Search Results - supply management

Blog Post: Making employee referral programmes work for you: There comes a time in the life of every team or company when it realises…; Added by Jane Paine at 6:27am on January 6, 2016

Blog Post: Measuring Quality of Hire in Recruiting: Per the…; Added by Eric Putkonen at 1:44pm on December 21, 2016

Blog Post: A Message to College Recruiting Leadership - You're Either In or Out: I consider myself extremely fortunate to have spent the past few decades…; Added by Jenny Murray at 2:44pm on April 27, 2015

Topic: Digging Into RBC v 2.07: out of a round of appreciation for Rayanne Thorn's new vehicle, "Bonus Track". The idea behind "Bonus Track" (graciously sponsored by MaxHire.net) is to provide deeper insight into the business aspects of recruiting from philosophy to time management. The model is a conversation starter, that might include an interview, coupled with a ripping good discussion on the merits of the topic. This is a form of training that was not possible before the web. This new media, "interactive conversation as courseware" is shifting the power base all over our industry. Recent debates about the value of motivational speakers with no immediate feedback loop are part of the evolution. It's worth looking over our shoulders for a moment. The idea of a "medium" comes from painting. The "medium" is the liquid in which pigment is mixed by a painter." The medium carries the pigments. Pigments supply the color, the medium supplies properties of adherence and spreadability. Every definition of medium is a metaphor based on the physical medium used in painting. Media is simply the plural of medium ie, one medium, two media. Radio is a medium, Radio waves carry sound. Record albums are a medium. Vinyl carries sound. Television is a medium. Radio waves carry video. Cable is a medium. Paper is a very important medium. Cassettes, eight track tapes, posters, PA systems, ink, and CDs are all forms of media. Each form of media has its own characteristics. They are so unique that Marshall McLuhan is known for saying that "the medium is the message" (Actually, he said "massage") He meant that the way that information is transmitted profoundly influences its meaning. Take tattoos on your bottom, for example. That's the evolution of today's usage of the words media and medium. A process through which information is transmitted. Things really changed when media became digital. Up until then, it took a great deal of capital to create content and distribute it. The media was so expensive that only the wealthiest could broadcast, publish, record, write, distribute or recycle. The ownership of media was concentrated in a few hands. In general, they were the very spoiled great grandchildren of really interesting 19th century entrepreneurs. The personal computer changed all of that in under a generation. What was once the province of the wealthy became everyman's playground. It's easy to do things today, like publishing a blog or posting your status on twitter, that were not even possible to imagine 20 years ago. The focus on the technology, however, keeps us from seeing the real revolution. Education, news distribution, creativity, experimentation have all become personal. We each are able to do what could only be done by corporate giants 15 years ago. It's easy, fun and profoundly better. So when Rayanne adds another Bonus Track, she is exercising a pioneering process. She's homesteading, as we all are, in a great new world. Our forty acres and a mule are blogging tools, netbooks and wireless connections. The amount of opportunity that has been thrust upon us is staggering. That's why it galls me to see Recruiters acting like old fashioned media owners, lazy, spoiled and stupid. The new media fosters such quick intimacy; so, sending out mass quantities of bulk email is embarrassing for our profession. Spamming (sending many copies of the same email to a large group) is an ineffective use of the new toolset. It's a way of repeating the errors that were allowed when media ownership was concentrated. We could be setting powerful examples of how to make social media really work, we seem to prefer the thoughtless imposition of our sloth on already overburdened potential customers. It's sad. The good news is that folks like Rayanne are setting a more positive example. I'm on Twitter, Facebook, LinkedIn and Friendfeed. Catch up with me.Free Webinar: Sumser and Dimitri Boylan : Adding Strategic Value In Downcycle Recruiting Feb 26th 1PM PST Register here …; Added by John Sumser at 12:44am on February 20, 2009

Topic: erecruit™ Partners with Textkernel to Innovate the Candidate Search and Match Experience for the Staffing Industry: extkernel, a leading-edge semantic recruitment technology company recently acquired by CareerBuilder, to bring the next generation semantic candidate search and match experience to the global staffing market. Textkernel will be seamlessly integrated with erecruit and included in the base product for all erecruit customers. Historically, staffing companies have had a difficult time mining their own candidate databases and have relied on third-party sources to find talent for their clients. Over the years, companies have amassed databases of millions of candidates but have not reaped the full benefit of that investment because applicant tracking systems have not kept pace with the latest in search and match technology. “We have been on the lookout for the next generation search and match technology, one that provides a powerful engine with the easiest possible user experience,” said Danko Fatovic, Vice Chairman, Chief Product Officer, erecruit. “As we know from using the consumer Internet, modern search engines are expected to understand more than just keywords, they must understand the meaning behind the search and rank results intelligently in order to present the best possible results to recruiters. Textkernel offers the best semantic solution on the market and we are proud to partner with them.” Combining the power of Textkernel with erecruit’s business process engine will create an unparalleled search experience for recruiters. Candidate shortlists can be automatically created and matched to a position without any data entry and erecruit’s workflow can initiate automated next-step actions. Matches can be automatically optimized over time by learning from feedback that users are generating when they invite candidates for interviews, reject candidates and more. The integration of Textkernel’s technology into erecruit’s enterprise staffing software platform will bring the following benefits: Speeds reaction times and creates more phone-time for recruiters by combining Textkernel matching technology with erecruit’s workflow automation Simplifies the user experience by leveraging natural language search query processing Keeps recruiters working closer to the dollar with transparent and tunable relevancy scoring Improves match quality over time with machine learning Maximizes recruiter efficiency with value-added search features such as saved, scheduled and shared searches Eliminates manual maintenance by utilizing a knowledge base of recruitment-specific terminology including skills, synonyms, competencies, ontologies, education and company listings by automatically enriching candidate data and queries Delivers enterprise-class performance, scalability and multi-lingual capabilities “We have recruited some of the best minds in the semantic search and machine learning space and spent more than a decade honing our technology for the recruiting industry. This has allowed us to provide a search experience that helps recruiters find candidates faster," said Jakub Zavrel, Founder and CEO of Textkernel. “We are pleased to partner with a company with a shared vision of innovation as well as commitment to the staffing industry.” “We are excited to deepen our relationship with erecruit as we bring new possibilities to the recruiting space,” said Eric Gilpin, President of Vertical Sales at CareerBuilder. “This partnership will provide erecruit customers with a cutting edge search experience, boosting productivity and efficiency.” About erecruit erecruit is the leading innovator in enterprise staffing software, VMS and onboarding solutions for large staffing firms and employers. erecruit uses modern, standards-based technologies to provide a highly scalable and configurable solution that allows today’s best firms to put their clients, candidates and vendors at the heart of their businesses. erecruit is headquartered in Boston, MA. To learn more, visit www.erecruit.com. erecruit is a trademark of Erecruit Holdings, LLC. About Textkernel Textkernel specializes in semantic recruitment technology providing multilingual CV parsing, job parsing, and semantic search, sourcing and matching software to help accelerate the process of matching supply and demand in the job market. The company was founded in 2001 as a private commercial R&D spin-off of research in natural language processing and machine learning at the universities of Tilburg, Antwerp and Amsterdam. Textkernel now operates internationally as the leader in multilingual semantic recruitment technology. For more information, visit www.textkernel.com. Full press release: http://www.erecruit.com/news-press/partnership-with-textkernel…; Added by Catie Augusta at 10:24am on September 29, 2015

Blog Post: "EMPLOYMENT BRAND' is BULLSHIT - YEAH BUDDY: Ray Ray Thorne finally used bullshit in a post (her never, never uses ugly words). She took great issue with Jerry Albright saying that “Employment Brand” is simply bullshit.

She wrote a post…; Added by Sandra McCartt at 1:14pm on September 23, 2011

Blog Post: An Employer Of Choice - These Are The 10 Commandments That Set The Great Apart: Within our current economic outlook, there are those companies, including…; Added by Mike Rasmussen at 3:50am on March 20, 2012

Blog Post: Recruiting: How to Double Revenue in 90 Days Using the Easy Button

“The Top 5 things that are guaranteed to make the difference”

By…

Added by Jon Bartos at 3:57pm on April 29, 2013

Blog Post: Reefer Madness & Recruiting: There are few topics more taboo in the strange sweater and swag filled world of HR than…; Added by Matt Charney at 12:47pm on January 24, 2014

Topic: Meet Steve Rath, Mickey Mantle of Contract Recruiters, Proud Braves Fan of Square Pants: ave along with some of my other paintings of Pete Rose, Jim Rice, Ali/Frazier, and Rocky." RecruitingBlogs Linkedin Profile Twitter Facebook Website Phone: (770) 803-0444 Email Steve Rath is a Microsoft staffing consultant alumni with over 20 years of diverse experience aligning talent strategies with business strategies. He is an experienced talent acquisition consultant and trainer. Steve has worked with companies of all sizes in the retail, financial services, manufacturing, software, and Internet sectors, offering unique talent acquisition and training strategies with a Client Service focus. His particular expertise is in recruitment strategy design, recruitment process optimization, recruiting/sourcing, and applicant tracking software implementation. Steve has a bachelor of arts degree in Computer Science with a focus on Personnel Management. Steve Rath is a noteworthy feature for me on a personal basis. Knowing him honors two cornerstone aspects of a life well lived for me. (1) Did you ever meet someone that within 24 hours you know you made a life long friend? One of significance? To be distinguished in your personal and professional pursuits is an accomplishment. In Steve, I firmly believed then and have since reflected that I was fortunate to have been at the right place and at the right time introduced by the right person. (2) Do you have a mentor, a brethen of sorts who consistently introduces you to people of significance? Someone who sees a connection potential amongst individuals beyond the sharing of stats and 'how to's' that often represent professional environments and has you break bread with them? To have such a friend who contributes actively to your circle of established friendships is likewise a professional/personal milestone. I have one. You may know him - his name in our industry is akin to the names "Cher" and "Prince." He had me sit next to Steve Rath. I am grateful on several levels to have two such friends who make me a better human. That warm smile upon reflection is what Steve Rath produces in so many conversations. He is the type of person you tell your proudest moments - not for the sake of braggacio, but because you know as he listens he identifies with what it means to you and he wa ts you to succeed just as you wish for the Steve in your life. It's not even necessarily a reaction tied to trade news. It can just as easily be about your kid's spelling bee or the day you planted a new tree in your garden. You may hesitate to share it, Who wants to be perceived as having odd pleasures? But Steve will smile and tell you, "That's great I remember how excited you were when you saw it on the lot." Steve is someone I can tell that to. This is the Steve I know. Steve is also that person you tell the embarrassing tales to, and he can often win the game no one should wisely desire to win. My one named friend is the model of that friend aacrchetype, now Steve is a fellow tribe member. The ego is two doors to the left, we can just sit here and mind our own time. We often do and we do it in the splendor of one another's company. Today let me stand up and genuflect as I present an opportunity to meet my friend and colleague, Steve Rath. Six Degrees: Tell us of your home world. Steve: Originally from NY state, I graduated college in 1985 from State University of New York - Potsdam with a degree in Computer Science (and a minor in Personnel Management). I spent my first 12 years as a developer/programmer. I moved from Poughkeepsie, NY in the late 80’s to Raleigh, NC and then to my final destination, Atlanta, GA in 1990. I like to think I was one of the reasons why the Atlanta Braves started their incredible Division winning streak after I moved to Atlanta! It was in Atlanta where I meet my wonderful wife Marjorie with her intoxicating southern charm. We will be celebrating our 5 year wedding anniversary this September 2009. She keeps me both focused and grounded and she’s my biggest fan. I have three wonderful boys – Nicholas Dominick (12), Anthony Stephen (3), and Charles John (1). I stay quite active as a result of my two youngest and have become quite the Spongebob Squarepants fan. Growing up I bled baseball. I couldn’t get enough of it. I played it as an 8 year old and in college as a walk on at Florida Institute of Technology (FL Tech). My dream was to play professional baseball. Of course my favorite team was the NY Yankees – Reggie Jackson, Thurman Munson, Dave Winfield, and Phil Rizzuto (as an announcer). Those were the days. I was also an avid Chess player and #1 seat on my High School Chess Club. One of the only students to have lettered in Baseball, Soccer, and Chess! Today I’m a huge Hockey fan. I enjoy following the Atlanta Thrashers as well as the Pittsburgh Penguins. We go to as many games as we can as a family as we thoroughly enjoy the overall experience. One of my favorite hobbies is art. I used to draw my sport hero’s as a kid – sketches, pen and ink, and acrylic paintings. One of my most cherished art pieces is a drawing I did of Mickey Mantle of the NY Yankees. Mickey signed my work back in the late 70’s. I framed it and currently have it proudly displayed in my man cave along with some of my other paintings of Pete Rose, Jim Rice, Ali/Frazier, and Rocky. Six Degrees: How many years have you been the the staffing industry? Steve: I’ve been in the recruiting/staffing industry since 1997 and recruiting 100% since 2002, so 7 years. Six Degrees: How did you get started as a recruiter? Steve: Upon graduating from SUNY-Potsdam I started my career in the software industry as a developer working primarily as a contractor to various IBM facilities in the East Coast. I had very technical jobs during that time which required much of my time with my eyes glued to the terminal (yes we had terminals – no PC’s or workstations or Laptops!). I found that I started enjoying my interactions with people more than with computers and took interest in a possible career change. In 1997 I had the opportunity to change careers and enter the staffing agency world - placing people like myself to work with clients in Atlanta, GA. I started my staffing agency career with a company called Carson Associates (now part of Spherion). It was with Carson Associates where I cut my teeth on the Sales/Account management/Recruiting side of the business. I was responsible for managing the Atlanta based Coca Cola Account as we were one of several vendors working exclusively with KO at the time. It wasn’t long after Carson Associates sold to a publicly traded company (Norrell) that I joined MATRIX Resources as a Sales Representative responsible for opening new business. After several years with MATRIX (2 President Clubs and performer of the month), I joined Comprehensive Computer Consulting, Inc. (CCCi), an established Atlanta staffing agency founded in the 70’s. In 2004 I took my knowledge of the staffing agency world and applied them directly to my clients as a corporate recruiter/staffing consultant. What has made me successful in my career as a Recruiter/Staffing consultant in the IT industry has been my unique combination of my technical background as a Developer interlaced with my knowledge and skill of a recruiter. I have always maintained an edge over my recruiting colleagues in my dealings with hiring managers and candidates. Understanding the needs of a hiring manager has allowed me to translate that need into viable candidates. Also understanding the needs of candidates and establishing a bond of trust, has helped me maintain relationships beyond the current requirement and create a future referral base. Six Degrees: What single event had the most impact on your sourcing/recruiting career? Steve: Probably the single event which had the most impact on my recruiting career would have to be the transition from the technical industry to the staffing agency industry back in 1997. The transition from developing to staffing was one of the toughest times I can remember. I recall thinking many times during that transition – where is the project plan to account for my time!! Six Degrees: Do you have a mentor to whom you attribute your overall outlook on recruitment, capabilities, and/or model your career after? I have had several mentors or influencers over the years as I traveled this long and winding recruiting road. There is one in particular who has greatly influenced my approach to the staffing industry to which I attribute my overall outlook and successes. She actually mentored me during my initial years in the staffing industry. She inspired me with her work ethics and her honest approach with people. She was never quick to judge and displayed the utmost in patience. She knew how to deal with people and operated solely on trust and integrity. Her actions always spoke louder than her words and her knowledge and passion exemplified her dedication to our industry and aspirations to positively influence others around her. Six Degrees:Tell us about your latest contract recruitment efforts Steve: Well Dave, this is an interesting question as I’ve been engaged on many staffing projects over the past few years. I’ve taken projects where I’ve simply sourced (Microsoft), as well as projects where I’ve consulted with staffing departments of small to mid-sized organizations (Manhattan Associates, Hanna Strategies, RightNow.com) and functioned as a full life cycle recruiter (Home Depot and Genesis10). I am currently working on an engagement with RightNow Technologies. The are a small to midsized global company focused on creating CRM software. I was hired to evaluate their staffing process and recommend enhancements, best practices, optimize recruiting strategy, and sourcing techniques. Six Degrees: (A) What other companies' recruiting operations do you admire or have heard are best-practice examples? Steve: This is a difficult question to answer as the ebb and flow of recruiters add to and take away from a successfully operated recruiting department. The team and its leadership typically account for a successful operation. I know most all operations I have been involved with have operational issues to contend with and ultimately it’s the leadership which provides the direction and compliance. (B) In what aspects are they superior? Steve: The aspects which make one companies’ recruiting operation superior over the other is a solid foundation of sound processes put in place. Processes that account for both the hiring manager experience as well as the applicant experience. Personal accountability and the support of executive level to ensure compliance must exist to some degree. Bottom line is the superior recruiting operation sends a clear and consistent message both internal and external of its company. Six Degrees: What recent general news story or industry trend do you feel will have an impact on your work in the future? Why? Steve: Well, besides the fact that our economy has severely affected the overall health of our recruiting industry I’d have to say technology wise the explosion of Web 2.0/social networking has positively impacted my work. Why? Finding and reaching out to talent has reached a new level for recruiters. While traditional methods of networking have always had there place, creating virtual business and social networks have made it easier to connect taking advantage of economies of scale. With the explosion of blogging, LinkedIn, Facebook, MySpace, and Twitter, recruiters now have access to a resource pool larger than anyone could have ever imagined. Six Degrees: What is your next career goal? What do you need to do to get there? Steve: My next career goal is to take my consulting to the next level. Continue assisting small to midsized staffing organizations realize their potentials – building best practices, staffing optimization, sourcing strategies, branding, best practices for applicant tracking utilization. While I have enjoyed the tactical side of recruiting and staffing, I’m enjoying the strategic side of building stronger organizations. To get there is to continue building my resume. My business currently relies on referrals and recommendations. As I continue to build my reputation and my network, I believe my business will also continue to grow. Recommendations For Steve “I have known Steve since 2002. Steve is extremely professional and trustworthly. Steve truly cares about his clients and always wants to make sure they are not only happy with his services but that he does everything possible to ensure they are given the best service. Steve has a wonderful personality. Steve is very smart and a quick learner. When you meet Steve you will be able to tell right away, like I did, how much he cares about people.” November 30, 2008 Susan Van Dyke, IGT “We brought-in Steve to take the lead in staffing for our IS, SAP, and Thin Client Engineering groups... he did just that. Steve immediately took the reigns thus allowing for the Staffing Organization to flex with the growing needs (strategic and tactical) of the company. Steve met and exceeded the expectations of all our groups (including the SAP department, in which IGT heavily utilizes SAP apps and modules). Steve truly understands Staffing and how to effectively manage the groups with whom he works.” September 26, 2008 Cory Burk, Program Manager - University Relations, IGT “It was indeed my pleasure to have Mr Rath working with our team. He has an excellent understanding of the technical recruiting world. The groups he helped us support at Microsoft (through sourcing) are some of the more difficult teams to please. His understanding of the roles, technologies and his sheer ‘stick-to-it” style was a BIG PLUS for us. He was on point for helping us find some KEY HIRES for critical projects. I am hopeful that our paths will cross again!” August 2, 2008 Top qualities: Great Results, Personable, Creative Angela McLaughlin “Steve is an excellent recruiter who helped me source for numerous positions while he worked for Microsoft. His expert advice and all his dedication throughout the recruitment process were paramount. His support and understanding of the recruiting process as well as the technology space makes Steve an outstanding asset for any company.” June 17, 2008 Doug Kester, Technical Recruiter, Microsoft “I am very impressed by the speed and responsiveness with which Steve and his team have responded to my queries and concerns. This is very difficult to do when working with such high-value clients as Steve does, which certainly send to him hundreds (thousands?) of requests daily. He is a real responsiveness star, and a role model for recruiters everywhere.” May 15, 2008. Top qualities: Great Results, Personable, On Time Bernard Hayes, PMP, The Home Depot “I had the privilege of working with Steve in Home Depot's Supply Chain group. His passion to attract right talent to the group and more importantly, post-recruitment follow-through is amazing! Steve is one of the most sincere HR recruiters that I have seen.” December 8, 2007 Vijay Sankararaman, Sr.Manager, Supply Chain Technology, The Home Depot “I have had the pleasure of working with Steve now for several months. He is by far one of the most ethically, hard working recruiters that I have worked with. Steve is a dedicated worker and always seeks to do the right thing. He is also a great resource of information and always willing to do what is best for the customer! I have enjoyed working with Steve because you don't have to second guess or wonder if he will meet your expecations.” July 5, 2007 “Steve started with Manhattan Associates as a Contractor and eventually moved into the Manager role. Our team rallied around him at all times. Steve has a strong recruiting foundation and understanding of recruiting. His skills, knowledge and experiences allowed the rest of the team to focus on our recruiting and know we were headed in the right direction. Steve is a solid asset to any Talent Acquisition team.” April 21, 2009 Greg Freed, Senior Technical Recruiter, Manhattan Associates “Steve was a pleasure to work with and is one of the best recruiters that I have ever had the privilege getting to know. Steve consistently follows up on candidates finding the best fit and is willing to listen to exactly the type of person that I am looking for. He is open and honest and a great communicator. Steve also has tons of industry knowledge and seems to be connected everywhere. He really made a huge impact on the Corporate HR recruiting team. He brought in the right people and was able to motivate his associates getting things done. If you are looking for a recruiter then I would highly recommend utilizing Steve’s talent. He is one of the BEST!” May 15, 2008 Lyndon Kolb, Strategic Account Management - Hardware, Manhattan Associates “Steve Rath is an effective, results-oriented manager who works well with all levels of the organization. He ensures that his direct reports have what they need to be successful in their roles. He gives a great deal of feedback and manages his recruiters' workloads well. He is very easy to work for and work with.” January 18, 2007 Barbara Marks, Corporate Recruiter, Manhattan Associates “Steve invited me to come aboard with Manhattan Associates as a contract recruiter. The 3-month engagement was extended twice to seven months. We worked beautifully together because Steve was even-tempered, steady, always encouraging and kind to candidates and colleagues, even in the midst of learning his new role as Recruiting Manager, implementing a new enterprise applicant tracking system, and enduring increasing governmental recruiting regulations. He really does a great job of helping others move along gently, no matter the pressure on him. We were friends before I went there. We are even better friends now!” January 18, 2007 Saron Sarkisian “I worked with Steve to help find several people to expand my Siebel and SAP teams. Steve went out of his way to find high quality people and to do them quickly and efficently. He was exacting in his screening and his can-do attitude made working with Steve a pleasure. He was creative in his searches and problem solving, while meeting all deadlines. I would recommend Steve and would certainly enjoy working with him again.” December 3, 2007 Stephan Cavarra, IT Application Dev Mrg, Hanna Strategies, LLC. “Steve is an excellent hire for anyone looking for a top notch recruiter. He has the ability to hone in on what the needs are and drive to filling the needs in a quick and efficient manner. Steve and I worked together for a while and once he understood what I wanted he was a bulldog. Great catch for any company looking to grow their talent base in all aspects.” November 30, 2007 Annant Patel, Manager - Supply Chain, The Home Depot…; Added by Dave Mendoza at 12:36am on June 15, 2009