ck.. we utilized various "hot" job boards i.e. Monster, Careerbuilder, hotjobs, niche boards i.e. dice for tech, craigslist, flipdogs, boston.com etc.. however now I see a trend now forming.. I suspect that with the current economic crisis among others, I don't see many candidates utilizing job board as a priority (unless they are willing to change at the moment.. which I am not sure how many "would" be). With the current popularity utilizing social technologies (i.e. facebook, twitter, myspace, linkedin and ning sites), I suspect that to "reach" passive candidates, we will need to "be" on these sites to develop relationships first and continue building the foundation with some of the hot talents out there. I have been reading Charlene Li & Josh Bernoff's book "groundswell" after hearing about it via Dennis Smith and few others at Recruitfest .. and I can't agree enough that for recruiters to reach the best talents out there... (even corporate recruiters), they will need to utilize the social technologies (varied I am sure) to keep upto date with these tools to follow the candidates. My 2cents input this morning. Thanks for the post. Best wishes ~ Susan Kang Nam (on facebook, twitter, Ning sites, friendfeed, LinkedIn).…
is person exhibited other signs that weren't heeded by this recruiter..."
Jerry, great call on the below. Your statement has given me pause to how I consider the purple squirrel candidate with a robust social profile on the web.
"More like a readily available network socialite."
You know, I can empathize with some recruiters that may not mention to not directly 'LinkIn' with a CEO or Hiring Manager before an interview. Some of these things take 'getting burned' before you can "anticipate" them per se'. I would be pretty surprised if a candidate of mine was LinkingIn with a CEO with an intro that sounds as is they're already drinkin' buddies. For some comical relief, I have been told by a particular female candidate in the past that "if it's a typical guy interviewing me, I'll have the job in 5 minutes flat."
Then again, maybe I shouldn't be surprised?!? You know, one thing I've noticed in our space over the last few months is that the pendulum of social media has swung hard in the other direction. What was one lauded as the biggest breakthrough in recruiting is now beginning to show cracks in the foundation . . . and to be honest, this is one area that I am NOT surprised.…
idad y telefonía. Actualmente, está en búsqueda de un Ingeniero de Proyectos para formar parte de su organización.
Job Description Usted será responsable de: Implementaciones de la solución y participación en proyectos - Relevamiento de requerimientos - Configurar y personalizar el producto (implementaciones cortas) - Ejecutar diversas etapas en proyectos de mediana y alta complejidad (implementación, control de calidad, pruebas integrales, puesta en marcha de la solución, seguimiento). - Cambios y agregados para soluciones que se encuentran en producción. - Trabajará con el responsable del área para determinar que habilidades técnicas o no técnicas estan faltando desarrollar. Interacción con el área, la organización y las personas. - trabajará en equipo con el cliente y otros integrantes del área de forma tal de conducir exitosamente cada proyecto o instalación. - Deberá interactuar con el área comercial, colaborando en tareas de pre-venta, actuando como facilitador para el logro de los objetivos comerciales.
Skill Required Requerido: Universitario graduado en Ingeniería o Analisis de Sistemas Certificaciones y experiencia demostrable en lenguajes de programación de última generación. Certificaciones y/o cursos de fabricantes (Microsoft, Cisco, 3Com, Nortel). Deseable: Certificaciones Microsoft (W2K, MS SQL, Visual Studio) cursos de Sistemas Operativos Linux cursos de redes y telecomunicaciones Cursos o seminarios referidos a gestión de proyectos
City, region Mexico D.F.
Sector IT and Telecommunications…
e's nothing wrong with embracing technology.
Please don't take offense to this, but I think you are just misinformed in what cloud computing actually is. The reason I say this is because of your line "So if Cloud computing is simply using the internet, why then are people getting excited about the Cloud now when it simply appears to be a new name for something that has been with us for a while?" Cloud computing isn't just "using the internet". The most basic definition is that it allows companies to deploy systems on a massive scale (that can be accessed from almost anywhere) without having to actually have physical disks or software per se, which in turn saves time and money. Think of cloud computing as a mirror of sorts.. Let's say you have a sudden phone interview with a candidate come up and you are without your work computer. Have no fear, just take out your iPad or home comp, open the website for your SaaS and you can update your candidate profile from wherever you are. Now when you get back to your office it's all there! I know this is not be the most important part of recruiting but it sure makes your life easier and allows you to spend more time on the important things!…
ry Albright said:I've always refrained from sticking the Nice Ad reply in someone's blog - even though quite often someone comes here, blogs about their product and then never comes back......
Slouch said:I think that blogs would be a better place to talk about it and promote it and then of course that can become too much so how about we just be respectful and when it looks like someone is trying to get something for nothing, they probably are. I don't think we should have rules. So far we have not needed any.Jerry Albright said:Can you offer a point of clarification here Slouch? Can one promote their own agenda (whatever product, service, philosophy, etc.) on their RBC Blog - just not in the forum section? I don't think any of us are looking for rules, per se, but a general thought from the Head Supreme Founder might be useful. Just on that one topic......
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t is wrong with entitlement?? I never said it was a negative thing. You assumed I meant it as negative. However, my point remains...you can not get mad when companies look at ways to cut costs when we are the ones driving up the expenses.
Luke Toland said:
How many students have been in the bagger/waiter/clerk/hourly wage position prior to getting a full-time job? How many of them have interned for 12 weeks unpaid and still had to scrape their way to pay for rent? Entitlement exists but what's wrong with that? That's not a bad thing per se. So many people slog it for years through college and hourly work before they get their first professional pay check. Those who have never been in that position may still feel entitled. And good on them. There's a difference between feeling entitled to a job that pays commensurate to your skill level and college degree and demanding pay over and above what you're worth.
The market decides the pay rate. Ultimately, if the candidate wants to be a snot, they won't get far. If the employer has to raise rates to attract talent, that's Labor Economics working in full swing. It affects everyone, not just entry levels.
search assistance service; I'm not a recruiter per se.) I figured they were not being looked at. (In fact, when I get a new customer, I have them apply to jobs immediately to get it out of their system so we can move onto new ways of connecting with recruiters.) What you say is unfortunate, However. Given all the people I directly work with, as well as the job seekers I work with as a volunteer at a nonprofit that offers job seeking services, I can tell you there is a lot of time and effort being devoted to online job applications in good faith. Getting into the database for future jobs is a small comfort to a person who has spent countless hours applying to jobs with no response and has a family to support.
But part of this article does not reflect my experience. You basically suggest the social medias are new ways for job seekers to connect. I don't see it. If I were to create a pie chart of sourcing, I would say:
95% recruiter inquiries based on database searches
3% online applications
2% social media contacts