bug most of us - I mean - we've all got a product to sell, don't we?But what if the product itself is something that makes you think "No way! Who in the world would use that?"This happened to me this morning upon checking in to my favorite site - Recruitingblogs. I noticed this blog title:New Business Development for recruiters made VERY Easy!!! Bye Bye Cold Calling.....
I replied to the blog - but the author doesn't appear interested in an actual discussion - and the comments are moderated. My reply has yet to be approved so I'm assuming it won't be. I thought the topic deserved a little more interest than just a typical drive-by spam ad so I'm dragging his (moderated) blog over here. Please read the following and let me know what you think. Too bad the comment I added earlier today hasn't been approved yet. I hate trying to come up with the same reply twice!Busy Recruiters....We know your day is full of sourcing, placing, searching and calling.In between all of this you still need to continually businessdevelop, to bring in new vacancies and opportunities.How many times have you made vast amounts of business development calls to clients, only to find out they are not recruiting? How would it feel to be able to call clients, knowing exactly when they were trying to fill a position?If the team at MyResourcer could show you a way of notifying you,each and every time, one of your clients added a new vacancy/opportunityto their website, would you be interested?If we could also show you a way of creating watchdogs, with specific vacancy job titles, and letting you know when new vacancies matching your criteria were added, would that help you?Or maybe you would like to carry out instant searches for live vacancies on your client websites and find specific positions that you never knew existed.MyResourcer is the new, next generation, web application that willchange the way the recruitment industry finds new business. It is geared for the busy recruiter and is a unique tool that will speed up your business process, help you make more successful placements and
generatemore revenue.Test run MyResourcer today and see why everyone is talking about "A Recruiter's Best Friend".Go to http://www.myresourcer.com…
most recognizable brands on the planet. Unfortunately it’s also one that doesn’t leverage their great consumer brand in their employment brand. I’m talking about Disney.
Let me give you some context here. I live in Orange, California – just a stone’s throw away from Anaheim – or about 5 miles as Tinkerbell flies from the Happiest Place on Earth. I enjoy the Fireworks Spectacular every night from my back yard. For the third Christmas in a row, my family received season passes to Disneyland. Honestly, I’m a Mickey fan. My friends warned me, “Don’t dis the Mouse! It’s practically un-American!” But hey, I just can’t help it! Mickey and friends are just not living up to the Disney standard when it comes to their recruitment efforts.
The landing page for the Disney career site is flat. You can’t click on another page of their website without videos and music. So naturally you’d think with all the splash, boom, bang, technology and magic that they’d have a page that would be so memorable you’d get lost in the wonderment. (I mean for crying out loud - Fortune Named Disney the World's Most Admired Entertainment Company – you’d think there would be some excitement!) Not here. There are four - count them, four - still pictures that rotate on the screen. The pictures are:
The Disney plaque being polished
An artist sculpting characters
The ESPN bullpen (nice diversity touch here)
A shot of Main Street in Disneyland with more people than Times Square on New Year’s Eve (maybe this is so prospective applicants can understand the absolute mayhem and madness of a summer day in the park!)
Their welcome is promising. They talk about imagination, childhood dreams, magic, wonder, culture, laughter, astonishment, joy, thrills. There’s room for talented people. It’s a dream job. Magic - REALLY?! How would I know that? Maybe from the picture of the plaque polisher or mental Main Street? It sure doesn’t look that way so far. But let’s dig deeper.
They mention their culture in their welcome but try and find out anything about it in the career section and you’re lost. They list six values (innovation, quality, community, storytelling, optimism and decency) that “make our brands stand out”. I guess those can loosely correlate to the employee experience. There’s not a lot of depth here. I really expected more from the “Life at Disney” section.
Disney is doing some things right. The “search jobs” function passes my “three clicks and you’re out” rule. This is a huge plus because it makes the process easy for the applicants. I was able to search all jobs in Anaheim in two clicks. Once there, you notice a lot of intern positions. What does this tell me? A couple things. One - the Mouse is cheap, looking for cheap labor from college grads so they can have a big name company on the top of their resume. The second thing it tells me is that Disney has smart approach to filling vacancies and filling the talent pool of the future – get ‘em when they’re young and train them well. The job descriptions are simple, nothing too exciting or memorable with the exception of a lot of corporate acronyms that meant nothing to me.
Disney’s best and most well hidden section of the career site is the link to Disney Auditions. For all you character wannabes, this is the place to look for open casting calls so you can don a Goofy suit and walk around the park in 100 degree weather in August (remember the Main Street picture from the career landing page?) Sounds like a dream job, don’t it?
The word for the audition site is again – flat. But it does give some good tips on what to expect and how to prepare for an audition. The real gem about this page? Videos - finally! Well thank my Fairy Godmother! There are videos from actual employees, like Jamie, who invites you to click her video and watch what she has to say about her Disney experience. Well that’s great – if you’ve already got Quicktime player downloaded on your computer. If not, you’ll feel like Alice going down the rabbit hole while you wait for the installing and restarting (that’s if you decide that watching the video is even worth it at this point). There are lots of employee videos – and that’s great if you want to play Goofy or parade down Main Street. These videos are exclusively for preparing to audition. Unless you’re an actor, you don’t get to see or hear what it’s really like.
The functionality of the videos are not just a Disney flaw; it’s one we see time and time again on corporate career sites. Companies pay a lot of money to have video shot of real employees only to have the video fail to play on the site. This brings up the question of who monitors your career site? There are many schools of thought here:
· Marketing should own it. Why? It’s a PR /communication tool and that falls under Marketing.
· IT should own it. Why? IT owns everything that has to do with the website so it should be monitored and quality control checked by them.
· HR should own it. Why? It’s the career site and they’re in charge of recruiting.
Not an easy question to answer or responsibility to assign, but someone, a human person (not Cinderella’s animal friends) should own the functionality of the career site. They should visit the site daily, apply for a job, play the videos and ensure all the working parts are indeed working! This same thought process also applies to the sites that invite you to “send us an email with your questions”. Who’s answering these questions? How often, how quickly and in whose voice is the answer in?
Back to the site…the audition page does a good job of pointing out that not everyone can be a character, singer or actor at Disney, so they list off all the other opportunities for you to become an entertainment cast member. Two thumbs up for the cult-like approach to calling all employees “cast members” and making it sound like one big, happy family in one huge global conglomerate. The truth is, Disney has all types of positions – they even need experts in pyrotechnics. Disney is a recognized pyrotechnic industry leader and the world's largest producer of fireworks shows. It takes a large team of highly trained and certified pyro-technicians to execute our many unique shows around the world. Trust me, Disney’s fireworks are cool. Disneyland is cool. Even dressing up like Goofy is cool. But Disney’s career site is not cool. I have to give the Disney and the Mouse a “D” on their career site – “D” for disappointing.
on the latest technology from Cisco, Juniper, and F5 technologies.
You will be able to research new technology, network communication standards, and processes
Additionally, you will facilitate the selection and implementation of network infrastructure to match the global needs of the company in a high growth, highly technical environment.
You’ll be asked to assist in the identification, development, and implementation of industry standards of security best practice while working with the project manager and team to assess business requirements along with developing high-level
You will participate in the assessment and strategy planning of acquisitions and implement network redundancy solutions and disaster recovery plans.
Ensure network engineer is adhering to established standards and applying them correctly
Provide input as to proper tools and environment selection
Identify, interact and provide high level of service with internal and external customer ensuring needs are being met
Manage risk identification and risk mitigation strategies associated with the architecture
Develop and document of policies, procedures, standards and guidelines
Work with technical staff and vendor to resolve technical problems
Bachelors Degree in related field
7 (seven) years experience in related field
Proven experience in high growth, highly complex environments
10 years experience supporting complex Cisco networks with extensive experience in Cisco routers, firewalls, VPN, and switching technologies
4 (Four) years experience with global network architecture design and management
8 (Eight) years experience with DNS, NTP, LDAP, Radius, load balancer, monitoring, and various network applications
F5 experience and Juniper Firewall Experience preferred
4 (Four) years experience with network management in data center operation
Expert technical troubleshooting experience
Demonstrated self-starter and demonstrated ability to independently resolve problems
Ability to perform effectively in a fast paced environment with short timelines and set deadlines
Ability to maintain a professional and courteous manner in difficult situations
Ability to maintain high quality work to manage multiple critical projects
Ability to communicate effectively with a diverse group of technology staffs and management
Ability to perform and participate in a team oriented environment
Good communication skills and writing skills
Overtime required occasionally
Possible off site duties on occasion
Ability to work on an on-call basis when required
Salary up to 140K Interview expenses offered
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