ERE community

I would encourage all corporate recruiters to check out www.pronetcareerresources.org to see what kind of talent has joined our group.  It grows daily.  Check out "Resumes-Occupations" for linkedin profiles that satisfy your openings. 

I'm looking for hire a Researcher for our offices.  We are a firm of 3 Recruiters, but growing.  Hope to eventually be an office of 10 within 5 years.  Rather than hire someone new to the industry as a Recruiter, I'd rather bring them in as a Researcher and see where it goes. I'm trying to determine how best to utilize a Researcher to support our Recruiters.  Any suggestions?

I saw a tweet the other day that made that claim above - I don't know if it's true or not but in the same Tweet string I saw someone in HR say that she is often asked about how someone goes about sealing or expunging (are they the same thing?) something from their record that is impeding their job search.

I've been thinking about this and then I saw another Tweet this morning with a link to this article that partly said:

"We live in a society (especially in this economy) where the enormous prison system is vilified and misunderstood. Thanks to the drug war, more people than ever before have a record, but companies refuse to hire them. In the current atmosphere, many talented, driven former prisoners just won't get the break they need to achieve their potential. That needs to change..."

So, is this true?  Are many people stymied in their job searches because of a criminal record?  What's your experience and or advice to someone in this position?

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Splits - We have a number of very hot nursing positions in varied disciplines & locations.  Great opportunities http://bit.ly/136Oz5

It's a very nice feature to be able to browse group category (with some editorial effort) before the change, such as geography, industry, etc.

For new members, it's a great way to get into a group. It's hard for people just go through all the group list to find the right discussion group. I found quite a few group I belong to now have much less activities since the facelift.

Am I missing something here?

I have 14 years of recruiting experience with 5 years most recently in-house and 9 years agency prior.  Currently at Emulex Corporation, a networking storage device company in Costa Mesa, as the only recruiter and my position is being eliminated.  I was at Sun Microsystems for 2 years before.  My background can be viewed at http://www.linkedin.com/in/bradselvin if you would like to learn more.

Hi,

I'm researching recruiting software for my boutique executive search firm and have reviewed Bullhorn, PCRecruiter and HireDesk.  Was wondering if anyone currently uses these programs and if so, would they recommend them?  Web-based has its advantages but I'm not excited about paying a monthly fee. The biggest things I'm looking for is ease of use in updating and adding contact info, automatically populate resume information into database, strong search/boolean features, outlook integration, robust, fast system with limited to no downtime, excellent security and helpdesk.  Would appreciate any feedback. Thanks.

Apply to: bvanschaik@rim.com

Research In Motion is a leading designer, manufacturer and marketer of innovative wireless solutions for the worldwide mobile communications market. RIM's portfolio of award-winning products, services and embedded technologies include the BlackBerry® wireless platform, the BlackBerry smartphone product line, software development tools, radio-modems and software/hardware licensing agreements. For more information, visit www.rim.com.

The Recruitment Team of Research in Motion's Organizational Development Group is responsible for crafting, developing and operationalizing the critical recruitment strategies used to find some of the most sought-after talent world-wide that contribute towards the legendary BlackBerry wireless device.

We currently have an exciting opportunity for a Recruiter to join the ranks of a talented team of recruitment professionals and business leaders in the endless pursuit of best employees.

The Recruiter establishes and fosters a consultative relationship with RIM hiring managers through close working relationships with various Business Units, and oversees the entire recruitment and selection process from coordinating candidate presentations to RIM hiring managers to presenting and negotiating employment offers. The Recruiter is responsible for sourcing candidates using a variety of tools and techniques, including, but not limited to, the RIM website, 3rd party job boards, 3rd party staffing partners, and direct recruiting efforts, such as targeted career fairs. Other responsibilities include providing instruction and assistance to all job applicants, educating RIM hiring managers on acceptable recruitment processes and policies, and working with Organizational Development (OD) Generalists to effectively plan for current and future staffing requirements. The ideal candidate will have a good understanding of relevant employment legislation, strong negotiating skills and extensive knowledge and experience of behavioural-based interview techniques.

ESSENTIAL SKILLS 

• University Degree in Human Resources, Business, Psychology or related discipline
• Minimum 5 years of recruitment experience in a corporate environment, including the use of an Applicant Tracking System such as Taleo, RecruitSoft, etc.
• 3 years experience using 3rd party job boards, Internet navigation tools and MS Office Suite
• 3 years of vendor management and monitoring performance of partners
• Knowledge or familiarity of Wireless Technologies and protocols and prior experience working in a "high-tech" environment.
• Exceptional written and verbal communication skills in both English and Spanish.
• Experience with international recruitment, specifically within Latin American countries.
• Experience in managing relocation and immigration processes
• Strong negotiation and closing skills, ability to deal with very complex hiring processes and follow them through to closure
• Extremely detail oriented and thorough with the ability to manage multiple tasks simultaneously
• Previous experience attending job fairs and targeted sourcing campaigns

OTHER ASSETS

• Ability to communicate both written and verbally in Portuguese or Portuñol
• Previous experience working in a high tech environment supporting a fast paced and dynamic sales and marketing organization.

©2008 Research In Motion Limited.  All rights reserved.  BlackBerry®, RIM®, Research In Motion®, SureType® and related trademarks, names and logos are the property of Research In Motion Limited and are registered and/or used in the U.S. and countries around the world.

Anyone who knows me knows that I am quite involved in the recruiting world for quite some time and I would like to lend my experience to the conclave that President Obama will be having in December.  In an attempt at shameless self promotion, I am asking people who could recommend me to do so at the White House's website -http://www.whitehouse.gov/contact

Thanks John

I recently looked at Bountyjobs, but in order to signup,you need a referral code. Is anyone willing to give me a referral?

Denise Beauregard Alton Search Group

Scientists say they've made a breakthrough in their pursuit of computers that "think" like a living thing's brain - an effort that tests the limits of technology.

Even the world's most powerful supercomputers can't replicate basic aspects of the human mind. The machines can't imagine a wall painted a different color, for instance, or picture a person's face and connect that to an emotion.

If researchers can make computers operate more like a brain thinks - by reasoning and dealing with abstractions, among other things - they could unleash tremendous insights in such diverse fields as medicine and economics.  More here.

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Hello Encouragers and Mentors,

When you are interviewing executive level candidates (CIO's, CEO's, Vice Presidents, etc.) what are your best questions that pull the critical experience and information you are seeking? Any great questions that separates the chaff from the wheat??

Thanks in advance for your ideas!

~Jennifer Steckley, Steckley Consulting Group, LLC

I just joined a fast growing start-up (hard to imagine, I know) and we are looking for to fill a few 100% commission outside sales positions.  We have three things going for us, the commission is very lucrative with a residual component, there isn't anyone else offering the technology and it's been very well received, and the consumer app is on the top 25 for iphone. 

My questions for the group are: 1) Where would you look for them?; 2) how would you position the opportuity  without sound too Amway-ish?; 3) Any other words of wisdom. 

Goldman Sachs Group (GS) is teaming with billionaire investor Warren Buffett to invest $500 million to provide thousands of small business owners with college scholarships and boost their access to capital.

Goldman has been criticized for setting aside billions for employee paychecks after receiving billions in taxpayer bailout money.

Goldman's philanthropic effort, called "10,000 Small Businesses," includes a $200 million contribution to community colleges, universities and other institutions to give grants to small business owners to further their education.  More here.

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In my search to optimize my linkedin searches I came across something interesting for recruiters/researchers that search internationaly. One of the great frustrations I personally have with Linkedin is that it only allows you to search one country simultaneously while for a lot of my jobs I really don’t care where people are coming from. It now means that I have to run a search several times in order to make sure I have the maximum amount of candidates.

I can of course try and search through the search engine of Linkedin directly and see what it gives me but the results have not been optimal. If I add say (Netherlands OR Belgium) to my keyword search I get a lot of false positives simply because of people having those words in their profile. One of my favourite ways of searching Linkedin is not using linkedin at all, it’s the all-mighty X-ray. Be prepared because I’m taking you on a bit of a journey.

X-ray explained
Now, hopefully most recruiters are comfortable with x-ray but for the less boolean-gifted recruiters a quick explanation: x-ray is a Google search string that allows you to focus on one particular site. If I put site:linkedin.com in my Google search it will give me only results from………….right, LinkedIn! There are big advantages to x-ray over a LinkedIn search and that is that you really can see all of the public profiles on linked and you can actually contact them. Reason for this is that a) your search results is limited by the size of your network and b) LinkedIn allows you to see the LinkedIn profile if you come in through this back door where if you did a normal search it wouldn’t allow you if that person was outside of your network.

Whenever you do an x-ray on Google don’t forget to add inurl:pub OR inurl:in -intitle:directory in order to eliminate pages where such a groups and events. To further narrow it down add -inurl:updates. To give you an idea of the power of this string: it gives 30.200.000 hits. I would say much of the population of Linkedin

The international X-ray
For the more advanced recruiter that wants to search internationally there are some ways to limit the search to a specific country or some specific countries. Glen Cathey wrote an article about how to do this after I had contacted him about some international search he had done. To recap his research:

You can do a search on postal codes on Linkedin:

If you take a large city as say Amsterdam, The Netherlands you see that in the city there are several postal codes

Now if we do a search on Linkedin with the postal code 1000 in the Netherlands you will see that all of them have in their profile “Amsterdam Area, Netherlands”. And with that “area, country” we can play.

My own research completes Glen’s list and below a list of all the structures that are being used

“Area, France”
“Area, Germany”
“*, United Kingdom”
“Area, Switzerland”
Area, Belgium
Area, Netherlands
Area, Sweden
Area, Spain
*, Finland
Area, Norway
*, Russian Federation
*, Portugal
Area, Italy
*, Ireland
Area, Denmark
*, Austria

As you can see most countries in Europe follow the “area, country” setup except for the UK but what can you expect from a country where people drive on the wrong side of the road?

Now, let’s say I need a user experience expert in the Netherlands? A what? Yeah, sorry but I had this search recently so might as well take that one. A search on “user experience” in the whole of the Netherlands gives me 1239 hits. I’m not going into how I can increase it by perhaps looking at other job titles, that is not the meaning of this article.

An x-ray on google site:linkedin.com (inurl:pub OR inurl:in) -intitle:directory -inurl:updates (”Area, Netherlands”) “user experience” gives me 2.510 hits. A lot better of course, way too many results and I would need to narrow it down but I’ve just doubled the number of candidates. Now this seams to work but if I’m searching for more countries I may run into the Google limit of 32 words in the boolean search. As well I’ve found that somehow not everybody has a region mentioned in their profile which would render the “area, country” string useless. In a niche market like UX I can’t afford to lose out on a single candidate.

The Holy Grail of international x-rays
So here is what I’ve found and if I’m not mistaken nobody else has blogged about it. So here is my ticket to fame LinkedIn has recently changed all the personal links on peoples profiles. Now, US-based profiles haven’t changed and still are http://www.linkedin.com/in/NAME but as I’m based in Spain my personal link has changed to http://es.linkedin.com/in/tedmeulenkamp. A check on other profiles gives that profiles in the UK now have uk.linkedin.com, in Germany de.linkedin.com and the Netherlands nl.linkedin.com. I have not (yet) compiled a list of all the country codes but they seem to be following the standard country codes used globally. So wow, Linkedin has actually placed a country code in the personal links of all their members! Have I found the holy grail for international linkedin x-rays?

So before we bring out the champagne (or cava in Spain) let’s test this.

site:linkedin.com (inurl:pub OR inurl:in) -intitle:directory -inurl:updates inurl:nl.linkedin.com user experience” gives me 2.990 hits. Not bad as it increases the amount of hits over the previous one because of the before mentioned fact that not everybody has a region in the profile but they surely have had to give their country when signing up. But we are still not there, what if, just imagine, what if the country code is only used in personal profiles and not on any other pages. That would mean we could get rid of inurl:pub OR inurl:in as thus save space.

site:linkedin.com -intitle:directory -inurl:updates inurl:nl.linkedin.com user experience” gives me exactly the same amount of hits as my previous search and that is just awesome! It really means that we can leave out inurl:pub OR inurl:in. But wait, wait, wait. What if we leave out -intitle:directory and -inurl:updates?

site:linkedin.com inurl:nl.linkedin.com user experience” again gives me the same amount of hits. AMAZING!!! We went from a pretty lengthy search string to this compact, easy to remember, easy to use search string! Just to be complete if you want to use this string for a multi country search you just put in inurl:nl.linkedin.com OR inurl:be.linkedin.com OR etc).

So folks, run the following and bookmark it for your international searches:

site:linkedin.com inurl:nl.linkedin.com KEYWORDS”. Change the country code and keywords and rock on!

Conclusion

There is so much more to get out of Linkedin by using an X-ray and now with this new search string you can actually very accurately search per country and profit of the larger network and accessibility of the x-ray search! And dear friends in the US, sorry but because you still have the original profile links you still need to use the full search string.

If Recruitment reported to Operations would it make it more viable as a business partner?  When recruiting & sourcing for executive level positions it seems to work better to remove the "HR hat" and not work that channel.  This seems to engage potential senior level talent easier as many stay as far away from HR as possible.  If anyone has been in an environment of Executive Level Recruitment that is reporting to Operations I would be interested in finding out more.  Also, does this increase your value to the company since you are more aligned strategically this way?  If you are able to align yourself with senior operations and the future growth modes you could make a better impact & contribution by PROACTIVELY seeking out the future talent needed to help the business grow.  I appreciate any thoughts, thanks in advance.

Hello Healthcare Staffing People!

When you are interviewing and hiring executive level candidates (i.e. Hospital CIO's or Vice Presidents in a consulting firm), what are your BEST questions for this level of candidate? I like behavior based interviewing questions, but welcome any and all answers to my question.

Kind Regards, Jennifer Steckley, Steckley Consulting Group, LLC

TWO PEOPLE, in the past two days have declined a client's request for a sample of work.  These same two people have excellent backgrounds, excellent references and one is not currently employed.  The client isn't asking for a book, just a "sample of work" - they would be happy with an e-mail - just to see writing style, professionalism, etc. 

I don't think this is an unreasonable request from a potential employer - in fact, with most companies receiving 200 resumes if they run an ad, I can't imagine that they are just going to believe that everyone can do everything. 

However, in BOTH cases, both candidates requested that I withdraw their resume.  They viewed this as insulting.....  When does pride get in the way of getting a job?  Was this employer wrong? 

And to think after all these years in the business, I'm still surprised....

(I also posted this on my blog)

Don't make the same mistakes with Gatekeepers Tom makes!  Watch the movie here.

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You sure?  Watch the movie here.

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Here.

Before the layoff, Xtranormal was doing intensive Research in natural language processing, designing automated cinematics (such as finding automatically the right angle and position for a camera in a user-generated video scene), voice generation, all done by a mix of researchers from academy and also engineers. A team was also in charge of "productizing" the results, and a few of the technologies were integrated in current Xtranormal product's lineup.

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Go here.  Interesting site.

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We are looking at an enterprise recruiting system implementation for an employee base of 55,000, mostly in multiple location retail sites. We are currently using Unicru for retail and PS's TAM for corporate, but because we use PeopleSoft/Oracle globally as our HRMS, we want to evaluate their recruiting solution. I would appreciate your experiences and learning regarding PeopleSoft for ATS and recruiting as well as other suggestions as to which systems successfully employed for retail store recruiting.

I am an Executive Recruiter representing Carle Foundation Hospital in Champaign Urbana Illinois.  I am in the process of identifying a Director of our two Surgical Centers. We do 6,000 cases annually between the two centers and our main OR does 12,000.

I am hoping someone would know of a candidate that would be suited for this position.  Please contact me directly if you know of a candidate that would be ideal for this opportunity. 

Diana Monier of Chase Hunter Group

www.chase-hunter.com

(773)338-8347

Maureen takes you further into the psychology and understanding of telephone names sourcing.  Watch the movie here.  Watch the movie here.

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