Search Results - procedure

Blog Post: Help with placing LEGAL Candidate: Hi,

I am not asking for a split it is just a favor I have a friend of a friend in the bay area (Oakland) who has an interesting legal background with a JD who would like to leave her…; Added by Heather Phillips C.A.C. CIR at 2:13pm on March 10, 2009

Blog Post: Blogging for new position here in the Washington, DC area: Okay, so it's a tough economy for some industries and for others things are starting to pick up a bit. Don't get me wrong; it will…; Added by Jay Perreault {DCTechRecruiter} at 2:52pm on December 20, 2010

Blog Post: Are The Days Of Manual Attendance Gone? What’s Next?: Tracking attendance and time is imperative for all organizations, no matter what their size is or what method they use to calculate the salary. Manual attendance is now becoming a thing of the…; Added by Prajakta at 4:30am on July 15, 2021

Blog Post: Top 5 Advantages Of Integrating HRMS Software In Your Business: Whether you run a small-scale business, or you manage an MNC, integrating HRMS software in businesses is always a wise decision. There comes a point in every organization when they simply can’t…; Added by Prajakta at 6:34am on June 16, 2021

Topic: No Excuses: wanted more for myself. I had tampered with completing my business degree but was so caught up in my work and family that I just didn’t have the time. How could I possibly squeeze one more thing into my already crammed day? As a corporate recruiter in a start-up, I didn't have a lot to offer by way of salary or company brand, but one of the initiatives that aided me in the recruitment process was the extensive business training that was offered to and actually required of each new hire. It was touted as a mini-MBA and was very intensive. Multiple business books were required reading, including “The Fifth Discipline” and “Diffusions of Innovation” – not exactly light reading. One book was entitled No Excuse Leadership. It related stories from the Army Ranger School and the trials and evils faced by participants there. As I read through the pages with images of men and women struggling to finish a mud run or climb through a barbed wire obstacle course, I realized my days of fighting traffic on the 55 and piles of laundry were really nothing compared to mud up my nose and days without sleep. If these leaders-in-the-making could survive their training, then so could I. I made the decision right then and was registered for fall classes by the next afternoon. Throughout that time, I was often cranky, exhausted, felt like I couldn’t think one more thought or write one more line but I never regretted my decision or toyed with the idea of dropping a course or excusing myself from the whole, tiring process. For indeed, it was grueling but that was no excuse and nothing felt so good as accepting a diploma for something I had worked so hard to achieve. Leadership requires one to let go of preconceived notions of how to listen and guide. This is a distinct difference from management, which requires structure and discipline and tends to be separate and independent of the recognition that each participant brings something unique and wonderful to a team. Management is the letter of the law, whereas leadership is the spirit of the law. We often disregard the impact others may have on our actions or choices, citing sovereign thought and procedure. Be quick to recognize that reasons stand behind every aspect of life, from decisions to what just is. Reasons, yes. Excuses, no. © by rayannethorn…; Added by Rayanne at 2:21am on January 14, 2010

Topic: Next Level Training: ne of the premier training events available and they are giving away a great article on recruiting. She said "I want to take a quick moment and invite you to consider participating in our "Building a Next Level Search Firm" forum on October 3rd and 4th. This two-day interactive seminar is exclusively designed for a limited group of search firm owners and senior leadership who want to grow their firms - not just their desks/practices. You will have the opportunity to "pull back the curtain", have all questions answered, and learn prized best practices from the largest single-site search firm in North America. As part of this small and exclusive group of attendees, you will leave the forum having learned new skills, concepts, and action plans that will have an immediate and lasting impact on your search firm. You will need to bring an open mind, and perhaps an extra suitcase for the binders full of every conceivable form, contract, program, and procedure necessary to build a next level search firm. I'd encourage you to reflect on the following questions, the answers to which will help you determine if this forum is right for you: What prevents your top producers from leaving and starting their own firm, and do you ever feel as if you are training your own future competition? Do you have an effective and consistent strategy for hiring, training, and developing top producers? Do you find yourself more worried about your firm's next placement than you do about your firm's long term business plan? Do you have sufficient market segment diversification and a solid brand in each of those market segments? Looking back on your vision for your firm 5 years ago, do you feel you've built a firm reflective of your true potential? 40 total organizations have attended our past two forums, and 100% of those comprise our reference list. Their testimonials, along with additional details on the forum, are provided on our PDF (please click here to download). Additionally, download a recent article that may stimulate further thoughts on your business. Albert Einstein said it best: "The significant problems we face cannot be solved at the same level of thinking we were at when we created them." A Next Level firm requires Next Level thinking. Please reply to me with any questions, or simply complete and send in the enrollment form to reserve your spot. We look forward to seeing you in October. Call Karen at 972.265.5283 or email her at KAS@kbic.com" Bill bill@billvick.com 972-646-3534…; Added by Bill Vick at 12:31pm on September 7, 2008

Topic: Draw Your Own Line: Recruiter charged with several felonies that include pimping and kidnapping a fourteen year-old girl. There is a possibility that the girl was used to entice recruits. Now that's collateral material. While not related, the title was reminiscent of recent postings here on RecruitingBlogs.com. One simply questions, Is Headhunting Ethical? Simple question, yes. Simple answer? Not so much. We each approach this career differently, with a different POV. Fully grasping what is the right way or what is the wrong way will be as diverse for HR Professionals and Recruiters as the question, "What is your favorite ice cream?" I, personally, like Rocky Road the best and I would never call a candidate an applicant. To me, they are all candidates. A "candidate" has a better shot at being a "placement," than an "applicant" or a "recruit." Figuring out what is best for you, best for your organization, is not so easy, nor should it be too difficult. It isn't always going to be crystal clear or cut and dried when it comes to making ethical decisions or performing "fair and objectively" as a recruiter. I spent several years in the dental field before becoming a recruiter. My favorite position was working with a pedodontist, a children's dentist. The set of ethical practices for physicians and dentists is a bit more clear and stringent, as they are specifically outlined with potential of loss of license should they be violated. One time, the dentist anesthetized a three year-old patient in all four quadrants (upper right and left, lower right and lower left.) I had witnessed this in the past and was extremely uncomfortable with this practice. It was something, I had been taught in school, that was unethical due to the potential for injury (biting oneself while numb) but also difficult from which to recover. After three such incidents, I couldn't continue to assist in this type of procedure and I called the doctor aside and told him that if he numbed a patient in that manner again that I would walk out. I could no longer participate in a practice that I abhorred. The dentist, in practice for thirty-five years, cocked his head and looked at me funny. The other assistant had worked for him for thirty years and had never called him out on anything. Who was I to do this now? He put his head down and said, "Alright, thank you for speaking up." What I deemed unethical and abhorrent had never been called into question in the past, not by my co-worker nor the ten plus assistants that had worked with him over the numerous years he had been in practice. You have to know where to draw your own line and then do it. Our actions don't always result in felony charges but should that be what it takes to motivate behavior? by rayannethorn…; Added by Rayanne at 4:01am on June 22, 2009

Topic: When Level of Care Means Something: her last surgery in a series of three to finally conclude a gall bladder ordeal that began the week before Christmas. It has been a rough two months, but having her on the mend and feeling so much better has been a blessing to our family.I looked around the room and calculated about 60 years of post graduate schooling. An incredible accomplishment for each, on a singular level, and even more impressive when you think about the combined efforts of each RN, BSN, Nurse Practitioner, Anesthesiologist, and Physician / Surgeon that hustled in and out of recovery. I was indeed thankful, given the level of care my mother has received throughout this whole ordeal. For someone whose last surgical procedure was in 1946 for an appendectomy, submitting to the testing, prodding, and necessary procedures was difficult. Level of care can mean everything.I always felt a certain pride when recruitng for healthcare professionals. It is one of the most rewarding and difficult areas of recruitment there is. Our firm provided direct recruitment on retainer to hospital and health care organizations. The healthcare sysytem where my mother had her surgeries performed was one of the finest and having had experience with the Human Resource departments, knowing the hospital's reputation eased much anxiety. My sister, who lives near my mom, works in health care currently and "knowing our stuff" was an obvious blessing. I really cannot say enough or be grateful enough.While some professions, such as medicine, require extendive schooling, others require an entrpreneurial mind and the extreme desire and work ethic to succeed. Four of the most intelligent men I have met in my life never went to college. One didn't even graduate from high school. So, smarts are not predicated by extended education. But.., is it possible TODAY to really succeed without a college education listed on your resume? It most assuredly depends upon your interests and desired career as to whether or not college is required.One of the things I always wanted my children to do was graduate college before they got married or started a family. I had waited to finish mine and it was extremely difficult. I cannot imagine managing a family, a full-time job and attending college concurrently. I did it, but I didn't want that for them. With one daughter enrolled in grad school and another working toward her Bachelor's degree, I am fascinated by the challenges they face and the work they put into their futures. As my oldest contemplates Notre Dame or Indiana University for her doctorate, I am consistently amazed by the will power and stamina required to complete such an education. Thanks to all those who did! by rayannethorn …; Added by Rayanne at 11:34pm on January 24, 2011

Comment on: Topic 'Medical and Healthcare - Health Care Splits. Post Jobs and Candidate HERE to b…': g, and direct daily operations for medical personnel within the hospital and emergency medical services industries. A proven track record of executing quality improvement projects, improving customer and employee satisfaction, and increasing financial growth within healthcare organizations that met and exceeded expectations. This exceptional candidate possess operational as well as clinical expertise in nursing and healthcare administration. Candidate has been a nurse with a 355 facility in the areas of ER 3 Trauma, ICU, Oncology, Med Surg, Recovery Room, Paramedic, Cath lab, charge nurse, hearts, head injuries, multi-trauma patients, and other critically ill patients. 5 years as a charge nurse/RN, and 3 years Administrative Director of Nursing - Oncology and Skilled Nursing Units. Education include Master in Health Administration. Managed multi-million dollar budget efficiently and effectively with revenue increases up to 20% through careful financial planning and operations management. He has Increased employee and patient satisfaction within one year of accepting current director’s position, In addition to, developing a more efficient staffing matrix reducing need for reactive scheduling and improving employee satisfaction. Experience 167 bed facility in a large health System-Tx 2005-Present Administrative Director of Nursing - Oncology and Skilled Nursing Units Managed annual budget of $6.2 million with positive growth of revenues annually. Successfully managed up to 133 full time nursing and auxiliary staff. Decreased turnover by half within one year - 10% turnover in 2007. Served on multiple hospital committees with physicians in all specialties. Administrative Director of Nursing - Director of Intensive Care and Cath Lab Units (Interim, July 2007-April 2008) Interim Director while continuing to be Director of the Oncology and Skilled Nursing units. 25 bed ICU with open hearts, head injuries, and multi-trauma patients. The Cath Lab performs approximately 40 procedures per week. Infection Control Practitioner / Employee Health Nurse. Developed and wrote the infection control and Employee Health policy and procedure manual for Regional Medical Center. Investigated hospital acquired infections and assisted physicians with treatment protocols. 355 Bed Facility in a Large Health System-Tx 2002-2005 Registered Nurse – Intensive Care Unit Registered Staff and Charge Nurse of a 25-bed ICU, working with open hearts, head injuries, multi-trauma patients, and other critically ill patients. 167 bed facility in a large health System-Tx 2000-2002 Registered Nurse, Charge Nurse – Trauma Center Charge Nurse of a 14 bed Level 3 Trauma Center. Registered Nurse – Intensive Care Unit and Recovery Room. County EMS-Tx 1997-2001 Owner – County EMS Director – RN/Paramedic Increased emergency calls and hospital to hospital transfers 180% from 1997 to 2000. Increased revenues from $62,000 in 1997 to $114,000 in 2000. Started EMS training course in 1998 with 11 students receiving certifications by 2000 and increasing workforce. Developed and implemented county emergency disaster plan. Education Master in Health Administration (3.6 GPA) May 2008 Midwestern State University, Wichita Falls, TX Bachelor of Science in Nursing (3.5 GPA) May 2006 Midwestern State University, Wichita Falls, TX Associate Degree in Nursing May 1997 Eastern New Mexico University, Roswell, NM Computer Science - Mathematics 1987 – 1992 Texas Tech University, Lubbock, TX Professional Licensure & Organization · Registered Nurse, June 1997 to present – Board of Nurse Examiners & Texas Board of Nurse Examiners · American College of Healthcare Executives – 2007 to present · Member Texas Nurses Association. · Advanced Cardiac Life Support Certified. · Association for Professionals in Infection Control and Epidemiology – 2005 to present. · Rotary Club – 2007 to present Please send me more information on this candidate …; Added by Rick Whitley to The Medical and Health Care / Healthcare Recruiters Group at 5:13pm on September 25, 2008

Comment on: Topic 'IT - Consulting - JAVA, PHP, C#, .NET, QT, etc, etc.': figuration, implementation, and maintenance of the control system networks and pc’s at multiple manufacturing locations. This person will focus on the administration of clients, servers, network equipment, and software applications. The HMI Specialist will assess and identify appropriate solutions to be integrated into the operation and make recommendations for implementation. • Manage and oversee IT infrastructure for control system networks in a manufacturing environment. • Lead in the planning, design, documentation, and implementation of various systems to include desktop pc’s, servers, network equipment, and HMI software applications. • Analyze equipment performance records in order to determine the need for repair or replacement. • Design, configure, and test computer hardware, networking software and operating system software. • Diagnose hardware and software problems, and replace defective components. • Recommend new equipment and services to purchase and work with various vendors for procurement. • Perform on-site and remote technical support. • Provide on-call support. • Assist in the organization and inventory of all process hardware and software resources. • Create and maintain good technical documentation. • Maintain an inventory of parts for repairs. • Monitor network performance in order to determine whether adjustments need to be made, and to determine where changes will need to be made in the future. • Recommend changes to improve systems and network configurations, and determine hardware or software requirements related to such changes. • Improve and expand process historical and reporting hardware and software. Create and maintain process reports (GE Proficy Historian and Portal). • Research new technology, and implement it or recommend its implementation. • Coordinate with venders about new equipment and oversee the installation processes to make sure everything meets standards and specifications. • Communicate with production and maintenance to resolve production or maintenance issues in the plants, in constant communication through whole process; from first meeting to implementation. • Assist and support various project managers with respect to control system expansion and upgrade projects. Required Skills: • Requires a Bachelor’s degree and/or three to five years related experience • In depth knowledge of Windows based HMI systems, preferably Proficy iFix and components such as Proficy iHistorian and Proficy Portal. • In depth knowledge of Windows Operating systems on both the client and server level in a Active Directory environment. • Knowledge of Terminal Service in a Citrix organization. • Knowledge of Network protocols and procedures • Utilize complex computer operations (intermediate programming in 3rd and 4th generation languages, relational databases, and operating systems) and advanced features of software packages (word-processing, spreadsheet, graphics, etc.) • Ability to read and interpret documents such as safety rules, operating and maintenance instructions, and procedure manuals. • Ability to effectively present information and respond to questions from groups of managers, clients, customers, and the general public. Bottom Line 1. Bachelor’s degree. 2. Experience with Windows based HMI systems, preferably Proficy iFix and components such as Proficy iHistorian and Proficy Portal. 3. Experience with Windows Operating systems on both the client and server level in a Active Directory environment. 4. Experience with Terminal Service in a Citrix organization. Todd Kmiec Todd Kmiec & Associates todd@toddkmiec.com 919-883-7560 http://www.recruitingblogs.com/profile/ToddKmiec http://www.linkedin.com/in/toddkmiec Follow me on Twitter http://twitter.com/toddkmiec Connect with me on Facebook www.facebook.com/profile.php?id=1440262060&ref=name…; Added by Todd Kmiec to Recruiters Looking For Splits at 8:49am on March 31, 2009