Skill Set : ATG – PM/Lead
Communication Skills: 8/10 +
Phone then face to face
Project Overview: Client has been hired to rebuild the web properties for a major telecommunications company. The re-build will include implementation of eCommerce, account management, account management, self-service and other functionality. ATG has been chosen as the eCommerce platform. Therefore ATG knowledgeable is important and integral.
Need to Bring Own Laptop/Software/Equipment? Yes
Role of Contractor: Package Specialist or Architect. We are looking for someone with in-depth architectural and functional knowledge of ATG. The individual should understand the overall architecture and data model and have in-depth knowledge of the integration architecture. Further the individual should understand out-of-the box functionality as it pertains to user profile, product catalogue, personalization, and other core functions.
Sr. Technical Recruiter
Universal Software Corporation
Nashua, NH 03062
Yahoo IM: swati_vendors
Google Group Link: http://groups.google.com/group/direct_client_requirements…
tions which are as follows:
1.RECRUITMENT: As opposed to the conventional MONTHLY RETAINER model, we now charge a success fee of $3000 when the Candidate(s) we submit for your job order(s) gets placed with your Client and also a $50 for a RESUME which we send over and gets submitted to your Client (if you are a STAFFING FIRM). If you look at this there is absolutely no risk from your end.
2.SOURCING: Like I mentioned before in my previous posting that we offer SOURCING SERVICES at the rate of $5/Hour with a minimum of 160 HOURS/Month commitment for which we get you all the Resumes pertaining to your JOB ORDER(s) from all the JOB BOARDS available as well as our Internal Database as well as PASSIVE SOURCES, I am sure for $800 a Month you cannot even buy licenses for multiple JOB BOARDS but with us you also get Resumes for this price sourced and ready to be screened.
When I came up with this advertisement, I did receive responses which were encouraging but not what it should have been, am I missing something??
Suggestions are welcome.
Please write to me at email@example.com
rrounded by highly intellectual, innovative and positive professionals motivates me tremendously. I can't list all the topics of motivation or all the reasonings behind what makes one "click".. simply put.. it's those that empowers others that seek to lead a greater force beyond anyone's true comprehension despite all the risks involve...that motivates me.
Expressing gratitude, showing vulnerability in midst of seeking significance shows a great character and thus shows his/her motivating colors to me. As defined in wiki via motivation ~ I agree with Maslow's theory among others as stated below.
"At lower levels of Maslow's hierarchy of needs, such as Physiological needs, money is a motivator, however it tends to have a motivating effect on staff that lasts only for a short period (in accordance with Herzberg's two-factor model of motivation). At higher levels of the hierarchy, praise, respect, recognition, empowerment and a sense of belonging are far more powerful motivators than money, as both Abraham Maslow's theory of motivation and Douglas McGregor's Theory X and theory Y (pertaining to the theory of leadership) demonstrate"
Words I live by are - respect, trust and transformational leadership.
Thanks for the post Rayanne ~ and best wishes on writing your white paper. I would love to read it when you are done with it.
to eliminate entirely...like the one who just applies to keep his/her unemployment benies coming in). Make those candidates answer specific questions pertaining to the scope of the job. If they can't come up with viable answers, you move onto the next. If I flatout rule someone out, they are not good for any of my positions. I'm a corporate recruiter so I know ALL the roles within my organization of 230+. I do have a "future's folder" that I keep for people that are maybe too junior for the role or I want to track them for future endeavors. The problem is too often recruiters at placement firms act more as social workers than recruiters; taking too many wounded souls under their wing. But at the same time, those are the people you make your commissions off. I don't make commissions from placements so helping that individual interview better in the future is absolutely not my concern. My allegiance is to my employer, not the candidate. Corporate vs. staffing firm is a completely different debate though. And as Brian said (in so many words), job seekers are just getting lazy because recruiters are allowing them to. Applying to multiple jobs without having to fill out questionnaires is probably the best example of allowing them to be lazy...causing you the recruiter to do far more work.…
a fashion in which the potential employer can see added value from a candidate NOT in the same industry as theirs... They should be able to realize 'change is good' and someone from a different background or different industry should add a 'Fresh' perspective on the way we do business (or the way we do engineering)....
Unfortunately today, that doesn't happen. Recruiters are always looking for people within the same industry (and what's more important to the employer is where they work as this is the first question that the prospective employer wants to know...) If we are really looking at the individual (specific traits, talents that he pertains in the candidate), the questions of 'where he works' shouldn't matter and the employer should be able to look at transferable or related skills that are related to the job at hand.....
Unfortunately, if you present 2 candidates to an employer with same level of experience, same level of academic education but the only difference is that candidate A works at the competitor and Candidate B is still highly qualified but in a different industry.... , 98% of the time, the employer would choose Candidate A over Candidate B..... Reason why? He understands our industry more and can bring XYZ from his old company to ours that we dont have.....
BC and similar industry sites. Not to sound hypocritical, but I too enjoy blogging and written communication has been a part of my professional life for years.
I do my best to practice what I preach though, in sticking with topics that pertain to my areas of experience and with a different slant than what may already exist.
It still troubles me that those concepts are generally missing from the people who promote blogging as solution to getting a job or other type of business leads. I just heard someone speak about this earlier this week. They just slapped together some tips suggesting job seekers write white papers, articles, blogs, books, etc., without any concern for the fact that most people lack the level of expertise to pull that off without making a fool of themselves. @Sandra - shared exactly how that can and does happen.
Yes, the opposite can happen too, but only if QUALITY of content, effective writing style and contextual relevance to the audience is the main driver of the blog.
Thanks again for the feedback! KB @TalentTalks …
rsuing his BTech at KNIT in Sultanpur, seeing eminent businessmen visit as guest speakers, that Gaurav realised he wanted to become an entrepreneur too. His next obvious step was doing MBA, which he did undertake with specialisation in finance and international marketing at Narsee Monjee Institute of Management and Higher Studies (NMIMS), Mumbai.
The years following saw him rise as a highly-placed employee with corporate giants like Wipro and Computer Science Corp. ATS Services, the last company in the list of companies he worked with, saw him grow as an IT head. As the business head of the entire IT segment, Gaurav made was responsible for all the major decisions pertaining to IT, which only resulted in greater profits for the organisation. Convinced that he could now strike out on his own, and sure-footed about ushering in a revolution in the recruitment industry by using cutting edge technology, Gaurav along with his elder brother Ujjwal launched ITCONS e-solutions in 2007, a software development company, at Noida.
click http://www.yourstory.in/entrepreneurs/participants/2575 to check the full story, if possible to rate it to make me win this contest too.:)
of knowing that person's (or company's) preference.
Unless the application steps or ATS process explicitly state to NOT include a CL, I'd recommend sending one along. Worst case, it will be ignored and not read. Best case, you write well and your CL stands out from all of the others that suck.
Second, as inaccurate or bland as most job postings are, practically all state some requirement for effective communication skills. As a person reviewing submitted applications I use CLs as a writing sample to see how well someone can demonstrate that they can articulate their understanding of the role and how they are qualified for it in a concise and coherent message. And, preferably not in a generic template format full of cliches they found when googling CLs.
Third, not that I'm in favor of extra steps (AKA hoops for applicants to jump) but requesting a CL in the application steps is a simple way to gauge level of interest, ability to follow instructions and can be a useful preliminary filter for whether someone has the professionalism that would fit your org culture or the needs of that position.
I would place higher priority on CL quality for any position that involves written communication in the form of customer interface, proposal writing, vendor presentations, memos, internal/external content production, etc., OR any leadership position.
The above pertains to an internal hiring process - TPRs obviously would have a different view of CLs
course, would be a person that has probably been involved in global organizations, or American companies with an international presence.
I am open to doing a split deal on this one. Here are the parameters... you must provide a candidate that meets ALL of the requirements listed below (non-negotiable -- ALL qualifications MUST be met) and I need a well-written resume and an executive summary written on the candidate that highlights his/her strengths and career highlights, particularly as they pertain to this job. I also need the person's starting salary requirements.
If you have a suitable candidate, I can send a full job description with more details.
The starting salary on this position is confidential, but I can share this with you once we've qualified a candidate. The position offers excellent employee benefits, bonus, and relocation assistance, if needed. This career opportunity is based in Chicago.
QUALIFICATIONS NEEDED (must have all):
-- Four-year degree in Accounting
-- Must be a "transfer pricing dedicated professional" and not someone that has just done a little transfer pricing as 'part' of their job
-- MST / JD / LLM a plus (not required, but certainly desirable)
-- 10+ years prior work experience in public accounting; emphasis on Partnership tax
If you can help me place a solid individual with this client, you will enjoy a very healthy split placement fee!!
Please email me directly with reference to this blog, at firstname.lastname@example.org…