Search Results - providing

Blog Post: Racism in Recruitment: Review Your Current Recruiting Process and 6 Steps to Remove Unconscious Bias: The recent killing of George…; Added by Ngan Pham at 5:32am on July 23, 2021

Blog Post: Turning Unemployment into Opportunity: Start Your Own Construction Business: Are you currently unemployed but have previous experience in the construction industry? If so, starting your own construction business could be a rewarding and…; Added by Emma Sturgis at 9:24pm on June 10, 2024

Blog Post: Top 17 Recruiting Software Tools and Hiring Solutions: What is Recruiting Software Tool?

Recruiting software helps in-house recruitment teams and recruiting agencies…; Added by Anastasia Antonova at 6:26am on March 28, 2019

Blog Post: Contingent Search - Still A Very Flawed Industry: No big news here. I often write simply to crystallize thoughts, so much so in…; Added by Skip Graham at 2:23pm on July 18, 2016

Blog Post: Level Up Your Hiring: Gamification — Fad or Future?: Added by Nelleke Maxwell at 11:23am on February 16, 2024

Blog Post: Virtual Career Fair: Definition, Best Practices and Case Studies: The unprecedented pandemic Covid-19 leading to worldwide quarantine has created a visible shift in how businesses operate. As the world’s entering the “New Normal” and everything is slowly…; Added by Ngan Pham at 11:41pm on October 8, 2021

Blog Post: Workplace Wellness: The Future of Employee Benefits in the Digital Age

KG’s take…

Added by Katharine Gallagher at 11:35am on November 24, 2023

Topic: Please Help Us Place Oracle Professionals: resent highly experienced and talented Oracle Professionals. I know that you are busy, but you can help by forwarding this message to the appropriate person on your Team. Come on. “Pay it Forward”. So, if you need a resource, please consider using one of our Oracle Professionals. I promise we will exceed your expectations. Audience This paper describes our Oracle Contractor Placement Services (OPCS) and is intended for Oracle Professionals looking for Contract Work, Recruiters and/or Hiring Managers for end clients that need Oracle Resources. If you fall into one of these groups, please review this message. If you don’t please forward it on to Oracle Professionals looking for Contract work and Recruiters and hiring managers who may need an Oracle resource. Share with your Connections As a large network of professionals we are linked to thousands of other professionals. Please take a few minutes to help other professionals by sharing this with your connections and encouraging them to share it with their connections. It’s like “Pay It Forward”. I can find other Oracle Professionals to help me screen the candidates if the volume becomes more than I can handle. Index • Mission Statement • Note to Recruiters/Hiring Managers for End Clients o Purchase Services at Wholesale Rates • Note to Recruiters o Our Markup o Your Compensation o OIC LLC Job Board o Help Us Help Others • Oracle Contractor Placement Services (OCPS) • Requirements of Contractor o TFI Resources o Good Communication Skills o Cover Letter o Resume o Experience o Education o Professional Credentials (Not Required) o Join LinkedIn.Com • Let’s Connect (Not Required) • Self-Paced Study Program (Optional) • Summary Mission Statement We leverage technology and the resources, experience, education, talents and motivation of our member consultants to increase their revenues and/or decrease their costs, provide them with the tools and resources they need to continuously improve their skill set to provide exceptional quality, service and value to our customers. Note to Recruiters/Hiring Managers for End Clients Recruiters/Hiring Managers working directly with end clients of Oracle Application and/or Technology products and services and purchase the services of our highly experienced and talented Oracle Professionals at wholesale prices. Purchase Services at Wholesale Rates We markup our consultants rates 13% for contracts executed directly with an end client. We have to pay 8% to FYI Resources, which is our employer of record and provides all payroll and billing related services. The OIC LLC earns 5% for providing placement services. You will know exactly what we pay our Oracle Contingent Employees. Note to Recruiters I decided to send you exactly the same information that I send to Oracle Professionals looking for Contract work. I did this because I wanted you to see my requirements. I absolutely won’t place bodies. I will provide you with highly experienced and talented Oracle Professionals with cover letters and resumes that will help you increase success rate in placing Oracle Professionals. Our Markup I markup our consultants’ rates 8% to cover the costs of TFI’s fees to fund the payroll and provide all payroll and billing related services. Compensation for You You and I will equally share the markup to the end client. Because we operate as a virtual Oracle Consulting Firm, our overhead is very low. This enables us to pay our consultants a very competitive rate, enable you, the recruiter to earn your fair share and still offer our highly talented and experienced Oracle Professionals to our customers at very competitive rates. I am also open to other suggestions to make this work. OIC LLC Job Board Recruiters can use our OIC LLC Job Board to review resumes of our Oracle Professionals looking for contract work and to post Oracle requirements for free. Simply go to the Employers’ Login Page at http://theoicllc.4jobs.com/emp/login/form/loginform.asp and enter: Email Address: roger.drolet@theoicllc.com Your Password: oicllc Click on Post a Job and create the Job Posting. You can click on My Job Postings to review the resumes for all candidates who applied for a specific job. You can also review the resumes of our consultants who are looking for work by clicking on the hyperlink to the job titled “Oracle Professionals Looking for Contract Work”. If you don’t have time to post the requirements, please send them to me and I will post them for you. Help Us Help Others Please give us an opportunity to show you what we can do and help us help others at the same time. A significant number of Oracle Professionals are looking for work and I would like to have an opportunity to place some of these consultants. Oracle Contractor Placement Services (OCPS) This program is consistent with our Mission Statement. We leverage technology including Social Networking sites such as Ning.Com and LinkedIn.Com and the resources, experience, talents and motivation of Recruiters to effectively market and sell the services of our member consultants. I am currently working with several LinkedIn connections to develop a strategy and plan that we can execute to place some of you who are looking for Oracle Contract opportunities. Obviously, we can’t guarantee you that we will place you, but we have every incentive to be successful. Requirements of Contractor I don’t have time to personally work with every Oracle Professional looking for work as an Oracle Contractor. Moreover, I want to build a Team of highly experienced and talented Oracle Professionals. Therefore, I will work with Oracle Professionals who meet the following requirements. TFI Resources All Oracle Professionals that we place on Oracle Projects will work as W-2 Contractors through TFI Resources, which is our employer of record and provides all payroll and billing related services. TFI pays all consultants weekly via a direct deposit. Moreover, you will have an opportunity to purchase Health Insurance Plans at group rates. Good Communication Skills I will only work with individuals who have good written and oral communication skills. I will review all cover letters and resumes. I will use these documents to assess your written communication skills. I may also give you a call to assess your oral communication skills. Cover Letter You need to prepare a cover letter that summarizes your areas of expertise, experience and interests. There are plenty of resources on the internet. If you cover letter doesn’t enable me to effectively market and sell your services, I can represent you. The items in your cover letter should tie back to your resume. Resume I review hundreds of resumes and most of them are nothing more than a collection of key words. After I review the review, I usually don’t have a clue what type of work the candidate really wants. You need to target specific types of activities. Again, I don’t provide resume writing advice, but there are resources on the internet that you can use. OIC LLC Job Board I posted a job titled “Oracle Professionals Looking for Contract Work” on the OIC LLC Job Board. Please click on the hyperlink to this job and click on hyperlink for Apply to Job. Please create your resume AND your cover letter. Please read the notes and do not provide any personal contact information. I will promote your services and provide recruiters with free access to my Employer account with Beyond.Com so that they can post jobs and review resumes from those of you who are looking for work. Experience You must have more than seven (7) years of “hands on” Oracle Application and/or Technology experience. Oracle includes Oracle, PeopleSoft, JD Edwards, Siebel, Hyperion and all other Oracle acquisitions. Education At a minimum you must have a Four (4) year college degree, preferably in Accounting, Finance, Computer Science, or Engineering. Professional Credentials I will give preference to those Oracle Professionals who have earned professional credentials such as OCP, OCM, CPA, CIA, CISA, CITP, CISM and CISSP. Join LinkedIn.Com I urge you to join LinkedIn.Com. It’s free. Setup your profile and ask some of your prior customers to write you a recommendation on your LinkedIn.Com profile. Your can review my profile at http://www.linkedin.com/pub/11/8a3/414. Let’s Connect If we are not connected already, I invite you to send me an invitation to connect with you. You can use my personal email address listed below. I want to be able to promote you as one of my direct connections. Self-Paced Study Program This is not a requirement, but if you are between projects, this is an excellent time to help relieve stress and anxiety by being proactive to improve your skill set. I put together an Oracle self-paced study program that includes all of the tools and resources you need. If you already have these resources, then you don’t need our program. You may not and this program is an inexpensive alternate to obtaining the following resources at retail prices: • Access to our Oracle Metalink Account • Access to our Oracle Partner Network (OPN) Portal • Access to the Members’ Only Area of our Website • Access to Oracle Vision Instances for Release 11.5.10.2 and Release 12.0.4. • Access to Oracle Tutor Author • Access to Oracle User Productivity Kits • Access to more than 70 Tutor Author Courses for R12 • Access to more than 125 Tutor Author Courses for R11i Visit OracleiLearn.net at www.oracleilearn.net. Summary You already know that we are operating in a very tough environment. Take the time to package yourself for success by preparing high quality cover letters and resumes. I can market you more effectively if I know what you do and what you want to do. You may have already sent your cover letter and resume to me. I have received a significant number and I’ll do my best to review them as quickly as possible. Feel free to call me any time before 4 PM CST if you wish to speak directly with me. Regards, Roger Drolet CPA, MBA, CISA, CITP President Oracle Independent Consultants LLC www.theoicllc.com www.oracleilearn.net roger.drolet@theoicllc.com 214-783-0751…; Added by Roger Drolet at 10:19am on April 30, 2009

Topic: The Longest Deal: job by default” At some point in every professional recruiter’s career, there is a certain deal that will be the defining moment in his/her career. A few will survive the experience and become great recruiters, while most will leave the profession, as a result. Here is the story of my defining moment; a deal that took two years to close. In November of 2009, a candidate, whom I have known for 15 years and have placed with her last two employers, sought my expertise in finding a suitable role in another country. I engaged in this search because her motivation to return to her homeland was a sincere one and there was a need for her skill-set in that part of the world. However I had no international recruitment experience and I was unfamiliar with the Asian business culture-but I thought the exposure could possibly lead to a new market for our services. MARKETING STRATEGY I went above and beyond my usual candidate marketing process on this particular assignment. I invested a significant amount of time in creating an on-line profile that would be accessible on the web. She has lived in the US for 20 years, so to market her international attributes, I created a profile that consisted of her resumes, photograph, personality test results, yearly sales performance graph, and a listing of countries in which she had reside. I also created a Twitter account, which was linked to her profile. The marketing strategy was to research/identify and follow executives/recruiters/employers; anyone on Twitter with a China interest or connection. I asked questions, participated in discussions on Asian oriented LinkedIn groups, created Google Alerts and RSS feeds for activities in that part of the world and learned as much as I could about China, as a market. In addition, I researched Asian niche job boards, created job alerts to email a link of her profile to potential hiring contacts. INTERVIEW PROCESS Two months into the strategy, one particular job lead prompted me to make phone calls to multiple people across the US in hopes of identifying the right person in China to present the candidate. I discovered that the right person was the head of the entire Asian pacific region for this global employer. The break came when one individual indicated that she would send an email along with my contact information to that individual. The challenge was to operate with a 12hr time difference; coordinating telephone interviews with folks in Beijing, Shanghai, Singapore, Australia and the US operations to move this 3 month interview process along. Looking back, all that effort was the easy part, because the problems started after the hiring manager decided to make an offer. CLOSING THE DEAL I learned that this particular hire would be the first of its kind for this particular region. This meant that new processes had to be created and implemented on the fly. It was also more challenging because China’s technological advancement was definitely about 10 years behind what we are accustomed in the United States. Also, the candidate’s demands from an acceptable offer perspective were even more challenging. (compensation, relocation, cost-of-living, retirement) as we had to take into account the before & after taxes, currency exchange rates, fluctuation in exchange rates and reporting responsibilities. I suggested that the hiring manager and candidate negotiate directly on these offer issues because the candidate certainly had more expertise on than I. During that period of time I received numerous phone calls of an urgent nature from the candidate -what’s taking so long? I really need to get out of here, dadadadah! After a few days without a call, I followed up with the candidate and I was shocked to learn that an unacceptable offer was verbally presented, but it didn’t matter because her current employer became aware that she was seeking to leave and is now trying to create a role for her in their China office. (A recruiter’s worst nightmare) A month later there was an announcement that her company was acquired by a competitor. I followed up with her and learned that her internal transfer was put on hold as her company now needed her skills to assist in the integration of both firms. Playing an instrumental role in the transition would create more meaningful opportunities for her career, she was told. SAVING THE DEAL She contacted me 3 months later and informed me that she is now willing to accept my offer if it was still on the table and if it was an improvement above the initial offer. I contacted the hiring manager and the offer was increased, plus a huge upfront and back-end bonus .plus relocation and living allowance; everything that the candidate asked for. She verbally accepted the offer and requested a start date of 4 months; because the Christmas holidays were approaching and it would allow her to collect her bonus that was not yet paid. And also to follow through on her present employer’s planned trip to China. Another purpose of the trip was to meet with the hiring manager, who would travel from Singapore to China to sign the offer letter and discuss plans and strategies. Upon her return to the States, she indicated that she had some concerns about the healthcare delivery system in China as she had a health related emergency which the medical professionals suspected to be cancer. Follow-up test were done in the US and thank goodness, all results were negative. That’s the good news; the bad news was that she was so concerned about her health while in China; she returned home without connecting with her new boss. (Who can blame her, given her state of mind!) Now that her health was no longer an issue, she needed to resign from her current employer and begin making plans to start her new job with her new employer in a new country. However, the hiring manager has not contacted her or retuned her phone calls. (My calls to the hiring manager were also unreturned) The candidate was devastated as she told me (90 minutes conversation) that her new boss was unaware of her health issues and totally mis-read the situation. (Since she left China without signing the offer letter; it was portrayed as not only as a turn-down, but she (hiring manager) was played for a fool after putting her neck on the line to get her what she wanted in an offer) But upon hearing the actual story, the hiring manager expressed sorrow because she had extended the offer to another member of her team-who was not qualified to handle the job done. (At that time I realized that after 20 years in recruiting, this was the worst deal of my career; one in which everyone involved came out on the losing end, including the individual who was given the job by default.) Three months later I received an email for the China HR Director indicating that we needed to discuss my placement fee. I contacted my candidate and learned that the hiring manager had kept in touch with candidate, made some changes in the division and had re-extended the offer-which she has accepted. Also, she had turned in her letter of resignation; a start date had been determined and the relocation process was in progress. Fast forward, a few days prior to her departure to China, I received an email from the candidate, indicating that the work-permit was declined as she had failed her physical examination. (A work permit is a requirement for non-citizens to work in China) Instead of getting on a flight to leave the country, she was checking into a specialty hospital for further evaluations. The candidate called a few days later to inform me of her specific condition (it was serious) with also a dose of reality. She was unemployed, unsure of her own health situation, paying expensive cobra health insurance premiums and not knowing her next step in life. For a period of six months, the hiring manager, as well as myself continued to keep in touch with the candidate, providing guidance and support. Follow-up test were conducted and happily, the results were favorable which led to the issuance of a work permit. After another month of internal red tape and new batch of signature authorizations, I received a voicemail from the candidate (Oct 21 2011) thanking me for my efforts and that she will reconnect when she get settled in China. What have I learned from this experience? Nothing new, but this experience certainly solidified many things that I have heard before. Technology, specifically social media tools in the hands of a good recruiter, will make that recruiter more effective in creating placement opportunities where opportunity did not exist. The skills of the old school recruiter is valued more in other countries where people still care about people, and have not yet replace them with the latest, cheap, fast and easy automated solutions. To recruit top talent, it is the reputation and track record of the hiring manager that should be sold; more so than the role, the employer brand or the career opportunity. The successful hiring managers win by exceeding expectations to show how much they care. Sometime it involves breaking rules to make it possible. And, restricting a recruiter from interacting with a hiring manager is one rule that should be broken. How much pain, failure or frustration should you endure before you give up on a goal that is important to you? The candidate and the hiring manager demonstrated that you should never give up because the pain is nothing; compare to the satisfaction and feeling of accomplishment that you will receive when that goal is achieved. …; Added by Ken Forrester at 9:05pm on November 5, 2011

Topic: 10 video Interviewing Options to consider for your recruiting organization from #HRtechconf & #HRevolution: I have to say that I was impressed with the advancements year over year. Though most of my questions have been answered I know that the community here will not be fully convinced that video interviewing (recorded and live) plays a significant role in the advancement of hiring best practices. Understanding that our community is rather diverse I do expect varying view points how there are a few key questions everyone will want to ask. If you are a vendor or user and have real numbers to post, please let us know. We'd like to have a debate on the technology and share the outcome with our community. Here are a few questions we need answered: What is a legitimate starting point in dollars to buy into this type of engagement. Taking into account there are various forms of usage including full integrations as well as a point of sale plug and play, what can a firm expect to budget? Is there a precedent for compliance that can be cited for clarification and legal challenges? How does the internal talent acquisition team of a company position this solution to the business so that the investment proves to be a value add? What is an expected period of change management during implementation on a full service video interviewing solution? Are you considering a video interviewing solution in your organization? Below are a few of the video interviewing platforms to consider. Keep in mind that not all vendors offer the same solution and offer a variety of levels at which they can serve you. Here is a short list of video interviewing platforms represented at HR Tech 2013: (NOT IN ANY SPECIFIC ORDER) HireVue: click here to learn more Our Talent Interaction Platform lets people tell their story and demonstrate their talents, enabling high-quality high-touch collaboration and insights - at the speed, quality and consistency of digital. Highly compatable, HireVue augments existing talent management applications, accelerating productivity and decision-making by providing "hi-def" clarity into people’s character, cultural fit, personality, and potential. Turbocharge your recruiting. WePow: click here to learn more WePow is a global leader in recruitment communication, offering breadth, depth, and a personal touch to attracting talent. WePow’s scalable and customizable video and mobile recruitment solutions simplify the way talent acquisition goals are achieved. Our innovative clients are increasing their productivity, improving their efficiency, and significantly reducing their interviewing cost, while improving the quality of their engagement with candidates. At WePow, we translate human interactions into amazing experiences! Reimagine recruitment and learn more about WePow’s recruitment, branding, and mobile talent acquisition solutions. www.wepow.com Interviewstream: click here to learn more From the Interviewstream website: The bottom line? There is no competing provider that can match the flexibility, simplicity, and level of scalability that our system can offer. In addition, since InterviewStream is the only provider to cover the entire interview cycle - from practice to employment - we have developed a knowledgeable user base on college campuses, during outplacement training, from local workforce centers - who are familiar with our tool that is being used by our Enterprise clients. 24/7 Customer Support Available Jobvite: click here to learn more From a single login recruiters will be able to invite, interview, screen, schedule, track and hire effortlessly from their desks. These capabilities will not only accelerate candidate screening, but also reduce remote hiring costs and facilitate panel feedback early in the hiring process leading to better candidate matches. The time saved and the feedback enabled will allow recruiters to understand their talent funnels and level of engagement better. Unlike other video platforms, Jobvite Video is natively built to work seamlessly across the entire hiring process. Take The Interview: click here to learn more Learn about the compliance questions on the TTI blog: click here Take the Interview is a company that changes the way people hire. Its software enables hiring managers and recruiters to ask candidates their most important questions via asynchronous, or not-live, video interviewing. Through its easy-to-use platform, Take the Interview makes the hiring process more efficient by eliminating the need for time-consuming phone screens. Rivs: click here to learn more RIVS was born out of necessity. At their previous startup, our founders constantly struggled with the vast inefficiencies of the hiring process. Their company was growing quickly, and so they needed a lot of great people, but couldn't afford to spend the time reviewing every one of the 1,748,921,303,569 job applications they received every week. GreenJobInterview: click here to learn more Provides cloud-based virtual interviewing solutions that help employers dramatically reduce the time and costs associated with scheduling and conducting interviews. Per GreenJobInterview: Clients reduced their interviewing costs by roughly $18 million in 2012 alone by using GreenJobInterview’s solutions. More than 20,000 interviews were conducted on the GreenJob LiveTM platform. The Orange County Business Journal named GreenJobInterview® one of Orange County’s “Fastest Growing Companies.” Sparkhire: click here to learn more Lower cost monthly subscription model. Eliminate the need for time-consuming phone interviews. Set up one-way video interviews in which your candidates record video responses to your interview questions. Watch and evaluate candidate responses whenever, wherever. Montage Talent: click here to learn more Montage Interview expands your recruiting reach by virtually eliminating the need for candidate and interviewers to be in the same location. With just an Internet connection and a webcam, live video interviews can take place between a candidate and one or many hiring decision makers. Anytime. Anywhere. Even from a mobile device or tablet. We have capacity for unlimited interview participants for an unlimited duration. Ansync Interview: click here to learn more Very cool new LinkedIn Feature on the Async video interviewing platform: click here to learn more Quicker response times? Simple setup? Less insecurity? Most candidates would welcome those additions to the recruiting cycle. Give your candidates a simple, solid solution that makes sense in today’s business climate. Async offers practice interviews and tips throughout the interview process to put your candidates at ease and works with several candidate experience award-winning companies. In a recent poll of a client’s candidates, 100% of the candidates had never done a video interview before, over 75% of candidates stated they enjoyed the experience.…; Added by Ryan Leary to HR Tech Conference at 2:27am on October 9, 2013