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 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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Our goal is to save you time and help you succeed.
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.
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.
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
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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Our goal is to save you time and help you succeed.
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??
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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Our goal is to save you time and help you succeed.
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.
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
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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Our goal is to save you time and help you succeed.
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.
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.
If you are still reading you may want to go to my blog
I am seeing more and
more profiles on LinkedIn being posted as "Private" with no actual contact name
listed. Got me thinking:
Has LinkedIn become
so prevalent (See OVER EXPOSED, OVER USED, ANNOYINGLY USED) a tool for
recruiters that people are no longer displaying their names to avoid an ever
increasing number of recruiters from calling them?
The downside of all
the LinkedIn hype and viral marketing of the tool
It really,
effectively just turns it into a online Rolodex in which only the user can see
the profiles
It severely
diminishes the value of the pay model ($xxxx per year is a big number) to see
"everything" if the users can simply block inquiring minds from seeing the
valuable information.
How important is it
to find a Senior Tax Manager at KPMG in Tuscaloosa, Alabama if you still have no
idea who to ask for?
How does this change
the whole value prop of LinkedIn
Keep an eye out for
the "next" big LinkedIn look alike cuz if the trend continues, it will be just
around the corner.
growing number of businesses are making Facebook an indispensible part of hanging out their shingles. Small businesses are using it to find new customers, build online communities of fans and dig into gold mines of demographic information.
"You need to be where your customers are and your prospective customers are," said Clara Shih, author of "The Facebook Era" (Pearson Education, 2009). "And with 300 million people on Facebook, and still growing, that's increasingly where your audience is for a lot of products and services."
Location: Malverde 400 B West 2nd Street Austin, TX 78701 US When:Thursday, November 19, 6:00PM
It's that time again!
Please join us for the Austin Recruiter's Network November Happy Hour at Malverde from 6-8pm - located above La Condesa on 2nd Street at Guadalupe. Please note, this will be the last ARN Happy Hour for 2009 (next one will be towards the end of January), so you won't want to miss it!!
As always, the Austin Recruiters Network provides local recruiters a monthly, laid-back, yet professional setting in which to network and share ideas.
There will be happy hour specials on drinks and plenty of great contacts to be made!
If you are interested in sponsorship opportunities for future events and/or if you'd like to be added to our distribution list, please contact me at phil.rodriguez@icims.com
Thanks, and I look forward to seeing everyone next week - please RSVP and put this on your calendar now!!
I have a contingency search, and I want to find out what type of sourcing it might require (Internet or Telephone, Level 1 or Level 2, as per: Glen's fine article below which I previously posted) and what you think it might cost for 10-15 hours of work.
With your permission, I'd like to let the group know what I find out from you without releasing names.
Sr AM (Los Angeles, CA) Client: a multibillion dollar global managed health care company Location: Los Angeles, CA Engagement details: $20m/year engagement involving standard IT services and also non-traditional models like SaaS and subscription business models. Team size = 200+. Candidate must have healthcare domain expertise and strong communication and relationship management skills to interface at C-level for this $10b - $15b company.
Essential Qualifications
Experience selling IT/Consulting services to the Healthcare Vertical
Desirable Qualifications
“A book of business”
Companies/industries of particular interest
“Big 5”, “Next Tier” or large Indian Consulting Companies
* Do you have an exclusive? Rarely depends on the client sometimes as few as 3 vendors
* How motivated is the client? Depends on requirement; You would be working those where we intend to get action and placements and movement and feedback
* What is the hiring process? Generally a phone screen then a technical phone screen then..Depends
* Are there any additional specific qualifications required? Do you have a fuller description of their responsibilities?
Not for these two positions
* Education background? 4 year degree minimum * Years of experience? 5+ years for all positions…about 10+ for sales positions
* What would disqualify an otherwise suitable candidate? Already presented or applied himself to Company
* You mentioned a base of $120-$170k. What's the OTC? * Does it allow for relocation candidates? Some jobs do..these sales jobs do not; they want someone in the area who already is calling on clients etc
* Will the individuals need to come in to the office each day when they are not visiting clients, or can they work remotely? Most of the others require either traveling or in the office most days unless at a client site
* How many individuals do you want presented? 2 good candidates per requirement. (I’d like 5, please. –kh_)
The Two Levels of Candidate Sourcing
Posted at October 20, 2009
Many individuals and organizations treat the sourcing role and
function of recruiting searching for and identifying potential
candidates as an entry level position, and/or a simple and basic
task that does not require much skill or experience.
I agree.
I believe that it does not take much skill or experience to simply
transcribe job titles and required skill keywords into LinkedIn,
Monster, or an ATS and click search.
However, that oversimplified view of sourcing talent only describes
the most basic level of talent identification, of which, I believe
there are at least two.
Level 1 Sourcing
Level 1 Sourcing involves little more than taking titles and words
from job descriptions and entering them into Internet search
engines,
social networks, job board resume databases, and applicant tracking
systems to search for candidates.
This is the proverbial buzzword bingo, and does not necessarily
involve any real understanding (beyond surface level) of the roles,
skills, responsibilities, or technologies involved in the hiring
profiles or the candidates. These basic search terms produce search
results that are then cursorily reviewed for keyword matching.
Level 1 Sourcing involves a level of matching potential candidates
to
hiring profiles that is often superficial and generic very little,
if any, interpretive analysis is performed. This level of sourcing
can
in fact quite easily be performed by junior personnel/
researchers
almost anyone can match keywords.
Not only can Level 1 Sourcing be performed by junior associates, it
can (and often is) outsourced for $5 $7 an hour.
However, dont be fooled into thinking you are getting something
fantastic for that $5 $7 an hour youre getting exactly what
youve paid for. Which is Level 1 Sourcing.
In my opinion, there is no need to outsource Level 1 Sourcing,
because
it does not require any deep understanding of the roles being
sourced
for, nor does it involve any true analysis or creativity. As such,
Level 1 Sourcing is well suited for total automation. Why pay people
to match keywords when matching applications can do it for you for
considerably less than $5 per hour?
Many people are blissfully unaware of the fact that Level 1 Sourcers
from any company will essentially find the same potential candidates
as any other Level 1 Sourcer. Its a simple equation: same
keywords =
same results. This is one of the reasons why Level 1 Sourcing
provides
no competitive advantage.
Additionally, while Level 1 Sourcers can and will find SOME
candidates, they will not and can not find ALL potentially qualified
candidates available to them in the sources they are searching -
that
would be impossible, for many reasons that Ive written about
previously that are beyond the scope of this post.
And finally, Level 1 Sourcers are typically unaware of the people
that
are in the ATS, job board resume database, or social network that
they
are searching that their queries did not return. In fact, to them,
anyone that they dont find simply doesnt exist.
Level 2 Sourcing
This is the good stuff. Level 2 Sourcing moves well beyond simple
keyword matching and most certainly beyond a basic mastery of
Boolean
logic.
Boolean logic is easy to learn after all, theres only 3 main
operators! However, the magic of leveraging databases and
information systems for talent identification does not lie in the
Boolean search operators themselves, but in the following process:
Analyzing, understanding, and interpreting job opening/position
requirements - including elements which may or may not be explicitly
mentioned in the position description or BQs
Taking that understanding and intelligently and creatively selecting