Search Results - ultimate international

Blog Post: Can Winning an Award Really Help Your Business Succeed?

ISL director…

Added by ISL Recruitment at 4:32pm on May 24, 2017

Blog Post: Can Winning an Award Really Help Your Business Succeed?

ISL director…

Added by ISL Recruitment at 4:00pm on May 24, 2017

Blog Post: Hire for Potential or Experience?

Quite recently I was rummaging through my inbox and I stumbled across a headline that peaked my interest; …

Added by Salih Mujcic at 8:51pm on March 13, 2012

Comment on: Topic 'OT - The Olympic Torch Is Lit - The 2012 London Olympic Games are Underway - Yo…': d the discipline of sport as a powerful educational tool. One day, following an inter-schools athletics meeting, he ended his speech with fine oratorical vigour, quoting the three words "Citius, Altius, Fortius" (faster, higher, stronger).Struck by the succinctness of this phrase, Baron Pierre de Coubertin made it the Olympic motto, pointing out that "Athletes need 'freedom of excess'. That is why we gave them this motto ... a motto for people who dare to try to break records." This phrase, "Citius, Altius, Fortius" is the Olympic Motto.The Olympic Game is the international arena viewed by millions where the athlete's spirit, mind and body endeavour to excel and achieve the higher standard than the presently existing ones; thus fulfilling the Olympic Motto. THE OLYMPIC CREEDPierre de Coubertin got the idea for this phrase from a speech given by Bishop Ethelbert Talbot at a service for Olympic champions during the 1908 Olympic Games. The Olympic Creed reads: "The most important thing in the Olympic Games is not to win but to take part, just as the most important thing in life is not the triumph but the struggle. The essential thing is not to have conquered but to have fought well." The creed and motto are meant to spur the athletes to embrace the Olympic spirit and perform to the best of their abilities. http://www.mapsofworld.com/olympic-trivia/olympic-motto.html The Business Case.... WIN WIN...You be the judge. London Business School "Business Section Win. Win. Spring 2012:The worlds of business and sport are more closely related than ever before." Georgina Peters explores the mutual attractions. The lure of sport Sport is global and dramatic; people identify passionately with the participants; there are winners and losers. It is a source of constant fascination for all in the business world for two other fundamental reasons. First, over the last fifty years sport has become a huge, global business, employing some of the brightest and best people. The commercial numbers are impressive and growing. In the sporting world, brands can be created from next to nothing – witness the astonishing success of the cricket’s Indian Premier League where few eyebrows are raised when a lesser club such as the Rajasthan Royals is valued at some $33 million. Second, excellence in sport has close and obvious parallels to excellence in business. The greatest sportsmen and women share the same focused, dedicated and passionate beliefs seen in those who are successful in the business world. Finance and performance are an irresistible combination. Olympics Inc. The commercialisation of sport is a relatively recent phenomenon. It hasn’t always been like this. Formula 1 drivers and cars are now festooned with the logos of their backers. But, commercial sponsorship was only introduced in 1968. In the mid-1960s Formula 1 cars carried national colours rather than a thousand brand names. Equally, shirt sponsorship on football shirts was not introduced in the English league until 1978. If you wish to identify the moment when business and sport became inextricably intertwined as good a moment as any is the 86th Session of the International Olympic Committee in New Delhi in 1983. Horst Dassler of Adidas made a presentation to the 78 IOC members in attendance. “You, the IOC, own the most valuable and sought after property in the world. Yet the Olympic rings are the most unexploited trademark in existence. No major corporation in the world would tolerate such a situation.” Dassler’s pointed observations set the IOC down a more commercial route. Soon after, it began bundling Olympic rights together into four-year exclusive marketing packages. This offered companies one-stop shopping for their global Olympic involvement. The first four-year period with the Olympic Partners (TOP) programme operational covered the Calgary Winter Games and the Seoul Summer Games between 1985 and 1988. It involved nine partners and generated $96 million. The programme has gone from strength to strength ever since. Covering the Torino and Beijing Games, TOP generated $866 million for the Olympic Movement between 2005 and 2008 (up from $663 million during the previous four year period). From being on the brink of bankruptcy after the Moscow Games in 1980, the Olympic was re-invented as the ultimate sporting brand. The balancing act “From a marketing point of view, the Olympic Games are beyond value. No wonder, then, that companies are prepared to go to enormous lengths to be associated with the Olympic rings. For the official sponsors and the TV companies that possess the broadcast rights to the Games, the rewards can be spectacular,” says WPP CEO Sir Martin Sorrell. “But it is because they remain true to the Olympic ideal that the rings retain their magical aura. The Olympic brand, in all its associations, has to strike a delicate balance between financial stability and selling out to the god of mammon. That it has managed to do so is testament to the way the brand has been developed, nurtured and protected over the past two decades.” As Sir Martin Sorrell points out, the relationship between sport and finance is a delicate one. The growth of the Indian Premier League in cricket has been accompanied by an explosion in betting. Three Pakistani cricketers were jailed in 2011 for a betting-related incident. In this and other ways commerce can be seen as a pernicious influence. In a number of sports the demands for more product to put on the world’s television screens is drowning out the athletic realities that sports people on the line for the sake of ratings. The Olympic Games remains the benchmark. It appears to have blended modern-day commercialism with abiding core values. Olympic stadia remain free of advertising for example. But the balance is always difficult and will become ever more so as sport and finance become more truly global. But how The financial side of sport is one thing, quite another is the practicality of making sport happen and the nature of great sport. For those in business, the event is an impressive feat of logistics. Organising an Olympic Games or any large scale sporting event is a massive undertaking. They offer compelling lessons in project management, supply chain management and logistics. The opening ceremony of the Olympic Games cannot be delayed by a week or two. It has to happen on time – though, it must be said, not always on budget. In an interview with Business Strategy Review, Lord Sebastian Coe, one of the leaders of the London Olympic Games, gave some idea of what is involved in winning the Games in the first place and then delivering them: “A successful bid is, essentially, a successful communication programme. You need to be able to explain exactly how you are going to deliver, in the space of 28 days, 26 simultaneous world championships — and then do pretty much the same with 20 Paralympic world championships. The host city has to cater to 10,500 athletes, 4,500 Paralympians, 800,000 visitors and 22,000 journalists. As part of doing that, I believed that we had to answer the question: Why are we doing this? And it wasn’t until we started to articulate, internally as an organisation, that it was about using the games to inspire young people to participate in sports that we each understood what we had to do. “Of course, a bid is very different from the delivery stage. For the delivery, you start out with the bid team and then you build on that. You determine the skills sets you need to manage: the siting and building of the venues, the marketing of the games, ensuring the infrastructure needed for moving people around — and the people with those skills tend to come from outside of the world of sports. My chief executive was chief operating officer at Goldman Sachs for many years. My human resources director ran HR at the BBC. My communications director was, essentially, doing pretty much that job at the Sydney Games. Our commercial director was one of the founding fathers of Sky Television. And we have a Paralympic director of integration who has won more medals than any other Paralympian in history. We’ve brought the best of the best to the table.” Leading by example As Sebastian Coe powerfully illustrates, the human side of sporting performance is the other abiding fascination of those in the business world. Teamwork, the need for excellence, the relationship between the individual and the team, leadership and motivation are among the constant themes of both business and sport. Sporting leadership has become more complex and subtle. Players are rewarded as never before and under constant media scrutiny. Faced with an under-performing group of multimillionaires, the old ways of leading and motivating no longer work. In their book, Why Should Anyone Be Led By You?, Rob Goffee and Gareth Jones tell the story of an incident when Glenn Hoddle was the coach of the England soccer team. David Beckham was practising a particular skill. Despite trying it repeatedly he couldn’t master it. Hoddle, once a great player himself, took the ball and perfectly demonstrated what was needed. Great leadership? In some situations the fact that the leader could actually practice what he preached would be seen as a good thing. Not so in the eyes of the English team. They regarded Hoddle’s behaviour as a personal insult to Beckham. He had shown Beckham up in front of his team mates. This confirmed their view that the coach was full of self importance. Of course, the case for subtle forms of leadership may be overstated. In the football world, research by Deloitte proves that the higher a team’s wage bill, the more likely it is to be successful. Whatever happens at the 2012 London Olympic Games, drama and personal achievement can be guaranteed, but so, too, can unprecedented logistical, financial, marketing, organisational and human resource achievements. http://bsr.london.edu/lbs-article/645/index.html …; Added by Valentino Martinez at 9:10pm on July 28, 2012

Blog Post: Best Practices for Employer Career Fair Preparation Post-COVID: Despite the increasing popularity of virtual job fairs, hosting an in-person hiring event in the post-pandemic recruitment landscape is inevitable. For a significant section of candidates and…; Added by Rakuna at 12:07pm on November 19, 2021

Blog Post: 9/11, The Great Recession, & Recruiting - 10 Years Of Lessons - But America Still Stands Strong

USS Hornet

On July 4th, 2007, I visited the USS Hornet. Steeped in History, she sits proudly in the San…

Added by Mike Rasmussen at 2:49am on September 3, 2011

Blog Post: Virtual Career Fair: Definition, Best Practices, and Case Studies: Even as the global pandemic is slowly becoming a thing of the past, virtual recruiting is here to stay. Virtual recruiting, at heart, strikes a lot of similarities to traditional campus…; Added by Rakuna at 5:15am on November 8, 2024

Blog Post: How to Select the Right Applicant Tracking System for Your Organization: Picking the wrong applicant tracking system (ATS) can often be annoying. By the time your team realizes that the ATS might not be suitable, the team might have sunk a…; Added by Rakuna at 12:07am on August 5, 2021

Topic: Meet Holly Lee, Engineering Staffing Consultant at Google: ld look at recruiters to get the job done with a magic wand, instead of educating us on what type of skill sets/person is needed to fit into their team. The reality is, it takes a recruiter time to earn credibility from any manager/employer. At the end of the day, I still have to compete with fellow recruiters on meeting the numbers---yes, the numbers are still there! • Holly Lee • Front End Engineer Recruiter at Google • RecruitingBlogs Profile • Linkedin • Facebook • Favorite TV Shows: Grey's Anatomy & Food Network • Fan of the following: Lakers! • Admirer of : Shally Steckerl and JobMachine Cheatsheets • Quote: "Never letting the competition define you. Instead, you have to define yourself based on a point of view you care deeply about. –Tom Chappel" • Community Volunteering: SGI Buddhist community in Silicon Valley • Email • Phone: 510-754-2401 ** Currently recruiting top Software Engineers in Test** Q & A with Holly Lee Holly Lee is a Corporate full cycle technical recruiter based in Mountain View, California. Her staffing areas of expertise are in applications (software engineers, developers, database administrator..etc.), network infrastructures (CCIE, network security, systems engineers, windows/linux/unix engineers), cold calling directly into companies for recruitment, in-dept internet search, and building excellent relationship with passive candidates. She has worked at prominent Silicon Valley companies such as TEKsystems, Nokia, Microsoft, and is currently a front end engineer recruiter at Google. Holly inhales adventure, be it as a global traveler or diving from planes. Before joining Google in January of 2010, she took a month off to see her family in Vietnam. Traveling helps rejuvenate her energy from becoming one of the top producers in her industry. She is also involved in the women's basketball league, tennis, an expert hiker, and her next vacation destination is to tour Europe. Six Degrees: Tell us of your home world. Holly: I am lucky enough to still own a nice and quiet place in the Silicon Valley. Aside from being a workaholic, I LOVE food! I have tried all of Google's chefs specialties, as well as venturing out to new restaurants in this beautiful Bay Area, CA. I am a people person inside out of work---I like to host dinner parties just to have an excuse to eat. My family are in the East Coast, which I keep a close relationship with. My new family addition will soon be a cat (calico). If I have spare time, I enjoy reading up on my Nichiren Buddhism practice, meditation, yoga, and hiking to keep my body and mind healthy. I am also doing volunteer work in helping technical and non-technical professionals with their resumes and to be a guidance for them to seek employment opportunities. One of my to-do things is to volunteer in a community kitchen to serve the homeless. The staffing industry has a high caliber and it is a very competitive environment. I have keep a daily workout and eating routine in order to stay ahead of the game. We are still under a recession---no need to stress, just network or I would recommend SKY DIVE---this would really take your mind off your worries! Six Degrees: How many years have you been in the staffing industry? Holly: I started recruiting in an agency back in Portland, OR in 2002. I placed help desk support, CRM, office admins, R&D, and infrastructure positions. I have a combine of 7 years in agency staffing full cycle recruiting and business development, and 5 years of in-house (tehcnical and healthcare). Some of my clients in the technology verticals includes: Siemens, SAP, GM, Tyco Electronic, Juniper Networks, and Otis Spunkmeyer. My passion is to help hiring executive to execute their projects by hiring top engineers for the specific skill sets. I also enjoy putting a recruiting strategy in place and leading a team of sourcers/recruiter to meet hiring demands. As much as I enjoyed working for agency staffing, I have learned that my passion is more towards building great relationships with all the hiring committees. Recruiting for an in-house environment has taught me to become even more detailed, efficient, and still have to be on top of my game. At the end of the day, I still have to compete with fellow recruiters on meeting the numbers---yes, the numbers are still there! My ultimate career goal is to become a staffing executive for a software company, and to learn what it takes to be a good leader. At this point, I was fortunate to have a project at Google and the opportunity to know what it takes for a company to raise to very top, like Google. I am where I should be in my career at this time. Six Degrees: What single event had the most impact on your sourcing/recruiting career? Holly: Every company I've worked for has their own ways of recruiting, and I have learned the different styles throughout each employment. For example, in the agency world, I really like the aggressive cold calling in hitting the numbers, yet finding quality in the middle of the madness. We also attended career fairs and connect with local Universities for to market our open opportunities. The in-house sourcing/recruiting is also affective, as they also have their systematic ways to find the best candidates. What I like most about in-house is that we have more time to focus on the quality hiring vs focusing on hitting our numbers in the agency world. One of my favorite tools to source for engineers would be LinkedIn or LinkedInRecruiter for best results. Six Degrees: Do you have a mentor to whom you attribute your overall outlook on recruitment, capabilities, and/or model your career after? Holly: I am currently seeking a mentor---any takers? Most of my jobs has been "pick up and roll with it". Six Degrees: Tell us about your most recent gig as a front end recruiter at Google, Holly. Holly: I am based out of our Mountain View office, but am supporting hiring managers in the Western Region, as well as our New York office. My focus is recruiting for all levels of software engineer in test. Meaning, I am looking for software engineer that is an expert in coding C, C++, Java being the main requirements, and those engineers should have experience in development software test tools: automation Six Degrees: What talent niche groups do you target and are these particular talent areas specialized under your review? Holly: My current niche would be top engineers/scientist. Again, LinkedIn is very user-friendly when it comes to locating any groups in the recruiting arena. I make myself marketable in all the SE groups and keep a closer eye on experience engineers. Six Degrees: What types of training in sourcing/ recruitment are available to you and have you taken advantage of? Holly: In the past I have taken a few of Shally Steckerl and Dave Mendoza’s sourcing tips/training. I have also attended AIRS training classes. Six Degrees: What recruitment software tools do you use in your day to day recruitment activities & do they translate effectively within all of the different countries where you recruit? Holly: Google and LinkedIn search engines for Boolean searches. I also utilize internal ATS and sourcing systems. Six Degrees: How did your expectations of being a recruiter compare to the actual, first time you got on the phone or in the cubicle? In your opinion, how do people's assumptions about our vocation differ from reality? Holly: My first impression of being a recruiter was frightening! I was nervous to get on the phone, as it was in a call center type environment back in the agency world. Especially recruiting for technology, which was not as easy as healthcare since my background was a chemistry tech prior to my staffing career. The reality is---if you have done a full cycle recruiting job in an agency setting, you can do any sales or recruiting job! Six Degrees: Have you been involved in broader industry events as of yet? Holly: No, but my favorite event would be the Web 2.0 in San Francisco. Six Degrees: What are the most common themes of strategic and/or tactical mishaps involving past or present HR/Staffing org? Holly: I think hiring executives at times don't give the staffing team enough credit for the work that we do. When a manager needs to meet their project deadlines, they would look at recruiters to get the job done with a magic wand, instead of educating us on what type of skill sets/person is needed to fit into their team. The reality is, it takes a recruiter time to earn credibility from any manager/employer. RECOMMENDATIONS “Holly worked with me on the Microsoft account as a consultant and I can tell you that she is very professional, has a great attitude and a solid grasp on technical recruiting. My team only works virtual and I know it is tough to get folks that you can trust to work from home, but I can tell you that Holly is an incredibly hard worker and very well connected for networking.” Ryan Phillips, former Sr. Research Recruiter (working on Windows positions), Microsoft “Holly's work and personality is a pure example of efficient energy. Holly and I are working together to bring top level expertise to Microsoft and Holly's energy, enthusiasm and ideas are boundless. She is always willing to step up and take on tasks as well as to be there as a mentor for those around her. Holly also has her eye on delivery. Because she is goal oriented all her efforts are pointed in the direction of the end result whether that be cheering up a co-worker or closing a top level recruit. It has been a pleasure working with Holly and I highly recommend you get to know her.” Christine (Crane) Barrow, former Vice President, TalentBridge International “I have worked with Holly Lee for the few months at the Nokia Research Center in Palo Alto, CA. Holly is very personable...able to get along with everyone. I was amazed at how quickly she was able learn all of the Nokia processes. Holly helped with all of our intern recruiting and she always kept me in the loop of everything that was going on. She is very knowledgeable and is always willing to go the extra mile. I would definitely recommend Holly!” Sonia Kim, University Relations Specialist, Nokia About Dave Mendoza Dave Mendoza is an award winning blogger, global speaker and sourcing consultant. He served as an Adjunct Faculty member at JobMachine.net, and is a corporate partner to RecruitingBlogs.com Few in the recruiting business take “networking” more seriously or pursue it more passionately. Dave has been spotlighting the stories of staffing thought leaders and practitioners in the trenches for several years to highlight achievement and innovation. Read more at SixDegreesfromDave.com…; Added by Dave Mendoza at 12:38am on February 22, 2010