Search Results - essential issues

Comment on: Topic 'Question of the day: What is the worst thing you have seen included in a job de…': typos, misspellings, poor grammar, incoherent and inconsistent content and sloppy formatting. That gives me the impression that only illiterate people work there and their standards are sub par. The other pet peeve is ads that reflect a set of information that people base their decision to apply or not, only to find out during initial screening that the employer is actually seeking something quite different. Whether it be higher/lower level person, different key skill set or something that is essential or a deal-breaker not being prominently stated - this is far too common. It is a waste of time for all involved when ads fail to accurately explain the specifics that must be met and why those matter. Tell a story that attracts career-focused people and create a performance or success profile so people can understand those "fit" issues when placing the ad. …; Added by Kelly Blokdijk at 2:17pm on March 29, 2012

Blog Post: Current Major Issues Of A Recruiting Company

During the previous years recruiting companies have seen many major…

Added by Patricia Williams at 12:15pm on May 6, 2015

Blog Post: Make Your Career In Supply Chain Management And Logistics

In this information driven industry, every sector…

Added by Santanu Sen at 1:45am on May 17, 2016

Comment on: Topic 'Client Control: You Gotta Know When to Hold 'em': bid, a collective (semi-socialist?) model. I've heard people talk about it, but how many people have "the actual courage to do it." Being a recruiter (headhunter?) for the last twenty five years I have seen recruiting go from it's wild west days to a much more mature, perhaps over digitized (and alienated), model For the last four years I have almost worked exclusively with splits where the issues alluded to above are truly pushed to their limits (e. g., trust issues are particularly put to the test). Particularly when headhunter's/recruiters often, or at least used to self identify themselves as "lone wolves." As much as I like what is said above, and maybe this is implied in the the statement "be flexible", I feel one at all costs try to avoid an absolutist, rigid, all or nothing attitude. Each point, in itself, can be excruciatingly difficult to realize given our cultural, including corporate, conditioning of rugged individualism, an attitude which globalization is making increasingly counter-productive. I don't mean to sound preachy or pedantic, and I feel at an essential level, we are all in this together which the underlies the "the spirit" of the above statement. Personally I am in the initial process of integrating career/life (and perhaps corporate) coaching into my recruiting practice. This is very challenging and the above principles, if I can call them that, are extremely helpful in moving towards my goal This is my first posting/reply in this forum and I hope what I am saying is not inappropriate.…; Added by Michael Sullivan at 8:32am on March 25, 2009

Blog Post: JOB: HR Senior Generalist/Business Partner – Research & Development: Hello All,

I am currently working with a client in the Westchester County, NY area who is looking for a Sr. HR Generalist with extensive experience in the pharmaceutical industry. Below…; Added by Kimberly LaRotonda at 1:52pm on January 12, 2009

Blog Post: Tech Workers: The Ball is in Their Court: I’ve…; Added by Sean Pomeroy at 3:16pm on February 7, 2014

Comment on: Blog Post 'How To Spice Up Social Recruiting in 2014': e, but I think the one about job descriptions is a little misguided. I absolutely agree that a well written job description is absolutely essential as the single most important piece of recruitment advertising collateral, but writing ability or creativity won't fix the major problem with these. Killer copy can actually contribute to one of the two primary issues, which is that these JDs often unclear or overly promotional and don't actually effectively communicate the role and responsibilities that's pretty much their raison de'tre. The second, and in my opinion, far more pervasive problem, is that no matter how sticky or sexy the JD is, the list of requirements often suffers from Goldilocks syndrome: they're either so broad everyone is pretty much qualified, or so highly targeted and niche no one is. And at the end of the day, those minimum posted qualifications are the legal baseline (in the US) for screening candidates - so this element is as important as any. Although even if the JD sucks, the good news on social is you can make anything sound interesting in 140 characters or less - reinforcing your second two points. Thanks again for the great read. Matt…; Added by Matt Charney at 8:24am on December 5, 2013

Topic: Chronos Consulting is looking for a Process Engineer with Thermodynamics experience.: ams and Process Data Sheets in support of design projects • Perform Heat and Material Balances for existing designs • Develop Heat and Material Balance Simulations for New Designs • Develop sizing of key process plant equipment including vessels, tanks, heat exchangers, pumps and other miscellaneous equipment • Develop sizing tools and criteria of key process plant equipment • Design and Understanding of process control logic and application of this to project design • Develop an in depth understanding of the process being designed, understanding the relationships and tradeoff between key design variables and inputs • Develop and optimize process plant configurations based upon project requirements • Protect the Intellectual Property rights of the Company • Execute the design, analysis, or evaluation of assigned projects using sound engineering principles and adhering to business standards, practices, procedures, and product / program requirements • Provide technical leadership to personnel supporting the assigned project • Document technical data generated by the assigned project consistent with engineering policies and procedures • Provide timely communications on significant issues or developments • Participate on teams assigned to address organizational initiatives and generic issues • Participate as a presenter or reviewer in technical and program reviews • Assure proper documentation of technical data generated for the assigned projects and/or tasks consistent with engineering policies and procedures • Provide technical field support in startup, troubleshooting and root cause analysis Qualifications/Requirements• Bachelor’s degree in Engineering or Chemistry from an accredited university • At least 3 additional years of experience in an engineering position ELIGIBILITY REQUIREMENTS: Characteristics• Bachelor or Master of Science in Chemical Engineering from an accredited university • At least 1 year of professional experience in one or more of the following areas: Heat transfer, thermodynamics, mass transfer, and fluid flow characteristics • Familiarity with design, test and analysis tools and systems…; Added by Yvonne Bonnet at 11:21am on March 18, 2009

Blog Post: "A" Players – Essential for your Success as a CEO

Do You Have “A” Players in Key Positions?

Achievement of aggressive company objectives depends on the solid performance of key leaders who are uniquely capable of producing…

Added by Mark Bregman at 1:23pm on October 18, 2010

Blog Post: "A" Players – Essential for your Success as a CEO

Do You Have “A” Players in Key Positions?

Achievement of aggressive company objectives depends on the solid performance of key leaders who are uniquely capable of producing essential…

Added by Mark Bregman at 1:14pm on November 1, 2011