bout Social Recruiting, which, I agree with Greg that you have to be, you've got to engage with Social Media. Right now LinkedIn and Twitter are the places you've got to operate competently in. Having a good Linkedin and Twitter presence is not a big ask.
While can agree with your statement in the current market and I agree it is perfectly possible to operate without much social media presence right now. I suspect that in the very near future this position will be as untenable as operating without an email address.
history of operating whilst drunk. It's not about over regulation it's about having some where there is currently none.
@Chris Ok so why does your govt impose import duty on foreign imports if less freedom = less business ?…
o experience preferred.
• Hands-on experience with hardware debugging and logic analyzers
• Experience developing software in ARM processor, TI DSP, and Microcontroller.
• Experience in software verification and validation.
• Create software design documents.
• BS in Electrical Engineering and/or Computer Science required. MS is preferred.
• Design and development in VoIP applications.
• Avionics data bus experience such as Arinc429
• Real-Time Operating Systems –RTOS
Must have skills:
Embedded programming in C/C++
Solid embedded debugging skills
Proprietary operating environment (no Operating System present)
Ability to read and interpret schematic diagrams
AT920T based microcontroller
AVR 8-bit MCU
IAR Embedded Workbench
Nice to have skills:
DSP programming for TI C6400 family
Code Composer Studio
Real-Time data processing algorithms
Platform independent GUI development, using web browsers and embedded servers…
not just on screening out the bad apples, but on selecting in the candidates that really do want to find the right opportunity.
Additionally using assessments or and targeted selection interviewing affords the recruiter a unique opportunity to brand themselves as a consultant committed to selection.
There are firms popping up all over that operate inside of the standard of using targeted selection, behavioral interviewing and assessments in their hiring and someday in the not too distant future it will become the norm.…
d probably know about before any action is taken. It also suggests that HR and Legal, in your view, are problematic for business leaders because they tend to say “NO”. Doesn’t it occur to you that they say “no” to asinine ideas that are fraught with legal ramifications/problems they clearly see…particularly if something goes wrong? HR and Legal are in place to stop a decision and decision maker who can harm the company’s interests. Operating without their knowledge or approval will fall on you like a Hannibal elephant.
And operating like a military general of old, whose fame was won in operating and performing in a war zone—who BTW disregarded sound advice from military commanders in the field, would be folly for any business leader, much less modern day HR leaders.
While HR gets little respect for not being trusted or entrusted with a seat at the business table—it is HR who must advise against proceeding with “Aut viam inveniam aut faciam” (translated from Latin), I will either find a way, or make one,” logic simply because that logic works best in a battlefield scenario—where might makes right makes sense. However, in the business working environment there are rules of engagement such that “might makes right” would be indefensible.
Where the philosophy of “I will either find a way, or make one,” does appear is in court briefs where monetary penalties were assessed and jail sentences given to business leaders operated like “field generals”, e.g., like those from ENRON and WORLDCOM, and others who pretty much operated as if arrogance had no reins. In those cases HR and good Legal advisors were sorely missing in action. What HR can learn from Hannibal is to continue to advise Hannibal wannabees to park their elephants in a proper and secure area--because if they step on someone the penalties will be significant and the news coverage will be dramatically embarrassing.
Did You Know?
160,426 seats are available per day to fly out of Los Angeles, CA connecting to Newark, NJ
Continental has the most nonstop flights between Newark, NJ and Los Angeles, CA.
Scandinavian has 3 one stop flights between Los Angeles, CA and Newark, NJ.
The largest aircraft operated by Shanghai flying between Los Angeles, CA and Newark, NJ is a 757 with 182 seats.
The shortest flight between Los Angeles, CA and Newark, NJ on US Airways is 2,455 miles.
367 flights per week fly out of Los Angeles, CA connecting to Newark, NJ
Chicago, IL is the most popular connection for one stop flights between Los Angeles, CA and Newark, NJ.
11 airlines operate between Los Angeles, CA and Newark, NJ
The smallest aircraft operated by Delta flying between Los Angeles, CA and Newark, NJ is a ERJ with 44 seats.…