Search Results - satisfaction assure

Comment on: Topic 'What do you do with the irate Candidate?': comes out of it, go out and be Frank and honest with the candidate. After all we represent their job prospects and thus deal with their careers. we cannot fool around with careers of Professionals who entrust us with responsibility to assure their next job, career growth improvement, which has direct impact on their personal & family life. As recruiters, tell them the truth and try to gain his/her confidence to keep working with you in future and for the time being release them from all obligations towards existing client engagement and advice to move ahead with other opportunities in pipeline.Think how much you can do, if the candidate likes to work with you. Then you get to start rendering services to churn someone’s career which impacts his/her life. Now that’s what the nature of true service should be and trust me this is where the main root of Job Satisfaction lies for us Recruiters. Sorry for being strayed away from the main topic...actually get emotional and want to express / lot of things...!…; Added by AMIT MUSTAFI at 5:44pm on February 20, 2013

Blog Post: Why Power Tools Are Cool: With a wide variety of different power tools in the market, you must be wondering why it is popular to many hobbyist men. They also always try to buy new power tools if they do not have the latest…; Added by Geo Msn at 5:26am on December 14, 2016

Blog Post: The hot new SaaS application for Recruitment: Shift scheduling has emerged as a hot new SaaS application for employers of contingent workers in the “Gig Economy." The product…; Added by Kevin Ko at 1:27pm on June 6, 2017

Blog Post: Benefits of Human Resource Outsourcing: Human Resource Outsourcing is used to obtain high end results as recruitment in many companies today has become a daunting task since a conventional approach is no longer sufficient. In…; Added by Ekansh Pahwa at 3:29am on December 7, 2017

Blog Post: I need a Sales and Marketing position for this Executive Vice President.: EXECUTIVE-LEVEL MANAGEMENT: Business Development, Sales

Seasoned sales and business leader with more than 18 years of experience contributing to advanced corporate performance…; Added by Joe Botto at 1:10am on August 4, 2008

Blog Post: How to Get a Better Commute: In the last two years, both work and fashion have changed. Together, it would seem unsurprising that workwear has also changed. Previous attire codes and workplace inflexibility have been…; Added by Adam Johnson at 11:35am on April 28, 2022

Topic: Missing the Boat: aking me four plus. You probably can suspect how this turns out. At about thirty minutes before my flight was scheduled to take off and I was sitting in traffic, dead stopped on the Ryan Expressway, rain pouring down outside, the stress slowly left my body because I let go of the notion that I would be late for my flight. I realized I would never make my flight and I needed to do something, call the airlines, get a hotel, something. I was able to speak to a live operator within seconds of calling in. I explained my dilemma and a new flight was quickly arranged - not for 24 hours, mind you, as JetBlue has limited flights into Long Beach, CA. The associate on the other end of the line also helped me arrange for a hotel and shuttle. I ended staying only a few miles from the airport in an incredible business suite where I could get some work done, enjoy some incredible sushi and crash in a very comfortable bed. While I am a traveler that rarely complains, there really was nothing to complain about, other than the rain. Even int he rain, my walk to sushi and back was a delightful exercise in my power to get myself anywhere despite the odds and weather being against me. Funny, since my (in)ability to get myself somewhere is how I missed my flight. :-/ I made it to the airport in plenty of time the next day and while I waited in O'Hare airport, an announcement came over the loud speaker stating that the arriving flight was delayed due to severe weather patterns. This was not a reassuring announcement, for the plane we were waiting on was coming from our destination, using the same, but opposite flight pattern. My mind wandered back to seventeen years ago when I sat in O'Hare Airport with my family and watched workers spray a pink de-icing substance on the wings of the plane we would soon be boarding. I didn't have a strong sense of comfort as my four and six-year old looked at me and asked, "Why are they doing that, Mommy?" Comfort is hard to come by these days. A comfortable bed, comfort in job security, comfort in relationships - business or otherwise. Should we really be comfortable? Perhaps being uncomfortable provides the impetus for continual improvement or to consistently assure those we serve or work with of our ability and interest. To become complacent or self-assured leads to lazy behavior or taking certain abilities or connections for granted. This happened to many in the recruiting industry, whether they are in-house or contract recruiters or even vendors to those HR and recruiting professionals. Smugness and self-satisfaction cannot reside in individuals who continuously strive to be at the top of their game, who want to improve, thus improving the experience of those around them. There is not time nor rest for those at the head of their class, there is always someone nipping at their heels. Competition becomes steeper near the top, making it easier to slip or mess up. That's why working with the best is just that, the best. When you miss your plane, will the cattle boat get you another ride? Something to think about... © by rayannethorn…; Added by Rayanne at 2:39am on April 30, 2010

Blog Post: Facebook Privacy Issue and Your Referral Program: Source: …; Added by Assaf Eisenstein at 10:33am on July 18, 2012

Blog Post: Choosing payroll management software made easy: If you are an HR reading this, I am sure the term ‘payroll management’ would sound scary to you! On the other hand, if you are already using good payroll management software, then I am…; Added by Prajakta at 5:14am on December 27, 2021

Comment on: Topic 'Looking for a Recruiter Who Can also Assist HR': xpertise includes: Talent acquisition - recruitment and sourcing, employee retention, succession planning, training, organizational development, HR Metrics, coaching, performance management and personnel development. Experience includes: Development of training programs, employee and labor relations, employment law, and benefits administration, development and administration of job descriptions, policies, compensation and incentive programs, etc. Professional Profile CHOICEPOINT: Recruiting Manager, People Services 2007 – Present Alpharetta, GA Conduct company-wide Talent Acquisition initiatives including: identification of needs, development of Talent Acquisition strategy and tactics. • Work with leadership across ChoicePoint to understand the needs of the organization, and develop strategies to fill those needs. • Directly recruit high-level and critical positions, including sourcing strategies for candidates etc. • Coordinate recruiting efforts in remote offices, handled by recruiters. Report on status. And provide assistance in managing these efforts. • Develop external recruiting sources through effective relationships with search firms, placement agencies, etc. • Monitor critical metrics such as cost per hire, aging of requisitions, quality of hire, timeliness of hire, effective sourcing of candidates, etc. Proactive search upon news of acquisition by Reed Elsevier and advanced feedback that the current recruitment structure will change due to redundancies etc. Contract Work: Consultant, Talent Acquisition 2006 - 2007 Atlanta, GA • Responsible for sourcing, identifying, and recruiting qualified candidates in the following management level positions: Director of Product Management, Director of Marketing, Legal Counsel, Area Sales Manager, Sales Support Manager, Product Manager, Knowledge Engineer, and Financial Planning & Analysis Manager. Performed contract consultant Talent Acquisition work on an interim basis during selective search for my next HR career opportunity. LUFTHANSA CARGO AG: Senior Level Manager, Human Resources - The Americas 2002 - 2006 Atlanta, GA / Frankfurt, Germany • Facilitated and delivered core programs for recruitment/sourcing (60% of time allocated to recruiting effort) recruiting metrics, leadership, and employee development. • Implemented and revised HR development programs. • Responsible for the creation of effective HR interventions and strategies that drove the success of the Sales and Production organizations. • Conducted needs assessments, designed interventions and events, recommended solutions, and facilitated meetings that helped solve HR-related business problems within the organization. • Conducted organizational development reviews related to 360 Degree Performance Assessments, Performance Management, and Conflict Resolution (Personality Assessments and Coaching). • Managed organizational restructuring and training initiatives. • Oversaw HR generalist activities, and developed compensation/incentive programs for organization. Position transferred to East Meadow, NY; offered position and relocation, but due to personal and financial reasons took severance package to remain in the Atlanta area. RECRUITER SOLUTIONS GROUP: Director, Recruitment 2001 – 2002 Atlanta, GA • Provided Recruitment/Sourcing solutions to client companies by evaluating and reviewing the sourcing/recruitment process and resources utilized. • Developed new cost-effective recruitment strategies, systems and recruitment metrics, and incorporation of best practices methodology. • Established College and University recruitment initiatives and programs. • Assisted with internal firm activities, including business development and management of current client base as well as workload and requisition allocation to current staff. TMP EXECUTIVE RESOURCING: Director, Candidate Sourcing 2000 – 2001 Atlanta, GA • Developed new client business while managing existing client relationship and sourcing/recruitment process. • Directed sourcing strategy, evaluated prescreened candidates, and closed searches with the client. • Worked closely with candidate finalists and clients to negotiate compensation packages to suit both parties. • Maintained communication with new hires to assure smooth transition/acclimation to position. • Coordinated and managed internal team member (Recruiters and Project Analysts) workload and requisition allocation to meet project plan milestones and timelines. • Monitored project expense budget to plan. • Utilized recruiting metrics for top track-sourcing success. Adverse business conditions necessitated corporate reductions in staff and my position was eliminated as of April 2001. STAFFMARK: Director, Recruiting - Southeast Region 1999 – 2000 Atlanta, GA • Responsible for management of strategic sourcing/recruitment initiatives, retention, succession/development planning, and facilitation of education programs for the Southeast Region, including development and supervision of region recruiting teams. • Interfaced with customers, region management, and recruiting teams to determine current/future staffing needs and to develop recruitment/retention plans, consisting of networking, employee referral programs, Internet, advertising, College and University recruitment initiatives/programs, Department of Labor, military transition programs, and Job/Career fair planning. • Enhanced alternative work arrangement program to attract and retain employees in highly competitive market. • Measured recruiting success by tracking recruiting metrics as well as by developing and measuring effectiveness of quarterly recruiting plans; consistently reviewed results with team to strengthen and develop a best practices methodology. • Provided strategic business analysis on target accounts for business development team. Corporate Downsizing led to the elimination of Recruiting Organization. TECH/AID CORPORATION: Manager, Accounts 1999 Atlanta, GA • Managed corporate account development and sales for Atlanta market. • Developed and maintained strong customer relationships in order to maintain customer satisfaction and accelerated account growth. • Developed and implemented strategic target account plans. • Interfaced with recruiting team to determine current staffing needs. • Assisted with recruiting efforts by providing recruiting account analysis and client recruiting plans. NORRELL SERVICES: Manager, Regional Recruiting 1997 – 1999 Atlanta, GA • Managed regional sourcing/recruiting team that was responsible for sourcing/recruiting and facilitation of education programs for the Atlanta Metro market. • Provided strategic business development and planning based on current and projected economic trends, positioning Norrell to meet the staffing needs of new and existing clients. • Interfaced with customers, branch offices, and region management to determine current staffing needs and recruitment planning. Recruiting methods included the use of networking, employee referral programs, Internet, resume databases (Resumix), advertising, College and University recruitment initiatives/programs, Department of Labor, military transition programs and Job/Career fairs. • Developed recruiting/account analysis and customized client recruiting plans. • Managed the development of new behavioral interviewing process to enhance the selection of qualified candidates. • Measured recruiting success by tracking recruiting source activity and effectiveness, retention/dropout rates, job satisfaction metrics and individual job suitability. • Provided ongoing review of branch/employee/client operating structure for process improvement. Left Norrell due to pending merger with Interim Services and advanced feedback that the Regional Manager of Recruiting position was to be phased out within 90 days. INTERGRAPH CORPORATION Huntsville, AL 1988 - 1997 Technical Recruiter / HR Generalist - Federal Systems Division, UK Program, Mapping And Information System - 1993 - 1997 • Served as member of business development team that was responsible for foreign deployment direction, coordination, and technical recruiting. • Teamed with Corporate HR in the development of foreign relocation policies and administration. of EEO policies. • Responsible for training and development programs. • Supported the development and administration of job descriptions and international wage, salary, tax, and benefits programs. • Provided guidance to managers on conflict resolutions, interpretation of policies, and composing performance improvement plans. • Responsible for staffing projection tracking and program event coordination, and assisted with program status briefings to customer. Supervisor, Facilities and Special Events - 1988 - 1992 • Supervised six personnel in the areas of government furnished and overhead equipment management, facilities work requests, as well as courier and mail services. • Coordinated catering, audio/visual presentations, and technical maintenance and upgrades to audio/visual equipment in support of all special events held in Intergraph's 300 seat auditorium. EDUCATION Bachelor of Science - Personnel Psychology Athens State College PERSONAL AND PROFESSIONAL ASSOCIATIONS • President of Roswell High Touchdown Club • Volunteer Head Ice Hockey Coach - Roswell High School • Volunteer Youth Baseball and Basketball Coach - Roswell Parks and Recreation • Member of SHRM (Society for Human Resources Management)…; Added by David Pritchard at 5:37am on October 9, 2008