Search Results - house office

Blog Post: Intelligent Minds Thought (rant) of the day

Great cities and Great countries need GREAT PEOPLE to have BOLD VISION. (And to ENACT or EXECUTE that vision)

Does BOLDNESS & VISION even exist in Politics anymore?

We complain…

Added by Daryl Daley @IntelMinds at 3:35pm on January 27, 2014

Blog Post: Staffing Karma - A Reality of Recruiting Professionalism

They say "what goes around comes around"…

Added by Mike Rasmussen at 5:53pm on February 7, 2014

Blog Post: The best recruiters take a drill to client meetings (or how cultural 'fit' is important too): Some recruiters remind me of my house hunting days. I’d go to great effort to describe what I was…; Added by Alasdair Murray at 11:11am on March 18, 2010

Blog Post: Foreigners working for Japanese companies (in Japan)

Nihongo hansemasu ka? Can you speak Japanese?

Many foreigners who work in Japanese companies can answer that question in the affirmative with a resounding “Hai!” Morgan Shimizu, an…

Added by Joe Peters at 12:20am on February 19, 2011

Blog Post: Day 16 - 3 weeks, 12 job applications, 10 interviews, 1 job offer all Social Media #myjobhunt: Added by Gary Franklin at 4:08pm on August 23, 2010

Topic: Meet Suzanne M. King, her Name's On The Door" at King Executive Search: eries please click here. "Since I’m used to working with C-level executives and minding their tightly arranged time schedules, I can be very concise and quick to prioritize a problem and how to handle it. Sometimes, a person who is not yet at a C-level or new to their decision-making function, needs more time to marinate in the available options before making a call. In this case, that person would view me as being too direct and I would need to be more watchful of them for readiness to accept my input." "It’s always been disappointing to watch someone try to struggle in a position when they are clearly beyond their Peter Principle. I’ve had to take over work in the past from others who were out of their element ... it was extra work to overcome what could have been resolved upfront by getting the right person for the job at the get-go." • RecruitingBlogs Profile • Linkedin • Website • Office: 949-718-0266 • Email RecruitingBlogs Articles: "Duplication of Effort," "What Do You Really Want?", "Take It Easy" Suzanne King has 20 years of experience as a corporate business professional. Her background leverages a career in accounting, finance, corporate strategy, and mergers and acquisitions. While working for public and private, global and strictly domestic, billion-dollar to boutique-sized, professional services and industry-based companies, Suzanne has led, managed, designed, built and downsized corporate teams for a variety of industries and functional areas. She has introduced well over 2,000 candidates to Fortune 150 hiring managers. Suzanne has in-depth knowledge of and expertise with corporate recruiting processes including the identification, screening, recruiting and hiring of technical, management and sales professionals. She is an award-winning recruiter and has designed processes used by Fortune 150 corporate recruiting professionals. Throughout her career, she has personally coached high potential individuals who have navigated various organizational cultures and corporate politics to rise in the ranks to positions of leadership and influence. Suzanne holds a BS in Finance and Economics from the University of Southern California and an MBA in International Business from Pepperdine University. Q&A with Suzanne M. King Six Degrees: Tell us of your home world. Suzanne: I married my college sweetheart and we share parenting and dog management duties as well as a love for business, real estate, fitness and recruiting. We’re a fantastically, fearless team. Six Degrees: What do you do for fun and adventure? Suzanne: Dance, martial arts, snow skiing, cooking for friends and reading. I’m a classically trained ballet dancer and a 2nd level brown belt in Tae Kwon Do. I grew up on the slopes because snow skiing is a family passion, and I used to race as a kid. Now, almost every Sunday I walk into one of my dear friend’s kitchen and make a meal for six people from whatever she has in her frig and pantry. It’s a fun challenge to make something delicious out of what someone else claims is “no food in the house”. Six Degrees: How many years have you been in the staffing industry? Suzanne: I suppose for longer than I’d realized before you asked this question. My approach to the staffing industry comes a bit at an angle. For years, I interviewed and hired people for my teams in corporate America. I also, interviewed numerous entrepreneurs and corporate executives as part of my time in the mergers and acquisitions field. In 2002, I became CFO of King Executive Search. When your name’s on the door, you wear many hats, so I ended up doing work for Oracle (initially in areas where my past career had cross-over and then eventually for a whole myriad of positions within various business units). I ended up becoming a two-time Everest Award winner. Who knew I would find a new application for my skills? Six Degrees: How did you get started as a recruiter? Suzanne: Recruiting was always part of my business as a corporate executive, but I became an external professional services provider seven years ago. Interestingly, looking for a good company to acquire has a lot of similar thought processes to looking for the best candidate for a given team. Although, there are a load less spreadsheets and contracts involved. Six Degrees: What single event had the most impact on your sourcing/recruiting career? Suzanne: Korn/Ferry recruited me years ago to an M&A role for a medical device firm. The executive search consultant who worked with me was so good at her job and I really admired her how she approached me and knew her market. Do you have a mentor to whom you attribute your overall outlook on recruitment, capabilities, and/or model your career after? Suzanne I have more than one mentor. Each has a different area of expertise but not a career similar to my own. It’s helpful to be able to tap into someone’s experience and perspective that comes at a situation differently. I try to assimilate inputs and go with the best approach that I can. Six Degrees: Tell us about your company, Susan. Suzanne: As Partner of King Executive Consulting, I’m directly involved in providing service to my clientele yet I also wear multiple “back office” hats. I recruit, coach, and develop business, while also tackling administrative tasks and managerial responsibilities. Our team is presently at five and we’ve got a growth plan, so stay tuned for more announcements from us. Six Degrees: What other companies' recruiting operations do you admire or have heard are best-practice examples? Suzanne: The two that I admire are Heather Broome at Blue and Paul King at King Executive Search. They are prior Korn/Ferry executives, Paul was a Client Partner, who know how to cover the market and implement a senior level search. They are smart business people, well-networked in their communities and ultra professional. I consider them to be “Best of Breed”. Six Degrees: What recent general news story or industry trend do you feel will have an impact on your work in the future? Why? Suzanne: My undergraduate degree was in Finance and Economics so I lean towards these stories in the media. The recession, timing for recovery, global market health in relation to the U.S. market health and technological improvements are all on my watch list. I also keep a pulse on the stress level of the candidate pool because it affects how I implement. Six Degrees: Tell us about your broader involvement within the staffing industry: Suzanne: I speak at universities to help build awareness amongst the next generation of corporate executives and the executive coaching that I specialize in aims to improve the candidate pool. Six Degrees: Can you detail how the recession has affected your particular industry niche? Suzanne: Recessions don’t discriminate. The technology and medical sectors are hanging in there but search volume is reduced. More candidates are dealing with a lot of stress and need coaching to prepare for interviews and navigate highly political environments. 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. Suzanne: The social person in me is networking-friendly. LinkedIn, Plaxo, Doostang, Facebook, Twitter, Naymz, RecruitingBlogs, www.kingconsultant.com and a periodic newsletter are all places where you will find me. Six Degrees: What is your next career goal? What do you need to do to get there? Suzanne: My first incremental goal is to double the size of my firm. What do I need? Good people, hard work, creativity, perseverance and luck.…; Added by Dave Mendoza at 9:08pm on October 25, 2009

Blog Post: The Net / Net of Net Geners

The Net Net of the Net Geners

Presented by: Doug Douglas – National Engagement Manager at…

Added by Doug Douglas at 5:01pm on May 9, 2012

Topic: Opportunity for Food Manufacturing Specialist (Western New York): ty (Western New York) Reports to: Plant Manager Compensation: Competitive base salary and package (including upside bonus potential and full benefits). Relocation assistance (if required) will be considered. Overview: This is an exceptional opportunity to join the rapidly growing team for an innovative manufacturing producer, supplier and marketer in the food processing and specialty products industries. The company is always seeking ways to improve its efficiency and customer base by growing with new initiatives, new customers and new opportunities. This position is conveniently located in Western New York (Orleans County). For the "right" candidate this situation has wonderful long term potential with a trusted, well respected, quality minded and customer focused company that has been serving clients for over 45 years. The Manufacturing Specialist will develop new ideas, manufacturing / warehousing approaches and techniques to increase efficiency and productivity. This individual must work well with others and be highly self-motivated. The company always has demonstrated unwavering dedication to customer service and a commitment to teamwork and high integrity. To this end, they have established a fun, respectful workplace in which their employees, intelligent, creative, open-minded individuals, can thrive. They have created a safe, healthy, professional culture that consistently encourages and educates their employees in a challenging and rewarding environment. The “right” candidate will have an important voice in shaping the company’s current and future manufacturing plans with autonomy and freedom to grow with a growing organization. The Manufacturing Specialist will oversee special projects and all warehouse operations including budget management, staffing, inventory control, distribution of product to outside customers and re-direction of product for in-house customers, and safety compliance. The Manufacturing Specialist interacts directly with and must ensure excellent outside and inside customer satisfaction through efficient and timely coordination of order receipt, scheduling, shipping and record keeping accuracy. Key Responsibilities: Staff, organize, and directs operations within a warehouse and manufacturing setting to effectively manage the receipt, storage, selection, packaging, loading, and shipping of products to customers. Follows established operational procedures for activities such as verification of incoming and outgoing shipments, handling and disposition of materials, and keeping inventory current Plan department functions to schedule the prompt delivery of finished products and receipt of raw materials (in the amount ordered) ensuring that products, parts, (or supplies) are shipped, distributed, or received in an efficient and timely manner Confers with department heads to ensure coordination of manufacturing and warehouse activities such as production, records control, and purchasing. Coordinates the logistics of materials movement for production purposes with the Materials Coordinator and outside warehouses (as needed) Reviews documents such as safety rules, operation and maintenance instructions, distribution orders and procedure manuals ensuring that all activities are carried out as per documents and instructions. Screens and hires manufacturing and warehouse personnel Issues all appropriate work assignments Controls costs through productivity of personnel, efficient utilization of operations, storage space, and proper protection of stored materials Maintains accurate records of inventories and location for production control and cost accounting purposes Recommends manufacturing and warehouse material storage handling equipment needs and replacement (as needed) Responsible for enforcing company policies of conduct and safety and initiates disciplinary action and terminations when needed Identifies the root causes of any product loss and takes corrective action Responsible for sanitation and cleanliness of responsible areas as well as all outside areas of the facility (i.e., best practices in facility management) Work Experience Requirements Food manufacturing experience is preferred (but is not mandatory) 5-10 years in a manufacturing environment related to Plant Operations, Warehousing, Inventory Control, Facility Management, Sanitation and Logistics Computer literate and proficient in Microsoft Office; Excel, Word and Outlook Knowledge of SAP is beneficial Knowledge of Microsoft “Dynamics” and “Navision” is beneficial History of working with vendors during installation of new operations/warehouse software including barcode scanning and RF implementation Excellent math and analytical skills · Proven advanced leadership and development skills · Cultivate and maintain favorable relationships with vendors, work crews, employees, and industry contacts. · Support the supervision, hiring, development and training programs for new manufacturing / warehousing recruits and employee additions Ability to manage and react to day-to-day operational requirements in a professional and timely manner Excellent communication, problem-solving and analysis skills along with the ability to provide clear and concise details regarding cause and effect, both verbally and in writing High degree of attention to detail in all job functions Ability to follow instructions and set the example on the safe use of all industrial and warehouse equipment (e.g., forklift) Ability to work effectively with all levels of the workforce and management Self-starter with the ability to work with minimal supervision Education Requirements Bachelors’ degree (i.e., engineering or equivalent) desired along with a minimum of 5 years experience working in a manufacturing environment. Training in HACCP and GMP (i.e., Good Manufacturing Processes). A combination of education and work experience may be acceptable in lieu of a degree. Description of the Ideal Candidate: · Experience in manufacturing / warehousing accountability, multi-channel product distribution, planning and organizational management. · Accomplished professional with proven experience in leadership, as well as growing, managing and mentoring superior manufacturing / warehousing teams. · Results-oriented, intelligent, decisive leader with proven success in continuous improvement, strategic thinking, conflict resolution and problem-solving. · Ability to think "outside the box", to sell ideas and to make things happen. · Strong understanding of food ingredients manufacturing, biotechnology solutions with knowledge and experience in warehouse operations and plant construction. · Highly organized, detail oriented with follow through on commitments · Excellent communication skills – written and oral · Engineering background is a definite plus. Why This Company is a Great Place to Work: The company has a strong history of providing quality service and commitment to excellence to its customers They differentiate themselves from the competition, by doing the job right and always putting the customer and customer needs first. They develop lasting relationships by listening to clients and partnering with their clients. The company places a very high priority on attracting and retaining quality people by providing competitive salaries, excellent benefits and a safe, respectful work environment. The company prides itself in working very hard at having the best communication skills in the marketplace with the CEO and President leading the way by setting the right tone and direction. Outstanding employee contributions are rewarded in kind. The company remains committed to providing the best possible climate for development for all employees while seeking to maintain a spirit of teamwork where individuals continually work together to attain a common goal. Whenever possible, the company will continue striving to improve its workforce by promoting capable and qualified employees (from within) and, hiring and retaining the best and brightest people available.…; Added by David M. Schwartz to Recruiters Looking For Splits at 11:11pm on August 25, 2009

Blog Post: GUIDE TO SALARY TRANSPARENCY LAWS IN 14 STATES: Clarity is coming for jobseekers…; Added by Mandy Fard - CPRW, CMRW at 3:36am on November 9, 2022

Topic: Meet Dan Nuroo, RBC Activist Down Under, "Say Something Dan!": urne, Australia • Personal Email We continue our series on active, RecruitingBlogs Community members with a spotlight on Dan Nuroo, Recruitment Manager at DWAS. I first had the pleasure of meeting Dan Nuroo at The Austral-Asian Talent Conference in May, 2008 in Sydney. I was on a talent panel and shared a presentation with Kevin Wheeler. Dan was one of the audience members and it has been a thrill to see his involvement as a blogger and activist bear fruit within the RecruitingBLogs.com Community. Dan has been specializing over the past 12 years in the IT Recruitment field. The first 6 within agencies (including his own) and since July 2002 as the Recruitment Manager at DWS an ASX listed national software and solutions, consulting company. His areas of expertise include Management, Sales, ad writing, searching, and strategic recruitment. Q&A with Dan Nuroo Six Degrees: Tell us of your home world. Dan: I’ve been married to Simone (who I met first year Uni) for over 10 years and we have been blessed with 2 gorgeous kids Zachary (now 5) and Talia (now 2), and our loyal Cat Jasper, who has allowed us the honor of looking after him for most of those 10 years, I love my football (Australian Rules Football) and cricket, well any sport really. I was an avid participant in my youth, but seem to have grown out of it! My son, recently caught the footy and cricket bug and I just finished one of the most rewarding winters of my life, by volunteering to Coach the kids at my son’s Auskick Centre, 20 or so 6 year olds or younger. I cannot put into words the amount of joy that gives me. Six Degrees: How many years have you been in the staffing industry? Dan: I started in this game back in 1997. I started as a Recruiter after responding to an Advertisement in the paper (remember them) for an HR Coordinator, I think they took a bit of artistic license with the term. I had grand ambitions of being an HR Generalist or something like that. This role was actually a Resourcer/Data Entry person, or general “GoFer” for the office. My company then won a large tender to get on a PSA with IBM GSA, where I became the core Resourcer for that team. As luck or misfortune would have it, 6 months into this, 5 out of the 6 people in the team left to start up on their own, leaving me holding the baby as it were. After a bit (OK a lot) of in-fighting the client became mine, and I started running the account as a 23/24 year old. This was purely IT Recruiting. I looked after this account for close to 5 years and made some incredible friends whilst doing so, some of my clients here actually came to my wedding! In 2002 I took a risk and moved to a company trying to build itself into an IT Recruitment Company (not the smartest thing I have ever done, as the IT Bubble bursting was still pretty fresh) and after 8 weeks and a redundancy, I set up my own company for a little while. My wife and I had begun discussing starting a family, working for myself I could not look her in the eye or look in the mirror and confidently state what I would earn for the next month. SO I decided to move internally. Luckily enough for me, my targeted search was successful as my timing had been perfect, as the target was looking at the same time I was. I joined DWS Advanced Business Solutions in July 2002 as their first In-house Recruiter. We have been able to grow the company from 110 permanent staff to over 500 now and I have grown the Recruitment team to a team of 4 which operates across the Nation. All the Recruitment for my company comes from my team, we rarely use third parties. Six Degrees: What single event had the most impact on your sourcing/recruiting career? Dan: The whole team leaving me on my own was pretty big, made me grow up and learn to handle stress I had not encountered before. However, discovering sites such as ERE.Net and Recruitingblogs.com changed my professional life. There are other weird people out there like me who love this industry. I felt at home. Also ranking right up there was my attendance at the Australasian Talent Conference in 2008. I had not been to anything like that before (and was quite stunned I got the budget to go!). I got to meet legends I’d read about like, Kevin Wheeler, Shally Streckel, Dave Mendoza (not sucking up because this is his interview) Heather Hamilton and Rob McIntosh to name but a few. Oh I was inspired from this event, I’d never been in such company. Do you have a mentor to whom you attribute your overall outlook on recruitment, capabilities, and/or model your career after? Dan: Not specifically, I have lots of people I lean on or consistently read. My readings from those two sites mentioned above help me question myself, my beliefs and my view of my profession. Six Degrees: Tell us about your position, (responsibilities, size of your staffing organization) : Dan: I am the National Recruitment Manager (part of the National Management Executive) at DWS Advanced Business Solutions, responsible for all the Recruitment which occurs in my company. I have a team of 3 delivering some very demanding results. My jobs is to deal with all the day to day Recruitment issues, educate the executive as to our market and outlook, to placate and deliver to the business the talent they want (hopefully) when they want it, within a Quality Framework. Six Degrees: (A) What other companies' recruiting operations do you admire or have heard are best-practice examples? Dan: I love the creative stuff. I love hearing stories of what corporations have done to attract people. Rob McIntosh gave an example of a company that posted ipods to targeted people, with a message at the start of it as to why they were targeted and why they should join their company. (B) In what aspects are they superior? Dan: Creativity, and more importantly, they actually did it, not just spoke about it. They delivered something Six Degrees: What recent general news story or industry trend do you feel will have an impact on your work in the future? Why? Dan: General outsourcing/off-shoring is taking hold more and more especially in the IT industry. Most Development seems to be heading off shore, which will change the way my company looks and how my focus in Recruitment will change to more analysis and Project Management people. It will be interesting to see how our styles of companies survive these economic times, when there have been a few casualties already, like Satyam. I feel lucky that my company is in a pretty good place financially. Six Degrees: Tell us about your broader involvement within the staffing industry: Dan: I’d love to do more in this arena. I have recently been asked to increase involvement with the Australian Computer Society, presenting to Business Analysts of late as to what I look for when hiring them, and then last week even sitting in on Graduate presentations as a type of Simon Cowell character. I started an Australian Recruiters on ERE.net and am actively involved with the guys at RBC, which started my blogging. Six Degrees: Can you detail how the recession has affected your particular industry niche? Dan: The months between September and April were tough for an internal recruiter here with a team. Trying to keep us relevant and thus employed was a challenge. Especially when we had industry analysts asking my CEO why he still had us. We kept ourselves relevant by getting ALL the recruitment done, with great efficiency (and bragged about our successes) and by secondly looking outside our sphere and becoming the champions of Enterprise 2.0. We found other ways of adding value to our company. And now, the pressure is on from the business again to hire. Thankfully. Managing the perception from the business, candidates and my own sanity tended to keep me busy too. 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. Dan: In the last 18 months to 2 years I have really upped my involvement in the web2.0 communities. I have actively grown my LinkedIn.com Network, have pushed myself, and my company fairly hard on Twitter and talked my company into building a Facebook.com fan page. I try new things, like a cartoon I built for advertising our roles, the key is to get involved. You actually do get back what you put in. It amazes me as to the amount people share. 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? Dan: Firstly, don’t try to sell all the time. Respect your audience and trust in your message and the value people will see in it. Secondly, don’t think the technology will do it all for you. You still have to work a network, people contact is key, face to face or voice to voice are more important than having 4000 friends on facebook. Thirdly, don’t get sucked into trying to use everything that gets put in front of you. Not everything will work. Learn what works for you and dump the rest. Finally, I do not enter and thus cannot win 100 million Euros even if the email looks really authentic., Six Degrees: What is your next career goal? What do you need to do to get there? Dan: I wrote somewhere once I want to be a General in the War for Talent. Still trying to define that now that there seems to be a détente. I’d actually like to help other Recruiters reach their success and believe in the industry and their profession. I feel a lot of disrespect for this industry in the world, which I believe some of its participants (ie recruiters) buy into. I am working on myself so as to be able get that message out there, by constantly crafting and honing my ideas and running them by people I respect and who’s judgeship I trust.…; Added by Dave Mendoza at 7:46pm on August 30, 2009