Search Results - individuals submit

Blog Post: The LinkedIn Way-The Game Headhunters Are Losing: Recently, LinkedIn dazzled us with a new tool that they are hoping will create a positive buzz and generate a new stream of revenue to their brand. This new tool is “profile viewed”. If you did…; Added by Ken Forrester at 9:45am on February 25, 2013

Blog Post: The Dos and Don’ts of Referral Programs: Employee referral program software provider Zao, pulled together some powerful…; Added by Sean Pomeroy at 12:49pm on April 18, 2014

Blog Post: Dear Mr Recruiting Manager: The open letter we will never send.

This was written "in jest" by a colleague. We didn't send it... We wont send it... but perhap we should??

Please Note: Names have been "redacted" to protect the innocent (and not…

Added by Jon Terry at 9:46am on October 20, 2011

Blog Post: On Partners, Partnerships and Possibilities

By Jennifer Brownell, Managing Director, Q4B

part·ner·ship - A relationship between individuals, groups or organizations that is characterized by mutual…

Added by Jennifer Brownell at 4:56pm on August 15, 2012

Blog Post: Big Bucks NO Whammies……: For those of you out there who were children of the 80’s (or perhaps a bit older), hopefully you will remember the show – Press Your Luck. Contestants would collect spins that led to prizes after the…; Added by Kelly Moeller at 3:09pm on January 7, 2009

Blog Post: Applying for scholarship? - Four things you should make sure you do: When students start thinking about their higher education, there are decisions that should be taken based on the circumstances and capacity of different individuals. Just deciding the name of a…; Added by Albert Roger at 12:50am on March 31, 2015

Blog Post: WHO’S WHO: Woo-hoo or pooh-pooh? Is there any virtue in Vanity Publishing?: By Nanci Lamborn, SPHR, and BrightMove Recruiting Software and Employment Software

Last week I…; Added by Michael Brandt at 12:36pm on August 3, 2010

Blog Post: What You Need To Know About Evaluating Recruiters (Also Published Today on ERE.NET): Having worked with and trained many recruiters and owner/ managers all over the world, it is clear to me that almost universally, the first improvement that can be made is in actually measuring…; Added by Fraser Hill at 2:28pm on February 16, 2012

Topic: Hiring - Network Eng. - Winston-Salem, NC: Thurs (8:15pm-8:45am) and every other Saturday night (8:15pm-8:45am) Day Position: Either Sun - Tues (8:15am-8:45pm) or Wed – Thurs (8:15am-8:45pm) and every other Saturday night (8:15am-8:45pm) Pay Rate - Market Rate but competitive High Level Job Description: Under direct supervision, assists with the installation and support of network communications, including LANs and/or WANs. Follows standard practices and procedures in analyzing situations involving readily identifiable problems. Assists in the planning of large scale systems projects through vendor comparison and cost studies. Typically requires a college degree and some knowledge of LAN/WAN systems, networks, and applications. 0 - 2 years of experience. Job Description: Anticipated Work Schedule: Night Position either Sun - Tues (8:15pm-8:45am) or Wed – Thurs (8:15pm-8:45am) and every other Saturday night (8:15pm-8:45am) Day Position: Either Sun - Tues (8:15am-8:45pm) or Wed – Thurs (8:15am-8:45pm) and every other Saturday night (8:15am-8:45pm) Detailed job description information: Provide 24x7x365 Multidivisional monitoring of critical system & applications. The Network Contractor will maintain, monitor and administer the current Cisco Voice over IP clusters as well as provide break / fix support for all field site’s telephone service. The Contractor will provide break / fix support, maintenance and monitoring of the enterprise network infrastructure and will also assist in creating network specific documentation for the group. This Contractor position will be working under the supervision of the Infrastructure Operations Manager, he/she will also perform additional IT related tasks as assigned and may be required to perform after hours on-call functions. This role will require a self motivated individual that can multitask and adapt to a dynamic work environment. The individual should have a strong customer focus, and have average skills in Network and VOIP. Strong troubleshooting and hands on skills required Required Qualifications BUILD A MATRIX FOR THIS AND IMBED INTO SUBMITTAL Essential skills: • Must have strong interpersonal and communication skills, along with the ability to interacting positively with peers, managers, customers, and service providers. • Capable of training other team members in complex topics and comfortable making presentations to internal audiences. • Must be self-directed with independent problem-solving ability and basic documentation skills. • Previous experience in customer support, computer operations, network administration, or another related area. • Minimum of 3 years experience with configuration and troubleshooting Cisco routers, switches, access points, network monitoring applications, protocol analyzers • Minimum of 2 years experience with monitoring tools (HP Openview, ethereal, wireshark, NETQos, OpNet, VoIP, NAC). • Minimum of 3 years experience troubleshooting voice and data circuits (PRIs,Trunks, T-1, DS1, DS3, OC3, OC48, OC192, FXO, FXS) • Minimum of 2 years with network protocols (hsrp, arp, dns, dhcp, vtp, vmps, eigrp, bgp, vrrp, hsrp) Dynamic VLANs • 3 to 5 years experience as a network analyst/engineer • Must be motivated to stay current with technology changes and services in the industry • Windows, Word, Excel, Power Point, Visio (Advanced Operation/Usage) required Required Qualifications: • Bachelor''s Degree or equivalent technical experience in the network infrastructure field preferred. • CCNA/CCNP/CCDP preferred Skill Sets: Required: CISCO HP Openview ONLY if you QUALIFY, email your MS Word resume to jreynolds@roseint.com…; Added by Judy Reynolds to Network Engineers at 10:25am on August 23, 2011

Comment on: Blog Post 'Headhunters: Why You Should Accept Online Payments from Clients': nt' button until after a [contingency] search has been completed. Your scenario that someone 'looking through the Yellow Pages' would click on a payment button [ostensibly, to initiate a contingency search] is a recruiter's fantasy. I like your idea but it is borne from your lack of understanding of how our business executes. It is possible, though, that an established client would/could click on a payment button to pay for a [contingency] search that has been completed satisfactorily. 'Pay by check', 'Pay by credit card'; this could be done, yes. But not, as I said above, until the [contingency] search has been completed. Also, I suppose it is possible a client could 'pay by credit card'/click on a payment button when submitting partial payments toward a retained search fee. The first third of a retained search, along with the amount of an expense retainer check, could be paid by clicking on a payment button (LOL!) as part of initiating a retained search [along with having submitted a signed Retained Search Retainer Agreement], yes. The second third could be paid in the same manner and for that matter, so could the final third, as well. Now, you also describe something else that does not much exist- the idea that an executive search consultant is going to charge an industry candidate a fee for having gotten them hired. Wherever did you get such an idea? As Mr. DeBettignies, above, says, the entire practice of 'applicant paid fees' has long gone the way of the Do Do Bird. And that referred to the Employment Agency business, not the business of Executive Search. Your assertion here: "...In other words, individual job seekers can contact the headhunter and inquire about the services. Most headhunters are willing to try to match the new client with a job. In these instances, the recruiter is paid by the person seeking the job, not by the corporation. Again, the fee schedule can vary from one headhunter or agency to another..." ...is full of holes. Employment Agencies and most Executive Search Consultants ('Headhunters") are paid approximately 33.3% of the first year's salary of the person hired by a company. How many "job seekers" are there, do you think, who can afford to pay me a fee in the amount of between, say $15K to $25K to $40K or more? There aren't any and in fact, it is illegal to do so in some/all states anyway. Candidates who are industry 'stars' can be marketed by Agencies/Search firms and once they are hired, the hiring company will pay the agency/search firm a placement fee. That's how we get paid, not by having "...anyone seeking employment..." come to us for the specific purpose of paying us to get them hired. Also, as long we're this deep into your ignorance of our business, let's quickly examine your assertion that "They are also happy to take on the task of finding job placement opportunities for anyone seeking employment..." I don' thin' so, BaBa Louie. This is very much out of whack of what the Executive Search business is all about. We no more want 'just anyone' approaching us about jobs than we want malaria. The industry rule of thumb you need to understand is that we will only deal with those professionals for whom it is likely a company would pay a recruitment fee. To solicit payment for getting someone hired is not only no longer an approved business practice, it is embedded with danger. I'm not going to go into the pitfalls of such an arrangement here since you are so out of your depth in this conversation already. If you really need to know the specifics of this, contact me and perhaps I will run them past you. No offense but I hope you have since done the appropriate research necessary to make meaningful posts here about the Executive Search business. P.S. I wonder if I really need to say a company does not 'access our services' by clicking on a payment button. Hah, if only it were true... Thanks for the laugh, Debbie. Please don't be offended when I say this has been one of the most ignorant posts about our business than I've seen in several years. Maybe ever, in fact. Work on your 'content', Ms. Allen. At the least, get yourself a mentor who has time in our business so you can get up to speed. You are a walking accident waiting to happen. Paul…; Added by PAUL FOREL at 9:30pm on March 1, 2014