Search Results - merchandise

Blog Post: Employee Rewards Software Best Practices

Employee rewards platforms allow companies to engage, reward, and retain their employees through social recognition as well as gifts. We love employee rewards software because of…

Added by Phil Strazzulla at 11:23am on March 19, 2020

Blog Post: Save Money With Promo Codes From the Most Successful Shopify Stores

Customer experience

The most successful Shopify stores all share common traits. The most important thing to be noticed is what kind of coupons, promo…

Added by Alice Thomas at 10:18pm on April 11, 2022

Blog Post: Recruiting for Nonprofits: How to Engage More Volunteers: Added by Phil Strazzulla at 11:49am on March 21, 2020

Topic: BIG Mistake!: milies. Of course, this isn't always the result, but I think the "hope" is always there, year in and year out. Hope for peace, not just on earth, but within our own homes. My fourteen-year old daughter discovered the joy of giving this year. Most of her gifts were home-made and she was so excited to share with those that she loved that she could barely contain herself. Much to my joy, she revealed that she cared much less about the gifts she was getting then she remembered from the past. I told her that that was part of growing up. She anxiously bestowed gifts upon her siblings and parents, hopeful that they would like what she had chosen or made for them. It is a beautiful thing to see this coming of age happen to one of your children. I, too, feel like my daughter: the joy of giving always supersedes the receiving. While shopping last week for one final gift, I asked a salesperson if she had a certain boot in a particular style. She was rather crass and short with me and said, "We are sold out." I asked if she could check at other stores, she shook her head, without even a second thought, said, "Those were very popular and are now sold out across Southern California." She didn't bother to make a phone call, check on a computer, or even bat an eye. I felt like Julia Roberts, in Pretty Woman, when she went shopping and was barely given the time of day. The store where I was shopping is known for its impeccable customer service and quality merchandise and I was prepared to pay for both. Additionally, the salespeople work on commission. I decided to quickly say goodbye to this rude sales person and begin again with someone else, within the same department. My needs were met and I purchased additional items because my stay and how I was treated was considerably improved. The previous saleslady watched on pitifully, as I paid for my multiple purchases and I felt like saying, "You work on commission, right? Big mistake. Big, Huge..." How often do we forge through a sale or pitch without really listening to the customer/client? As soon as I realized that the boot my daughter wanted was so popular, I knew she wouldn't want it and I was ready to explore other options, but I was viewed as a "dead sale" now. Big mistake. Offering professional insight and mindful listening leads to greater customer satisfaction and client relations. Relationship building is often forgotten when we fail to listen. The corners of the mind hold keys to successful business relations, but only if they meet in the middle. © by rayannethorn…; Added by Rayanne at 1:41am on December 28, 2009

Comment on: Topic 'Looking for a Recruiter Who Can also Assist HR': work ethic demonstrates a professional demeanor and a positive attitude. I am assertive, disciplined, and take pride in myself and everything that I do. I am confident that I can bring effective leadership to your company. If I can provide you with any additional information, or if you would like to schedule an interview, please feel free to contact me at vinehead@sbcglobal.net. Thank you for your time and consideration in reviewing my resume. I look forward to hearing from you. Cordially, Sundi SUNDI MARTIN 466 Blue Jay Lane, Santa Cruz, CA 95065 (831) 234-2821 vinehead@sbcglobal.net OBJECTIVE: Seeking a challenging recruiting position that will allow me to utilize my skills and experience. SUMMARY OF QUALIFICATIONS • Ten plus years experience recruiting for high tech industries including but not limited to, Internet, software, hardware, semiconductor, wireless data communications and animation. • First on-site recruiter for 3 start-up companies. • Worked closely with and reported to all levels of management. • Highly professional, detail oriented, organized and enthusiastic individual with the ability to prioritize and meet deadlines. • Effective customer service/client relation skills with the ability to establish and maintain customer and candidate rapport. • Proficient in Windows 95/98, MS Office 97/2000, MS Outlook, PeopleSoft, and other application software. AIRS training and Advance Internet Recruiting. • Owner of three businesses in Santa Cruz, Annamaria’s Vineyard, Moulin Rouge and Henflings. PROFESSIONAL EXPERIENCE Duran Human Capital Partners, Campbell, CA Technical Recruiter, 4/08 – 8/08 • Client: Yahoo • Recruiter on such positions as Java developers, Front-end web developers, PHP and Java programmers. Sr. QA Engineers and Sr. Software Engineers. • Utilized Boolean searches, job-boards and on-line networks. • Spoke with candidates and interviewed, for high end engineering positions. • Attended on-site meetings with hiring managers, and recruiters at Yahoo to go over resume flow. Client: Avago Technologies • Recruiter on such positions as R&D Electrical Engineer-Hardware, R&D Product Engineer, Optical Mechanical Engineer/Process Engineer, Optical Transceiver Engineer, and RF Product Engineer. Oxford & Associates, Campbell, CA Corporate Recruiter, 4/07 – 4/08 • Handle nationwide recruiting for a talent-driven consulting company providing individual consultants, project teams and strategic outsourcing services to clients in a wide range of technical industries. • Primary responsibilities are outbound recruiting involving identification and recruitment of experienced Sales Associates and Recruiters. Recruiting for Northern California, East coast and Midwest offices. • Managing full recruiting lifecycle, handle all sourcing and posting from the internet. Schedule interviews with hiring managers. Work closely with the Regional VP of Sales. Naviscent, San Carlos, CA Staffing Manager, 9/06 – 4/07 • Worked with experienced design team partners and clients ranging from Fortune 100 and Global 2000 companies (w/start-up enterprises) • Designed websites, sub-sites, web-applications, web interfaces, and improved process flows. • Provided full sourcing, pre-screening resumes and candidates for Software Engineers, Java Developers, Web Programmers, Web Designers, Web Developers, Interaction Designers and Usability Researchers. • Prospecting and cold called professional candidates. Scheduled interviews and negotiated offers with candidates and the founder of the company. Dole Fresh Vegetables, Inc. – Salinas, CA Contract Recruiter, 3/05 - 9/06 • Sourced and recruited for Warehouse Supervisor, Maintenance Supervisor, AS/RS Systems Technician, Operations Manager and Production Supervisor. • Extensive prospecting and cold calling. Scheduled interviews with the Sr. Recruiter. Negotiated salary with candidates. Moulin Rouge, Capitola, CA Retail Business Owner, 1/04 – 09/06 • Responsible for all aspects of running an independent women’s retail store. • Duties included opening and closing the store. Working closely with fashion vendors and buying merchandise. Store displays, stocking and pricing all merchandise. • Responsible for hiring, terminating, and scheduling staff. Trained and motivated employees to maximize sales. Other aspects included advertising, marketing, inventory control and high level of customer service. Kula Consulting – Santa Cruz, Client Service Manager, 5/03-12/03 • Responsible for marketing clients in Southern and Northern California, in order to obtain job requisitions for high-end accounting and finance positions. • Extensive prospecting and heavy cold calling. Recruited and interviewed senior level accounting and finance professionals. Selling qualified candidates to decision makers. • Scheduled interviews and phone screens with hiring managers. Negotiated fee agreements and salary ranges with the hiring managers. • Conducted reference checks and background checks. Advertised and posted on the Internet for potential candidates. McCue & Associates Staffing, San Jose, CA Consultant Recruiter, 7/02 - 12/03 • Recruited, screened, and interviewed candidates for various technical assignments with prominent companies in the San Jose area. • Focused recruiting efforts on Software Engineers, Hardware Engineers, Web Programmers, Product Marketing Manager, Technical Sales, Human Resources, Finance, Accounting, Director Engineering and VP Engineering. • Negotiated salary requirements and contract rates between clients and candidates. Interfaced with managers to define recruitment needs including, technical requirements to find the best candidates for the position. • Developed and implemented recruiting and sourcing strategies for the Internet job posting searches, research lists, and newspaper ads. • Assisted managers with preparation of offers and handle the close of new hires. Cadence Design Systems, Inc., San Jose, CA Contract Senior Technical Recruiter, 7/00 - 5/02 • Responsible for recruiting technical professionals within the area of Research and Development. Sourced, recruited, interviewed, and filled requisitions. • Worked closely with hiring Managers and the Director of R&D. Provided highly skilled candidate resumes for positions such as Senior Engineering Managers, Physical Verification Engineers, Design Engineers, Senior R&D Program Managers, Software Engineers, and Technical Writers. • Advised and consulted with hiring managers to negotiate salaries, stock options and sign on bonuses for candidates. • Coordinated and participated in job fairs, open houses and alumni events. Newhouse Consulting, Santa Cruz, CA Contract Technical Recruiter, 1/00 – 7/00 • Sourced, qualified and recruited for client; Seven Mountains, a Pre-IPO Software start up company located in San Francisco, CA and Boston, Massachusetts. • Disciplines included Software Developers skilled in Java and C++, Quality Assurance Engineers, Sales Engineers, Technical Documentation, Technical Support, HTML/XML Programmers, Product Marketing Managers and Channel Marketing Managers. • Worked closely with hiring managers to discuss status of candidates and needs for new requisitions. • Negotiated salaries and fee agreements while conducting reference checks. • Utilized research and posted openings on the Internet to generate new recruiting leads. Sourced resume databases such as: Dice, Monster, Hot Jobs and Headhunter. On Radio, Inc., Scotts Valley, CA Technical Recruiter/Staffing Consultant, 7/98 – 12/99 • Sourced, screened, and recruited skilled professionals such as V.P. of Engineering, Software Engineers, Web Developers, Web Designers, Unix System Administrators, Product Marketing Managers, VP of Advertising, Sales, Network Account Managers, and Advertising Traffic Managers. • Met with hiring managers weekly to review resumes and discuss status of candidates and needs for new requisitions. Utilized Internet as a sourcing tool. Participated in interview process and conducted reference checks on candidates for potential employment. • Performed background checks, negotiated salary packages, advised hiring managers on salary, and presented offers. • Participated in recruitment advertising strategy meetings. Provided various recruiting reports for executive staff. • Established policies and procedures for company employee handbook to assure compliance with federal and state employment laws. Resolved and handled immigration and visa issues. Proquest Inc., Sunnyvale, CA On-site technical recruiter, 3/97 – 7/98 • Worked on site for various companies within the Silicon Valley. • Provided a full range of technical recruiting for permanent placement positions including Software and Firmware Development, SQA, Graphics and Multimedia Designers, Animators, Programmers, Technical Writers, Technical Marketing, NPI Engineers, Manufacturing Engineers, System Administrators and Oracle Developers. • Met with hiring managers weekly to review resumes and discuss status of applicants and needs for new requisitions. • Attended technical job fairs and recruitment seminars. • Utilized Internet and internal referral program as effective sourcing tools. EDUCATION BA – Women’s Studies University of California Santa Cruz…; Added by Sundi Martin at 7:23pm on October 9, 2008

Blog Post: Digging Into RecruitingBlogs.com v1.16

Manners are everything.

Yesterday, I read the most obnoxious piece of Recruiting propaganda that I've ever seen. I've been…

Added by John Sumser at 11:38am on August 22, 2008

Blog Post: Key considerations before buying Instagram followers: The business of buying Instagram followers is slowly gaining momentum. It is quite a fact that most of the genuine Instagram…; Added by Walter Moore at 3:32am on May 1, 2019

Topic: Digging Into RecruitingBlogs.com v1.16: f its own. Here's the offensive nonsense: What do you do if a candidate starts asking questions?If you answer politely, you may find that there are follow-up questions and follow-ups to that…and the questions will get increasingly difficult to answer. Before you know it, you are asked a particularly tough question, and there is that sinking feeling once again. The typical advice is to answer, and take the reins back by asking a question, but that can be problematic. What if the candidate doesn’t give you the chance? Some won’t. They are professionals and they have questions that they want to have answered, and they’re going to get to all those questions. They also are testing you. They are sparring, but you as a recruiter are at a great disadvantage. They have domain knowledge; you don’t. As soon as you get into that sparring contest, prepare to lose. Don’t allow the frontal assault. Don’t allow them to take control. Keep them where you need them and keep the focus on them. You are the recruiter and you are the one who asks the questions. They are the one being tested, not you. You already have a job and they are the ones who need to prove themselves to you.(ERE) Compare that with Wozniak's recounting of the way Steve Jobs persuaded him to come to work for Apple: His life's dream was to work for Hewlett-Packard for life, and he got his start with a job before graduating from the University of California, Berkeley. "I got a job a Hewlett-Packard designing handheld calculators. I was very lucky. Because I could design, they interviewed and hired me. But I didn't have a degree," he said.He offered his computer designs to HP five times, but they never were interested. "I would not sell something for money without my employer getting a cut of it." "I was never going to leave HP for life. That's where I wanted to be forever," but Apple co-founder Steve Jobs launched a campaign that eventually persuaded Wozniak to strike off on his own. "Steve Jobs got all my friends and relatives to call me."(CNET) There's a question here. Is recruiting a manipulative sport where human beings are precisely "Capital"? Is the approach I'm criticizing actually right? or Is Recruiting a graceful endeavor where team building and consequence matter? I'm eager to get your perspective. For me, this approach smacks of old school, high leverage used car sales tactics. It's very useful if you've got bad merchandise you are trying to unload. It's disastrous if you are trying to build an employment brand to attract A-list players. Strong arm tactics have no place in our business. …; Added by John Sumser at 11:35am on August 22, 2008