•Recognize where recruitment initiatives are lacking and design/execute plans to overcome obstacles
•Leverage 3rd party relationships and partnerships where and when required
•Mentor and coach recruiters in support of their daily activities
•Set individual and team goals/objectives, regularly measure against proven recruitment metrics
•Monitor and balance requisition loads as necessary
•Act as subject matter expert for various recruitment projects
•Attend external events for networking and scouting of potential talent
•Provide experienced, senior level advice in area of specialization
•Establish regular routines with business partners to discover and identify opportunities or challenges in recruitment support and devise plans to recalibrate
•Provides recommendations on important operating issues
•At least 3 years recent experience managing a corporate recruitment function or a combination of at least 3 experience managing a staffing agency / corporate recruitment environment
•A minimum of 5 years cumulative, progressive recruitment experience in a high volume environment, in either an agency or corporate surrounding, or a combination of both.
•Bachelors Degree (preferably in a Human Resource Management discipline) or appropriately comparative professional experience
•Established, well defined change-management skills
•Recruitment or Human Resources certification from an accredited institution (AIRS certification, CHRP etc)
•Demonstrated and proven relationship management skills, with a particular focus on relationships with senior management
•Extraordinary written and verbal communication skills
• Past and recent experience developing full recruitment strategy and execution plans…
ion and I never really did get an idea what they could do. I thought Bullhorn had some great tricks and flashy tools but I really did not like that it did not integrate with Outook. Also since we will need a system that works for both corporate and staff aug recruiting I felt they did not have the capability to do that. MaxHire had great Outlook integration but also seemed very labor intensive. It also did not have automated workflow processes with was a huge disappointment for me personally. I also agreed with one of the posters that said it seemed to be geared more towards the recruiting side rather than sales. We will need a system that works as a strong sales CRM as well.
Overall I felt like Bond was the most robust system but I also think it will take the longest to get up and running with all of the customizations we would require.
Geri Kleeman said:I read all these comments with interest. I certainly know a lot of the pluses and minuses to ATS systems. I'll be curious to hear your thoughts after your demos and continue the conversation.
yee, anyone’s situation can change in an instant in these uncertain times. Not only are employers being stingy with their financial resources; paranoia and CYA attitudes cause otherwise reasonable people to stock up ammunition to protect their own job security interests. In some cases this results in willingness to throw an employee or colleague under the bus for the slightest offenses.
From an HR/ER standpoint, I’ve actually observed numerous occasions where someone was suspected of interviewing and rather than try to retain that person, their management chose to assume the worst and shun them and right them off for their perceived disloyalty. I don’t want to get into specifics of what was said and done during these scenarios. Of course I did whatever I could to prevent or contain this when I became aware of it, but unless there is blatant or overt hostility you can only take it so far – especially if it involves complex dynamics in the power structure.
It is incredibly unfortunate and outrageous to imagine someone retaliating against an employee for the mere act of looking out for their future, but it happens! Let’s face it there are people in every workplace (many at the very top) lacking the maturity and professionalism to process things rationally and objectively. Instead of embracing the opportunity to fix whatever it may be that is compelling someone to look elsewhere they prefer to push them closer to the door.
That said, very entertaining article and follow-up comments!…
out there that will put out ads that read as Tim stated...those companies are opening their door for scrutiny. But what about the rest of us? It's all fine and dandy to say that you don't discriminate against those who are unemployed, but it should be fairly easy for us (especially if you have an ATS) to show that the person hired has better skills than the one unemployed (hopefully that is truly the case as I don't see the reasoning in specifically discriminating against the unemployed other than he/she being out of work for awhile and lacking in specific skills). Sometimes it's a fine line and most of the time it's pretty cut and dry in terms of the candidate selected.
The real problem is going to lie with the individuals who have been out multiple years due to being jaded by the economy. Those that have done next to nothing in the last several years because they were laid off are the first ones that are going to scream discrimination if this passes. I'm all ready hearing with a lot of folks that I've been talking to (not to mention all those lovely folks sharing their opinions in Linkedin groups). The people getting lost in the shuffle are those unemployed that have taken classes, worked odd jobs, or took a job that has nothing to do with their background. There is usually a big difference between those laid off that try to improve themselves and those who end up jaded and feeling sorry for themselves.…
t you definitely have something to learn about being civil. Therefore I am done with this. You may comment on my blog but please keep it free of sarcasm if you will, and if possible add a discussion point that let's others show their colors. Now, if you will add to the discussion instead of openly disparaging me well I am all for that. I want the record to show I tried to offer you an olive branch. Hope you can understand that civility to me in this world is much more valuable than sarcasm. If you contribute a thoughtful dialogue that adds value then I welcome that, but if you openly disparage me on twitter and use words that quite frankly one might hear on a highway in bumper to bumper traffic, well how then shall I respond to you? I think this world needs more civility, and that is what Karma is all about, not spiritual mumbo jumbo. You do get back what you put in so to speak, and if one works hard to do right by candidates, clients, and to a larger extent this professional community, well that is Karma. I don't expect you to understand my reasoning, nor do I expect you to change who you are, all I ask is that you show forth civility and stop the Twitter bash that you have initiated. If your point is to win exposure this is the wrong way to go about it sir.…
other significant time wasters of my life.
I like to believe in the best of everyone, and their potential, but some folks are never going to be anything more than deadweight. How they got there is immaterial, unless they're committed to changing their lives and circumstances..but being a deadweight is easy, so why change?
I know people who, no matter how much you coddle them, reassure them, hold their hand, or outright threaten them, they won't move off dead center.. oh, they'll complain about how unfulfilling their lives are, and how they would only flourish if they were treated better, or had some other boss or opportunity, but they'll screw that up too because they only move when they want to.
Rayanne said:Some people are and some people aren't what? Mindless, unmotivated, and lacking purpose? I disagree ... I think everyone could be that way, but I do not believe that people just are that way or born that way. They may just need a coach or better parents or better opportunities or the right opportunities...
Being in a job you enjoy can make all the difference int he world. So can simply doing your job.
today's market the jobs you get are "Mission Impossible" jobs, meaning jobs corporate HR can't fill cause they're extremely difficult or impossible. The quality fillable assignments thus success far less frequent. You're competing with technology, internal HR, unemployed, H1-B's, and offshore outsourcing with a lengthy checklist the company wants in a 100% perfect candidate for a desperate job seeker's price....or they keep looking.How's this sound......you get a position for a Technical Lead Quality Engineer requiring machining expertise and leadership skills. Candidate meeting the criteria is interviewed and manager determines they're missing the right personality, next candidate with the personality is nixed missing a 4 year degree, next candidate is nixed lacking re-organization skills (didn't I tell you I was thinking about a re-org?), and when you find the person who has it all literally going across the street to do the exact same job earning 110K with the company with the 120K range excited to offer only up to 115K that candidate basically says "buy me." I'm looking for 130K, otherwise I have no reason to leave as I can do 100% of that job thus there's no reason for me to leave other than money. Manager blasts you for sending an "unrealistic candidate."That's why recruiters get burned out. Excellent piece, Drue…