iting a regular research paper. A lot of prior coursework info is required by the student to write the coursework properly. Therefore one can say that coursework writing is a very individualistic process. There are usually no weekly or daily deadlines from supervisors, no regular discussions with classmates, no reading assignments, no one telling you what to do—you are on your own, writing something longer than you've ever written, and doing it without a net. This independence can make the process seem very challenging.
Writing coursework properly cannot be done in a single day, it requires a great amount of time and effort to write a proper coursework There are certain traits that a student should adopt in order to properly write courseworks these are analytical thinking and proper assimilation of information. Unlike general study methods that students acquire in order to complete a usual academic assignment, writing the coursework enables the student to start developing a set of effective research and writing techniques.
In conclusion we can say that Coursework writing can be very challenging in terms of time management and prioritizing tasks it is a major piece of research and most often students are likely to wait for months before its actual submission. Therefore the courseworks can sometimes cause issues and problems for students who are normally good at deadline management. If a student knows that he or she has problems with working on an individual basis then they should take advice from a professional or their colleagues this would help the student in writing courseworks in the most professional manner and submitting it in its due course of time.…
Added by Jon Oliver at 7:04am on December 11, 2008
surance and US Cellular with an innovative, inexpensive way to recruit and advertise that no other company can offer!! Our two products a 60 second Video Job Report and a 3 minute Company Profile are both created in our studio with an MSNBC news format. The Video Job Report is specific to an individual position opening where the Company Profile allows the employer to talk about themselves, their brand and culture, for 3 minutes. McDonald's refers to JSTN as the "You Tube of recruitment"! Since the launch we have been written up in Bloomberg News, Reuters, and Crain's publications.
We are a fast growing innovative company looking for a high quality sales force. Due to our growth, we currently have many professional sales positions available across the United States. The position is straight commission with no cap! There is an enormous income potential!
Implement and assist in developing marketing and sales strategies as directed.
Submit status reports on targeted companies and paperwork accurately and on time.
Maintain a professional business-like appearance at all times.
Develop and maintain a positive business climate for the Company.
Minimum 18 months of current outside business to business sales experience or previous recruitment experience required.
Please email your resume to firstname.lastname@example.org…
client last fall and was successful at placing a Project Manager candidate with them. I submitted 6 candidates the Managing Partner interviewed 3, they hired my candidate, paid me and all was good. One of the candidates that interviewed that they didn’t make an offer was considered too senior for the role but the Managing Partner liked her a lot. I happened to be looking on LinkedIn last week and noticed that this candidate changed her profile and is now a Principal at my client where she interviewed last fall.
I spoke to the Managing Partner about this and he doesn’t believe I am entitled to my fee because his firm acquired her firm. They bought her Consultancy (she was the only member), its assets, contracts, etc.,. His understanding of the agreement with my firm was for the pursuit of an individual to fill a key project management position and they compensated my firm pursuant to the agreement. He also maintained that they had on-going efforts in the acquisition/merger of viable firms before they retained my firm and continue to evaluate merger/acquisition opportunities in the markets. He believes that they have maintained the intent of the agreement and feels that it does not apply to the conditions of the acquisition of firms. I have a signed recruiting agreement that states candidates active 1 year from date of referral.
Has anyone dealt with this acquisition issue before?
Is this a fight worth taking on and if I do fight this do I retain a lawyer or a collection agency? Any suggestions on either would be appreciated.…
rporate during our candidate interview preparations, I actually do prep candidates NOT to name drop at all due to possible 'negative associations' (which you touch on above). However, I do agree with Tom's reply on name discovery, where I advise candidates to gain public or published intel on an organization and its people, which is a required part of their due diligence (if they're anything but serious about securing the position).
Additionally, I let our candidates know that it is by far more satisfying, and wiser, to advance in the interviewing process (or better yet, to get hired), on their own merit and accord, rather than to rely on the unknown variables (positive or negative) associated with someone else's name. It is, in fact, a rather huge gamble in name dropping, because who one interviewer may like, another interviewer may not. My advice to all of our candidates is to position themselves in a professional and ethical manner, and to earn their way similarly to how students earn grades in school (which is, for those who do not cheat, and for the most part done on an individual basis, with criterion used for evaluation on work submitted or earned).
As a final note, I would also share that we stress how it is quite often more important what a candidate does NOT say (i.e., the non-verbal body language, eye contact, handshake, genuine responses, etc. ~shown by statistics found in many places) rather than what the candidate DOES say; As such, any name-dropping really does become a second rate method to use right from the start.
Hope this helps....All the best to you, Sandra :D…
ces professionals on a contract, project, project-to-hire or direct placement basis.
Recruit, interview and place Engineering, Electronics, Multi-Skilled Technicians, and Technical Professionals for client companies.
Responsible for selection and screening process in finding the most technically qualified candidates to match the needs of the client company.
Exceptional closing skills and the ability to build lasting relationships based on honesty and integrity.
Exceptional customer service skills and ability to demonstrate sensitivity in satisfying customers - candidates, client companies, and a team player with internal staff.
Ability to work independently, yet be a team player with other Recruiters on all pending career opportunities to meet the business needs of clients.
Responsible for management and administration of technical & professional project employees. May serve as an extension of Human Resources function, including worker's compensation, unemployment, attendance, performance, payroll and employee relation issues.
Responsible for managing in-house HRIS database, documentation, and maintaining personnel files.
Prepare reports, recruiting advertising, make presentations using Excel or Word or PowerPoint.
Must be a self-starter and demonstrate a sense of commitment.
Ability to work well in a conventional yet fast paced environment.
Community minded with strong desire to participate in various interest groups, make presentations, attend various community events and/or educational institutions which may attract highly technical/professional candidates.
Ideal candidate will have 5-7 years experience in manufacturing, engineering or highly technical recruiting field.
Preferrably an AS or BS degree in Business Administration, HR, or Technical Degree.
A solid understanding of employment laws and regulations is desired.
Strong Work Ethic and Sense of Commitment.
Proficient with MS Office Products and internet.
Comprehensive benefit package offered including health, vision, dental, life insurance, 401K, vacation, Health Savings Account, and paid holidays.
Please submit your resume and salary requirements to: email@example.com…