d for many organizations, the "how to's" still elude many. We will tackle difficult issues in diversity recruitment and retention and how to develop processes that deliver measurable outcomes. We will also discuss risk management issues as they pertain to diversity recruiting and retention.
Each participant will leave with an action plan to take back to their organizations and start implementing immediately.…
My friend in Shanghai attended a tearful candlelight vigil a few days ago.
The closest guy I know to what you do is my former student in Bangkok, MK Balaji (@hotmail.com). He heads a 20 person environmental firm in Bangkok now. He will be happy to hear from you. He is also on my linked in account (Rick Price).
I need 5 warehousemen/materials management guys to work for 3 years in the middle east on expat terms. Top consideration will go to SAP endusers who have Shell or ExxonMobil backgrounds, especially knowledgable about the Envir, Health and Safety regulations pertaining to oil and gas sector.
Good to hear from you Alex. Have a relaxing weekend!
gives the recruiter concern about communication skills. Let's take someone with an Asian name. We need help with pronunciation. When we call and they don't answer the phone, we don't if we should say, "When do you expect him, or is it her?" Further, we need an idea of their English skills. A 2-minute video would put these concerns to rest. Another example might be entry-level employees. A short, video would lend a flavor of their personality and self-confidence; which is something we need to know about every entry-level hire we make. Your comment about excellence is well-taken. A video could hurt as much as it helps. I don't think the time is right for this, but I do think it's coming.…
b seekers and for self assessment during the interview process. The example thats top of mind (although there are endless) is:proficiency in Quickbooks; if your headed to an interview for a bookkeeping gig and your not an expert in the new version (v.10) understanding that you need to get yourself up to date; and its important to let the employer know your are working on it - so they can gauge your ability to think critically and stay proactive, if your an expert in V.9 this will play itself out.
Majority of the time when I recruit, positions are similar in skill-sets but not so much in technologies. Understanding that you need to evolve your skill set is a sign of maturity and your ability to push your self forward without having someone tell you. I also agree that you should focus on our strengths but be mindful of everything you bring to the table.…
once you have it running, it can be very easy (a minute here, a minute there)
At the very least what it does is help your company have a more out-reached brand, now you can label yourself how you want to and reach out to people with the message your marketing team hopefully nailed down.
I know as a marketing manager who has embraced social media, it's hard getting recruiters on board but the best and easy way to get them to embrace it is when they have a candidate come to THEM because they saw our videos on Youtube, or follow our tweets about now just jobs we have open, but content that pertains to their industry and in turn keeps them engaged. Social Media now accounts for a major stream of traffic to our site.…
ur sales skills. You could perhaps read a book on this subject as well.
Go to Linked In and see if there are discussions pertaining to recruiting.
Realize that you should spend a portion of your day planning and making call sheets for the folloowing day.
Find an MPC and market that candidate as soon as you can in the new gig.
Once in the trenches listen to what other recruiters are doing and saying.
When you run up against any snags, write them down and find experts in the industry to bounce scenarios off of.
The recruiting profession is full of people that are willing to help and lend suggestions. Find them.
All the best,
erences available upon request", I always want to say, "Really, you would do that for me"? Yes, I know you will provide references if I request it, why take up a valuable line to tell me that?
Darryl is correct. Hiring Managers are not as well versed on the legalities of posting req.'s and things NOT to say about an applicant, even in jest. I had a HM that didn't want to hire a person for a Business Mgt. position because he had been on the practice squad of the New Orleans Saints and the HM hates the Saints. He was actually stupid enough to tell me that!
If it doesn't pertain directly to the position being applied for, leave all the junk off the resume as I don't have time to read it when I have 75 more resume to read today. …
d listening to them complain about their job or lack thereof. Honestly, I think you did what you could. If your friend wants to take your advice, he will need to figure that out on his own. It's sad because you know what will help their situation, you have given them the tools to make the changes, and they simply don't have the drive or motivation to take the time to do it. I also think there is general disdain toward those in the recruiting/HR fields. It's like we're looked down upon because people think the ideas you suggest only pertain to your specific field of hiring. There are many tangible aspects...such as resume content and format or networking...that easily transfers from industry to industry. Focus on those that truly want your help as a professional and hopefully those that don't want your help will come around and eventually take your advice to heart.…
d-based human resources experience, coupled with business intuition, and strategic vision across all areas of the organization. Proven ability to rapidly assimilate new information and skills, craft effective solutions to difficult problems, and develop positive relationships of influence with all levels of organization in the business arena.
AREAS OF STRENGTH
• Extensive recruiting experience for high-volume, multi-divisional, complex organizations.
• Experienced in behavior-style interviewing, workforce planning, employment law, and organizational effectiveness.
• Proficient in Microsoft Office; HRIS-PeopleSoft; ATS-Employease, Taleo and ICIMS; Lotus Notes and Internet research engines.
• Communication skills – written and oral.
• DDI-Certified Targeted Selection Interviewer
• AIRS-Certified Internet Recruiter; Search Lab 3.0
• Currently pursuing PHR designation
• Emory University, Center for Lifelong Learning (Professional Development Classes), 2002-2007
PROFESSIONAL HUMAN RESOURCES EXPERIENCE
Post Properties, Corporate Recruiter, Atlanta, GA September 2005-April 2008
• Responsible for the full-cycle recruitment process, including the development and execution of searches for entry-, mid-, and senior-level exempt and non-exempt positions.
• Successfully recruited candidates across multi-state areas for positions in: sales and marketing, property management, construction, engineering, project management, development and design, accounting and finance, IT, and administrative positions.
• Managed Applicant Tracking System - perform key tasks such as requisitions, postings, and reporting, and train company management on the application.
• Developed creative recruiting methods to minimize or eliminate the use of contingency and retained search. Managed and coordinated recruitment efforts with retained and contingency recruitment vendors; negotiated contracts and fee arrangements based on the company’s practices and procedures.
• Sought, developed, and maintained relationships with recruiting sources including: candidates, employees, other recruiters, college and university officials, alumni groups, business associations, and trade associations to foster an ongoing pipeline of highly competent and qualified professionals.
• Coordinated temporary staffing needs for the corporate offices.
• Managed the employee referral process.
• Administered behavior-based interviews and skill testing.
• Managed the negotiation of offers, including the preparation of the offer packages, and initiating new hire paperwork.
• Skilled in examining and re-engineering operations, software and procedures, formulating policy, and developing and implementing new strategies and procedures.
• Developed and executed all activities relating to staffing strategies, sourcing, and selection criteria.
• Partnered with the hiring managers to develop a strong understanding of the role requirements, accountabilities, and career path opportunities.
• Directly managed college recruiting, job fairs, and internship programs which included 30 students from various colleges and universities on an annual basis.
Bellsouth Intelliventures (Spherion), Recruiter/Client Service Supervisor, Atlanta, GA June 2004-March 2005
• Developed and implemented recruiting strategies to meet internal clients’ needs; was responsible for recruiting, screening, hiring and promoting employees into roles including graphic designers, java developers, and customer service associates.
• Provided leadership and guidance to employees, maintaining ongoing two-way communications, and promoted professionalism, teamwork, and outstanding customer service.
• Advised, counseled, and assisted corporate managers, supervisors, and 65 employees on complex and sensitive employee relations, corporate policies, procedures, and practices: employee conduct and discipline; performance evaluation and appraisal; management-employee communication; and employee services and benefits.
• Created an efficient service organization structure to produce desired results most effectively, focusing on accountability and responsibility.
• Developed comprehensive plans to achieve operational and customer satisfaction objectives. Recommended alternatives when quality cost, original course is perceived to fall short of objectives or appears ineffective in view of quality, costs, schedules or methods.
• Maintained a high level of customer communication while also encouraging ownership, creativity and initiative to develop new methods, techniques and systems to improve current processes resulting in lower costs and higher levels of customer satisfaction.
• Managed the financial objectives of the contract to include operational improvements, administering salary, and recognition programs.
Visionary Systems, Human Resources Associate, Atlanta, GA October 2003-June 2004
• Conducted benefit orientations and enrollment packages overview for new employees.
• Assisted with coordinating the company’s acquisition process, which involved converting the existing previous benefits.
• Managed employee requests pertaining to all benefits administration.
• Conducted enrollment meeting and answered questions pertaining to retirement programs and insurance premiums.
• Acted as a facilitator for group-designed training sessions to familiarize employees with the acquisition of TransUnion, LLC and Visionary Systems, Inc.
• Assisted with sourcing and screening IT candidates.
Peachtree Benefit Group, Client Services Associate, Atlanta, GA January 2003-October 2003
• Produced client proposals and assist with marketing presentations for group insurance options.
• Managed employee claims and issues pertaining to COBRA and HIPAA federal regulations.
• Developed relationships with clients to ensure current and accurate information is provided effectively.
• Monitored and researched state and federal issues that impacted the employee benefits community.
• Coordinated all sales and service activities on a daily basis.
• Created spreadsheets and cost analysis for various options for employer and employee contributions.
US Senator Saxby Chambliss, Coordinator, Atlanta, GA May 2002-December 2002
• Managed logistics for volunteers on a daily basis along with monitoring the campaign database.
• Developed relationships with constituents by ensuring all contacts were current and accurate.
• Organized statewide grassroots operations throughout the Republican Primary.
• Coordinated all volunteer activities pertaining to the operations of voter outreach and fundraising events.
DPOG, Political Aide/Intern, Atlanta, GA August 2001-January 2002
• Compiled dossiers for candidates throughout the state.
• Researched candidates’ records and voting history.
Congressman Ric Keller, Caseworker/Intern, Orlando, FL January 2001-June 2001
• Screened and directed to the appropriate caseworker constituent inquires regarding federal issues.
• Chosen by the District Director to conceptualize and develop a local high school art competition.
• University of Central Florida, B.A. Political Science, May 2001
• University of Urbino, Italy, Study Abroad, June 1999
• SHRM-Atlanta HR Excellence Award Winner, 2007- best-in-class summer internship program
• Vice President, Atlanta Young Republicans, 2002
• Poll Watcher, Fulton County Republican Party, 2001…