ERE community

Howard Adamsky takes a stand and it'll knock your socks off.  What do you think?

Women are quietly building and doing and making things happen. Even more importantly, they are doing it with little of the male oriented drunken celebrations, blatant abuse of power and sexual harassment that goes on within corporate America every single day. The bottom line is that women are quietly gaining power. Just as Asian cars crept in silently and one day, crushed our carmakers, smart and committed women will slowly move to dominate and control commerce as the good old boy network collapses under its own bloat. ~ Howard Adamsky

Read more here.  You may have to join HR.com to read but so what?  It's free and easy!

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Our goal is to save you time and help you succeed.

Hello,

I'm trying to detiremine what salary would attract the top talent in the recruitment industry - and what is considered a high achiever in terms of annual billings.

I'm thinking of a boutique type person, able to manage full life cycle with heavy influence on new business development.

Thanks,

Matt

Dear Friends,

I am from LiveJobSeek.info and I want to introduce you to the new venture www.livejobseek.info. I am contacting you to seek support on connecting with recruiters to make it a big success.

LiveJobSeek.info is a simple yet powerful job forum. Recruiters can post job for free, without making any account. The posting will be reviewed before publishing and the job seekers also can apply without any account. The application with CV will be sent to the recruiter’s email address. So, it’s not just another job portal, it’s a new kind of job forum. By the way, LiveJobSeek.info is already listed in Google for certain job searches (e.g. jobs at Maruti Udyog Ltd).

To give you a better idea of www.livejobseek.info, I’m have prepared brochure. Please visit: http://www.livejobseek.info/features/LJS_html_intro_email.html

It will be highly appreciative if you could provide some job opportunities to post into the forum or get some contacts with recruiters to make some tie-ups. You can provide the job opportunities in any format, and I’ll make it to auto post to the forum.

I’ll appreciate any cooperation you can give me. I do think you’ll find several common business interests to pursue.

Sincerely,

Paulson George.

LiveJobSeek.info

Need RN with strong chart auditing experience for Ft. Lauderdale FL - normal 8 hour days.

I am trying to come up with benchmarked Cost of Hire for Healthcare Recruiting. Anyone care to share?

That's in addition to the 5,000 layoffs it announced in January... Microsoft also said in January it would continue to hire in key areas such as Web search.  More here.

******

Our goal is to save you time and help you succeed.

If the government doesn't pay down the debt and doesn't print money, what's left? Here's where it gets interesting. And Gundlach is very unusual in his thinking. He suspects the government has a strong possibility of at least partially defaulting on its debt.

The default may start in 2013 or beyond as Social Security obligations start to hit, he says. At that point, the government will need to renege on its financial promises to the elderly who paid into the system. And when that happens, the public will demand that the nation's other creditors, including foreign investors, also suffer. That would mean default, something that's been unfathomable for decades.

Read more here.

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Our goal is to save you time and helop you succeed.

I started to work from home (well, most of the times, except when going for meetings) this year. It's been rewarding and meaningful for my relationship with my kids.

However, sometimes I'm pondering, is it the right move? will I be more productive if I regularly work in my office and around the people who work for and with me?

I just want to know, how about you? What's your main reason to choose to work from home?

Position:  Controller

Client:  Healthcare company with annual revenue of $175MM.

Location:  Los Angeles area

Responsibilities:  Controller oversees Accounting, Finance, Billing, Payroll, and Purchasing.  3 direct reports:  Assistant Controller, Dir of Revenue Services and Finance Manager with 70 total staff. 

Successful candidates will have a BS/BA in Finance, Accounting or related field.  Master's and CPA strongly preferred. 

REQUIREMENTS

• MUST HAVE HEALTHCARE INDUSTRY EXPERIENCE
• MUST HAVE PREVIOUS CONTROLLER EXP
• NO SELF EMPLOYED CONSULTANTS
• NO JOB HOPPERS
• MUST BE WILLING TO RELO TO SOCAL

Salary:  $130K-$160K plus bonus plus relo

Fee:  20%

For more info contact me directly at:  scotta@blumarble.net

You don't want to miss the upcoming Social Recruiting Summit Tweetup. Social media is rapidly becoming more than just another tool in a recruiter's toolbox - it's an important part of the future of the talent acquisition profession. The goal of #SocialRecruiting Summit is to have an industry conversation about these tools, talk about tactics and strategies that are already in the field and working, not pie-in-the-sky ideas.

The Tweetup will be held at Bar 675. The venue is usually closed on Sundays, however, it is opening exclusively for this event. Guests will be served light gourmet appetizers and given two complimentary drinks. There will be a on-site photographer, a live Twitter stream and some incredible giveaways. It is free to attend.

The official hashtag for the event is #monstersocial. Don't forget to become a member of the #monstersocial group at http://twubs.com/monstersocial.

We would like to thank our sponsor, Monster.com, for joining the dialogue and bringing you into the conversation.



Three ways to RSVP:

1. Click Here to RSVP on Meetup.com
2. Email RSVP to: efeiteira at careercorner.tv
3. Tweet RSVP: "@ErnsTweets I will attend social recruiting tweetup http://bit.ly/1Jr7C #SocialRecruiting #MonsterSocial"

When: November 15, 2009 7:00 PM

Where:
675 Bar
675 Hudson St ENTER ON W 13TH STREET, between Hudson & 9th
New York, NY 10014
212-699-2410

Look forward to seeing you all there!

-Ernest, NYC Recruiting Meetup Organizer
@ErnsTweets

Tweetup Co-Organizers: @jennydevaughn and Kathleen Smith @ClearedJobsNet

Need RN with nursing management and experience in ICU, Peds Cath Lab, or PACU Holding unit.

If you have a Facebook profile, fan page, and/or group and would like
to grow them, please feel free to post the appropriate links to each
on the wall at: http://www.MyFacebookPowerForum.com

Of course, feel free to reach out to me directly on Facebook at:
http://www.facebook.com/vincent.wright

-- 
Thanks, and Keep STRONG!!
Vincent Wright
MyLinkingPowerForum.ning.com | MyVirtualPowerForum.com |
MyLinkedinPowerForum.net |
VincentWright.com (Linkedin) | VincentWright.net (Facebook) |
VincentWright.org (Google) | VincentWright.us (Twitter)

We offer temporary positions reviewing medical records or retrieving specific information from medical records.  The titles for this position have been Medical Record Reviewer or Medical Record Auditor.  I was wondering how much of an impact the job title has.  My thoughts are that it would impact job searching, and maybe interest in the job.  Could a job title seperate you from your competition in a positive way?  Medical Record Data Acquisition Specialist has been thought about as another possible title.  What do you think?   

You don't want to miss the upcoming Social Recruiting Summit Tweetup. Social media is rapidly becoming more than just another tool in a recruiter's toolbox - it's an important part of the future of the talent acquisition profession. The goal of #SocialRecruiting Summit is to have an industry conversation about these tools, talk about tactics and strategies that are already in the field and working, not pie-in-the-sky ideas.

The Tweetup will be held at Bar 675. The venue is usually closed on Sundays, however, it is opening exclusively for this event. Guests will be served light gourmet appetizers and given two complimentary drinks. There will be a on-site photographer, a live Twitter stream and some incredible giveaways. It is free to attend.

The official hashtag for the event is #monstersocial. Don't forget to become a member of the #monstersocial group at http://twubs.com/monstersocial.

We would like to thank our sponsor, Monster.com, for joining the dialogue and bringing you into the conversation.



Three ways to RSVP:

1. Here on Meetup
2. Send: email efeiteira at careercorner.tv
3. Tweet: "@ErnsTweets I will attend social recruiting tweetup http://bit.ly/1Jr7C #SocialRecruiting #MonsterSocial"

When: November 15, 2009 7:00 PM

Where:
675 Bar
675 Hudson St ENTER ON W 13TH STREET, between Hudson & 9th
New York, NY 10014
212-699-2410

Look forward to seeing you all there!

-Ernest, NYC Recruiting Meetup Organizer
@ErnsTweets

Tweetup Co-Organizers: @jennydevaughn and Kathleen Smith @ClearedJobsNet

In a particular city (no relos) and must have manufacturing experience?

Are there any good groups or societies you're aware of that have chapters in most cities?

Thanks in advance!

You're going outside the U.S.
More here. 

******

Our goal is to save you time and help you succeed. 

David DeAngelo, that guru of dating who puts out the fabulous stuff on how to captivate women (that is read more and more by women for tips on how to combat gamesmanship) recently put out a piece (The Dark Side of Dating) where he bemoaned the fact that his advice was interpreted as manipulative, on the face of it. What he was really bemoaning was the fact that so many people fail to see beyond that to the true message - that, in his words:

It's funny, because now that I teach men how to meet women, I get questions all the time that start with things like "I don't want to use the things you teach because I don't want to be MANIPULATIVE with women".

Ironic, really. Mostly because I think of the things I teach as being NON-manipulative.

And one of the things that I've realized is that being honest with yourself, and honest with women makes you feel like a better person inside.

And I think that the way you feel about yourself determines so many things... from your inner level of satisfaction with life...to the level of trust others have for you when
they meet you.

As far as I'm concerned, the more CANDID and HONEST you can be with yourself and others, the more self-esteem and character you build for the long-run.

I don't want to start sounding like an ethics professor or a philosopher, but let's just say That MORE HONEST is MORE BETTER.

I read it with great interest because much of the same thing can be said about phone sourcing. Read his whole message here and tell me what you think.

Peter Ireland, the "How to Finance Anything" guy over on LinkedIn, said:

Everyone believes that they qualify for investor money. In reality, most people are trying to start what are called "lifestyle businesses." Unfortunately, investors have no interest in risking their money to help you create a pay check for yourself.

So what do you do then? Well, one thing you can do is learn the creative ways that Inc 500 entrepreneurs have funded their startups through both launch and early growth.  Here.

If you're sitting around waiting for some kind stranger to fund you, you are wasting your time.

******

Our goal is to save you time and help you succeed.

100k-120k  20%  Split evenly

Please email or call for details

Also I am interested in longer term recruiting relationships

as I have several large clients that I am unable to work fully.

Hank Edwards

Hank@talentacquisitiongroupllc.com

214 257 8161

ReferYes Sourcer, the candidate sourcing tool added a new feature to find candidate email IDs. In this post I will explain how this feature works and how it could save you time of doing multiple searches.

Generally, if you want to search for an email address you should know two things, the candidate name and the company name or website. First, you should search for all possible combinations of the email address on the internet. For example, if you are searching for candidates that work at Kforce and you found the profile of John smith on LinkedIn and you want to get in touch with him. To find his email you should search for:

John.Smith@Kforce.com
John_Smith@Kforce.com
JohnSmith@Kforce.com
JSmith@Kfoce.com
J.Smith@Kforce.com
J_Smith@Kforce.com
smith@Kforce.com
Johns@Kforce.com
John_s@Kforce.com
John.s@Kforce.com
John@Kforce.com

ReferYes automates this time consuming process, with only one button click ReferYes will search for all these combinations.

ReferYes will show the search results and the found emails, it also will show the webpage link of where the email was found, and a list of emails from the same company.

If you don’t know the company website , ReferYes also will help you to find it by clicking on the ‘find website’ button.

Finally, if the candidate email could not be found on the internet, ReferYes will suggest an email address based on the scheme of the other company emails. For example, if you search for Rami Madi from Kforce, then ReferYes will suggest that the email address is rmadi@Kforce.com

To try the email search at ReferYes, follow the link below: http://www.referyes.com/source_people.htm

- Rami Madi, ReferYes Team

Our HQ in Burr Ridge, IL just outside of Chicago is looking for a candidate sourcer/recruiter

MUST NOT follow the POST and HOPE methodology
Post a job spec to a job board and HOPE the right person comes along.

YOU MUST KNOW how to source candidates on your own from google, yahoo, internet, social media etc

Immediate Openeing
NO H1B Visas.
NO Corp to Corp

NO TELECOMMUTE (sorry no exceptions)
NO CANDIDATES THAT REQUIRE RELOCATION will be considered.

send a resume to me for immediate consideration.
jweidner [at] jsginc [dot] com

  What if we had a crystal ball and could look ahead 50 years to see what the recruiting trends will be. How will people be recruiting? Will it be some with the aid of some high tech "Web 27.0" job boards?

If we go back 50 years ago, how useful would a crystal ball have been then? Had any of us had a crystal ball we could have predicted many things and by now been richer than Bill Gates and Warren Buffett 10 times over. That's because we could have foreseen the explosion of contingency recruitment, contract and temp recruitment, job boards, ATS technology and the list goes on. Recruitment as we know it today didn't exist 50 years ago, so how will it look 50 years from now?

With the internet, job board advertising and email usage dominating the contingency recruitment market over the past 14 years or so, recruiters have had more and more opportunity to be lazy.  In theory a recruiter can get a job emailed from a client, post the job on a job board, get the responses, exchange emails with potential candidates and forward the top three to the client.  In theory that recruiter can make a placement with very little interaction with either the client or the candidate. This is not recruiting!

50 years from now it's easy and scary to predict how little interaction a recruiter may need to have in the process. Maybe computers will replace the need for recruiters in 50 years? We can all argue that this could never be, but with a large percentage of contingency recruiters already working as "administrators" and not much more, we can be forgiven for observing a trend curve pointing towards automation.

I feel very fortunate though to have a crystal ball. (-: I know what effective recruiting is going to look like in 50 years, and even 100 years from now. How can I possibly know this? Well it's the same reason that in 2009 so many contingency recruiters miss a trick.  With a very high percentage of competing recruitment companies relying almost exclusively on job board advertising and their outdated databases of candidates, they're all fighting over the same candidates.

These are the 10% or less of the working population who are actively looking for work. In 50 or 100 years one thing is not going to change drastically. The percentage of people who are not actively looking for work will remain the high majority. So whether it's today or in 100 years, why go fishing in the same pond as thousands of other recruiters? Why not take a leaf out of our high end head hunting friend's book and start to focus on the population of the workforce who are not looking?

Mapping out company organization structures and headhunting shouldn't only be for board level executive positions. Just because someone is not actively looking for work, it doesn't mean to say they'll not be open minded to a conversation about a potential career move. In 50 years, picking up a phone and asking an employee of a well respected company if they are "open minded to a conversation about a potential career move right now", will be no different to doing that today. A high percentage of them may not be open to moving, but will be open to hearing about what's going on in the market.  This is where relationships starts. This is where quality referrals happen.

Of course the cynics are going to say "well it takes too long to headhunt candidates when I can just be advertising for positions". Well how long does it take to work on a position only to find out your candidate has already been forwarded? I'm not talking about giving up your job board subscriptions and focussing exclusively on headhunting. Why not do both, and over time I believe job board administrator recruiters will develop a much more rewarding career. Who knows, maybe you'll like it so much you'll be around in 50 years to tell the ERE community about you "most successful half century ever".

Running a business, we often get isolated behind our own desks. It's easy to get overwhelmed and enervated. I recommend stepping out of our own world from time to time to get re-energized. Maria Shriver's Woman's Conference accomplished exactly that for over 1,500 women. More here.

******

Our goal is to save you time and help you succeed.

According to ScanSafe, a web security software provider, there has been a 20% increase in the number of companies blocking social networking sites - ie. Facebook and Twitter - in the past six months. That research is based on more than a billion of the processed web requests that the company receives each month. ScanSafe's research found that, "Currently, 76% of companies are choosing to block social networking and it is now a more popular category to block than online shopping (52%), weapons (75%), alcohol (64%), sports (51%) and Webmail (58%). (Aug, 2009 article)

Good article bemoaning the ramp-up time of companies recognizing the importance of the Social Media (SM) phenomenon and the reactive/proactive nature of the debate (Oct, 2009): First phase: nobody gets it. Despite the fact that X represents obvious potential for a wide range of businesses, uptake is slow, primarily because these technologies tend to be driven initially by either the young or technophiles (or both).

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So, if it's true that the majority of companies are blocking social networking sites, is it worth the wait and the expense for companies throwing treasure and time at the endeavor?  Personally speaking, I can tell you, time after time when I go onsite to do phone sourcing training I am told that social networking sites are blocked by their IT departments so I have removed the lessons that require visitation to these sites from my on-site curriculum.

This all being said, what do you think and what is your company's policy regarding social media sites?  I don't think the recent news headlines of those pilots who overshot their destination because they were on their laptops is going to help this situation much.   

Bill Boorman is going to discuss this phenomenon on the November 5 TalkSourcing radio show, if you want to tune in at noon, EST.  But in the meantime, let's have a discussion!    

******

Our goal is to save you time and help you succeed.