Search Results - health-related

Blog Post: Staffing/Recruiting Mgr. Available for hire - Start Up and Large Corporate experience, Onsite or Virtual - South OC or Nor San Diego, will relo to South SD: Rachelle Munson

http://www.linkedin.com/in/rmunson

www.guruwireless.com

San Clemente, Ca 92673

949.690.9947 – shellsanclemente@yahoo.com

Objective: Seeking…; Added by Rachelle Munson at 2:23am on October 30, 2008

Blog Post: Twitter Best Practices: Cool Info For Us To Leverage Today!: Thought I'd pass on:

SUMMARY: Twitter is a social networking and micro-blogging service that costs nothing for users to access and little effort to keep in touch with busy friends. It can…; Added by Joshua Letourneau at 2:29pm on May 21, 2008

Blog Post: Hiring the Newton Way: A Framework for Interviewing Knowledge Workers: To say that I think a lot about recruiting and hiring is an understatement. Before I co-founded a technology company that builds…; Added by Joel Passen at 11:40am on October 28, 2009

Blog Post: Is Facebook Stickier Than LinkedIn?

Anyone with an eye on talent acquisition has seen the debate on whether Facebook or LinkedIn is stickier in attracting

top candidates. A popular perspective is that…

Added by Jason Webster at 10:45pm on June 3, 2013

Blog Post: Bring the Hiring Manager Closer to Staffing(HMCS) Methodology!!: Bring the Hiring Manager…; Added by Dean Da Costa at 1:54pm on April 3, 2010

Blog Post: The Simple Writing Technique which Will Help You to Overcome the Inertia of Perfectionism: Very often, when you need to write something, you may feel the lack…; Added by Tobias Casey at 10:49am on March 16, 2016

Blog Post: SMS Recruiting Laws Every Recruiter Should Know: It’s time to pull out your best pitch and get ready for a text recruiting campaign! Do you know that businesses that focus and optimize their omnichannel recruitment and marketing can gain up to…; Added by Rakuna at 11:33pm on November 13, 2024

Topic: Middle of the Night Sourcing - Insurance Org Charting: ! Big job, but you do the numbers... The headquarters location (which is what they wanted) has 900 people in it. This I learned from Hoovers and later “confirmed” by one of the company’s representatives (someone in MARCOM – they can be SO helpful!) MARCOM stands for Marketing Communications, for those of you who don’t know (and I didn’t, at one point in my career!) and usually contains the real ChattyPattys in an organization - the outward facing signposts. Clicking on the Hoovers link to their website I was also able to view, in one convenient glance, all the company’s locations – twelve of them spread around the country. In addition to the headquarters location, they wanted me to org chart two branches – one with 200-300 people in one building on three floors (I learned this from one of the “contacts” at the company you’re going to read about below) and about 100 at another location in the same state as the headquarters. All told about an 800 name job – some departments they had no interest in. What they did want was me to completely org chart the following: Branch Management Home Office Management Underwriters Product Development and Management Sales Marketing Operations - Raters, processing, billing, etc Actuarial Yes, it’s an insurance company for those of you who may be guessing. Which one? My lips are sealed. I can tell you this is for an M&A due diligence. I love these jobs. They’re fascinating puzzles to put together. ;) I started on the phone bank the week before. I had 300 or so names and numbers recorded but no titles – I figured I had several hours of phone time in total before someone in Security answered the phone at 3 a.m. on Monday morning when I picked the job back up. “Someone in security?” you ask. Yes, someone in security. “Officer Gil –may I help you?” “Yes, Officer Gil, I was trying to reach someone in the Operations department...” “They’re gone – it’s Labor Day weekend and it’s 3a.m. here– they won’t be in ‘til Tuesday 9 a.m.” I knew all that - what else did he think I had to do on Labor Day? “Oh.” I know he can hear the disappointment in my voice followed by the flattened silence. “Maybe I can send you to their VoiceMail – who do you need?” “That’s the problem, Officer Gil, I don’t know!” I slightly wail, my voice inflecting on the “know”. “Do you know who’s in charge of that department?” “Uhhh...I think Harry Helms is still over that department – he usually comes in early - I see him here sometimes as early as 5 a.m. – that’s when I usually leave! “You work the graveyard shift?” I inquire. “Yeah, but it’s not such a graveyard around here – these phones go all night – people having car accidents mostly – they can be pretty panicky!” “I bet they do,” I think to myself about the phone activity. “Pretty panicky? And they think you can help them?” I ask further. (I’m trying to find out if he has access to a computer.) “Yeah, they think I can connect them to someone who can – all I can do is put them in someone’s VoiceMail – maybe I can do that for you – who’d ya’ say you need?” “I don’t know, remember? You think Mr. Helms is in his office yet? What’s his title?” I quickly divert. “Har...Mr. Helms he’s the boss - I think he’s a VP. No, he’s not in – it’s a holiday – it’s Labor Day.” I can hear a slight resentment in his voice. “Oh, yeah, you said that. Sorry – do you know who else is in his department?” I gingerly coax, sounding confused. Actually, I am a little - I’m not sure of my footing just yet – it sounds like Officer Gil has been there long enough to call people by their first names, though, so I’m going to press in this direction. “Do you know anyone else in his department?” I hold my breath. “Well, yeah, let me see here – that dept would be called ‘Ops’ – right? I have a directory here – let me see if I can find someone else,” he answers me. Seems he’s forgotten it’s a holiday. “Your directory – is it a hard copy?” I boldly ask. “Yeah – 36 pages, alphabetical – here’s one - Cindy Peters – she’s the Operations Manager – you want her?” he asks. It’s my turn now. “You think she’d be in? It’s Labor Day,” I remind. “Oh yeah, you’re right – she won’t be in.” Now what I’m going to tell you next you may not believe. This is how it happened and this is how it’s happened (in a related context) too numerous a number of times to guesstimate before. Believe me when I tell you this is a true story. “Is there anyone else listed? I need the entire department,” I confess. “Yeah, everyone’s listed - that department has a lot of people in it – maybe a hundred,” he says. I take a deep breath. I let him hear me girding my loins. “Can you tell me who they are?” I boldly go where probably nobody’s gone before with him. He can hear in my voice that I mean business. “All of them?” he asks me, surprise registering in his voice. “All of them,” I command. “Well, let’s see (I hear paper riffling) – you got some time? I don’t have to do rounds again ‘til 4...” “All the time you need,” I answer. “We’ll have to do this page-by-page,” he warns. “Take your time,” I encourage. And, I kid you not, he paged through the entire directory, 36 pages of it, in about 45 minutes. He gave me 101 names with titles – all of them in the “Ops” department. I’m going to say it again. I kid you not. It happens like this and it happens frequently. Sometimes it takes enormous amounts of time; sometimes it takes enormous amounts of nerve. It rarely takes luck. It always takes preparation and organization. I know you’re thinking, “He didn’t ask why you needed this?” No, he didn’t. If you set the call up right, if you approach the tarmac correctly, if your delivery is aligned - your landing will be smooth and unfettered. Do they ever ask why? Yes, they do. I watched a couple food shows over the weekend about how they make some popular foods – chewing gum, pork rinds, beef jerky. All these products were made by different companies and the show took you through the manufacturing process of each product. It was really interesting and at every company, though they showed you the process and gave you a lot of information about the product, when they were discussing some portion of the process and/or the special spices, the Company Representative who was conducting the “tour”, said something to the effect, “This part of the process is proprietary and we cannot tell you”. Do you have to lie? You don’t have to. There are enough instances where they won’t ask you why you want what you want and those instances are more than enough to allow you to make a very good living. But back to the story... “I have to make my rounds now – you can call back if you need anything else,” he tells me. “I can?” I ask incredulously. “Sure –call this number, though...” and he gives me another number to call. “Call in about a half hour,” he advises. Stay tuned for “Part II - The Next Call” coming next Saturday night! doggedness noun; The quality or state of being stubbornly unyielding: bullheadedness, hardheadedness, mulishness, obstinacy, obstinateness, pertinaciousness, pertinacity, perverseness, perversity, pigheadedness, tenaciousness, tenacity, willfulness. ****** Attend the MagicMethod FREE one hour LIVE phone sourcing classroom chats on Tuesdays and Thursdays at noon EST on the MagicMethod network here. ****** 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.…; Added by Maureen Sharib to Phone Sourcing at 12:32am on September 14, 2008

Topic: Meet Bruce Tracy of "Technical Professionals", "We can no longer operate in a vacuum": Bruce is a high connector on Linkedin and an avid social media activist with over 20 years of engineering experience in the telecommunications, aerospace and semiconductor industries. Bruce has an Expertise in Engineering/Management recruiting in engineering (semiconductor industry, oil and gas, construction, geology etc.) which he shares with his staff at Technical Professionals, Inc. - it is what makes his firm unique - they are all engineers by training. As of 2009, Bruce now has offices in the US and Canada. Q&A with Bruce Tracy Six Degrees: Tell us of your home world. Bruce:I have a wonderful girlfriend named Tracy (and yes, when we get married it will be Tracy Tracy). She has two great boys aged 10 and 6. My hobbies include almost anything that is done outdoors. My favorites are running, hiking, kayaking, gardening. One of my proudest recent accomplishments was to break 3:00 in a marathon; my time was 2:51. Taking care of our World and our environment is also very important to me. Nearly every decision I make every day involves asking the question: “How will this impact the World”. Six Degrees: How many years have you been in the staffing industry? Bruce: I started my own recruiting company, Technical Professionals, Inc. in September of 2003, so I have been recruiting for almost 6 years now. Full disclosure though, I did work for a firm for 2 weeks prior to that Six Degrees: How did you get started as a recruiter? Bruce: I was an engineer for nearly 20 years prior to becoming a recruiter. I recognized a need for someone that understood technology to become a recruiter in the technical world. I started out recruiting solely in the semiconductor industry, but have since expanded my business to almost anything techie (and some things not so techie). Six Degrees: What single event had the most impact on your sourcing/recruiting career? Bruce: I don’t think it is an event so much as the advent and expansion of social networking. I have always believed in the power of networking in successful recruiting. The advent of social networking forums like Linkedin, Facebook and Twitter ,to name a few, have had a huge impact on the ability to effectively network within the industry. Six Degrees: Tell us about your day to day as a staffing professional Bruce: Well my responsibilities are numerous. I am involved in sourcing, client development, applicant tracking system development, research, web site development, making coffee and anything else that needs to be done. When I started by business I did a bit of research and found out that the average recruiting firm employed 2.3 people. My firm is a bit under average with 2.0 people. Six Degrees: (A) What other companies' recruiting operations do you admire or have heard are best-practice examples? Bruce: I won’t actually name any specific companies, but I have over the years worked with many other small firms, doing fee-splits, sharing research, etc. and I have found that, in general, the industry is a very professional one. I am always amazed at the willingness of people in the industry to help one another. So that is a general observation that I “admire”. (B) In what aspects are they superior? Bruce: I tend to like to work with other recruiters who are customer focused. By customer focused I mean both sides of the equation. I want to work with others that care as much about the candidates that they represent as their clients. I believe that is what it takes to be successful in this business. Six Degrees: What recent general news story or industry trend do you feel will have an impact on your work in the future? Why? Bruce: Well I believe that the economy as a whole has turned a corner. There is some bright news coming out and the stock market seems to have reversed its negative trend as of late. In my experience, these economic sings typically precede company hiring. Another trend that is having a huge impact on our industry is social networking. Position sourcing has taken on a whole new face as of late due to networking. I believe this trend will continue in the future. Six Degrees: Tell us about your broader involvement within the staffing industry Bruce: My broader involvement really involves working with other recruiters and agencies and also helping to foster a positive networking experience. I have hundreds of recruiters in my network reach and I try to assist anyone that asks for help in any way. Six Degrees: Can you detail how the recession has affected your particular industry niche? Has it effected your job or that of your fellow team members within the organization - If so, to what extent? Bruce: Well, the recession has certainly changed my company’s structure. As I mentioned, our sole focus when we began operations was the semiconductor industry. An early sense of a slowdown well over a year ago led me to broaden my company’s focus to include many other engineering and non-engineering disciplines. Since we are a small firm we can be very flexible in the work that we focus on. At the same time we do keep our core focus in the semiconductor and related industries. 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. Are there specific groups, both online and in-person that have proved fruitful in extending your personal brand and job seeking prospects? Bruce: Again, I will not mention specific networks or companies, but in the last year or so there have been a number of new companies in the industry that have provided avenues and sources of jobs to recruit for. These companies sign up companies and/or other firms that advertise their positions and allow other recruiters to work on these positions for a fee. I have participated in several of these. Although this work does not replace my company signing on with clients of our own it has been a great source of supplemental requisitions to work on. It is also a great way to become familiar with other companies and agencies. 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? Bruce: Here is my greatest piece of advice on networking: Do it even when you don’t need it yourself. Here is what I mean by that. I am heavily involved in “social networking websites” and have been on some of them almost since their beginning. I continue to build my networks at all times. One thing I have noticed about some “networkers” is that they form their networks when they have an urgent need for help; as an example, when they have been laid off and need a job. This is not what networking is about. Networking is about developing a support group where members help each other at all times, not just when they have a need. I feel very strongly about that. Six Degrees: What is your next career goal? What do you need to do to get there? Bruce: I truly believe that with current and future technologies the face of recruiting will change. I believe that there will be a lot more fee sharing in the future and a lot more agency interactivity. The industry can no longer operate in a vacuum and those that do will struggle to survive. We need to pull together as an industry and help one another. By the way, Kudos to you Dave for being such a big part to that activity. My next career goal, if you can call it a goal, is to remain a big part of that and to facilitate that change where I can.…; Added by Dave Mendoza at 10:44pm on June 21, 2009

Topic: That was the week that was...Week ending August 7, 2009: gest of links "That was the week that was..." I won't go into the list of things that have led me to conclude that it time for a change but I've always been one to embrace it when it comes. I hope you'll find the tweaking to your liking, a format that is easier to read -- or ignore -- as you please. For sure, "That was the week that was..." will be more inline with what "That was the week that was..." was than what "That was the week that was..." had become. So, a la Recruitomatique, I give you "That was the week that was..." Monday... Above the Fold A "down under" perspective reminds us, it's a small world after all...Get ready for a whole new world as the recruitment market recovers by Greg Savage Can you replace a comfy armchair, Coach? Everyone is Replaceable - But at what cost? by Claudia J. Samuelson Hit the road, Jack... My Way or The Highway by Craig Silverman Mendoza's Member Showcase Jacki's been at it since she was 12. C'mon, Dave, "strategic leadership was bound to follow... Meet Jacki Leonard Rayanne's Bonus Track Rayanne says, "Common sense can be a tricky little bugger." Recruitomatic says, "Well, I'll be buggered! Rayanne's bin watchin' Eastenders, gettin' awl emoshonal"...Uncommon Sense Recruitopian Footnotes Who said, "Be careful what you wish for?" Well, someone get's it...Noooo! Don't Let This Recession End. Not Yet! Sorry, Laurie but your post seriously sucks...but then again, doesn't everything? Monday Morning HR Humor Amy Renz goes techie on TalentBar...Rev Up MS Outlook for Mobile Recruiting and Save Time and Money Tuesday... Above the Fold I wonder if I'll ever get soppy over email...Back in my day.... (How social media is changing recruitment) by Katrina Collier I think this guy is a closet-Darwinian. What say you? Four Challenges Recruiters Face in Today’s Economy by Harry Urschel There ain't no stickin' tooth fairy and there ain't no stickin' magic nuffin'...Tooth Fairy and the Recruiting Magic Bullet by Dan Nuroo Tutorial Tuesday with Heather Bussing Heather reminds us that Quid pro quo is not a sex act and that "sleep with me and I'll make you partner," means something else outside of monogamous marriage...Sexting and Other Stupid Things to Do With a Phone Rayanne's Bonus Track Ray-Ray, did anyone ever tell you what a great job you're doing? Perhaps You Just Show Up Recruitopian Footnotes Who has time for yoga anyway? How to find work with a flexible schedule Sunnyside up...Turn that Frown Upside Down Jim Stroud and Karen M ask...Should Executive pay be regulated? Wednesday... Above the Fold Cigarettes without matches, pots without fire, sleep with no rest. But, God no! Leave me with my recruiting tools puh-leeeeeeze! High Unemployment and Technology: A love story by Sarah White Down but not out...The Life of a Technical Recruiter By Tirtis Who are you winkin' at, Pussy-cat? The Office Cougar, Brah and Bro. Don’t Hire by Michael Glenn Claudia's Wednesday Wisdom Who is affirming what and for who, huh? "I want you to be an amazing success as a manager, because I’m so proud that you got this job. How can I help you do that?"...Clowns to the left of me - Jokers on the right Rayanne's Bonus Track Hard to do when riding in on a white horse [unless it's a circus stunt that is]...Taking a Stand Recruitopian Footnotes What, No Karen...what's up with that? Fake teeth, fake boobs...whatever next? I wonder what Heather would have to say about this...safe sex for recruiters? Thursday... Above the Fold Sounds like Crispin, not a bad thing...Go the extra mile for your candidates! by Gavin Chase 101...Applicant Tracking Industry SEO and HR Okay, so what would the masculine equivalent be, that's what I want to know...Throw Yourself a Job Shower… by Lisa Kaye Rayanne's Bonus Track This one is for you, Ray-Ray. Okay, it's not the Beatles but is a bonus track]...Go, Speed Racer Recruitopian Footnotes It's a fair cop, Guv, I done it all...Is Criminal History Enough to Deny Hiring? Hey Boolean guy, spelling shit right helps...Help on a string I thought Gates worked at Microsoft. It's all so confusing...Microsoft is storming the gates at Google Friday... Above the Fold Top Influencers v1.17 China Gorman by John Sumser Rayanne's Bonus Track This one is for you, Ray-Ray. Okay, it's not the Beatles but is a bonus track...Go, Speed Racer…; Added by Amitai Givertz at 1:28pm on August 7, 2009