Search Results - qualify

Blog Post: Next time you hire a CEO, hire a Recruiting Leader: Next time you hire a CEO. …; Added by Michael Wright at 6:40pm on February 27, 2013

Topic: Recruiting and/or HR position in Massachusetts - Permanent or Contract, Full-time or Part-time: (A software company that provides a flexible platform for delivering innovative and interactive video experiences on the WEB.) • Recruit and hire WEB professionals: Project and Product Managers; Sales Executives, Sales Support (Senior Account Directors; Inside Sales/Business Development; Software Engineers; WEB Developers; and, QA by using the Internet to source candidates to potentially save the company $300K annualized in recruiting fees to placement agencies. • Provide support to managers in dealing with personnel issues. 2007 – 2008 HUMAN RESOURCES MANAGER TANDEMSEVEN, INC., Plymouth, MA (Consulting firm that specializes in the architecture and development of complex e-Business portals and applications for Fortune 500 companies with a focus on User Interface design. Reported directly to the CEO. • Served as a member of the Management Team and support the CEO and managers, as the company’s first HR professional, to recruit, screen and hire professionals, nationally, to staff the company’s consulting projects. Hired 22 new employees in one year (CTO, Technical Architects, VP Finance, User Experience Architects, Sr. Director of Marketing, Visual Designers, Front End Developers, Sr. Director of Marketing, VP of Sales, etc.), and 6 contractors. • Provided Human Resources to establish a comprehensive program that meets audit requirements. Advise the CEO on: terminations, insurance, benefits, conversion of employees from contract to permanent employment; and, dealing with sensitive personnel issues. • Developed and presented the company’s first Orientation Program. Worked with Sr. Managers to establish a 2 day training for the company’s User Experience Architects. • Initiated and managed the weekly meeting of the Management Team to provide and update information about staffing the companies consulting projects. Compiled data weekly about current projects, expected sales wins, employee and contractor availability, and a pipeline of potential candidates so that staffing resources were assigned to projects to produce revenue. 2002 – 2007 SENIOR DIRECTOR, GLOBAL HUMAN RESOURCES Oracle Corporation / Demantra, Inc., Waltham, MA (Oracle acquired Demantra in July 2006. Demantra was a software company that developed solutions in demand management supply chain – SCM, trade promotion – TPM, and marketing analytics). From July 2006 to January 2007, I worked at Oracle to assist in the transition of former Demantra employees to Oracle. My title/position was Senior Recruiter. My main responsibilities were to recruit, screen, and qualify sales, pre-sales and inside sales professionals for the former Demantra Sales Team and OracleDirect. AT DEMANTRA MY RESPONSIBLITIES INCLUDED THE FOLLOWING: • Provided the CEO/President and members of the Executive Team with human resources support in the US Headquarters, UK/Netherlands, and Israel offices that aligns human resources processes with business strategies and operating goals. Reported to the CEO. • Served as an advisor and Business Partner to the President/CEO, works with managers and employees to solve individual and organizational issues. • Monitored the organizational climate and assisted management in pro-actively ensuring the retention of key talent in the US, Europe and Israel. • Recruited, screened and hired the following professionals: sales, pre-sales, telesales, implementation/professionals, project and product management, marketing product, direct and communications, R&D, and SVP’S/VP/directors/managers/executives in every department. Utilized the Internet, employee referrals, and direct sourcing saving the company placement recruiting fees. PAGE 2: I LEVITT • Developed the following programs - company wide performance management system, comprehensive compensation structure based on job function and bonus eligibility, employee recognition program, Employee Handbook, New Employee Training, facilitated technical training, exit interview, hiring and layoff plans. • Annually negotiated and implemented the benefit program including: insurances (health, dental, LTD, STD, life, and employee assistance), Flexible Spending (FSA), and 401(K). • Managed the internal operations and the work environment, including chairing the Move Committee to relocate and negotiate new office space, managed the physical move and vendors to design and furnish the US headquarters office. Negotiated office space in the Israel Office. • Reported to the CEO/President, served as a member of the Executive Team / Operations Team, supervised and mentored the HR Manager in the Israel Office and administrative assistants in the US. • Responsible for the due diligence of personnel, benefits and contractors to sell the company. Worked closely with Oracle personnel to close the Demantra office, negotiate space in the Oracle Offices for Demantra employees and supervised the moving of personnel and files. 2000 - 2001 DIRECTOR OF HUMAN RESOURCES, US OPERATIONS (One-year contract) Keyware Technologies, Inc., Woburn, MA (Belgium owned company that provides software authentication solutions with a focus on biometric technology): • Developed, integrated and standardized human resources policies, procedures, and benefits, in three US offices that were previously separate companies, including hiring practices, insurance plans, 401(K), employee handbook, performance management, training, compensation structure and job descriptions. • Recruited, screened and hired strategic sales, marketing, and software engineering personnel saving the Company $400K in recruiting fees by utilizing the Internet, employee referrals, and direct sourcing. • Provided hands-on employee relations support to managers in the two Massachusetts offices. • Developed a workflow system in the Internet Division with software engineering, design staff and project manager that established a schedule for customers to make changes to existing Web sites with the result of increasing cooperation between departments. • Managed two human resources professionals in the Virginia office. Organized and coordinated the reduction of staff in the Massachusetts and Virginia offices. • Reported to the VP of US Operations. HUMAN RESOURCES MANAGER (Six-month contract) Keyware – Internet formerly Newton Online Business Solutions, currently Embarc, Waltham, MA (Web design and integration firm): • Developed a professional human resources structure including: orientation program, revised and updated the employee handbook, and provided support to management in dealing with sensitive employee issues. • Recruited, screened and hired technical WEB professionals (designers and software engineers), sales and project management staff. Reported to the President and CFO. 1999 - 2000 TECHNICAL RECRUITER (Nine-month contract) Charles River Development, Burlington, MA (Software Company that develops trading and compliance software for the investment and financial industries): • Recruited, screened and hired software engineers, senior level executives, sales, CFO, VP of Consulting, and consulting / implementation managers and staff saving the company in excess of $350K by locating candidates on the Internet, employee referrals and direct sourcing. • Created and implemented strategic hiring plans with senior management. Reported to the President and CFO. PAGE 3: I LEVITT 1997 - 1999 DIRECTOR, HUMAN RESOURCES (Three-month contract to start) Systems Engineering, Inc. (SEI), Waltham, MA (Professional Services Company that develops software solutions utilizing Microsoft technologies): • Developed and managed all human resources functions including: employee relations: orientation: hiring and terminating staff, and, performance management. • Recruited, screened and hired Microsoft and WEB technical professionals utilizing the Internet, direct sourcing and employee referrals to manage and staff consulting engagements saving the company approximately $500K. • Negotiated, implemented and introduced new health insurance and 401(K) Plans saving the company a substantial amount of money. • Provided guidance to Senior Management in recommending solutions to deal with employee problems and issues. Reported to the President and served as a member of the Executive Committee. 1994 - 1996 PLACEMENT SPECIALIST Micro Tech Professionals, Inc., Waltham, MA (Recruiting and placement firm that provided contract and professional personnel to high tech and financial companies): • Recruited, interviewed, and placed technical candidates in contract and permanent positions in software engineering, technical writing, MIS, and course development. • Contacted managers and human resources to obtain qualified job openings, sourced and presented qualified candidates, negotiated salaries, and, closed placements. • Participated in trade shows and job fairs to recruit candidates, and presented workshops to professional groups about interviewing techniques and resume preparation. • Responsible for closing 30% of the firm’s business placing approximately two candidates per week. The company employed a total of 6 Placement Specialists. Reported to the President. PRIOR EXPERIENCE IN LIBRARIES: HEAD OF INTERNAL OPERATIONS: PERSONNEL, BUDGET & FINANCE Massachusetts Board of Library Commissioners, Boston, MA (State Library Agency): Managed the human resources, financial and internal operations of the agency. Interim State Librarian – Requested by the Board to take this position for 9 months so that the Search Committee could recruit and hire a permanent State Librarian. DIRECTOR OF LIBRARY INFORMATION SERVICES, C.V. Hogan Regional Center, Hathorne, MA LIBRARIAN, Massachusetts of Mental Health, Boston, MA EDUCATION University of Pittsburgh, Masters Degree of Library Science (MLS) University of Pittsburgh, Bachelor of Arts (BA) Commonwealth of Massachusetts, Massachusetts State Agency Management Development Program PAGE 4: I LEVITT ADDENDUM A PUBLICATIONS: “Getting that Job: The Interview”, Boston Broadside. “Managing Change” in Practical Help for New Supervisors, Garten, Edward, Ed., American Library Association. “Library Pay Classification Practices”, Library Personnel News. “Guidelines for Job Sharing: An Alternative Work Option”, Library Personnel News. PRESENTATIONS: Department of Employment Security, “Interviewing Skills” Society of Documentation Professionals, “Where the Jobs Are?” Society of Documentation Professionals, “How to Work with a Placement Agency” Boston Computer Society (University of Mass., Lowell Chapter), “How to Get a Job in High Tech” Massachusetts Writers Association, “Preparing Your Resume” Northern Society for Technical Communication, “The Interviewing Process” Vermont Library Association, “Answers to your Personnel Problems” PROFESSIONAL ACTIVITIES: 495-128 Human Resources Collaborative CERTIFICATION: Commonwealth of Massachusetts, Certificate of Librarianship PAGE 5: I LEVITT STAFFING CONCENTRATIONS: LANGUAGES and TOOLS: 4Gl; .NET; Access; ActionScript ; API’s; C; C++; C#, CASE Tools; CICS; COBOL; COM/dCOM-; CORBA; DHTML; FORTE; GUI; Informix; JAVA; JavaScript; Lotus Notes; Mat Lab; MQSeries; MUMPS; Oracle; PeopleSoft; Perl; PowerBuilder; Progress; Real-time; SAP; SAS; SQA; Sybase; SQL (MS, PL, Server, Sybase); Visual Basic; Visual C++; Visual Interdev; Visual J++ WEB TOOLS - Active X, Active Server pages; AJAX; ASP; .Net, Cold Fusion; CSS; DHTML; Flash; Flex; HTML; Indesign; JavaScript; JS; MS Illustrator, Photoshop, Visio, XAML; XHTML; XML; XSLT; XUL OPERATING SYSTEMS: NT; Windows (95 and 98); Vista; UNIX; DOS; OS2; MVS; VMS; WEBSPEHERE APPLICATIONS: Accounting; Advertising; Analytics, Artificial Intelligence; ATE; Authentication; Banking; Biometrics; Business Processes; e-Business; CAD/CAM; Client Server; Collaboration Management; Compliance Systems, Consulting: Data Communications;; Database; Demand Planning; E-Commerce; Education; Email; Electronics; Environmental; Factory Automation; Financial; Financial Services; Graphics; GUI; Hardware; Health Care; Human Resources; Imaging; Instrumentation; Internet / WEB-Based Applications, Portals; Inventory; Investment; Marketing Analytics; Manufacturing; Medical; Messaging; Modems; Middleware (MQSeries, Fusion); Networking; Payroll; Portals; Printers; Portals; Publishing; Real Time; Re-Engineering; Robotics; Security; Semi-Conductor; Server; Supply Chain (SCM); Telecommunications; Trade Promotion Management (TPM); Trading Systems, Video Conferencing; Streaming Video; WEB-based Video; Word Processing; WEB; Voice, Face, and Fingerprint Recognition.…; Added by Irene Levitt at 6:29pm on August 11, 2008

Blog Post: The Missing Piece to ATS Prescreening Questions: It’s no surprise that the number of resumes stockpiling for HR and hiring managers has increased in the past year. Thus, it’s important now more than ever to have an applicant tracking system (ATS)…; Added by Jake Stupak at 2:46pm on September 11, 2009

Blog Post: 40 Questions You Should Think About Before Working With A New Client

I’ve said it before, and I know…

Added by Paul Slezak at 7:46pm on August 3, 2015

Blog Post: Top 3 Technologies Used at a Recruitment Fair You Should Know About: Recruitment fairs have always been one of the most effective solutions for job seekers and recruiters throughout the years. When our world is getting more digital, recruitment fair planners must…; Added by Rakuna at 9:30pm on October 5, 2021

Blog Post: Nix the Laundry List: Job Ads That Kill: Added by Kevin Jenkins at 11:55am on May 12, 2010

Blog Post: 5 More Corporate Recruiting Problems Impacting Agency Success

If you are a recruiting agent, you think that you influence a…

Added by James Chmielinski at 5:17pm on December 4, 2016

Topic: Meet Michelle Bennett, Microsoft Alum: "I’m still a PC, even though I’m no longer paid to be": Profile • Twitter • Email Michelle: mkbennet@yahoo.com Over the last several years I have been connected to Michelle Bennett via various networks and we have at least 49 contacts in common on Facebook. It was over the last weeks as I saw chatter pick up with the massive corporate staffing layoffs that a particular note made an impression on me. It was candid, it was positive while taking ownership of a life changing event and it reflected on what she took away from an experience during an otherwise sobering day: "I worked at MSFT for the past few years until my name was added to the list of positions eliminated last January. Shouldn’t I be angry? Curiously, I remain loyal to the end as I write this on my official termination day. OK, the company isn’t perfect but I loved hanging with the amazing brains and I can say I’m a better person for my time there. So I offer thanks to the powers that be. I appreciate the opportunity, the many lessons, and the generosity. Yeah, I’m still a PC and proud of it!" I knew I had to know Michelle Bennett better, but I couldn't keep it to myself, so today, let's all get to know someone above and beyond someone who jokes about her labor statistic designation. Today, Iet's get to know a class act my friends: Most recently, Michelle has served as a staffing consultant at Micosoft over the last four years. Her primary focus was to source and qualify technical candidates for Microsoft’s MBD and STB organizations, where she oversaw efforts to hire the best Program Management and Development talent for the Server and Tools Business, located at Microsoft’s HDQ in Redmond, WA. She created and implemented a strong staffing strategy to meet business needs, including competitive intelligence, talent market research and niche targeting. Michelle Sourced passive candidates through networking, cold calling, internet searches and research., in addition to on-line databases, contact lists, internal databases, etc. She partnered with business leaders to increase employee referrals and HR partners on ways to recognize and reward such efforts. Michelle also managed HR and Staffing projects at Microsoft from defining the scope to completion. As a staffing consultant at Hewlett-Packard, Michelle performed full cycle hiring process for the SMB sales organization. She sourced and recruited talent through internet, job boards, user groups, cold calling, candidate targeting and networking. In addition, she executed college recruitment campaign, including circulation of job announcements, local campus recruitment, and developing relationships with the directors of universities offering a Sales Excellence program. As a Senior Staffing Specialist at Ingersoll-Rand, Michelle was responsible for performing the recruiting and staffing process for supported locations, including; Sales, Marketing, Engineering, IT, and support in international and remote locations. Q&A with Michelle Bennett Six Degrees: Tell us of your home world. Michelle’s Recent Facebook Announcement: I’m still a PC, even though I’m no longer paid to be: “I worked at MSFT for the past few years until my name was added to the list of positions eliminated last January. Shouldn’t I be angry? Curiously, I remain allegiant to the end as I write this on my official termination day. OK, the company isn’t perfect but I loved hanging with the amazing brains and I can say I’m a better person for my time there. So I offer thanks to the powers that be. I appreciate the opportunity, the many lessons, and the generosity. Yeah, I’m still a PC and proud of it!” Michelle: I’m married to a phenomenal man that I met while we worked at the same company in Colorado Springs and now live in Austin, TX. We have a too-smart-for-her-own-good German shepherd that is spoiled beyond belief. A perfect example of this is how she persuades me to follow her to the refrigerator and give in to her demands whenever there is Rudy’s smoked turkey leftovers. I thoroughly enjoy living in the ‘Live Music Capital’ and can be found on any given night trying out one of the hundreds of locally owned restaurants, enjoying great food, wine and music with friends. Michelle: True to my birth sign, I love being around water! One of my favorite activities is sailing and I hope to live on a sailboat someday, traveling from island to island. My hubby and I bought a 25 year old sailboat last year to help us learn the systems the hard way – by fixing and replacing them! Seriously though, it’s been a great lesson and we’re usually out on Lake Travis every weekend. Six Degrees: How did you get started as a recruiter? Michelle: I’ve been in the staffing industry for over 15 years and like the rest of us, I never really planned on becoming a recruiter. I landed my first gig as an On-site Contract Manager at a nuclear plant by being at the right place at the right time. Volt Technical needed someone and I needed a job. I stayed on the agency side until five years later when I started with Oracle in my first corporate recruiter role and have been “corp” ever since. Most recently, I was a Staffing Consultant at Microsoft focusing on finding technical talent for their STB (Server & Tools Business) organization. I’ve worked from a virtual office (remotely) for at least a third of my recruiting career using technology made available by people I’ve recruited along the way. How cool is that?! Six Degrees: What single event had the most impact on your sourcing/recruiting career? Michelle: I’d have to say the single event that was most influential was during the last recession and the value of a strong professional network. During that time I was President of the Southern Chapter of the Colorado Technical Recruiters Network (www.ctrn.org) and saw firsthand the effect on the whole community as so many individuals lost their jobs. The ones that who recovered the quickest had reached out to their friends and asked them to reach to theirs to make the connection. The recruiters who were most successful were the ones that took the extra step to push a candidate’s resume to others, even when it didn’t result in monetary gain for them. In turn, they received many candidates when needed from sources they wouldn’t otherwise be able to tap. strong> Do you have a mentor to whom you attribute your overall outlook on recruitment, capabilities, and/or model your career after? Michelle: I do but not just one. There are many that I highly respect and regularly connect with for their thoughts and input. I feel blessed and fortunate for the people I’ve been able to meet and work with who are so amazing at what they do. Six Degrees: Tell us about your job at Microsoft: Michelle: I’m glad you asked Dave. Recently I joined a rapidly growing group of recruiters tracked by the Bureau of Labor Statistics. That’s right, laid off and unemployed. It’s more or less par for the course in our industry during these slumps and I’m using my free time to help others in a similar situation with their resumes. Six Degrees: (A) What other companies' recruiting operations do you admire or have heard are best-practice examples? Michelle: I admire any company that manages to keep the hiring process simple. More complicated rarely means better. Recruitment is a critical piece of the business and we can provide a greater value to the client by quickly attracting the right talent without unnecessary delays. I enjoy tracking a few of the great staffing leaders and watch closely when they go to a new organization. Rob McIntosh is one of these individuals that I think ‘gets it’ and also understands how to source the talent. Six Degrees: What recent general news story or industry trend do you feel will have an impact on your work in the future? Why? Michelle: Social networking will continue to be a critical tool for recruiters as it expands with new venues. A great example of this is the growing trend of video resumes on YouTube. As recruiters, we need to stay aware of new tools to access competitive research and to build relationships now with the people we may need to recruit for tomorrow. Six Degrees: What is your next career goal? What do you need to do to get there? Michelle: I plan to continue recruiting for great companies and developing first-class staffing strategies to source specialized talent. Eventually, my goal is to shift gears and focus on HR/Staffing process improvement for a larger organization. Recommendations For Michelle “Michele is a strong technical recruiter, who understands account management, partners well with her peers and adds value to any team. I would hire Michele again if I had the opportunity.” March 28, 2009 Elizabeth Martin, Staffing Manager, Microsoft Corporation “Michelle Bennett is a talented, personable, and extremely effective recruiter who is also a consummate professional. She has proven time and again that she can deliver both quality candidates and a quality candidate experience. She is indeed one of Microsoft's very best recruiters!” August 7, 2008 Frederick Buhl, Staffing Consultant/Recruiter, Microsoft (Contract) “Michelle; I have known Michelle for many years and found her to be extremely professional. She has been in a number of different industries, which just added to her value and experience. She is the nicest person you will ever have the opportunity to work with. I highly recommend her!” June 3, 2008 Peter I. Heyer, Contract Recruiter “I worked with Michelle at Ingersoll Rand. Michelle proved to me that she was a very organized, competent and dedicated recruiter. She had great customer service skills, sourcing skills and was always willing to help the other recruiters. Her customers loved her and so did the recruiting team. She has a great sense of humor which is always welcome in the recruiting industry. Jim Hapgood Sr. Recruiter Comcast Spotlight” June 4, 2008 Jim Hapgood PHR, Strategic Staffing Specialist, Ingersoll Rand “Michelle is a fantastic recruiter, who understands the many facets to finding real talent. She has a great grasp of both the recruiting and HR sides of staffing. Her energy and positive attitude have allowed her to grow to be an expert in her field.” July 3, 2006 Mark Chambers, CEO, TechStart, LLC “Michelle is a phenomenal recruiter and just a great individual who understands and embraces the importance of strong constructive networks. As peers we collaborated on several workforce teams and I always found her to be someone I could count on to follow through ( a biggie for me!) and who modeled excellence in her leadership skills. I worked with Michele at USA.Net and FRS and I'd be honored to work with her again in the future.” September 10, 2007 Meri Villane, Director of Talent Management, FrontRange…; Added by Dave Mendoza at 3:28am on April 13, 2009

Blog Post: Navigating Virtual Recruiting during Turbulent Times - Tips & Best Practices.: COVID-19 has made fully-remote teams and virtual recruiting become the new normal. Despite hurting the job market and presenting an unprecedented challenge for recruiters, the pandemic also speeds…; Added by Rakuna at 10:18am on October 27, 2021

Blog Post: Dream Job … Reality or Myth?

What is a dream job?

Do you know someone who has the dream…

Added by Gavin Redelman at 8:20pm on June 30, 2010