hem based on their qualifications and potential to be viable additions to their workforce. An "ex-felon" by definition is a person who has served their time, as adjudicated by the court(s), and has been approved to be released back into mainstream society. Blatantly denying ex-felons reasonable consideration for employment simply because they are ex-felons is discrimination of the worst kind. It is tantamount to issuing them an additional sentence of "persona non grata" and permanently relegating them to the status of hardcore unemployable--which in turn positions them to return to the only place that will welcome them with open arms--the criminal underground. I speak from experience when I say, "Those ex-felons who are making a concerted effort to walk the straight and narrow path deserve the right to return to society by returning to their families, find viable work--in order to pick up the pieces, and to become law abiding, contributing members of society. Many who are given a chance to re-engage often end-up as the hardest working, most loyal employees an employer ever had." My experience is from having directed a rehabilitation program many years ago in California--that counseled, trained and job placed ex-felons into Fortune 500 companies and smaller employers who valued their hires so much that they came back asking for more. I am a realist and will be the first to say there are career criminals who are predatory and must be isolated from society. But I also know that rehabilitation does work when it is approached with common sense and broad support from all who can make it work, e.g, family, friends, employers, religious community, parole supervision--and the ex-felon who is dedicated to stay out of lock-up by being productive. Is it any wonder why there continues to be high recidivism in any state in the country if ex-felons are told don't bother to apply for work here because we are honoring the "absolutely do not" include ex-felons as part of diverse group regardless of the fact that the majority of ex-felons are African American and Hispanic. Diversity Training should include sensitizing employers & employees about the value of helping individuals, to include ex-felons, to help themselves. Unfortunately, this terrible economy magnifies the challenge faced by viable ex-felons who seek gainful employment.…
Jeff Weidner 12,000+ View profile Photo
Candidate Pipeline Development Expert /Co-Owner at HTC Research
San Francisco Bay Area | Staffing and Recruiting
12555 connections | 8 recommendations Current: Chief Operations Officer at HTC Research Corp
Past: Chief Financial Officer/Co-Owner at HTC Research, Vice... more...
Groups: THE GLOBAL SOURCING COUNCIL (GSC), PM Link (ex-... more...
Notice the Network Information!!! Now you don't have to put how many connections you have in your profile name field for people to see how well connected you are. SWEET!
It also has a "In common" field which doesn't show up on my profile for obvious reasons but it looks like this:
In Common: 2183 shared connections 2 shared groups
And also notice the Groups information is listed which is also nice. I like this cause when I'm trolling for new members to invite to my CPD Group on Linkedin I'd like to see right away if we have similiar groups. Using the whole birds of a feather theory it's nice to have that info readily at hand.
You also have some other sorting options
Relationship + Recommendations
And you can customize what information you want to see.
View: My customized view [Edit]
There's a ton more but this is an overview.
my apologies to Dave Mendoza for not completeing the sign-up process soon enough. Thanks for the update, Dave :)
As my profile states, I am new to blogging, and have yet to grasp it's true potential. I hope that, through networking with you fine professionals, I will learn how to recruit in other industries (ex: finance, sales, marketing, medical, manufacturing, etc) as well as facilitate new connections that will lead to future split-placement partnerships.
Currently, our firm represents 5 of the "Top 10" EPC corporations worldwide. These clients are primarily focused on $500MM - $28B heavy-industrial ventures, including: oil/gas refineries and facilities, chemical, petrochemical, nuclear, pulp & paper, biopharm, mining, transportation, infrastructure, defense, water/wastewater, metals, and related projects.
At the moment, our clients have immediate needs for Managers of Construction, Project Directors, Sr. Constuction Managers, Sr. Project Managers, Project Engineers, Project Controls Managers, Project Controls Specialists, Schedulers, Planners, Estimators, Cost Engineers, Electrical/Mechanical/Piping/Civil/ Structural/I&C Engineers, and various other EPC positions. Positions available from mid - executive levels in multiple domestic and international locations. All positions are direct, career opportunities.
If you have any fitting candidates, I would like the opportunity to confidentially review their qualifications for possible submittal to our clients. Please send all qualified candidates to MasseyConsult@aol.com
Thanks Everyone, and I am looking forward to becoming an integral part of this group!
Dustin Massey, VP
Massey Search Group
n Williams played in the movie, Good Morning Vietnam [Lt. Steven Hauk uses Army jargon to refer to a press conference to be given by former Vice-President Nixon] Adrian Cronauer: "Excuse me, sir. Seeing as how the V.P. is such a V.I.P., shouldn't we keep the P.C. on the Q.T.? 'Cause if it leaks to the V.C. he could end up M.I.A., and then we'd all be put out in K.P."
To me, being ex-military, this string of acronyms was creatively applied, made sense and was funny. That said, while jargon and acronyms can be tedious and over-done, they can also have a benefit when it condenses communication to short and sweet understandings between people who speak the same language. The help a conversation cut to the chase.
On the other hand there can be potentially dangerous fallout from misunderstood jargon and acronyms. True story (not that I have to qualify when I'm telling the truth, but here it's important to set the tone)--I know first hand of an incident that actually took place many, many years ago at the famous Washington D.C. PR firm--Hill and Knowlton. A manager asked a newly hired Office Assistant to "burn" (xerox) a document for him. The assistant was momentarily confused, but decided to go ahead do what she was told and burned the document as instructed. Go figure.…
's great. Everything is in the eye of the beholder. With that being a constant, it's a value proposition. When I was recruiting I would tell my exiting candidates to be vanilla in their exit interviews. What is the value to the ex-employee to "tell it like it is"? If there isn't any, and I don't believe there is, smile and move on; you may see your ex-employer in the future. The ex-employee has to think about themselves and their family. Giving their "opinion", and that's all it is, is inconsequential to the move.…