as long as you somehow 'touch' them once a month so you're top of mind. I recently sent an email to most of my contacts updating them on a change in my email address, and got an immediate job order from it..."Oh, your timing is perfect, we just had a new search open up, can you help us?" Good luck! Pam…; Added by pam claughton at 9:53am on June 4, 2008

Comment on: Blog Post 'The Black Hole of Recruitment – The Applicant Tracking System – Part 2': S are not developed by software engineers in a vacuum; many are developed by recruiting experts such as job boards, staffing agencies, and tech savvy people that have worked as recruiters or run recruiting firms. 2) Most recruiters CAN and do use their ATS; although some do not use it properly, and I concede some systems are more intuitive & user-friendly than others. 3) Most companies do a good job of managing their jobs; many ATS are "job centric" which means managing the job requirements is the key to successful hiring. Recruiters that don't manage jobs well are the ones who contribute to the black-hole phenomenon. 4) ATS are absolutely necessary for the managing of high volume hiring; how else can recruiters review & process large numbers of applications received? A good ATS is designed to help identify the most qualified applicants. Of course recruiters will focus on the most qualified first and may not get to many of the lesser or under-qualified in a timely fashion. Does anyone have a better way? Patent it. 5) Most ATS have highly evolved and sophisticated search tools. In SmartSearch there are about a dozen ways to search candidates including full text or boolean string of resume text, skill search, profile search on a large number of fields, natural language (semantic) search, past job activity, more. We've been around since 1986 when computer screens were blue with the first resume-scanning and search capability for the staffing industry, so our product is quite mature. Our web-based app is on v14 -- and we have strong competition because their search capability is strong too. In fact, the entire industry has come a long, long way since web-based apps came to market in 2001. However, on the 6th point and summary comment, Thyaga is 100% correct. The #1 reason for the ATS black-hole effect is that recruiters don't use the system for CRM, developing real relationships, and leveraging the communication tools built-into many of the systems. For all the recruiting industry chatter about brand-building and engagement -- finding ways to communicate with candidates in a timely and responsive manner is what needs improvement. The ATS is a TOOL, nothing more. And like any tool, its effectiveness lies in the hands & skill of its user. There are many companies that use their ATS like a wall between the hiring managers, recruiters & candidates. Part of the solution is for the candidate to do their homework & find ways to differentiate themselves, to stand-out from the crowd. With some many people out of work, it's a buyer's market -- candidates need to learn how to market themselves & attract attention. And now here's my dirty little secret: Knowing intimately how these systems work, I would never send my resume or application into an ATS without BEING INVITED to do so. This means I make personal contact with the employer FIRST and only after I've aligned my resume to fit the job requirements or company business goals. In the age of the internet, it's not hard to connect with company employees to leverage a referral, or contact key people at at organization via LinkedIn etc. Candidates need to reverse-engineer the recruiting process and use the same strategy & tactics to identify and pursue opportunities that recruiters use to identify top candidates. The job market has never been tougher than it is right now (and I've been in the industry since 1979, so this is what, my third or fourth big economic downturn?). Becki hits the nail on the head about the importance of making real human contact -- which can be done via local community involvement and real live (or online) networking to get a referral or job interview. Paul, and my advice to your son would be to chat up his friends and neighbors working at those retail outlets and ask for a referral to the hiring manager.…; Added by Sylvia Dahlby at 8:33pm on July 3, 2010

Blog Post: Where Will The Motorola Engineers Go?

Motorola has a long history of R&D and innovation in the Chicago area. It started in…

Added by Scott Sargis at 1:32am on January 30, 2014

Blog Post: The Passive Candidate Conundrum – Skill vs Luck: Get a room full of recruiters and inevitably the…; Added by Amy Ala Miller at 1:48pm on April 4, 2015

Blog Post: Why Retention Starts Before You Even Hire: Every recruiter will tell you that attracting talent and retaining talent are two sides of the same recruiting coin. But only the best know that retention starts well before a hire is even made.…; Added by Delighterr Inc at 7:39am on July 12, 2016

Blog Post: What makes a recruiter go from good to great: Recruitment is a fantastic industry to be in! In general recruiters love dealing with a variety of people, juggling different needs from different candidate and different employers and matching…; Added by Stephanie Bressan at 10:49pm on August 2, 2011

Blog Post: 5 Effective Job Search Strategies You Might Have Overlooked: In the words of American singer-songwriter Randy Newman, “It's a jungle out there.” A stagnant economy, an unemployment rate exceeding nine percent and fourteen million unemployed Americans…; Added by Patrick Richard at 12:47pm on March 23, 2012