ndue weight to those results when recruiting and hiring.> There are many organizations that use personality type assessments to make hiring decisions. From anecdotal / practical experience, they seem useful (possibly) only as a point to consider during the interview process. If the results of a given assessment do not come back within certain guidelines, many organizations will not move forward. Period. Talk about undue weight.......…
a collaboration. At other times, it is a long and research-intensive process. Multiple aspects, perspectives and opinions must be considered. Keeping this aspect in mind, peoples often find it difficult to form concrete parameters which will help them make effective decisions. However, here are some guidelines which will help make you a better decision-maker at work. What do you all think about that?…
her firing would be ignorant and futile. There's a lot more information, even at the basic level that we don't know! And rules are rules. Policies are policies and if a company is going to stand behind their employee guidelines and handbook, one that works for everyone equally, well then, even when it looks horrid, sometimes people get fired for dumb things, but dumb things that violate policy. That's just how it goes down sometimes.…
urces, we provide the vision, support and analysis that allow each business unit to achieve its mission. Our Global Talent Acquisition team is looking for a seasoned Recruiter to join the company. The Talent Acquisition organization focuses on five primary functional disciplines, which include: talent sourcing, recruiting & client management, new hire on boarding & integration, contingent labor management and AOL’s Cultural Ambassador Program. Each works in close conjunction with the others to effectively manage a best-in-class end to end talent pipeline, with a focus on providing an exceptional candidate and hiring manager experience. RESPONSIBILITIES:
Build strong, credible relationships with hiring managers. Become a consultative partner by understanding their current business goals and deliverables and designing a tailored sourcing strategy and recruiting process around their specific needs. Provide training/coaching for interview team on behavioral interview techniques.
Identify diverse, top-level talent through aggressive sourcing methods, which include Internet research, networking, direct sourcing, employee referrals, advertisements, career events, associations, and other sources as needed.
Conduct thorough screening and interview selection process that follows company guidelines and meets legal requirements
Build and present appropriate reports that influence a client’s hiring plans and educate them around recruiting progress and market trends.
Manage appropriate candidate tracking and reporting to ensure compliance with OFCCP and EEOC guidelines.
Coach and mentor less experienced team members on tasks that require senior level guidance and support.
es on laptops and pc's. If using telepresence equipment connected to an alternate video source, i.e. skype, there may be interruptions in the picture. The expense of telepresence may scare some corporations off, given the cost. However, it does pay off if you currently have candidates travel to your location by flight for initial interviews. When it comes to process, it is important to have guidelines on usage and coordination of equipment, meeting schedules, etc. Hope this helps.
will listen to you (I'd better- many 'deals' are lost because a recruiter did not take seriously a candidate's input) and I will be sure we have a match for you with our client but I really need to be respected in that with my experience it can reasonably be expected I know the road.
Thanks, Alasdair and I hope you are sincere and that was not some dry British humour.
are very strict for members of this particular network. However, there are discounts and prestige associated with being a member.
• Members must always pay their vendors on time. Imagine that?! In order to be a member, you must always pay your vendors, and in a timely manner.
• Members must always treat vendors with respect and kindness. I know, impossible, right? If a vendor feels disrespected or is treated harshly or with the slightest rudeness, he can bring it before the founder and group leader and membership may be revoked.
• Members must revenue $1M a year or more. Yep, that's what I said. That kind of revenue pretty much guarantees that bills will be paid on time. One would hope, anyway.
I find it very interesting, in a time like we are now living, that these type of rules can be demanded. Adherence shows respect not only for oneself and for one's own business but for colleagues, service or product providers, as well as customers/patrons/patients. You would be surprised but many have applied for entrance and have failed to gain entry. Few can live up to what they must have already done, how they must act, and what they must accomplish in order to receive admittance. It actually gives me hope and sets up another ideal of deference in operations.
Whether you are in business for yourself, or you work for a corporation, or you work in a small firm, having some sort of objective in how you treat others or even how you respond may be a worthwhile endeavor. Kindness, whether forced or otherwise, has amazing results. And in forced kindness, is there an opportunity to actually learn and adopt that behavior? Perhaps, perhaps not. I imagine there are those that are successful who have never uttered a kind word to anyone. I suppose niceties get in the way of work for many individuals.
We have all heard that no man says on his death bed, "I wish I had worked more." And, of course, there is the story of Scrooge who saw his own death foretold and vicariously heard the way others spoke of his discourteous ways and the gladness in his passing.
How will you be spoken of or thought of when you are gone? This question need not only reference life, itself. When you leave a company, what impression have you left? After meeting or completing an assignment, what does your client or hiring manager think of you? After you walk out of a room, what will others think or say?
How will you leave it?
lications• In-depth knowledge of motion infographic• Advanced level of expertise in Adobe Indesign, Illustrator, Photoshop, Bridge and AfterEffect• Advanced level of expertise in Microsoft Word, PowerPoint and Outlook• Knowledge of HTML and CSS is a plus, as well as Adobe Dreamweaver and WordPressproficiency• A deep understanding of the differences between print and web, colour displays andprofiles, and image pixels and resolution• An understanding of file format differences and their functionality• Thinking creatively and being solution driven• Being proactive and having the ability to work under pressure and in a fast pacedenvironment• Developing designs, layouts and artwork that adhere to graphic design rules (paper size,margins, gutter, bleed and baseline grid)• Creating designs for both print and digital platforms that may include but is not limited to:brochures, leaflets, flyers, posters, invitations, social media posts and digital banners• Coming up with intricate and creative visuals that convey a clear message and speak to theaudience• Proofreading and correcting all design related material before submitting the work forapproval• Working on a project or a job from start to finish as well as understanding and following abrief• Following, implementing and reviewing all marketing and design related jobs based on thebrand guidelines• Working on multiple jobs at a time and ensuring timely delivery• Resizing and recoloring pictures or artwork based on the medium required• Finalising, packaging and preparing all material ready for publishing or production• Any other duties deemed necessary by the Head of Central Marketing
Apply: Careers@2softsolutions.comIT Recruitment Agency in Mumbai
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