Search Results - receive extra

Blog Post: Build a Comprehensive Resume with Professional Help: A blend of quality writing and design can be a great way to attract the attention of one and all. This holds true for your resume as well. If you want to crack any job, a well planned resume is…; Added by Richard at 4:09am on November 27, 2013

Blog Post: The Ultimate Guide to Getting Great Work References

Work references don’t always get checked, but when they do, they can…

Added by Mike Sojdie at 4:29pm on June 13, 2013

Blog Post: What I Learned at the Military and Veteran Job Fair: Last Thursday I went to the Military and Veteran Job Fair at Target Field (downtown Minneapolis, MN). It was put together as a pre-event by the Medal of Honor…; Added by Eric Putkonen at 4:46pm on September 8, 2016

Blog Post: 4 Sins of Highly Disengaged Employees

According to a recent…

Added by Tamer Rafla at 9:32am on May 27, 2015

Blog Post: Onboarding: Don’t Miss Out: You’ve spent precious time …; Added by Sean Pomeroy at 1:01pm on July 30, 2013

Blog Post: Salute and Recruit Veterans for a Stronger Workforce: Did you know the …; Added by Kelly Robinson at 4:38pm on April 22, 2015

Topic: The Quality Certified Candidate, a quick 180 on the IT Staffing market...check this out!: n is more than a resume™. This newest standard in technical staffing allows us to place highly qualified candidates that are scored with scientific backing on success probability and are proven in their field. This is then presented in a simple to understand quality score, much like your credit score. Why Quality Certified Candidates™? Hiring a temporary technical resource is a very daunting ordeal. Critical resources must spend time heavily reviewing resumes and interviewing to ensure that they get the right resource. If you rely too heavily on the recruiter or the one interview with a refined personality, you risk accepting a resource that won't succeed on your project due to lack of skill, capabilities, or collaboration. A Quality Certified Candidate™ removes this risk from the hiring manager and allows the candidate to separate themselves from the crowd. We match your exact project needs and team dynamics with the candidate's quality score. The higher the score the better qualified the candidate is for your engagement. The hiring manager is easily able to distinguish the proper candidate for their needs and budget. How it works. Our proprietary process identifies five critical points of success for any engagement and applies an overall score which is a representation of the candidate's skill and real world reputation of those skills. This score includes measures of problem solving, collaboration skills, technical skill level, and learning style. The fifth measure is a Quality Certified Reference™ loop. This loop is a full disclosure reference check in a group setting. No other staffing agency takes this extra step to become this intimate with their candidates. This deep feedback is used to supplement the quality score and provide the candidate insight into their perceptions so that they can further their careers. All of our candidates have career paths with our company that go to Senior Partnerships and receive mentoring and career counseling. This intimacy allows us to place a one of a kind guarantee on our candidates. A guarantee that the resource we place will be successful on your project1. Our candidates submit to our voluntary full disclosure process because they have nothing to hide. They also know the power, and challenge, of presenting a great reputation which will differentiate them as the best resource. How do I learn more? You can start by going to http://www.qualitycertifiedcandidate.com or by calling 888.423.2325, Option 2 between 9am and 5pm PDT. One of our Business Managers will be happy to further explain our testing processes and also how you can experience the Quality Certified Candidate™ difference. 1Guarantee valid for new placements only. A new placement is defined as the first thirty (30) days in which a Quality Certified Candidate™ is placed on a temporary technical staffing project. Client must submit to their business manager the request for guarantee within thirty (30) days of start date of placement. A determination of the situation will be investigated. If the complaint is determined verified and valid, the Client will be refunded a maximum of one billing cycle; as defined in the statement of work.…; Added by Quality Certified Candidate at 5:52am on August 27, 2009

Comment on: Topic 'Wednesday Wisdom: Do you Tattoo?': well as company leadership that allows idiots to ignore talented performers on the basis of characteristics that are not relevant to performance is a travesty. Happens but still... 2. Few comments directly addressed what we owe the candidate. While you don't receive any pay from the candidate and therefore he is not your client, he still is a stakeholder who deserves to know that a hiring manager lets peronal bias interfere with business decisions and if it true about his inability to deal with tatoos, it likely extends to other areas as well. As a student graduating with my first degree in Engineering (some time ago) and then again with my advanced degrees, I had a beard and went unshaven to my on campus interviews. At least 70% of the firms I interviewed with were turned off by my appearance. I chose not to shave. Let me repeat that. I knew it was affecting my candidacy and chose not to alter my appearance. I figured that the firm that did accept me as I am would have a more comfortable environment. I spent 10 very successful years at J&J. During that first career I interviewed with a couple food firms that offered me much more money to join them...if would shave...for bona fide reasons. I chose not to. Candidates can and should make decisions they take responsibility for...including accepting the negative consequences. Tell them to stop whining about things they can change and to chose a path and stick with it. You don't make their decision. You can olny offer the transparency to allow them to make an informed decision. As a business GM in my second career providing recruitment services to corporations, I probably resigned half a dozen clients a year who were just like yours. I refused to work with losers. Still do. Sometimes, for a time, but only for a short time, it may even cost you money to resign an account but I encourage everyone to try it. It is liberating, develops enormous support among your emloyees if you have employees and focuses your attention on making a difference with the clients where what you do really counts. I may have tried to confront lousy clients in a way that improves their chances of changing their stripes but generally I would rather feed on the firms who allow idiots to thrive since the better performers there are probably dying to leave. I'm happy to hasten their end. I also can use the time I save in angst and BS by giving a little extra to the great clients I'm committed to serve. I still suffer fools poorly but I have the perspective to know they will reap all they sow...and I don't want my brand to be tarred by having them as clients when that happens. What you should really do is help your client firm give that HM an appropriate tatooing so the candidate will have a place to perform. Best G…; Added by Gerry Crispin at 2:16pm on June 25, 2009

Blog Post: It All Begins With the Candidate Experience

The latest iCIMS blog post comes from our newest blogger, Catherine Titta!

Having only joined the iCIMS family in the past two months, my…

Added by Samantha at 11:08am on August 9, 2012

Blog Post: What you Should know by the Second Interview