then with the international recruitment business Parker Bridge, where he was one of the initial drivers before subsequently becoming Managing Director and masterminding a twenty-fold growth in staff size & financial turnover.
Mike troubleshoots UK recruitment businesses and is an expert guest speaker at annual conferences throughout the world. He has given keynote speeches and addresses at the world’s 3 largest recruitment association conferences: NAPS, RCSA and the REC (the largest recruitment associations in the USA, Australasia and the UK respectively).
Go to "Want to be a Big Biller?" on ning for more details
To view Mike' free webinar follow the link to Super Billing Techniques…
always the "defender of the recreational user”--the person who supposedly can party on the weekend and keep their state of inebriation under control during the work week. That's so much BS as you know from your investigative work on the subject. Addiction is a monster that has no time constraints and is equal opportunity dominator of abusers. .
More important than the harm abusers do to themselves is the harm they pose and do to others. Driving drunk or doing shoddy work in jobs that can harm fellow workers and the general public—now includes worker comp fraud. The fact that workers compensation has been scammed by drug & alcohol abusers is appalling.
Employers have an obligation to their employees, customers, products, services--and bottom-line profit to not put any of those at risk by allowing disruption(s) that can and will occur if preventative measures like drug & alcohol testing is not applied at the outset—at the entry gate of employment processing and randomly for retention screening. In Drug & Alcohol Abuse Testing it’s really not a matter of Pros or Cons or presumed guilt—it’s a matter of positioning for quality outcomes rather than hoping for them. I happened to work in the aerospace and defense industries, in the early 1980s. These were among the first industries to institute mandatory drug testing. It was astounding how many drug testing failures were recorded initially across all disciplines in those early days. It was scary to know that those who failed our drug tests went on to work for our competitors who had yet to establish drug testing programs. Quality and safety have been enhanced on many levels thanks to Drug Testing policies first established in the aerospace and defense industries nationwide.
With this new legislation against workers comp fraud in the State of Illinois—new cost savings will be only one result. I’m unaware of how the private sector deals with similar situations, but if corporate America is not already applying this “denial” method—they should be applying it. Once in place I envision new statistics that will pinpoint how many denials are recorded; and which jobs/industries/geographies seem to harbor the majority of scam artists. In turn, those stats may give other States/employers ammunition to justify installing similar preventative measures against drug & alcohol abusers who also try to leverage workers comp claims. …
on customer satisfaction, acquisition of the best DNA and robust processes, the company has moved from strength to strength expanding its offerings and customer base. We offer full life cycle of solutions to our customers from conception to maintenance.
Systel today has skills professionals deputed across the globe around technologies like ERP, CRM, Business Intelligence and IT Infrastructure Management.
Description: Senior Product Test Engineer to work on Projects, based in Hyderabad
** 4+ yrs experience in IT
** Good experience in Manual Testing & Product Testing is must.
** Excellent at writing Testcases
** Good experience in Database Testing and writing simple queries
** Understand the various Testing processes and terminologies.
** Perform various levels of testing (stress, Functional, system, regression, user acceptance, etc.)
** Log necessary, timely, critical Problem Reports into the defect tracking system.
** Projects are released in accordance with company definition of quality
** Exposure to .NET / J2EE based applications using IIS/ Weblogic/ Tomcat / Web Sphere
** Good to have certifications and knowledge in ISO or CMMI process
** Excellent Communication skills
** Willing to work from 3PM to 12Midnight
*High level of skill in oral and written communications.
*Strong commitment to quality and service.
*Outstanding time management skills.
Work Location : Hyderabad
Experience : 4+ yrs
Role : Senior Product Test Engineer
If the above opportunity excites you, please send us your updated resume in MS word format with the details mentioned below.
Added by Sabareesh at 5:33am on September 22, 2009
f we are talking about being completely paralyzed in a testing setting..
People are surprising honest on personality tests - at least that's what we are seeing in validation studies that we run for our tests. Typically, you will see a good correlation between results of the test and performance once on the job. In addition, there are studies showing that assessments can predict performance with substantially better accuracy than interviews - this, of course, depends on how good a judge of character the interviewer is and his/her experience.
The tests can really pinpoint some areas that most interviewers would miss. I am not saying that you should eliminate candidates who don't perform well on a test, but it is a piece of information that should be at least considered. From my personal experience, I have hired people who did not do well on the test, but I rationalized the results (because we were in a hurry to hire someone, and it seemed like the person would do) ... every single time, this decision came back to bite me in the behind.
Quite simply, I do want to know what kind of personality the new hire has. It's not important only for cultural and team fit - it provides me with info about how to best manage the person, what motivates them, what are the weaknesses (or to be PC - their challenges) and where they need additional training. It also alerts me to potential problems that are best addressed (and can be addressed smoothly in generic terms without offending the person) before the likely issues translate into real ones.
Perhaps your negative attitude towards testing stems from a bad experience. But there are many good assessments out there ... I like to think that ours are among them. If you or anybody else is interested in a free trial, I can get you set up to 'test drive' some of our tests. Try them before you reject them - you might actually get some ideas from the results that you may not have picked up yourself, even with your wast experience. And you might find that the results are quite useful for presenting your candidates because you can describe their personality to the client in pretty concrete terms, give them suggestions on how to get the most out of the person and provide them tips on how to best manage the new hire. That's a lot of added value that you are leaving on the table.…
the test 10 times and come up with whatever traits/personaltiy that you would like me to be! I am not saying the test is not valid iam saying that someone skilled in the test can tweak the results to get any type of desired answers/traits!
My point is that a skilled recruiter should also be able to do the same! When looking over placements for a desired time frame a skilled recruiter will see some placements gained through cold calling, relationship building, usage of Social Media or by effective Boolean searching (etc)! A good recruiter has many weapons in his/her arsenal and should be able to use many different patterns leading to solid overall success!…