Search Results - health-related

Blog Post: Talent Community - Let Talents Come to You: Recruiting efficient staff invariably comes as a relief to any hiring departments, but it does no harm to keep a back-up plan up your sleeve when crises strike and…; Added by Rakuna at 2:59am on December 1, 2020

Blog Post: 15 Different Types of QA Testing You Should Know In 2024: Quality Assurance (QA)…; Added by Jacelyn Sia at 9:10am on September 18, 2024

Blog Post: Top 4 Virtual Event Platforms for Your Next Virtual Career Fair: For the event industry, especially career events, 2020 has not been a kind year. Instead of a catastrophic regression, however, the industry has found a new way to…; Added by Rakuna at 6:59am on July 13, 2021

Blog Post: How These 3 Fictional Bosses Use Team Alignment Tools: Believe it or not, writing about psychometric testing can get pretty heavy. In the interest of keeping things light around here, let’s talk about big screen (and TV) bosses…; Added by Ryan Mead at 11:33am on December 30, 2014

Blog Post: Love in The Time of Social Media

The hackneyed thing most old people thought about love in this modern time is that everything is so fast to an extent that each person involved in the process of…

Added by Emma Cox at 11:27am on March 3, 2015

Topic: Meet Geoff Webb, Hewitt Associates Sourcer & Toronto Community Activist: fferin Grove Park and volunteer within the parks and communities movements in Toronto. • Office/Cell Number (O) 416-530-4271 (C) 647-226-9322 • Email Geoff Webb has over 10 years of experience with Recruitment and Resource Management with some of the top consulting companies in Canada and the United States --- "Geoff is Canada's Most Connected Recruiter". In addition to his sourcing expertise, Geoff specialties include: Recruitment, Resource Management, Training and Coaching, Career Transition, Health Services and Privacy. Q&A with Geoff Webb Six Degrees: Tell us of your home world. Geoff: I live in Toronto with Michelle (we’ve been together now for over a decade), we have two daughters Inanna is six years old and Dara is two years old, we currently take care of three cats, a cockatoo (named Cookie) and a dog, wow, we really have too many pets. Not only am I a Master Sourcer, but I’ve been involved in Canadian politics for over 20 years, in that time I have worked for two Prime Ministers, one Premiere and a number of Members of Parliament. As well, I was once held by the Secret Service at the White House (it wasn’t my fault I swear). I was there on a school trip, a friend threatened to burn down the building, I got taken in for standing beside him (such an idiot). I am currently very involved with the Parks and Communities movement in Toronto, where we try to focus communities around urban park spaces. If you want to see a great model for an urban park check out www.dufferinpark.ca - we rock. When we’re not volunteering I like to spend time with my two little girls, we hang out a lot with friends in the parks, but also like to go rock climbing, we are all avid rock climbers (so if you know of any good rock, I’ll climb it). Currently my eldest daughter and myself are trying to figure out if it’s possible to build a zipline in our backyard Six Degrees: How many years have you been in the staffing industry? Geoff: started out in recruiting at Parachute Community employment centre in 1989, so I have been in the staffing industry for wow, for 20 years now. Six Degrees: How did you get started as a recruiter? Geoff: Funny story actually. I didn’t want to be a recruiter. At first I went to theatre school and aspired to a career as a Stage Manager. I’ve always had an artistic side of me, however, after about three years of Theatre School I decided that I really couldn’t stand actors and that might get in the way of a career. So I went to work for my friend Tim McVegh who ran a community employment centre (Parachute, named after “What Color is your Parachute”). My job there was to assist underemployed youth in the Regent Park area of Toronto to get on-the-job skills training through a Government of Ontario program called Futures. That got me hooked so I worked my way through school and got my certification in Human Resource Management. When I did the course I thought that I wanted to be in Training and Development, but during my coop I ended up working for Canadian Tire as a Staffing Assistant. Now this is where it got really interesting, growing up my father was a professor of cognitive science at UofT and so we had a lot of computers around the house. I got the job at Canadian Tire because they were implementing a new ATS called Restrack Hire (which eventually became Taleo) and I understood both the HR world and the technology world, and Canadian Tire was the first company in Canada to implement the system. My role was to work as a Jr. BA on the implementation. Through that process I became very interested in Recruiting and started to assist on some of the Campus recruitment initiatives. And that’s how I got started in Recruiting. Since then I have mainly focused on Technology hiring because I have a love of Talent Acquisition and Technology. After Canadian Tire I worked briefly for a year with a Technology agency called Ian Martin IT, until the VP and a good buddy Craig told me that he didn’t “want to hold me back from something better” (no Craig Silverman it wasn’t you but I love that line). I then spent the next few years working for Computer Task Group on the IBM account as an RPO recruiter, this gave me the opportunity to manage recruiters as well as move my young family to Vancouver for a year…since then Vancouver has been our second home. It also gave me the opportunity to meet some really great American recruiters and learn the phrase “that dog won’t hunt”. After deciding to return to Toronto I worked for Xwave, Cognicase and then CGI (where I briefly delved into the world of Resource Management). After leaving CGI in 2002 I started to really become interested in the Candidate Generation or Sourcing side of the business. So I started my own company and with the help of my friends at Head2Head worked for companies such as T4G, Microsoft and Tucows (thanks guys). I then did a pure sourcing gig at Intuit for two years where I had the great pleasure of working with some of the best sourcers in North America under Traci Wicks (who btw rocks). I also got to attend the first Sourcecon and really started to delve into my community of peers. I am currently working with Hewitt Associates on the Central Sourcing team, again, I am very lucky to work with such a dedicated and smart bunch of folks under the inspired leadership of Chris Gould and Cynthia Wehrenberg. Six Degrees: What single event had the most impact on your sourcing/recruiting career? Geoff: I can remember the day when the sourcing world really opened up for me, during my stint at Microsoft Canada I sourced and recruited for the Enterprise Services team. Let me say that it was a challenging assignment, as you had to find people that not only excelled technically but also were prepared to go on the road 80% of the time. We were using all the usual channels at the time, however, one day I was having lunch with a couple of the folks who were Technical Evangelists, and they were talking about the Microsoft Developer contests that were going on. It sounded both interesting and a lot of fun, so I inquired further about, well, what the heck they were. At the end of the conversation I was dumbfounded to find out that we already knew most of the best talent out there through the contests, but no one had thought to connect the contests to Talent Acquisition, and that’s when it struck me, everything can be about recruiting. You just need the proper recruiting ecosystem in your company. That’s when sourcing became really interesting for me, the more creative the approach the more exciting I get about it…and over the years I’ve done some crazy things, set up hotdog stands across the road from competitors, rode the elevators looking for contacts, crashed conferences to meet with developers. But I’d have to say that was a defining moment for me. Do you have a mentor to whom you attribute your overall outlook on recruitment, capabilities, and/or model your career after? Geoff: you know I can’t say that I have any one mentor, however I have to give props to some folks for really opening my eyes to the sourcing world and community based recruiting. A big prop has to go out to my friend and mentor Traci Wicks at Intuit, Traci really taught me two valuable lessons 1.) that online communities are great but always need to be supported by direct human connection and 2.) your sourcing strategy no matter how complex should always answer the question “how am I going to move this person from a prospect to a hire”. I will forever carry those lessons with me. As well, Leslie O’Connor gave me the opportunity to connect with so many people that share a common passion for sourcing through the Sourcecon venue. I owe many of my relationships with my fellow sourcers to Leslie. Speaking of community builders I would be remiss in not giving a shout out to my fellow Torontonian Jason Davis, Recruitingblogs has been a great place not only to connect to the recruiting world but also to see how vibrant online communities can be created and maintained. Also huge shout out to all those sourcers and recruiters that I connect with regularly to share ideas…unfortunately to numerous to all name here. Six Degrees: Tell us about your position at Hewitt: Geoff: Currently I am a Sourcer on the Central Sourcing team at Hewitt Associates, I work on a team of seven sourcers under the direction of Cynthia Wehrenberg, besides my everyday sourcing duties of finding the best and brightest of the HRO world I also work on researching and evaluating new sourcing tools and technologies and then showcasing those technologies to the team. Further I am involved with the team building out the Hewitt social media strategy (with my good friend the brilliant Michael Marlatt), an opportunity that I am very excited about. I am extremely proud to be working on a sourcing team that has come so far so fast, in six months we’ve really become a force to be reckoned with in the Sourcing world, I would put us up against any sourcing team out there today, yeah, I mean you - bring it. Six Degrees: (A) What other companies' recruiting operations do you admire or have heard are best-practice examples? Geoff: Wow, so many, however, if I had to pick the top three I have always admired the work that Marvin Smith has been doing over at Microsoft, building Talent Communities that are true self sustaining and self propagating. I also really enjoy the work being done by Chris Hoyt and Amybeth Hale over at AT&T around the integration of their social recruiting elements, and last but not least I am a huge Josh Khan fan, he’s both a cool and very smart guy and understands that not every tool is made for every job. (B) In what aspects are they superior? Geoff: you know in all these cases including Hewitt, I am highlighting companies that are daring to be different, to push the boundaries of traditional Talent Acquisition, to really delve into social recruiting, daring to make mistakes and learn from them. I have a lot of respect for any company that puts themselves out there and is prepared to make some big OOPS. Another very important lesson that I learned at Intuit was if you aren’t making mistakes then you’re probably not innovating. In all my favorite companies I see a lot of innovation in our space. Six Degrees: What recent general news story or industry trend do you feel will have an impact on your work in the future? Why? Geoff: Hmmm, let ‘s see, Job Boards, yeah, they’re going to replace Third Party Recruiters…wait, wrong decade. No, seriously for me it’s got to be two things, 1.) the emergence of social media, and when I say that I don’t just mean Facebook, Linkined, Twitter, I am thinking beyond that with Diigo and Del.i.cious and other social bookmarking sites like Stumbleupon, I am talking about blogs, widgets, anything that can tell me more about you as a person other than your resume and can allow me to connect with you as a person more fully and 2.) (this is me Faith Popcorning a bit here), the fact that the future of Sourcing will be less about resumes and more about the content, I as a Sourcer I will be more interested in what you demonstrably know than what you have written on your resume. Six Degrees: Tell us about your broader involvement within the staffing industry: Geoff: Granted I haven’t been a huge conference attendee (probably that long trek across the border), however, I have religiously attended both Sourcecon conferences and have attended Recruitfest and RNG here in Toronto. I look forward to the day when Canada can say that we are in the Talent Acquisition conference game, I hope that day will come soon. Six Degrees: Can you detail how the recession has affected your particular industry niche? Geoff: I have been very lucky not to be a member of the unemployed up to this point during the recession. However, I know many of my fellow recruiters and sourcers that were downsized during the recession. To try to combat some of the effects of the recession in Toronto we started a monthly meetup of recruiters, hoping that the direct connections that we make will entice folks to help each other seek clients, new gigs, contracts, whatever they need. 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. Geoff: Well, let’s see, the last time I was looking for work I started a Facebook group and called it “Help Geoff Webb Find a Job” and invited all my “friends” to the group, I would then keep them updated about my job search status, I also run a number of social networks for Canadian Recruiters and have invited my Linkedin friends to a Ning group called “Friends of Geoff Webb Worldwide”. I help to run the Sourcecon Ning site and I am a regular contributor to Recruitingblogs.com. I also have one of the largest Facebook networks of recruiters on Facebook - all these media allow me to stay in touch with my community and share information with them. As I stated above I am also the organizer of the Toronto Recruiter Meetup and I am often called upon by community groups in Toronto to set up their online social media. I would start my own radio show, but Animal has that covered. 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? Geoff: Don’t ignore people, and be your authentic self. The best way to tick people off is ask them for something and then ignore them when they come calling to you. I try my best to answer every wall post, every Linkedin inquiry, every Tweet that I get, otherwise, I’m just another avatar out there. As well, do “pay it forward”, helping someone today can often become an opportunity of tomorrow. Six Degrees: What is your next career goal? What do you need to do to get there? Geoff: I’m torn there…on one hand I would like to be the Talent Community Manager, and work within social media to grow and enrich Talent Hubs or Communities by providing interesting and rich content but also introducing an element of the human touch, I don’t have it all figured out yet, but I’m learning. I could also see myself as the Product Manager for the next killer recruitment app out there, again, not there yet, but I’m learning. Industry Recommendations for Geoff Webb “Geoff and I worked together at Intuit, as Senior Recruiters, and then he moved into the Candidate Generation Team. He is passionate about building recruitment pipelines, creating sourcing strategies, training peers in technology tools that increase their ability to effectively use the newest and latest & greatest tools and, last but definitely not least creating new social networks. Geoff is an Excellent Sourcer, with many tools at his disposal and full of ideas, strategies and networks. He brings alot of tools and ideas to the Table and can help a Recruitment Team and the related Business Groups find a good solution to enable them to Hire the right people and talent!” October 17, 2007 Linda MacNeil, Senior Recruiter, Intuit Canada Inc. “Geoff strives to always look at new innovations in sourcing from a technology perspective. If there is something new out there he is the expert. Geoff also is a GREAT trainer and is committed to training new sourcers so they become successful! When brainstorming with Geoff there are no obstacles always solutions. Thank you Geoff for being such a committed innovator in sourcing.” August 13, 2007 Top qualities: Personable, Expert, Creative Traci (TWicks) Wicks “Geoff managed a heavy recruitment load, and was successful in establishing a user group for Java programmers. He always knows about the latest technology and sourcing strategies, effectively determines technical competence among candidates,, and managed the hiring relationships with ease. He is a pleasure to work with and is willing to share ideas and best practices.” September 10, 2007 Janette Richards, Recruitment Consultant, Intuit, Inc.…; Added by Dave Mendoza at 8:03am on July 6, 2009

Blog Post: Know when to hold ‘em, and when to fold ‘em….: Know when to hold ‘em, and when to fold ‘em….

Suit? No suit? Business casual…. What does that even mean? It’s 95 degrees out and you’re hauling down the street in a full suit, button down,…; Added by Kelly Moeller at 5:42pm on April 7, 2010

Topic: That was the week that was...Week ending November 7, 2008: , Artist, Senior Sourcer, Speaker, Veteran and Proud Mother Tutorial Tuesday How to Provide Good Customer Service Claudia's Wednesday Wisdom Splitsville Third Party Thursday... Margaret Graziano with a post: The Audacity of Hope: Thoughts on Reclaiming the American Dream Friday: TGIS (Thank Goodness Its Sumser!)... Digging Into RecruitingBlogs.com v1.24 ...and Editor's Picks Monday... Trick or Treating insights by Julia Stone SmartRecruiters Ask for Change... by RecruiterGuy Year end close out sale! Everything must go by Michael Glenn Tuesday... Art of Conversation by Faisel Interviews....how long is too long by Tina Huckabay Hi, my name is Dan and I'm an addict! by Dan Nuroo [Afflicted too? Addicted to RecruitingBlogs.com Support Group] Wednesday... Compromise Candidates by Cathy McCullough When recruiters lose their credibility by Steve Levy Learning By Mistake by Heather Bussing [Related: Failure by Maureen Sharib] Thursday... Personal Brand (Focus on Others) by Maren Hogan Making the Case for Executive Search by Vikki Pachera Staying Focused In A Down Economy by Jim Durbin Friday... Using Assessment Tests As A Hiring Tool by Peggy McKee Is Botox really the answer to my Job Hunt? by Heather Gardner Frustration is spelled R.E.S.U.M.E. by Kelly Moeller The Week's Top Videos Monday... Benjamin Yoskovitz posted by Bill Vick Tuesday... NAPS-Hiring Horror Story-Bathroom posted by Stephanie Marberry, Ph.D. Wednesday... My Interview with Bill Vick posted by Suzy Thursday... Tech Bubble by the Richter Scales posted by Michael Marlatt Friday... ERE - Michael Marlatt & Cloud Recruiting posted by RecruiterGuy ERE Blog Network Monday... Recruiters Rescue the Bullied by Sarah Welstead Tuesday... One Client At A Time. But Is This The Time? by Jim Vogel Wednesday... Road map for a hyper-productive, motivating day of outbound sourcing activity by David Szary Thursday... Crazy economic times call for crazy candidate behavior? by Robert Stanke Friday... How Common is Office Bullying? by Sarah Welstead Mo' digestion Friday November 7 recruitment roundup by Susanna Cesar-Morton Fistful of Talent Monday: The Economy and Employee Confidence - It's not what you think…it's what they think by Paul Hebert Tuesday... What Would Happen If Goldilocks Interviewed At Your Company? by Jennifer McClure Wednesday... Obama's First 90 Days As Your New Manager - Too Hot, Too Cold or Just Right? by Kris Dunn Thursday... Fishing Through the Fancy Titles On the Recruiting Scene... by Jason Pankow Friday... "Idiotification" - - The Ultimate Performance Review Tool... by Kris Dunn The Fordyce Letter Monday: We need your help to move our business forward... by Gavin Chase Tuesday... Be a Social Sales Recruiter by Peter Marinilli Wednesday... Monster's Offering Consulting Why Aren't We?? by Margaret Graziano Thursday... New Linkedin & Twitter Search Features by Jason Gorham Friday... BountyJobs.com’s Prospector Program Cashes In by Elaine Rigoli Kennedy's Recruiting Trends Monday... Employee Referrals: Program or a Lifestyle? by Ryan Loken Tuesday... Become a Relentless Talent Scout by Barbara Bruno Wednesday... Use Traditional Research As Part of Your Recruiting Process and Be the Expert! by Sheila Greco Thursday... Recruiting2008 Preview by Jeanne Sturges Friday... Increase Customer Satisfaction – Candidate and Hiring Managers Alike by Eric Kramer A Blog to Bookmark! To compliment one of the fastest growing groups on RBC -- Boolean Strings -- here's a gem for all you syntax-potty sourcers: Glen Cathey's blog, Boolean Blackbelt…; Added by Amitai Givertz at 9:21pm on November 9, 2008

Topic: Looking for help on a SR Accountant position for a company within the NYC area: professional team. The ideal candidate will have a degree in Accounting, strong computer skills and communications skills. In this progressive organization you can contribute to the company's vision and goals and be appreciated and rewarded for your hard work and ability to drive results. v Responsibilities Ø Manage the Canadian / US Payroll Ø Responsibility for maintaining the appropriate US / Canada Payroll deductions Ø Payroll and Payroll reporting using a third party vendor Ø Monthly Financial Reporting Ø Accounts Payable and Expense Reports Ø Monthly Invoicing to Clients Ø General Ledger Oversight Ø Reconciliation of monthly accounts, balance sheet, monthly journal entries and accrual entries Ø Assist in intercompany accounting Ø Special projects as directed v Requirements Ø 5 + years in a service industry preferably software Ø Bachelor's degree in Accounting required Ø Strong knowledge of payroll Ø Knowledge of true ups, W-2,941 forms W-3 & other related forms Ø Willingness to learn and grow with technology Ø Strong computer skills Ø General Ledger experience Ø Self motivated, strong communicator and works well with both clients and peers Ø Detail oriented and the ability to work within deadlines Ø Knowledge of IFRS is helpful but not required…; Added by Chernee Vitello to Recruiters Looking For Splits at 2:46pm on March 15, 2010

Topic: Class-Action Lawsuit Against LinkedIn: AFFECT YOUR RIGHTS NOTICE OF CLASS ACTION AND PROPOSED SETTLEMENT A proposed class action settlement has been reached in a lawsuit against LinkedIn, which operates a professional networking service (website at www.linkedin.com), related to its protection of user information. You are receiving this notice because you have been identified as being a possible Settlement Class Member. Your legal rights may be affected whether you act or don’t act. Please read this notice carefully. Visit www.LinkedInClassActionSettlement.com to read the longer form of notice and the settlement agreement. What is the Lawsuit About? This lawsuit, filed in the U.S. District Court for the Northern District of California, claims that LinkedIn did not use industry-standard protections as it stated it would in its User Agreement and Privacy Policy to keep passwords and personal information of users of its premium services secure. The lawsuit seeks damages for violation of California’s unfair competition law. LinkedIn denies that it engaged in any wrongdoing or violated any law, and the Court has not determined who is right. Rather, the parties have agreed to settle the lawsuit. Who is a Settlement Class Member? You are a Settlement Class Member if you live in the United States and paid a fee to LinkedIn for a premium subscription at any time between March 15, 2006 and June 7, 2012. What Do I Get From the Settlement? Settlement Class Members who were influenced by LinkedIn’s statements about its security when they signed up for LinkedIn premium subscriptions can submit a valid claim by May 2, 2015 to receive a payment of up to $50 from a $1,250,000 Settlement Fund, after payment of the costs of administering the settlement, the attorneys’ fee award, and any incentive award to the plaintiff. The amount of any payment to Settlement Class Members depends upon the number of valid claims filed. For further explanation regarding the payments, please review the detailed notice at www.LinkedInClassActionSettlement.com. If there is still money left in the Settlement Fund after all of the foregoing payments are made, the money will be donated to appropriate non-profit organizations. LinkedIn will also employ both salting and hashing, or an equivalent or greater form of protection, to protect LinkedIn users’ passwords for a period of five (5) years. File your claim online here at www.LinkedInClassActionSettlement.com by May 2, 2015. To request a paper copy, call toll-free 1-877-790-2130. What are My Other Options? You will be a member of the Settlement Class unless you exclude yourself from the settlement. If you do not wish to be a member of the Settlement Class, you may exclude yourself by mailing a valid request for exclusion to the Settlement Administrator, and it must be postmarked no later than April 13, 2015. Be sure to include your name, address, email address, phone number, and a statement that you wish to be excluded from the Class in In re LinkedIn User Privacy Litigation, Case No. 12-cv-03088-EJD. If you choose to exclude yourself, you give up your right to object to the settlement, but retain any rights you may currently have to sue LinkedIn over the legal issues in the lawsuit. You and/or your lawyer have the right to appear before the Court and object to the proposed settlement (i.e., state the reasons you do not like it). You can’t ask the Court to order a larger settlement; the Court can only approve or deny the settlement. If the Court denies approval, no settlement payments will be sent out and the lawsuit will continue. If that is what you want to happen, you must object. You can object ONLY if you stay in the Settlement Class. If you exclude yourself, you have no basis to object because the case no longer affects you. Your written objection must be filed or mailed to the Court referencing In re LinkedIn User Privacy Litigation, Case No. 12-cv-03088-EJD no later than April 13, 2015. Specific instructions about how to object to, or exclude yourself from, the settlement are available at www.LinkedInClassActionSettlement.com. If you do nothing you will be in the Settlement Class, and if the Court approves the Settlement Agreement, you will also be bound by all orders and judgments of the Court. If approved, your claim relating to LinkedIn’s statements about the security of your password and information and relating to a June 2012 data breach that are the subject of this case against LinkedIn, will be fully and finally resolved and released (as set forth in greater detail in the Settlement Agreement). Who Represents Me? The Court has appointed attorneys from Edelson, PC and Kaplan Fox & Kilsheimer LLP, to represent the class: These attorneys are referred to as Class Counsel. If you want to be represented by your own lawyer in this case, you may hire one at your expense. When will the Court Consider the Proposed Settlement? The Court will hold a hearing to determine the fairness of the settlement at 9:00 a.m. on June 18, 2015 at the Robert F. Peckham Federal Building, 280 South 1st Street, San Jose, CA 95113 in Courtroom 4, 5th Floor before Judge Edward J. Davila. At that hearing, the Court will consider whether to approve the settlement and a request by Class Counsel for attorneys’ fees of up to one-third (1/3) of the Settlement Fund and an award for the Class Representative of up to $7,500. The Court may award less than these amounts. The hearing may be postponed to a different date or time without notice, so check www.LinkedInClassActionSettlement.com for updates. You are not required to come to this hearing. How Do I Get More Information? This notice is a summary. For the precise terms and conditions of the settlement, please see the Settlement Agreement available at www.LinkedInClassActionSettlement.com, by contacting Class Counsel at 1-866-354-3015, by accessing the Court docket in this case through the Court’s PACER system at https://ecf.cand.uscourts.gov, or by visiting the office of the Clerk of the Court at the address above between 9:00 a.m. and 4:00 p.m., Monday through Friday, excluding Court holidays. Please do not contact the Court or LinkedIn with questions about the settlement or the claim process. By Order of the Court Dated: January 29, 2015 …; Added by Nicholas Meyler at 4:50pm on February 20, 2015