n community... and... I'm trying, very hard, to determine how I will moderate activity. I want to have a plan in place before my community grows beyond my grasp. There is NO easy answer. I KNOW that I will NOT leave it as "anything goes"... which, in all reality... free speech really means. As long as the individual is willing to pay the price for what they say, they should be able to say it. (that's my simple interpretation of free speech). There are too many individuals out there who find happiness in vandalizing a network. Why.. well, any answer would be speculative. But, in my mind... it's a fact that they will... and that fact alone means I must protect myself, and my network, from being vandalized. To me.. that's a simple truth. Note: this is MY truth and I do not insist that anyone reading this "buy off" on what I'm saying. But, if you're curious... please read on....
That brings "rules" into play. Break the "rules"... there's consequences. The concequences are designed to protect the network and it's purpose and are administrated by the moderator. Now, once "rules" are required, someone must decide which rules work and which rules don't. How they make their decisions is up to them. That's the freedom they have. That person, or those people, must then moderate accordingly to maintain the continuity and purpose of their community. And, if they discover that a rule needs to change to maintain the continuity and purpose of their community, well, they then must decide if the change, and the consequences of that change, are in the best interest (in their judgement) of their community. The best part about all of this is that we, as members, are FREE to come and go from any community at will.
Kudos to Ning for leveling the playing field. If anyone thinks they can do a better job than the moderator or moderators of a community they participate in, they can simply start their own and "Become the change" they wish to see... FOR FREE. Then we (members) can come participate in that community (assuming the invitation is open) and determine for ourselves if we like those rules (or lack of rules) better. That's freedom. And, interestingly, it is Ning who decided that the "delete" button was appropriate for all communities... not the community creator.
I found many of John's thoughts (someone who I've never met, spoken to on the phone or exchanged email with) to be of significant value in my quest to decide how I will moderate the community that I have created. I will use the best of what I find and discard that which I think does not fit. And, as the community creator, I must make those decisions because I know that each and every community member is free to leave if they do not like my decisions. That is the power the Internet, and certain software, has given us... like it or not.
Karen.. if I may cautiously address you directly....
I have seen you as a very active person with respect to what you think is right and wrong within a community. I... and I mean "I", not "we", would be very curious to see how YOU would moderate a Ning community. I would be intensely curious to see how your decisions would hold up as your community became of significant population. I make no prediction as to what that reality would look like. If you do have an open community I could join, please advise. I'm a member of many and may have already joined yours (and simply don't remember). I would gladly pay more attention and would do the same as I do everywhere I go; I will look for the best and discard the rest (in my sole discression). I follow no one person or group. And, I certainly don't belong to any clique. I'm simply always on the hunt for solutions and answers.
If you don't already have a Ning community, and don't intend to create one, please consider writing a blog post outlining what you would do and how you would structure and moderate YOUR community. I hope you do not view this as an attack... but as the quest for solutions and answers as it is intended by this author to be. I can't control your perception.
.... done addressing Karen directly.
In closing... I do appreciate the answers I have found within this post and the replies. Thank you all for your contributions. I don't expect to create a "perfect society" in my community. I simply want to try to create the best location I can for members to spend their time... within the confines of the purpose and intent as established by me, the community creator.
Sadly.. this took about over an hour to write. Optimistically, I hope to make further progress towards my stated objective. Time well spent? .... only "time" will tell.
Forgive my spelling errors.. if any. My Google spell checker failed to run... and I'm a very bad speller.
See you all around.
iters use LinkedIn to find "Ideal Candidates". To be found on LinkedIn is more than posting a resume. Its about creating a profile that three things happen:
1. The profile comes up during a search on Google and on LinkedIn.
2. The summary that is presented is read by the recruiter or employer and cause the reader to read the profile in more depth.
3. The profile creates in the reader the desire to contact the candidate
4. The candidate is called to start the interview process.
For this sequence to happen, takes a combination of copywriting, Search Engine Optimization (SEO), and Marketing skills. Skills few executives earning over $75,000 a year have this combination of skills.
I have developed a one day course to teach these specific skills for the purpose of the Job Hunter. My course is intended to teach the job hunter how to create a LinkedIn profile that presents the job hunter as "Ideal Candidate" for the job hunter's "Ideal Job".
LinkedIn can help these candidates find a new job. LinkedIn can help them find the job faster.
I want you to help me help these job hunters find jobs. The cost of the course is $349.00 I provide a $50 discount code, to make the cost of the course $299. For an executive making $75,000 their daily salary is $300. Thus the course pays has a one day ROI. A great deal. As part of my marketing efforts, I have allocated $100 for each student referred to me. All payments must be done online and I have an online affiliate program that tracks who introduced me to the job hunter.
You can do as you please with the $100. Some people are keeping it. Some people are giving it as a rebate after the person takes the course, and some people are donating to job hunting places. The money is your to do with it as you please. If you need to have me split the money multiple ways, I can make those arrangements for you.
I am only providing the affiliate program to 50 people currently, as I need the time to get each one up to speed on the program.
I need to support my affiliates, so I can not provide the discount directly to the students and I would prefer that you don't advertise that I am giving you the $100.
The online system has e-mails and articles that you can post on different websites and send out. These articles are advitorial in nature meaning that they provide help to the job hunter even if they don't take my course. This content can be posted on websites or sent out to a general e-mail list that contains job hunters.
I want you to help me. You can sign up at http://AffiliatesOf.ZaleTabakman.ca
sources, this position is
responsible for leading and directing campus recruitment, rotational
development and leadership pipeline programs. The incumbent will be an
effective process manager, coach, and team builder. In addition, the
incumbent will lead recruitment and selection processes that are legally
compliant and cost effective while meeting established metrics criteria.
Oversees financial and personnel issues within the department.
Authorities to hire, terminate, supervise, coach, develop, and evaluate
Develop and execute campus recruiting strategy
Partner with the Human Resources Generalists / Business Leaders and lead
the creation and oversight of rotational development programs for early
in career and leadership talent.
Partner with the Human Resources Generalists / Business Leaders and lead
the creation and oversight of internship and Co-Op programs.
Develop, implement and evaluate effective strategies and high quality
processes to attract and retain qualified candidates to the
organization, which support key business objectives.
Conduct process and system reviews to identify areas of improvement such
as coordinating existing resources to maximize efficiencies, reducing
duplications of effort, and utilizing appropriate technology resources.
Discuss talent needs & strategies with leaders across the organization
to prepare and implement an effective recruitment and development
Partner directly with all HR teams to deliver an experience driven,
coordinated process to all clients throughout the organization.
To ensure we leverage best practices, this position will develop formal
staffing plans and metrics to monitor the recruiting strategy and
Large-scale project management ownership and implementation planning
related to recruiting and staffing.
(The above statements describe the general nature and level of work
being performed in this job.
They are not intended to be an exhaustive list of duties and indeed
additional responsibilities may be assigned, as required, by
1. Bachelor's degree in Business, Marketing, Human Resources or
equivalent trade-off in related professional experience.
2. 5 to 7 years experience in developing and implementing comprehensive
recruiting programs or related HR experience.
3. Strong process orientation and analytical capabilities.
4. Experience with contemporary interviewing techniques and with
automated candidate tracking systems in a fast-paced, large corporate
5. Demonstrated leadership skills in building, leading, and directing
teams to achieve results.
6. Strong planning, communication, relationship building, presentation,
project management, and organization skills.
7. Ability to travel up to 20%
If you meet the above requirements, and are willing to relocate to
Madison, Wisconsin, please submit your resume to Erica Mueller at
ure to scroll down and also be sure to add your own opine!
Hi! Is there a website that lists "recruiter's ruse" tips and tricks that I can use to dial into a company to trick the front desk into letting me speak to "the development lead"? Thanks! ~Stuart
"I have listened to the "to ruse or not to ruse" argument several times and always find it interesting. Whether you like it or not, Researchers/Sourcers ruse. If you are using the telephone for research, you are rusing. Unless you are calling into the "gatekeeper" saying, Hi, my name is John Smith (no relation to Paul of course). I'm a Researcher/Sourcer working for one of your main competitors and I'm trying to get the name of your top sales people or top engineers (or whatever position you are trying to fill) you are rusing! You are not being 100% truthful. What would happen if you stated the REAL reason you were calling? The "Gatekeeper" would hang up on you. Just because you are NOT making up a story, doesn't mean you are not rusing. By eliminating information from the Gatekeeper you are creating a ruse. The definition of the word ruse is: an action or plan which is intended to deceive someone. By calling into a company for the purpose of finding employee names and titles and NOT revealing this fact when you first call into the Gatekeeper is an attempt to deceive. To deceive is to ruse. So, unless you are telling every Gatekeeper or person on the other end of the phone that you are a Researcher or Sourcer and are looking for the names of their employees for the recruiting team or for their competitors, you are rusing." ~ Barb
Huh? I can see it's time to bring THIS thorny issue (rusing) to the Discussion Table once again! It will be the subject of discussion on Tuesday's MagicMethod Phone Sourcing Classroom Chat here at noon (EST). Bring your armor - you're going to need it!
By the way, this isn't the first time a firestorm over rusing has broken out - look here and here and here and here!…
throughout the state of Florida, is looking for a Licensed Project Engineer or Project Manager for their Ft. Myers Florida office.
Position Description: Engineering Manager
Company's Fort Myers office has approximately 25 employees and revenues of $2.5 million per year.
Our service lines include:
Geotechnical Engineering – subsurface soil exploration and foundation system evaluation – spread footings, driven and auger cast piles, ground improvement, etc.
Construction Materials Testing - soils, concrete, asphalt, fire proofing, etc.
Building Inspections – threshold inspections, quality control, private provider, code compliance, plan review.
Environmental Engineering - chemical contamination investigations and remediation, Phase 1 and Phase 2 environmental site assessments.
The Engineering Manager would be responsible for managing all engineering and technical activities in the Fort Myers office. The responsibilities of this position include, but are not limited to, the following:
Reviewing reports produced by staff engineers, field technicians, inspectors, and clerical staff.
Signing, and sealing reports.
Ensuring that all projects are performed in compliance with specifications.
Ensuring that all reports are completed within applicable deadlines.
Defining scopes of work for projects, determining project budgets, and creating and/or reviewing proposals.
Maintaining client relationships through effective communications and meeting project deadlines.
All staff engineers in the Fort Myers office (currently there are 2) would report directly to the Engineering Manager. The staff engineers would be performing primarily geotechnical and environmental services.
The Engineering Manager would work with the department managers to ensure that all services are being performed in accordance with applicable specifications.
The Engineering Manager would provide technical support for all departments.
Performing field work when necessary to meet project deadlines.
The Engineering Manager would be expected to learn all aspects of our service lines through on-the-job training, experience, and relevant literature.
Candidate should possess a minimum of a B.S. degree in Civil Engineering, a Florida Professional Engineer (P.E.) license (or the ability to obtain through reciprocity), and at least 4 years of experience in two or more of our service lines (as detailed above).
Candidate must have good verbal and written communication skills. They will be expected to discuss projects with clients both over the telephone and in person. They will be expected to write correspondence and reports. The candidate must be able to type and use office and engineering software.
The position includes primarily office duties but will also include some laboratory and field assignments.
Candidates must be dependable and be willing to work overtime when the work load requires it. Candidates must be self-motivated and be “team-players”.
Salary based upon qualifications and experience but would likely be in the range of $65,000 to $85,000 per year. A company vehicle would be provided (for business purposes only). Alternately, we may consider providing a vehicle allowance and allowing the candidate to use their personal vehicle for business purposes (vehicle must be suitable for intended use).
Company offers full benefits including: paid time off, paid holidays, 401K (employer matched), profit sharing bonuses, medical insurance, dental insurance, vision insurance, “cafeteria” insurance program, and flexible spending account (FSA).
If the Engineering Manager demonstrates that they have the necessary skills, there is a high probability that they could grow to become the Branch Manager within 1 to 3 years.
Subsurface Evaluations, Inc. Tampa Orlando
SDII Global Tampa - Orlando
Ground Hound Boynton Beach
Tec Nus Miami
1. B.S. degree in Civil Engineering.
2. Florida Professional Engineer (P.E.) license (or the ability to obtain through reciprocity).
3. 4 + years of experience in two or more of their service lines (Geotechnical Engineering, Construction Materials Testing, Building Inspections, Environmental Engineering).
Todd Kmiec & Associates
Follow me on Twitter http://twitter.com/toddkmiec
Connect with me on Facebook www.facebook.com/profile.php?id=1440262060&ref=name…