Search Results - engineer

Blog Post: How to Recruit a Developer: The wrong way…; Added by Isaac Lyman at 10:52am on June 20, 2016

Blog Post: The Rationale and ROI of Company Reviews for Employer Branding: The internet has changed how we do so many things, from how we shop to how we make doctor’s appointments to how we study. According to a Zendesk study of consumers’ use of online reviews,…; Added by Steven Duque at 9:45am on September 13, 2016

Blog Post: Landing a job in Europe for (Indian) foreigners in Europe

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Blog Post: Engagement? It's Overrated. 5 Reasons Why We Are Overstating The Case For Candidate Engagement In Social Recruiting: It’s hard to be in a building for two days with some of the best brains in…; Added by Hung Lee at 5:20am on February 25, 2011

Blog Post: Top 10 Recruitment Consultants In Thane

Added by Aditya Pandey at 12:59am on May 31, 2020

Blog Post: International Staffing Perspectives: Brian Janecek, Brno, Czech Republic

By Dave Mendoza, Master Cybersleuth, JobMachine Inc.

Visit My Blog: http://www.sixdegreesfromdave.com

The war for talent has…

Added by Dave Mendoza at 10:32am on June 5, 2007

Topic: Meet Rainer Jeske: "Going Global, A German Recruitment Expert in Japan": kedin.com/in/rainerconnectyou Rainer Jeske conducts retainer and contingency executive and engineering specialist searches in Japan with a focus on leading IT, automotive and industrial vendors. His company, CONNECTYOU, is headquartered in the AIG Building in Marunouchi, right opposite the Imperial Palace and has a branch office in Shinagawa close to Sony. CONNECTYOU was founded in 2004. Rainer is a Co-Founder of the "Japan Information Technology Recruitment Association (JITRA)." He possesses a Masters Degree in Technology Management/Innovation Management from Manchester University and participated in the Program International de Management for Innovation Management at University Bocconi, Milan, Italy. He has been living in Japan since 1996. Q & A with Rainer Jeske Six Degrees: Tell us of your home world. I was born and raised in Germany and settled down in Japan after studying in Manchester/UK and Bocconi/Milan. My first contact with Japan dates back to 1995. I arranged myself a project in Tokyo about accelerating new product development cycles with Japan Management Association Consultants for my Master Course Technology Management Dissertation. Upon graduation in 1996 from Manchester School of Management, I secured a scholarship for studying Japanese language for two years. Since I wanted to do something with people and IT/High-Tech Consulting, IT recruitment made sense. In 1999, I joined an aggressively expanding IT recruiting agency which became one of the largest IT boutique search firms in Tokyo. I have been working in Tokyo for the last ten years. I moved to Japanese countryside Odawara, 150 miles west of Tokyo, after living in Tokyo for 10 years. I will be marrying a Japanese national at the beginning of 2009. Six Degrees: How did you get started as a recruiter Rainer Jeske: My first contact with Japan dates back to 1995. I arranged myself a project about accelerating new product development cycles with Japan Management Association Consultants in Tokyo for my MSc Technology Management Dissertation. Upon graduation in 1996 from Manchester School of Management, I secured a scholarship for studying Japanese language for two years. Since I wanted to do something with people and IT/High-Tech Consulting, IT recruitment made sense. In 1999, I joined an aggressively expanding IT recruiting agency which became one of the largest IT boutique search firms in Tokyo. Helping to build the start-up and executive teams of famous Silicon Valley companies’ subsidiaries in Japan across all IT sectors gave me unique insights and skills into the business challenges and recruiting needs of foreign-capital companies trying to expand in the Japanese market. Ultimately, I established my own company called CONNECTYOU, www.connectyou.biz, which is specializing in IT, Semiconductors and Automotive/Industrial executive and engineer search in Japan. My business partner has 15 years experience of sales experience in the enterprise software industry and covers mainly Software - IT clients. Two assistants are supporting our sales and research activities. Beyond developing CONNECTYOU, I have been establishing two Associations: a) Japan IT Recruitment Association and b) Japan Kuchikomi (=Word of Mouth) Marketing Association – KUMA. Japan IT Recruitment Association: www.jitra.org JITRA is to a) establish standards for quality and ethics in the Japanese IT recruitment industry. Members have to commit and abide to a Code of Conduct - http://jitra.org/codeofconduct.php. b) promote networking and collaboration as the first IT-focused Recruiter-to-Recruiter forum in Japan. c) connect overseas recruiters with suitable IT recruiting specialists for their particular search needs in Japan. d) promote cooperation and exchanges with American, European, Asia-Pacific, African or Arabian Recruiter Associations, Recruiter Media and HR Associations. Non-members, including those in Japan and overseas, can join the Japan IT Recruiting Forum which is a Japan-focused recruiter community site for all those interested in IT recruiting in Japan: www.JapanITRecruitingForum.ning.com Six Degrees: What languages are you fluent in? Rainer Jeske: I am fluent in Japanese, English, Italian and German. Six Degrees: What countries are you accountable for? I am recruiting bilingual (English and Japanese) IT, semicon and automotive professionals for the Japanese market. Sourcing in the US or Europe occurs from time to time. For example I just closed the search for finding the president of a European automobile manufacturer with a candidate living in Germany. Sourcing in Silicon Valley for software architects or semicon specialists is another example. Six Degrees: How is culture a factor in the hiring practice different from other countries you recruit from? Rainer Jeske: The fact that so few Japanese speak English fluently is the biggest challenge in recruiting because it drastically reduces the bilingual candidate pool. It also means that fluency in speaking and writing Japanese becomes a mandatory high hurdle for non-Japanese intending to work here. As a result, Japan has the lowest percentage of foreign workers as part of their total workforce worldwide. IBM Japan, for example, employs more than 20,000 people. The number of foreigners is 120. Secondly, women have a tough time. Not only because heavy drinking and smoking with customers are common practices of conducting business. Discrimination at top engineering colleges or top companies makes career development an uphill battle. Less than one percent of executives in Japan are female. Six Degrees: Where is Japan ahead of the USA in certain recruitment tactics? Rainer Jeske: The recruitment industry in Japan is behind the rest of the world. Galápagos Island model may be a good term to describe it. Six Degrees: What networking groups are available and influential within Europe as a whole and within your country in particular? Rainer Jeske: Foreign or local Chamber of Commerces, especially the American Chamber of Commerce; Tokyo American Club Six Degrees: What types of training in sourcing/recruitment are available to you and have you taken advantage of? Rainer Jeske: I received training in “American style headhunting” during the first four years of my IT headhunting career. That laid a good foundation. After establishing my own company, I relied mainly on on-line sources such as ERE, AIRS and subject-matter expert blogs from the United States. But the tricky part is that a lot of American approaches of on-line recruiting do not work because of Japanese language or cultural differences. Six Degrees: What single event had the most impact on your sourcing/recruiting career? What inspires You as a Recruiter? Rainer Jeske: Everyone is passionate about something – we source our energy from core values and beliefs. My core values are innovation, fairness, integrity, accountability, and teamwork. I’m inspired by the opportunity to create new ventures, to discover new horizons, to be present to life, and to reach for excellence. For me, all of these are embodied in samba, and it allows me to show up at my work every day completely lit up and ready to make a difference for my candidates and clients.” Two months ago, a Dutch student at Tokyo Institute of Technology contacted me in the search for a job to start no earlier than 10 months later. That is because he was in the midst of writing up his master course dissertation in robotics. I was inclined to politely pass on his case. Usually I only support mid-career job changers with proper working visas. More importantly, his Japanese was only basic to intermediate. In 9 years of recruiting in Japan I have never placed someone like him. Still, I decided to give him a chance to apply for a pioneering Japanese robotics R&D position, mainly because he was very passionate about his dream to pursue a career in robotics. While the Japanese client was concerned about him being nervous during his first interview as well as the lack of hands-on work experience, they gave him a chance for a second interview to present his favorite future robotics projects. After it, I was lucky to receive for him an offer letter for a full time corporate R&D position combined with a joined PhD program with a renowned robotics professor. Out of curiosity, I asked my client why they hired him. “Because he has a great passion and big vision for robotics”.vision for robotics”.…; Added by Dave Mendoza at 8:44pm on August 10, 2008

Topic: Meet Bruce Tracy of "Technical Professionals", "We can no longer operate in a vacuum": Bruce is a high connector on Linkedin and an avid social media activist with over 20 years of engineering experience in the telecommunications, aerospace and semiconductor industries. Bruce has an Expertise in Engineering/Management recruiting in engineering (semiconductor industry, oil and gas, construction, geology etc.) which he shares with his staff at Technical Professionals, Inc. - it is what makes his firm unique - they are all engineers by training. As of 2009, Bruce now has offices in the US and Canada. Q&A with Bruce Tracy Six Degrees: Tell us of your home world. Bruce:I have a wonderful girlfriend named Tracy (and yes, when we get married it will be Tracy Tracy). She has two great boys aged 10 and 6. My hobbies include almost anything that is done outdoors. My favorites are running, hiking, kayaking, gardening. One of my proudest recent accomplishments was to break 3:00 in a marathon; my time was 2:51. Taking care of our World and our environment is also very important to me. Nearly every decision I make every day involves asking the question: “How will this impact the World”. Six Degrees: How many years have you been in the staffing industry? Bruce: I started my own recruiting company, Technical Professionals, Inc. in September of 2003, so I have been recruiting for almost 6 years now. Full disclosure though, I did work for a firm for 2 weeks prior to that Six Degrees: How did you get started as a recruiter? Bruce: I was an engineer for nearly 20 years prior to becoming a recruiter. I recognized a need for someone that understood technology to become a recruiter in the technical world. I started out recruiting solely in the semiconductor industry, but have since expanded my business to almost anything techie (and some things not so techie). Six Degrees: What single event had the most impact on your sourcing/recruiting career? Bruce: I don’t think it is an event so much as the advent and expansion of social networking. I have always believed in the power of networking in successful recruiting. The advent of social networking forums like Linkedin, Facebook and Twitter ,to name a few, have had a huge impact on the ability to effectively network within the industry. Six Degrees: Tell us about your day to day as a staffing professional Bruce: Well my responsibilities are numerous. I am involved in sourcing, client development, applicant tracking system development, research, web site development, making coffee and anything else that needs to be done. When I started by business I did a bit of research and found out that the average recruiting firm employed 2.3 people. My firm is a bit under average with 2.0 people. Six Degrees: (A) What other companies' recruiting operations do you admire or have heard are best-practice examples? Bruce: I won’t actually name any specific companies, but I have over the years worked with many other small firms, doing fee-splits, sharing research, etc. and I have found that, in general, the industry is a very professional one. I am always amazed at the willingness of people in the industry to help one another. So that is a general observation that I “admire”. (B) In what aspects are they superior? Bruce: I tend to like to work with other recruiters who are customer focused. By customer focused I mean both sides of the equation. I want to work with others that care as much about the candidates that they represent as their clients. I believe that is what it takes to be successful in this business. Six Degrees: What recent general news story or industry trend do you feel will have an impact on your work in the future? Why? Bruce: Well I believe that the economy as a whole has turned a corner. There is some bright news coming out and the stock market seems to have reversed its negative trend as of late. In my experience, these economic sings typically precede company hiring. Another trend that is having a huge impact on our industry is social networking. Position sourcing has taken on a whole new face as of late due to networking. I believe this trend will continue in the future. Six Degrees: Tell us about your broader involvement within the staffing industry Bruce: My broader involvement really involves working with other recruiters and agencies and also helping to foster a positive networking experience. I have hundreds of recruiters in my network reach and I try to assist anyone that asks for help in any way. Six Degrees: Can you detail how the recession has affected your particular industry niche? Has it effected your job or that of your fellow team members within the organization - If so, to what extent? Bruce: Well, the recession has certainly changed my company’s structure. As I mentioned, our sole focus when we began operations was the semiconductor industry. An early sense of a slowdown well over a year ago led me to broaden my company’s focus to include many other engineering and non-engineering disciplines. Since we are a small firm we can be very flexible in the work that we focus on. At the same time we do keep our core focus in the semiconductor and related industries. Six Degrees: Aside from simply the generic term “Networking” what specific efforts have you made on your own behalf, or on behalf of colleagues to broaden your opportunities. Are there specific groups, both online and in-person that have proved fruitful in extending your personal brand and job seeking prospects? Bruce: Again, I will not mention specific networks or companies, but in the last year or so there have been a number of new companies in the industry that have provided avenues and sources of jobs to recruit for. These companies sign up companies and/or other firms that advertise their positions and allow other recruiters to work on these positions for a fee. I have participated in several of these. Although this work does not replace my company signing on with clients of our own it has been a great source of supplemental requisitions to work on. It is also a great way to become familiar with other companies and agencies. Six Degrees: Given your own Trial and Error experiences as a Networker, what advice do you have for your peers on what NOT to do? Bruce: Here is my greatest piece of advice on networking: Do it even when you don’t need it yourself. Here is what I mean by that. I am heavily involved in “social networking websites” and have been on some of them almost since their beginning. I continue to build my networks at all times. One thing I have noticed about some “networkers” is that they form their networks when they have an urgent need for help; as an example, when they have been laid off and need a job. This is not what networking is about. Networking is about developing a support group where members help each other at all times, not just when they have a need. I feel very strongly about that. Six Degrees: What is your next career goal? What do you need to do to get there? Bruce: I truly believe that with current and future technologies the face of recruiting will change. I believe that there will be a lot more fee sharing in the future and a lot more agency interactivity. The industry can no longer operate in a vacuum and those that do will struggle to survive. We need to pull together as an industry and help one another. By the way, Kudos to you Dave for being such a big part to that activity. My next career goal, if you can call it a goal, is to remain a big part of that and to facilitate that change where I can.…; Added by Dave Mendoza at 10:44pm on June 21, 2009

Topic: Thinking about starting your own job board? start here: re. I publish at least 2 posts per week chock full of ideas and advice I've learned over 10 years working in this business. How to create job board trust (premium) more seo analyzer tools (free) automatic seo advice (premium) Reviewing the revamped usajobs.gov (premium) How I use facebook for my job boards (premium) Go niche or go home (free) the power of a job board network (premium) Where to buy good job board domains Asking for and getting links to your board (free) Deconstructing engineer.net (premium) Another way to get more traffic (premium) …; Added by Chris Russell at 11:42am on February 9, 2010