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Search Results - reasonable plan

Comment on: Topic 'How Much???': re. Hard to give a good example without knowing more details, but for example at one point in time I was a corporate recruiter hiring salespeople & other staff positions making a pretty healthy base plus $500 for each hire. I usually had a few a month so that worked out well.…; Added by Chris Wessell at 9:15am on July 25, 2008

Comment on: Blog Post 'Here's A New One - A Candidate Who Will Not Supply References': s being at the current employer. Old coworkers and bosses being scattered to the wind or unavailable. The candidate explained the situation and we worked it out. We came up with a plan that satisfactory to both sides. Just as a reasonable employer would never want a candidate to do anything to put their current employment in danger during the interview process.; A reasonable candidate knows that references are a very standard expectation when getting hired. This lady has some control issues I suspect and will cause problems for her employer if hired. For the record I prefer to check references towards the end of the interview stage where it appears an offer not yet made is expected. OR if a candidate lives in a different city from the prospective job I will check the references as soon as interest has been established by the client but before the candidate travels for the interview. …; Added by Elise Reynolds at 2:07pm on February 24, 2012

Topic: Lead Design Engineers - Kuwait: lient has a PMC contract that has further five years to run and can offer career development and progression working on multi billion/million $USD contracts for new Gathering Centres, Booster Stations, Pipelines and Water Injection Facilities across Kuwait. Job Description • Design, develop, realize and test components, modules and subsystems within the limits of system specifications, costs and project planning. • Cooperate with other disciplines and suppliers to ensure the timely realization of competitive, achievable and serviceable products, including their Production information Documentation. • Participate in the definition of system and/or module specifications. • Apply standard engineering techniques, procedures and criteria to make adaptations and modifications in order to solve technical problems. • Contribute to and participate in formal and informal design reviews and the development of engineering changes, and coordinate parts procurement and prototype construction. • Execute the design process in order to realize the project, product and program plans. Report progress and obstacles and performance corrective actions. • Create designs that meet the specifications within the constraints given in the project plan. • Realize qualification of the design by participating in the prototype production and execution of tests. • Generate adequate Product Information/Technical Product Documentation to qualify, integrate, produce and test the product. • Collect and analyze information in order to report timely required information to different users and management. Provide regular status reporting to applicable management and departments in order to enable them to take required actions. Skill Required • Degree in Engineering with 12 years of total experience, 10years in Oil & Gas, 5 years in related designation/specialty and 3 years of hands on experience in related software. • Self motivated and able to clearly communicate with KOC and contractors at all levels. • Reasonable presentation skills and ability to provide training. • Reasonable written communication skills. Contact dblack@chronosconsulting.com and kvarhelyi@chronosconsulting.com…; Added by Dr Simon Harding to APAC Recruiters at 11:07am on May 5, 2009

Comment on: Blog Post 'The Customer Is Always Right?': on a few interactions with the business on interview. That limited information makes for creative assumptions, rather than someone who is thinking with knowledge of the business and industry. There is something wrong with what they asked during the laborious interview process if it did not leave them feeling like they knew the candidate and what the candidate could offer. You don't know until you get there, so sometimes too much information before making a decision confuses your decision making ability rather than improve it.…; Added by Thabo at 6:11am on January 1, 2011

Comment on: Topic 'Is LinkedIn Gouging Recruiters?': ferences between the types of accounts on their site - 3 "Talent" types and 3 "Business" types. He said those were just "old plans" and the LI Recruiter is what I should get. Well, I think the advice I got the other day from people here and what I have read has helped to decide that next week I am signing up for either a Talent Basic or Business Plus account. I'm going with a monthly plan to see if I like it. If anyone has used these 2 kinds of accounts and thinks one type is better then the other, let me know! John - I guess everyone would have to decide if the price was worth what they could get from it. I agree with those who said if you can use it to make placements, it would definitely be well worth the price. Since I haven't made a placement or found a new client using LI, I'm going to go with one of these plans to see if it gives me a feel as to whether the LI Recruiter account is feasible and reasonable for us to pay $11,160/yr for 3 of us.…; Added by Amber at 3:12pm on February 28, 2012

Comment on: Topic 'What are your thoughts on health reform?': r insurance only to be dropped because of fine print when we need support the most? It's insane. Hopefully this helps drive more reasonable costs, whether you're insured or not, as well as wellness programs. I currently have a high-deductible plan with a HSA, which works ok for me. Biggest issues are the outrageous RX prices and the inability to predict costs if I require a "non-preventative" office visit or service. Clearly there is work to be done. I don't see an immediate effect on recruiting until things get a little further along.…; Added by Amy at 8:42pm on March 22, 2010

Comment on: Blog Post 'Starting your own Recruiting Company??': te will mean in terms of time, expense and litigation. With the purchase of your firm the previous non-compete may be null. If you are asked to sign a new one, don't until you speak with an attorney. It might be possible to buy your way out of the non-compete by agreeing to pay the firm a % of first year billings. But a great deal depends on the terms of the non compete as to reasonable in time and distance or if it is restricted to not being able to do business with current accounts you are working with. That would be my first step to decide whether to open my own firm or not. If you place only temps and your non compete restricts you from placing temps and it is enforceable that is a bigger decision. Attorney time. Unless you plan to borrow money to start your own firm you don't need a business plan. You need an office, a phone, a computer and the necessary licensure, insurance.and an outside CPA to advise you on setting up your business and accounting format.…; Added by Sandra McCartt at 8:11pm on March 9, 2012

Comment on: Blog Post 'Post Regularly Because...': schedule of posts and it begins to sound like an infomercial. So here are my three rules: Blog for yourself, not for an audience - blogging is introspective therapy that just happens to be done with words and to a potential audience of billions Write as if its a conversation between friends. If you hmmm during a conversation, write it out in the blog. If you'd snicker in response to something your friend said to you, [snicker] in the post. For me, this approach allows me to, in a reasonable way, convey the emotion that I feel. Work on growing a thick skin and even if someone's comment is personal, don't take it personally. You don't have to respond to every comment. Now that you have my three rules, you should know that every blogger has their own rules. So much for metrics...…; Added by Steve Levy at 11:03am on February 14, 2009

Comment on: Blog Post 'Contract VS Permanent: Can I make the switch?': l be the first person out the door when things pick up and it doesn't matter if there is a recruiter fee involved or not. The salary expectations are the least of my problems although you do bring up some good points. In general you can assume that a good rule of thumb when comparing contracting rates to direct hire rates are as follows: On average benefits for employees start at around. 30% being a W2 employee with about 3 weeks time off, 8 holidays per year and a reasonable medical plan that covers 75-80% of the employee. If the employer adds in 401K, stock, matching funds, dependent health coverage, or other "perks" it can go as high as 50%. Those numbers help me give independent contractors a realistic idea of what to expect as their salaries get lower.…; Added by Julia Stone at 5:48pm on February 23, 2009

Comment on: Blog Post 'Stimulating the economy and employment': a few border issues with nuclear weapons on the side, an election or two, a few tyrants, and it is even more difficult to predict. While my words above were a bit humorous, the general idea of building a plan that generates employment is reasonable. The real problem is that politicians and most lay people truly believe that offering, for example, tax incentives and out right loans can generate jobs. Politicians "believe" this because making promises is how elections are won; most lay people could care less about the system and related processes - the paycheck and the bills written each month tell all they need to know. For certain, people need to know more but it is not likely the masses will become more knowledgeable - I wish the opposite was true, I really do. But since we're recruiters, we can only take care of our little corner and make sure that we do our part. And we aren't.…; Added by Steve Levy at 6:42pm on December 28, 2008