Search Results - obtaining

Blog Post: Feeling Stuck After a Candidate Rejects You? Here's the Realistic Next Step: Added by Sean Pomeroy at 9:46am on January 5, 2016

Blog Post: 7 Tips for HR Software Success: Technology has rapidly discovered a central place in the realm of HR. While only a couple of years prior, utilizing some sort of…; Added by Pallavi Chawla at 7:23am on April 20, 2018

Blog Post: The Love/Hate Relationship Of Recruiters & Candidates: Added by Rchilli Parser at 9:51am on April 6, 2022

Blog Post: Why Use A Recruitment Agency - Benefits of using a Recruitment Agency for Employers: It’s no secret that for a substantial number of years the words ‘Recruitment Agency’ have perhaps been a little more than a tarnished phrase…; Added by Leigh Gillatt at 4:16am on July 19, 2019

Blog Post: What makes you more employable in 2010? #4: Added by Stephanie Bressan at 4:53am on March 17, 2010

Blog Post: OFCCP changes are going to affect government contractors and recruiting Part 1

I am now going on my 11^th year of recruiting within…

Added by Derdiver at 11:02am on February 26, 2014

Blog Post: How to build a successful Digital Marketing Business?: Added by Anjali Dixit at 8:32am on December 14, 2016

Topic: Recruiting and/or HR position in Massachusetts - Permanent or Contract, Full-time or Part-time: (A software company that provides a flexible platform for delivering innovative and interactive video experiences on the WEB.) • Recruit and hire WEB professionals: Project and Product Managers; Sales Executives, Sales Support (Senior Account Directors; Inside Sales/Business Development; Software Engineers; WEB Developers; and, QA by using the Internet to source candidates to potentially save the company $300K annualized in recruiting fees to placement agencies. • Provide support to managers in dealing with personnel issues. 2007 – 2008 HUMAN RESOURCES MANAGER TANDEMSEVEN, INC., Plymouth, MA (Consulting firm that specializes in the architecture and development of complex e-Business portals and applications for Fortune 500 companies with a focus on User Interface design. Reported directly to the CEO. • Served as a member of the Management Team and support the CEO and managers, as the company’s first HR professional, to recruit, screen and hire professionals, nationally, to staff the company’s consulting projects. Hired 22 new employees in one year (CTO, Technical Architects, VP Finance, User Experience Architects, Sr. Director of Marketing, Visual Designers, Front End Developers, Sr. Director of Marketing, VP of Sales, etc.), and 6 contractors. • Provided Human Resources to establish a comprehensive program that meets audit requirements. Advise the CEO on: terminations, insurance, benefits, conversion of employees from contract to permanent employment; and, dealing with sensitive personnel issues. • Developed and presented the company’s first Orientation Program. Worked with Sr. Managers to establish a 2 day training for the company’s User Experience Architects. • Initiated and managed the weekly meeting of the Management Team to provide and update information about staffing the companies consulting projects. Compiled data weekly about current projects, expected sales wins, employee and contractor availability, and a pipeline of potential candidates so that staffing resources were assigned to projects to produce revenue. 2002 – 2007 SENIOR DIRECTOR, GLOBAL HUMAN RESOURCES Oracle Corporation / Demantra, Inc., Waltham, MA (Oracle acquired Demantra in July 2006. Demantra was a software company that developed solutions in demand management supply chain – SCM, trade promotion – TPM, and marketing analytics). From July 2006 to January 2007, I worked at Oracle to assist in the transition of former Demantra employees to Oracle. My title/position was Senior Recruiter. My main responsibilities were to recruit, screen, and qualify sales, pre-sales and inside sales professionals for the former Demantra Sales Team and OracleDirect. AT DEMANTRA MY RESPONSIBLITIES INCLUDED THE FOLLOWING: • Provided the CEO/President and members of the Executive Team with human resources support in the US Headquarters, UK/Netherlands, and Israel offices that aligns human resources processes with business strategies and operating goals. Reported to the CEO. • Served as an advisor and Business Partner to the President/CEO, works with managers and employees to solve individual and organizational issues. • Monitored the organizational climate and assisted management in pro-actively ensuring the retention of key talent in the US, Europe and Israel. • Recruited, screened and hired the following professionals: sales, pre-sales, telesales, implementation/professionals, project and product management, marketing product, direct and communications, R&D, and SVP’S/VP/directors/managers/executives in every department. Utilized the Internet, employee referrals, and direct sourcing saving the company placement recruiting fees. PAGE 2: I LEVITT • Developed the following programs - company wide performance management system, comprehensive compensation structure based on job function and bonus eligibility, employee recognition program, Employee Handbook, New Employee Training, facilitated technical training, exit interview, hiring and layoff plans. • Annually negotiated and implemented the benefit program including: insurances (health, dental, LTD, STD, life, and employee assistance), Flexible Spending (FSA), and 401(K). • Managed the internal operations and the work environment, including chairing the Move Committee to relocate and negotiate new office space, managed the physical move and vendors to design and furnish the US headquarters office. Negotiated office space in the Israel Office. • Reported to the CEO/President, served as a member of the Executive Team / Operations Team, supervised and mentored the HR Manager in the Israel Office and administrative assistants in the US. • Responsible for the due diligence of personnel, benefits and contractors to sell the company. Worked closely with Oracle personnel to close the Demantra office, negotiate space in the Oracle Offices for Demantra employees and supervised the moving of personnel and files. 2000 - 2001 DIRECTOR OF HUMAN RESOURCES, US OPERATIONS (One-year contract) Keyware Technologies, Inc., Woburn, MA (Belgium owned company that provides software authentication solutions with a focus on biometric technology): • Developed, integrated and standardized human resources policies, procedures, and benefits, in three US offices that were previously separate companies, including hiring practices, insurance plans, 401(K), employee handbook, performance management, training, compensation structure and job descriptions. • Recruited, screened and hired strategic sales, marketing, and software engineering personnel saving the Company $400K in recruiting fees by utilizing the Internet, employee referrals, and direct sourcing. • Provided hands-on employee relations support to managers in the two Massachusetts offices. • Developed a workflow system in the Internet Division with software engineering, design staff and project manager that established a schedule for customers to make changes to existing Web sites with the result of increasing cooperation between departments. • Managed two human resources professionals in the Virginia office. Organized and coordinated the reduction of staff in the Massachusetts and Virginia offices. • Reported to the VP of US Operations. HUMAN RESOURCES MANAGER (Six-month contract) Keyware – Internet formerly Newton Online Business Solutions, currently Embarc, Waltham, MA (Web design and integration firm): • Developed a professional human resources structure including: orientation program, revised and updated the employee handbook, and provided support to management in dealing with sensitive employee issues. • Recruited, screened and hired technical WEB professionals (designers and software engineers), sales and project management staff. Reported to the President and CFO. 1999 - 2000 TECHNICAL RECRUITER (Nine-month contract) Charles River Development, Burlington, MA (Software Company that develops trading and compliance software for the investment and financial industries): • Recruited, screened and hired software engineers, senior level executives, sales, CFO, VP of Consulting, and consulting / implementation managers and staff saving the company in excess of $350K by locating candidates on the Internet, employee referrals and direct sourcing. • Created and implemented strategic hiring plans with senior management. Reported to the President and CFO. PAGE 3: I LEVITT 1997 - 1999 DIRECTOR, HUMAN RESOURCES (Three-month contract to start) Systems Engineering, Inc. (SEI), Waltham, MA (Professional Services Company that develops software solutions utilizing Microsoft technologies): • Developed and managed all human resources functions including: employee relations: orientation: hiring and terminating staff, and, performance management. • Recruited, screened and hired Microsoft and WEB technical professionals utilizing the Internet, direct sourcing and employee referrals to manage and staff consulting engagements saving the company approximately $500K. • Negotiated, implemented and introduced new health insurance and 401(K) Plans saving the company a substantial amount of money. • Provided guidance to Senior Management in recommending solutions to deal with employee problems and issues. Reported to the President and served as a member of the Executive Committee. 1994 - 1996 PLACEMENT SPECIALIST Micro Tech Professionals, Inc., Waltham, MA (Recruiting and placement firm that provided contract and professional personnel to high tech and financial companies): • Recruited, interviewed, and placed technical candidates in contract and permanent positions in software engineering, technical writing, MIS, and course development. • Contacted managers and human resources to obtain qualified job openings, sourced and presented qualified candidates, negotiated salaries, and, closed placements. • Participated in trade shows and job fairs to recruit candidates, and presented workshops to professional groups about interviewing techniques and resume preparation. • Responsible for closing 30% of the firm’s business placing approximately two candidates per week. The company employed a total of 6 Placement Specialists. Reported to the President. PRIOR EXPERIENCE IN LIBRARIES: HEAD OF INTERNAL OPERATIONS: PERSONNEL, BUDGET & FINANCE Massachusetts Board of Library Commissioners, Boston, MA (State Library Agency): Managed the human resources, financial and internal operations of the agency. Interim State Librarian – Requested by the Board to take this position for 9 months so that the Search Committee could recruit and hire a permanent State Librarian. DIRECTOR OF LIBRARY INFORMATION SERVICES, C.V. Hogan Regional Center, Hathorne, MA LIBRARIAN, Massachusetts of Mental Health, Boston, MA EDUCATION University of Pittsburgh, Masters Degree of Library Science (MLS) University of Pittsburgh, Bachelor of Arts (BA) Commonwealth of Massachusetts, Massachusetts State Agency Management Development Program PAGE 4: I LEVITT ADDENDUM A PUBLICATIONS: “Getting that Job: The Interview”, Boston Broadside. “Managing Change” in Practical Help for New Supervisors, Garten, Edward, Ed., American Library Association. “Library Pay Classification Practices”, Library Personnel News. “Guidelines for Job Sharing: An Alternative Work Option”, Library Personnel News. PRESENTATIONS: Department of Employment Security, “Interviewing Skills” Society of Documentation Professionals, “Where the Jobs Are?” Society of Documentation Professionals, “How to Work with a Placement Agency” Boston Computer Society (University of Mass., Lowell Chapter), “How to Get a Job in High Tech” Massachusetts Writers Association, “Preparing Your Resume” Northern Society for Technical Communication, “The Interviewing Process” Vermont Library Association, “Answers to your Personnel Problems” PROFESSIONAL ACTIVITIES: 495-128 Human Resources Collaborative CERTIFICATION: Commonwealth of Massachusetts, Certificate of Librarianship PAGE 5: I LEVITT STAFFING CONCENTRATIONS: LANGUAGES and TOOLS: 4Gl; .NET; Access; ActionScript ; API’s; C; C++; C#, CASE Tools; CICS; COBOL; COM/dCOM-; CORBA; DHTML; FORTE; GUI; Informix; JAVA; JavaScript; Lotus Notes; Mat Lab; MQSeries; MUMPS; Oracle; PeopleSoft; Perl; PowerBuilder; Progress; Real-time; SAP; SAS; SQA; Sybase; SQL (MS, PL, Server, Sybase); Visual Basic; Visual C++; Visual Interdev; Visual J++ WEB TOOLS - Active X, Active Server pages; AJAX; ASP; .Net, Cold Fusion; CSS; DHTML; Flash; Flex; HTML; Indesign; JavaScript; JS; MS Illustrator, Photoshop, Visio, XAML; XHTML; XML; XSLT; XUL OPERATING SYSTEMS: NT; Windows (95 and 98); Vista; UNIX; DOS; OS2; MVS; VMS; WEBSPEHERE APPLICATIONS: Accounting; Advertising; Analytics, Artificial Intelligence; ATE; Authentication; Banking; Biometrics; Business Processes; e-Business; CAD/CAM; Client Server; Collaboration Management; Compliance Systems, Consulting: Data Communications;; Database; Demand Planning; E-Commerce; Education; Email; Electronics; Environmental; Factory Automation; Financial; Financial Services; Graphics; GUI; Hardware; Health Care; Human Resources; Imaging; Instrumentation; Internet / WEB-Based Applications, Portals; Inventory; Investment; Marketing Analytics; Manufacturing; Medical; Messaging; Modems; Middleware (MQSeries, Fusion); Networking; Payroll; Portals; Printers; Portals; Publishing; Real Time; Re-Engineering; Robotics; Security; Semi-Conductor; Server; Supply Chain (SCM); Telecommunications; Trade Promotion Management (TPM); Trading Systems, Video Conferencing; Streaming Video; WEB-based Video; Word Processing; WEB; Voice, Face, and Fingerprint Recognition.…; Added by Irene Levitt at 6:29pm on August 11, 2008

Blog Post: Exit Interview: Why Top Talent is “REALLY” Leaving Your Company: We network with top talent on a daily basis, so we always come across top producers that are willing to throw in the…; Added by Bridget Baggett, MBA, MHA at 1:24pm on April 11, 2013

Topic: Meet Susan (Kang) Nam, As Rare as a Pink Olive: ing and recruiting industry via utilizing social media, focused on exploring various industries. She is currently working for her sister's boutique, Pink Olive Inc. She is currently serving as a member of board of directors - a VP role at Harvard Club of Andover Inc. She is also actively participating in both on/off sites committees (i.e. Binghamton Planning Committee among other fundraising charity organizations) Previously, Susan held recruiting role at Harvard University. She holds a BA in Psychology from the State University of New York at Binghamton, and further explored and pursued graduate studies at University of Rhode Island (for Ph.D. program in Clinical Psychology), Columbia University - Teacher's college, Brown University extension programs, Harvard University - Harvard Graduate School of Education master of education courses, Harvard business courses and programs affiliates via extension. Both her senior thesis and masters thesis studies were in the areas of behavioral medicine and leadership. In the future, she hopes to extend herself in Asia (specifically in Korea and Japan) and to further promote open talent development outreach through utilizing various social media platforms along with emphasis on building positive personal/professional brand in corporate organizations. Q&A with Susan (Kang) Nam Six Degrees: Tell us of your home world. Susan: We reside in north of Boston for the past 10 years. My husband KJ (Kyung Jun Nam) is a design engineer and most of his extended family resides in South Korea and majority of his family members are educators. We have a very active social life as we love to spend our summers in either Cape (deep fishing) or Florida (of course, Walt Disney world ventures) and during winter months at Killington Vermont and various locations in NH to ski. Our family life revolves around many travels to NJ and NYC as my extended family resides there. My second sister Jenna's passion is in missionary outreach via Arab world missions and she has recently come back from a long extended trip from countries in Europe and Morocco lending her efforts to spread the word of gospel. My youngest sister Grace is the owner of 2 boutiques "Pink Olive boutique" in east village, NYC & Park Slope Brooklyn. We value each other greatly ~ and yes.. we do have our "moments" :) but love each other with all our hearts. As for Education ~ all of us sisters attended colleges for our undergraduate education in NY (me - SUNY at Binghamton, Jenna - NYU, Grace - Cornell) and we are quite different in so many ways and yet the same despite our various talents and interests. Prior to living & studying in the east coast, we grew up residing in Seoul Korea, Hawaii, Las Vegas, Northern California (San Jose & Cupertino). As the eldest daughter in the family my priority for anything in life goes out to being there for my family - both immediate and extended - as I strongly feel responsible to make sure all of their needs are met in a timely manner. My parents are consistently my primary role models as they continue to live to their fullest despite their recent health scare / obstacles. They continue to impact and shape my life. My dad, graduated from Seoul National University with a degree in Engineering, former mechanical engineer, entrepreneur and sales executive traveled worldwide prior to his retirement. My mom, graduated from Ewha Womans University with a degree in Korean literature, a stay home mom for us 3 girls and recently finished her Ph.D. in Theology and now an associate pastor at Flushing, Queens NY. My other extended family resides in Korea, Japan, Germany, Hong Kong and various states across the US. My background is somewhat unique as I continue to seek out my heritage and aspire to learn new information about my family. We value and honor family, faith, education, personal relationships and community. I talk about Education and Faith quite a bit because we value it probably more than anything else. Our daughter Katie is 7 years old and we hope to continue her languages in Korean & French. and yes.. we do have pets (our daughter's fish family - Aqua plus, Raymond, Gabriella and Hello Kitty) ;) My passion lies in classical piano as I have been playing this instrument since age 4. My other interests are providing nonprofit organizations with their fundraising efforts (in education, charity, esp. for missionaries and cancer research - esp in colon, prostate and breast cancer). I do admire creative people.. especially designers, entrepreneurs, and passionate individuals who work hard every single day to balance their lives. Currently volunteering via various club positions via my Alma maters and other non-profit networking organizations. I admire edgy, passionate, idealistic professionals who work hard to achieve their dreams. Lastly, I do have other various interests in so many however one I can say for sure ~ I aspire to race cars one day (not sure what my parents would say about this ;) Six Degrees: How many years have you been a recruiter? Susan: I am a newbie and continue to learn and exploring the industry as of this summer/fall of 2008. My last full time recruiting related position was 7 years ago. Six Degrees: How did you get started as a recruiter? Susan: I started out in the Harvard Central HR recruiting team at Harvard Employment office 7 years ago. I was working as a technical editing staff support for the Harvard Economics Department at the time after I left NYC (with Morgan Stanley Dean Witter, Institutional Consulting Group at the World Trade Center). I met the Director of HR via taking her HR course at Harvard and soon after the position became available so I applied for the position and honored to join the team. The Central recruiting team's duties included consulting with rest of the Harvard University recruiting community providing recruiting related information. My niche was in internet recruiting where I dealt with vendors, consulted with advertising executives, and Harvard recruiters to provide cost-effective recruiting strategies for Harvard schools. I was able to write up a grant proposal to cater to their requests, comments to provide additional funds prior to leaving the University to raise my child. I was also very excited about contributing to the diversity outreach by working along with TEAM Harvard organizations (i.e. NAAAP). In the past 7 years, I did have the opportunity to explore few options however I have not had the opportunity to seek out my interest in recruiting as a career until summer of 2008 for various personal/family reasons. Six Degrees: What single event had the most impact on your sourcing/recruiting career? Susan: I would have to say when I first met the recruiter at Morgan Stanley Dean Witter. His positive & proactive attitude inspired me greatly and it helped me to refocus and started to explore the "idea" of recruiting full time - back in '98. Six Degrees: Do you have a mentor to whom you attribute your overall outlook on recruitment, capabilities, and/or model your career after? Susan: Yes so far I would have to say my role model has been Polly Price, previously Chief HR Officer at Harvard University. I first connected with her after reading a Harvard Gazette article on Diversity at Harvard. I was quite taken away with her approaches, her immediate attention to personal connection and integrity. I aspire her not for her accomplishments only but her character is remarkable and I truly honor what she has to say (both personally and professionally). I seek out for other mentors as I continue to explore the recruiting industry. I would have to say Kevin Wheeler - interested in his international recruiting outreach & cultural difference information via ERE and sourcing strategists (so many out there however look forward to learning more about Shally Steckerl, and community builders, movers and shakers - I have to say Jason Davis. I am humbled by their leadership, ideas and vision on the industry. Six Degrees: Tell us about your job: Susan: I support my sister Grace's boutique - Pink Olive boutique - for various responsibilities but most importantly value her talent, her ability to expand her passion in unique products, vendor selection and talent development. I will help her out with whatever she needs. That goes 100% as well with my other sister Jenna's ventures in missionary support. Six Degrees: What other companies' recruiting operations do you admire or have heard are best-practice examples? Susan: For sure, Lockheed Strategic Sourcing Team information via Bill Murphy. I look forward to hearing more of their successes. I met Bill Murphy virtually via Jason Davis's Ning site - Recruitingblogs.com. Six Degrees: In what aspects are Lockheed’s Strategic Sourcing Team superior? Susan: Organization, Missions, Practicality & strategic sourcing focused approach. Six Degrees: What recent general news story or industry trend do you feel will have an impact on your work in the future? Why? Susan: I believe Social Media will have a very strong role in changing the recruiting industry as a whole. Also, along with the present state of Economy - very disturbing and yet I do believe there is lot to be done to transformed the world and anticipate a strong impact on recruiting industry near future(will elaborate as I continue to explore). Six Degrees: What is your next career goal? What do you need to do to get there? Susan: My next career goal is to extend myself to the world of sourcing and recruiting in a corporate setting - still exploring at this time. What do I need to do to get there? Well, I will continue to explore options, obtain further training and most importantly network and establishing a personal relationship using various social media tools, gadgets and platforms. I find it extremely helpful, not only valuable but also a great way to build the relationship to get to the next course in my career.…; Added by Dave Mendoza at 2:39am on September 29, 2008