Search Results - workout

Blog Post: 11 Ways to Reward Your Employees Without Breaking the Bank: The most important asset in your business is the people in it. These are you and the individuals you have hired to handle different things in your enterprise. From time to time, it is good for you…; Added by Alice Berg at 4:57am on January 16, 2020

Topic: Fall our frustrations - looking for your thoughts: batt Blue (brewed in Canada, not the crappy US version). I did read about a possible West Coast version next year which would be of interest to me being in AZ, I hope Slouch will bring me some Canadian Labatt Blue, you are allowed 2 carry ons… (don’t laugh, my buddy has done it before) So Friday was a tough day for me and hopefully I can get some advice from my fellow RBC members as they get back to work and deal with Recruit Fest hangover. As I mentioned a few weeks ago I was frustrated with a fall out which became official on Friday when the candidate resigned and walked out the door. I have not talked to him to get his side but my contact at the company said he was far from professional in his words and actions. This was my first placement there (great first impression) and my standard fee agreement gives 30 days to pay (which they did) and offers a 90 day replacement guarantee with no time frame to provide said replacement and no where do I mention anything about a refund. Initially, their legal team reviewed my fee agreement and made one change that they did not have to pay me for candidates they all ready had on file that were being considered for the position. That is a gray area for me but I agreed to the change and we signed. So it is apparent they have gone over the agreement, made their changes and are (or were) happy with it. When my contact called I said I would get to work right away on a replacement per the agreement and she wanted information on a refund. I said I only offer replacements and not refunds, I could tell this did not sit well. About 10 minutes later she called back and said she talked to their legal team and they are requesting me to commit to a time frame to find a replacement and if I do not do so, they get their money back. It was at this point I told her I needed to consult with my lawyer and get back to her as I did not want to say anything to hinder my agreement or relationship. I will let you in on a secret, I don’t have a lawyer. I am a bit ticked that I was given all of 10 minutes to work on a replacement before they called demanding more than is in our fee agreement that they have all ready modified and signed. I am confident I am in the right because they modified my standard agreement and brought this up only after the situation happened and now they want me to go back and modify our original agreement so that it benefits them and screws me. I can understand their situation as they sent me a sizeable check for a candidate that lasted about 45 days and walked out but we need to abide by the agreement in place and at the very least allow me an opportunity to find a replacement. I did make one offer that if I was not able to find a replacement I would like to continue working with them and would offer them a lower fee on future placements so they could re-coup the money that way but it would require them to continue to work with me which is my ultimate goal, I was told no quite quickly. I have dropped everything to focus on this and need to respond back today, I have been working on a written response with a business associate which I will include below. If I am not able to find a replacement in a suitable time then I assume they will try to come after me legally but I do not think they have a leg to stand on due to our agreement which was in place but this is a situation I hope to avoid. I apologize as I have been long winded but I am frustrated that I am having this discussion about what to do when I fail on finding a replacement before I have been given a chance to do so. I wanted to get your thoughts on my situation and how I should respond to the company. Thanks in advance! Jason Response; I am sorry to hear that your hire of George did not workout. I am sure that this is frustrating for you and your team, and it is for me as well. Please know that I am doing everything that I can to find a suitable replacement for George in a timely fashion and as you are keenly aware, qualified candidates are challenging to locate. My ultimate goal is to replace George in a timely manner free of charge and maintain a positive working relationship with you for the future. As a follow up to our Friday discussion regarding our fee agreement, I fully intend to honor the commitments made in our agreement. I understand that you are concerned about the loss of George and the timeliness of his replacement and your legal team is pressing for changes in the fee agreement that we jointly modified per their request prior to its execution. I am not in a position where I can retroactively modify our fee agreement, and I would not expect you to retroactively modify an agreement between us either. I would be open to discussing changes for the future if you chose to continue working with me. If I am unable to replace George in a timely manner, I am willing to discuss accommodations outside the scope of our current fee agreement on future placements as a professional courtesy to you and your team. I am confident that we can reach an arrangement that is agreeable to both of us which will hopefully allow us to continue working together.…; Added by Jason Babyak at 10:44am on September 22, 2008

Blog Post: What Benefits Can We Attain by Stepping Out of Our Comfort Zone: Why Leaving Your Comfort Zone is Important for You to Grow Exponentially?

At one stage or another, we all have our…; Added by Sheza gary at 12:35am on February 17, 2022

Blog Post: 10 Tips to Surviving as a Corporate Recruiter: So you want to be a corporate recruiter... I'm not even going to ask why. Now that I’m about a month away from my one year anniversary, I've learned a thing or two about how to survive this…; Added by Amy Ala Miller at 6:51pm on May 18, 2012

Blog Post: Can You Train Employees for Resilience?: Added by Sean Pomeroy at 11:05am on September 10, 2015

Topic: Meet Rose (Dougherty) Cava-Blanco, Silicon Valley Director of Staffing: at Hewlett-Packard • Customer Support Organization positions at IBM *** Rose is currently reviewing new opportunities in Corporate Staffing Management Rose (Dougherty) Cava-Blanco is a Subject matter expert in the areas of recruiting processes, ATS implementation, hiring manager and recruiter training, and people management skills. Moreover, she has expertise in the development and implementation of new recruiting models, metrics, tools, and policy documentation to support organizational goals. Rose has over eight years of people management experience including hiring, performance planning, coaching, evaluations, salary, education, recognition programs, setting goals and delivering results. In addition, she has over fifteen years of HR experience with industry-leading organizations, including compensation, selection, sourcing and recruiting, interviewing, diversity, employee immigration/relocation, policy development/documentation, and program management. Q&A with Rose (Dougherty) Cava-Blanco Six Degrees: Tell us of your home world, Rose Rose: I’m married to a wonderful man, Jim, who is a documents examiner. I have two children: my son is 24 and working and living in Carlsbad and my daughter will be 21 soon and working and living in San Francisco. I’m a strong believer in life-long learning and self-care. I’ve recently completed the crash course for the SPHR exam which I don’t have scheduled until May (I’ll probably need a refresher by then!!). Currently, I’m re-reading The First 90 Days by Michael Watkins for preparation in my next role. I’ve just finished Recognizing Richard Rabbit by Peter Weddle. On a fun note, I also read fitness and training books for motivation and continually changing my workout routines that I do at home. I also enjoy Cooking Light and Fortune magazines. Six Degrees: How did you get started as a recruiter? Rose: I became a recruiter in 1996 when I joined Hewlett Packard. A great position following my 15 years of customer service at IBM. Recruiting is customer service!! My responsibilities include workforce planning and management for the department/organization I supported. This was understanding their business plan: growth, outsourcing, downsizing, etc. and then reviewing how the current talent fit in to that plan: did we need to recruit, retrain, reward or release. Six Degrees: What single event had the most impact on your sourcing/recruiting career? Rose: At Hewlett Packard, I had an organization that needed a RF Engineer. My greatest sourcing moment was finding the hire in our current resume database. The significance here is that HP received a large amount of resumes per day. As recruiters, we were so encouraged to expand our horizons on sourcing websites and channels that we sometimes overlooked our own database. This success changed the process I used with my recruiting coordinator when looking for new candidates: she mined our internal database and I mined the external to ensure we reviewed those applicants already having a desire to work at HP. It is now easier with applicant tracking systems having the feature for all applicants to come directly in to your company email box. Do you have a mentor to whom you attribute your overall outlook on recruitment, capabilities, and/or model your career after? Rose: Yes, my first recruiting manager at Hewlett Packard has been my foundation. I’ve had many managers since then and have met lots of people at different events: you learn something from everyone you meet as long as you are willing to listen. Six Degrees: Tell us about your most recent accomplishments and duties as a Staffing Director Rose: My most recent position was at LeapFrog Enterprises Inc. headquartered in Emeryville CA. My responsibilities included creating recruiting strategies, documenting department expectations and guidelines; documenting and publishing the hiring process with clear ownership and leading the applicable training sessions for hiring managers and recruiting department. In addition, I automated the requisition process; implemented a new applicant tracking system; implemented new hire and employee background checks; standardized the interview process; cut recruiting agency spending; revamped employee referral program; implemented consistent recruitment branding to job postings. Six Degrees: (A) What other companies' recruiting operations do you admire or have heard are best-practice examples? Rose: I reviewed lots of websites for ideas in updating LeapFrog’s. Hewlett-Packard, Juniper Networks and Electronic Arts are cool and easy to follow. I’m also very impressed with the recruiting process at Microsoft. Six Degrees: (A) In what aspects are they superior? Rose: The above websites are easy to use: the careers page link is readily available. Microsoft follows an excellent communication process. Six Degrees: What recent general news story or industry trend do you feel will have an impact on your work in the future? Why? The huge amounts of corporate downsizing. Rose: The market is flooded with unemployed individuals with excellent skills. People are applying to all jobs they are qualified for. On the employer side, the volume of resumes per opening has substantially increased. Companies are having a tougher time closing with each applicant so ‘the resume in the black hole’ cannot be helped right now. Six Degrees: What has been your industry involvement in terms of contributing subject matter expertise?: Rose: I was the Keynote Speaker at the Kennedy Information’s Recruiting 2008 Conference and Expo where I presented the work my team and I completed at leapfrog. Six Degrees: What is your next career goal? What do you need to do to get there? Rose: Expand my generalist knowledge while maintaining my recruiting expertise to prepare myself for an HR VP role. Industry Recommendations “Rose is a pleasure to work with. She is a strong manager and has built a high performing team at LeapFrog as well as implementing many new processes which we were sorely lacking before she joined us. She implemented Taleo and ensured we were using it more effectively than our previous ATS, she drove down our recruiting costs significantly and greatly improved the quality of the staffing services provided to the organization. In addition, she created clear roles and responsibilities for those involved in the hiring process and implemented our background check process. I truly enjoy working with Rose, she's a gem.” October 29, 2008 Hilda West, Senior Vice President, Human Resources, LeapFrog (managed Rose at LeapFrog Enterprises, Inc.) “Rose is awesome in her role of Staffing Policy Manager at HP. She is extremely responsive. Her contributions to HP are appreciated.” March 2, 2006 Susan Graye, Global Staffing Strategic Initiative Manager t Hewlett Packard…; Added by Dave Mendoza at 3:19am on February 23, 2009

Blog Post: The 3 Keys to Achieving Your Career Goals: Who doesn’t want to improve and achieve their goals? Sounds like a rhetorical…; Added by Nick Tubach at 8:15am on April 6, 2018

Blog Post: Ask WHY not HOW

Jose Rangel –…

Added by Christina M. Bates at 1:42pm on July 25, 2015

Blog Post: Workplace Wellness: The Future of Employee Benefits in the Digital Age

KG’s take…

Added by Katharine Gallagher at 11:35am on November 24, 2023

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