Search Results - excellent technique

Comment on: Topic 'Engineers - San Fran Bay Area Livermore - Growth and Potential': 6 years in design and development for Refuse Trucks, industrial products, fabrication industries, automotive industries, off-highway and Construction Equipment, Wind mill component. • Worked extensively in Design & development by using I-DEAS, Pro-E, solid-works, solid-Edge, catiav5, AutoCad2002. • Trained on Imageware-11 to develop a Class-A surface for automotive industries. • Develop part break-up, part design, mechanisms and assemblies using Master modeling Technique and Top/Down assembly design. • Engineering documentation for Part and Assembly Quality Control, Geometric Dimensioning and Tolerancing (GD&T) • Failure Modes and Effects Analysis (FMEA), Design verification and validation during initial prototype build. • Manage BOM (Bill of material), ECR (Engineering Change Request) and CAD part and 2D drawing database using JDE & SMARTEAM. • Highly motivated and goal-orientated, with years of engineering experience. • Excellent communicator. • Effective interpersonal skills; exhibit leadership and motivational abilities. • Able to coordinate priorities and provide support as required. • Teamwork orientated • Desire to keep learning and improve my skills and education Skills: Design Software : I-DEAS, SolidWorks, SolidEdge, Catia V5, Pro-E Wild Fire, Imageware, MasterCAM. Modules Knows : Surfacing, Sheet Metal, Mechanism, Advance part Modeling, Assembly modeling, Drafting. PDM Software : SMARTEAM ERP software : J.D. Edwards Professional Experience: McNeilus Truck & Mfg., Dodge Center, MN (Oct 2006 – till date) Design & Development of the Refuse truck Sr. Design Engineer SOW: Design & design modification for different parts of the different Refuse trucks like Hydraulic Reservoir, Mounting brackets, Fenders, FL Arm, Tail Gate. Projects: • Designed mounting bracket of Loadman Loadcell for MA • Designed Service lift prop for the front loader truck. • Redesigned of Universal Hydraulic Reservoir • Designed Waste oil Collection Tank • Designed pump mounting for Autocar ’08 & MAC 08 Chassis • Modified the bubble sheet & side sheet of Short bubble TG for proper fitment on Fixture. • RL fender modification according to new design of bracing to avoid the crack on the RL floor • Material conversion from Metric to English for Norba Ejector, Packer & Sweeper. Responsibilities: • Develop schedules, offshore team resource allocation, product specifications and testing methodologies to evaluate design concepts. • Create product requirement documents. • Research and evaluate new material and process for specific product performance • Create the design 3-D models and prototype drawings with the help of SW-2004 • Failure Modes and Effects Analysis (FMEA), Design verification and validation during initial prototype build. • Checking the prototype for proper fitments on fixture. • Manage BOM (Bill of material), ECO (Engineering Change Order) and CAD part and 2D drawing database using JDE & SMARTEAM. CAD/ CAE Environment: Solidworks 2004, 2007 GE, Cleveland, Ohio (April 2006 –Sept 2006) Legacy data conversion Design Engineer SOW: Creating parametric 3-D model & 2-D drawings as per the customer’s engineering STD. Responsibilities: • Executing the project with a team of four engineers at Offshore, Baroda, India. • Thorough Quality checks of 3D models and drawings. • Creation of parametric 3D Models & Assembly from existing PDF 2D drawings, following ASME Y14.5m standards & requirements for easy modification • Creating of 2d drawing from models and assembly with ASME Y14.5m standards. • Interaction with customer. CAD/ CAE Environment: Solid Works 2005 & 2006. Hennessy Industries, Inc., LaVergne, TN (Aug 2005 – March2006) Reverse Engineering of tire changer Design Engineer SOW: Creating parametric 3-D model & 2-D drawings as per the customer’s engineering STD. Responsibilities: • Develop the schedule • Executing the project with a team of four engineers at Offshore, Baroda, India. • Thorough Quality checks of 3D models and drawings. • Creation of parametric 3D Models & Assembly from the physical components with following client standards & requirements for easy modification • Creating of 2d drawing from models and assembly with client standards. • Interaction with customer. CAD/ CAE Environment: PRO-E 2001. CNH Inc, New Holland, PA (Aug 2004 – July-2005) Legacy data conversion Design Engineer SOW: Creating parametric 3-D model & 2-D drawings as per the customer’s engineering STD. Responsibilities: • Executing the project with a team of four engineers at Offshore, Baroda, India. • Thorough Quality checks of 3D models and drawings. • Creation of parametric 3D Models & Assembly from existing 2D drawings, following client standards & requirements for easy modification • Creating of 2d drawing from PRO-E wildfire models and assembly with client standards. • Interaction with customer. CAD/ CAE Environment: PRO-E Wildfire. Volvo Construction Equipment, Asheville, NC (April 2004 – july-2004) Hydraulic routing for skid steers Design Engineer SOW: design the hydraulic routing & define the proper length & path for the hydraulic hose. Also, to create the assembly installation drawing for the hydraulic routing. Responsibilities: • Study of supplied 2D installation drawings & Hydraulic schematic diagrams for skid steer (MC60/70, MC70-HF MC80, MC90, MC90-HF, MC110 & MC110-HF) at Offshore, Baroda, India. • Create Assembly model & Design Hose routing (XpresRoute) of skid steer as per Hydraulic schematic diagrams to finalize the length of hose. • Create Assembly installation drawing of skid steers. • QC of Assembly model & installation drawing. • Technical Interaction with customer. CAD/ CAE Environment: Solid Edge V14. Nissan Motors, Japan (Jan 2004 – March-2004) Reverse engineering of Automotive Paint Shop Mechanical Design Engineer SOW: Generate the 3-D model of Whole paint shop from the available scan (Point cloud) data. Responsibilities: • Study of supplied 2D drawings for car paint shop and compare them with 3D scan data Offshore, Baroda, India. • Measurements in iQscene and documentation. • Create 3D models of paint shop in I-deas10NX from 3D scan data. • QC of 3D models in iQscene with superimposing method. • Technical interaction with customer. CAD/ CAE Environment: I-DEAS10 NX, iQscene. Suzlon Energy Limited, India. (Oct 2002 – Dec 2003) Design & Development of the Wind Mill Jr.Mechanical Design Engineer Projects: • Develop the composite tool for the rotor blade, nacelle cover, & nose cone. • Designed the nesting for the rotor blade, Nacelle Cover & nosecone for production. • Designed the transportation jig for the Rotor Blade. • Development of Prototype. Responsibilities: • Develop a schedule for the projects • Develop the 3-D model & 2-D drawings for the Prototype. • Develop the Vendors for Mfg. tool & machining components. CAD/ CAE Environment: I-DEAS 10NX, Imageware-11, Autocad-2003. References: Available up on request…; Added by vijay to Independent Recruiters at 12:57pm on November 4, 2008

Blog Post: Effective recruitment means being a leader not a boss

If you can take any comfort from the perennial worry of…

Added by Jane Paine at 8:30am on November 9, 2015

Blog Post: When do recruiters call back? What is taking them so long?: I recently received the following email from a reader and asked them if I could post their question as this is a popular frustration with HR and would probably help. When do recruiters call back?…; Added by HRNasty at 4:57pm on May 2, 2012

Blog Post: Building Culture: 8 things to lookout for: Barely a day goes by without the word 'culture' featuring heavily in my conversations. It’s become a sort of catch-all phrase and having…; Added by Darren Scotland at 4:26am on January 25, 2018

Topic: Setting Up a Sourcing Department: d? Are they set up by function; region expertise? How do companies source passive candidates? Do they outsource? If they do, where and do they off-shore? Metrics? How do you measure sourcer’s performace? How have companies adapted/changed the sourcing function given the new internet applicant law? What is the ratio of recruiters to sourcers? Is Diversity sourcing a separate Dept/function? ~ MC, Team Leader and Strategic Account Manager, TMP Worldwide I answered as follows and I thought some of you might find this subject interesting. I hope you do. You can view all the answers to the question above here. Your question is a set of questions and I will attempt to answer some of them from my decade long experience as a telephone names sourcer and as a trainer who has recently entered that arena. There are two types of sourcing: Internet and Telephone. They do not have to be centralized, but if I had to choose between the two I’d say Internet Sourcing is more easily centralized. Both types of activity draw specific types of personalities. If I had to say one word that describes people who enjoy this type of activity I would say Introvert. Of course there will be exceptions, but overall, I’d say this rings true. Introverts work best away from madding crowds. There are FAR MORE Internet Sourcers in this world than Telephone Sourcers. As Telephone Sourcing is the model I best understand I will continue to direct the bulk of my answers as your question relates to Telephone Sourcing. Recently there is great interest among companies to set up the function of “sourcing” onsite. Did you know this type of sourcing now enjoys its own Wikipedia definition? Here: http://en.wikipedia.org/wiki/Sourcing Companies nowadays recognize the urgent need that sourcing passive candidates represents. In my opine, telephone sourcing best sources the “truly” passive candidate – the guy sitting inside a company’s brick walls who has no representation on the Internet and therefore cannot be “sourced” using traditional Internet sourcing habits. It takes someone to CALL IN and ASK QUESTIONS in order to locate those people. To me, and to my customers, this virgin possible candidate represents the best of both worlds – the possible employee who is busy doing the work you need him to do for you, only he is busy doing it for someone else. Until you come along! Then, usually intrigued by your approach, will spend some of his time considering your opportunity presentation. It’s a highly effective technique that delivers wild value to a company’s bottom line! I digress, I know, but I think you can see from my response how excited I get about the subject! As you can also probably tell, I’ve done a lot of writing on the subject. ;) Moving on, sourcing can be set up by function, region, expertise but I see this as more of a down-the-line evolution. It really depends on your own needs – what you require to be accomplished in your staffing organization. My advice is to just get the function started and manage it from there. Because it’s such “new” thinking for most staffing departments the hardest thing you’re probably facing is just getting others to understand what it is. Once they understand it, they might embrace it. I say “might”. It’s an extremely challenging space and though many will think it sounds intriguing very few will be able to answer its’ siren call. It’s very hard work! Many companies hire sourcers like me to do it for them. Third parties have been doing it for years and then passing the fruit of our labors on to their clients along with respectable percentage fees. Telephone sourcing can cut a minimum of 75% of third party costs but there’s a caveat here – though telephone sourcers can deliver you “the goods” it still takes talented individuals to develop these possible candidates and bring them through your door. It takes a different approach to develop and then close a truly passive candidate like this. There’s been discussion about outsourcing this function. In my experience, MAYBE some of the internet sourcing can be outsourced at this time but I believe it will be a long time before the language barriers and the hardware difficulties (no, VoIP doesn’t work for telephone sourcing!) are overcome to a point where this possibility exists. I could be wrong; I am always open to that, but I don’t think I am. Telephone Metrics: An excellent/great telephone names sourcer can do 200-300 names per week (the really really great, sometimes, even, per day!); a very good names sourcer can push out 100-200 names in a week, a good one, 100 names a week consistently, and a beginner should be able to do 25- 50 or so names per week for the first couple years. Ratio: I suggest one sourcer for three recruiters. Actually, I think what’s happening in the real estate industry could work well in corporate staffing departments: the team approach. It might look like this: 1 Sourcer 3 - 4 Candidate Developers 1 - 2 “Closers” 1 Administrative Assistant I know it’s radical – just “consider” the possibility! I will leave the diversity question and the new internet applicant law for others to address. I hope this is helpful – if you’d like to learn more about the arcane subject, we discuss telephone sourcing all the time here on the Yahoo group “Sourcers Unleashed” and also on the Ask Maureen group on the Electronic Recruiting Exchange. ****** Like what you just read? MagicMethod is brimming with information like this and will show you the inside tips and techniques of true telephone names sourcers! Subscribe today here. The Book of Sourcers is ready! Get your list of 200+ sourcers now here. NameSourcer blog. NEW Join the SourcersGuild Ning network here. Network for Names Soucers!…; Added by Maureen Sharib to Phone Sourcing at 4:34pm on April 18, 2008

Blog Post: 5 Ways A Recruiter Can Improve Their Interview Technique: Last week I had a very interesting debate with…; Added by Ben at 2:16pm on June 6, 2011

Topic: Developing a Sourcing Department: d? Are they set up by function; region expertise? How do companies source passive candidates? Do they outsource? If they do, where and do they off-shore? Metrics? How do you measure sourcer’s performace? How have companies adapted/changed the sourcing function given the new internet applicant law? What is the ratio of recruiters to sourcers? Is Diversity sourcing a separate Dept/function? ~ MC, Team Leader and Strategic Account Manager, TMP Worldwide I answered as follows and I thought some of you might find this subject interesting. I hope you do. You can view all the answers to the question above here. Your question is a set of questions and I will attempt to answer some of them from my decade long experience as a telephone names sourcer and as a trainer who has recently entered that arena. There are two types of sourcing: Internet and Telephone. They do not have to be centralized, but if I had to choose between the two I’d say Internet Sourcing is more easily centralized. Both types of activity draw specific types of personalities. If I had to say one word that describes people who enjoy this type of activity I would say Introvert. Of course there will be exceptions, but overall, I’d say this rings true. Introverts work best away from madding crowds. There are FAR MORE Internet Sourcers in this world than Telephone Sourcers. As Telephone Sourcing is the model I best understand I will continue to direct the bulk of my answers as your question relates to Telephone Sourcing. Recently there is great interest among companies to set up the function of “sourcing” onsite. Did you know this type of sourcing now enjoys its own Wikipedia definition? Here: http://en.wikipedia.org/wiki/Sourcing Companies nowadays recognize the urgent need that sourcing passive candidates represents. In my opine, telephone sourcing best sources the “truly” passive candidate – the guy sitting inside a company’s brick walls who has no representation on the Internet and therefore cannot be “sourced” using traditional Internet sourcing habits. It takes someone to CALL IN and ASK QUESTIONS in order to locate those people. To me, and to my customers, this virgin possible candidate represents the best of both worlds – the possible employee who is busy doing the work you need him to do for you, only he is busy doing it for someone else. Until you come along! Then, usually intrigued by your approach, will spend some of his time considering your opportunity presentation. It’s a highly effective technique that delivers wild value to a company’s bottom line! I digress, I know, but I think you can see from my response how excited I get about the subject! As you can also probably tell, I’ve done a lot of writing on the subject. ;) Moving on, sourcing can be set up by function, region, expertise but I see this as more of a down-the-line evolution. It really depends on your own needs – what you require to be accomplished in your staffing organization. My advice is to just get the function started and manage it from there. Because it’s such “new” thinking for most staffing departments the hardest thing you’re probably facing is just getting others to understand what it is. Once they understand it, they might embrace it. I say “might”. It’s an extremely challenging space and though many will think it sounds intriguing very few will be able to answer its’ siren call. It’s very hard work! Many companies hire sourcers like me to do it for them. Third parties have been doing it for years and then passing the fruit of our labors on to their clients along with respectable percentage fees. Telephone sourcing can cut a minimum of 75% of third party costs but there’s a caveat here – though telephone sourcers can deliver you “the goods” it still takes talented individuals to develop these possible candidates and bring them through your door. It takes a different approach to develop and then close a truly passive candidate like this. There’s been discussion about outsourcing this function. In my experience, MAYBE some of the internet sourcing can be outsourced at this time but I believe it will be a long time before the language barriers and the hardware difficulties (no, VoIP doesn’t work for telephone sourcing!) are overcome to a point where this possibility exists. I could be wrong; I am always open to that, but I don’t think I am. Telephone Metrics: An excellent/great telephone names sourcer can do 200-300 names per week (the really really great, sometimes, even, per day!); a very good names sourcer can push out 100-200 names in a week, a good one, 100 names a week consistently, and a beginner should be able to do 25- 50 or so names per week for the first couple years. Ratio: I suggest one sourcer for three recruiters. Actually, I think what’s happening in the real estate industry could work well in corporate staffing departments: the team approach. It might look like this: 1 Sourcer 3 - 4 Candidate Developers 1 - 2 “Closers” 1 Administrative Assistant I know it’s radical – just “consider” the possibility! I will leave the diversity question and the new internet applicant law for others to address. I hope this is helpful – if you’d like to learn more about the arcane subject, we discuss telephone sourcing all the time here on the Yahoo group “Sourcers Unleashed” and also on the Ask Maureen group on the Electronic Recruiting Exchange. ****** Like what you just read? MagicMethod is brimming with information like this and will show you the inside tips and techniques of true telephone names sourcers! Subscribe today here. The Book of Sourcers is ready! Get your list of 200+ sourcers now here. NameSourcer blog. NEW Join the SourcersGuild Ning network here. Network for Names Soucers! Join the MagicMethod telephone names sourcing group here on RecruitingBlogs here.…; Added by Maureen Sharib at 10:53am on April 18, 2008

Blog Post: Recent Job Openings at Microsoft I'm working on Filling: Hi Folks,

I just had a new position open up that I'm now sourcing candidates for. This is a Lead Software Development Engineer (position number 249787) in Test opening on the Ad Platform Team.…; Added by Jeff Morse at 8:52pm on February 20, 2009

Blog Post: What Gravity Payments' $70,000 Salary Increase Really Means

By Maren Hogan and Kerry Pivovar

By now, we have all heard…

Added by Maren Hogan at 12:51pm on April 16, 2015

Blog Post: How AI Is Revolutionizing Recruiting and Hiring: A Quick Guide For Modern Recruiters: As the modern workplace continues to evolve day by day, so does the way that businesses recruit their future employees. With recruiting technology advancing by leaps and bounds, artificial…; Added by Ngan Pham at 8:20pm on April 6, 2022