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?   

I am looking at consolidating the two background check vendors I use for my US recruiting (we are a Canadian company). I currently use Occuscreen and Verifications Inc. Any recommendations?

I have been faced with the difficult task over the years of hiring hundreds of temporary staff months in advance of the project actually starting.  I have of course faced tremendous turnover.  I typically begin hiring in December for a project that stats in March and goes through June.  However with increased needs this year, I may have to start in November.  Has anyone experienced anything like this and implimented some retention strategies.  I have some ideas about a type of retainer but I was hoping to see if anyone else has some different ideas or even some incentives that have been proven to work.  Thank you. 

Can anyone recommend sourcing applications that pull resumes from the job boards - like InfoGist, ResumeGrabber, and TalentHook? I am trying to find one that meets my specific needs but no luck as of yet. I have an existing ATS and will not be switching - thanks for any suggestions!

 - Bob

I'm considering purchasing AIRS-Sourcepoint or Talent Drive-Talent Filter.  Very similar products but a few variations, can anyone using either of these products share any pros and cons?

TARGET: What are the most progressive HR Recruiting ATS systems that are enabling easy partnering and
placement between partners or service providers?

Who is making it equally efficient to "populate" and "share" data relative to
Job(s) and Resume(s)-- so must have the flexibility of adding individual or
batch processing for both Job Requisitions and Resume Directories-- ideally with
RSS feed exchange in/out.

Dawn Mular Helping Friends Career Network
3867 West Market Street 102 Akron OH 44321
Toll Free 866.256.1227 Mobile 330.703.1007
dawn.mular@helpingfriendscareernetwork.com

Recruiting Professionals Groups:
LinkedIn: http://www.linkedin.com/e/gis/40757/1C84D65718D7
Ning: http://recruitingpros.ning.com/
Visit RecruitingProfessionals

Hi Dave,

I've seen staffing firms making good money and expanding their operations globally. There was one thing in common for all these firms - Outsourcing.

My Question: In today's economy, what is the role played by offshore partners to remain competitive or survive this economic meltdown?

Warmest Regards, Syed

Hello Everyone,

My company has appointed me as the go-to person for managing all of our external recruiters. However I have always worked with in-house recruiters and am not familiar with the standard contract terms, fees and other things that I need to negotiate about. Could someone provide me with some insights into dealing with external recruiters? Do any of you have a template that I can use for keeping track of external recruiters and their candidates?

Thanks in advance for your responses.

Rodney

Either this idea is a great secret, or it is a hugely emerging opportunity. I see the "shelfware" and am looking for more of a web 2.0/business 3.0 friendly notion.

Do you use macros for web recruiting of "resume search with customization (search criteria and source targets)? 2 functions I would like to automate would be resume sourcing and candidate/job exchange. Love to hear if others have opinions on the automation possibilities available to recruiters to improve how they identify talent, and exchange candidates/job orders.

What tools, networks, or systems do you recommend? Of the community macros ( iMacro, iRobots, iOpus, etc, which do you find has the largest recruiter following/benefit)?

Dawn http://linkedin.com/in/dmular http://recruitingpros.ning.com

Recruiting Pros Linked In Group: http://www.linkedin.com/e/gis/40757/1C84D65718D7

Hi everyone. My question seems elementary compared to all the other postings i've read but I'm new to the group and could use some help. I have 6 years experience as a tech recruiter. Some corporate, Mostly agency experience. I haven't been a recruiter since 2001 and wanted to know where I could go to get info on the current marketplace since 9/11. I really want to recruit again but don't know where to start. I want to be able to interview confidently so your help would be appreciated.

Thanks for your help.

David. norwoodyung@gmail.com

I am interested in what others used to map high level database industry categories to jobs. Is there a better consistent source for mapping the jobs to the category the herald from?

I have seen the vertical industries span from very specific to very narrow, and I am looking for a fairly general industry mapping source. Your suggestions are welcome.

I am specifically interested in the sales, marketing, executive business development categories.

LI2Recruiting Professionals: http://www.linkedin.com/e/gis/40757/1C84D65718D7 Plaxo Recruiting Professionals: http://recruitingpro.plaxogroups.com/ Twitter: http://twitter.com/jobs4friends

I am the Group Moderator & host of the Bay Area Technology Recruiters Group on ERE.net - and I put a LOT of effort and planning into local networking events I usually host once a quarter.

I coordinate with an owner of an art gallery/beer-wine bar (who's happy to get the crowds to at his place) & work with several artists, DJ's & musicians in order to provide a really nice experience - & an atmosphere that is productive for socializing, networking and hopefully leads to an introduction that lasts a career (not just simply an immediate employment search.) DO YOU KNOW WHAT IT IS LIKE - WORKING WITH ARTISTS ?? These things are a lot of work !!

Networking is a LOT of giving - before you can really say you can "take"... and I preach to folks all the time - about building ROI (return-on-investment) triggers into your events & networking endeavors - so that you can really see the results of your effort (hard to know if your diet is working - if you don't weigh yourself every now & then...)

What I'm asking is... Do you believe that networking works? Do you feel that if you spend the time to find a baby-sitter so that you can run to a networking event after work sometime - are these efforts productive? And if yes, how do you build triggers into a future event you plan on attending - so that you can prove to your significant other - that the cost of the baby-sitter was "totally worth it" !!

Your partner in placement, Danny!

LinkedIn profile URL: http://www.linkedin.com/in/thehonestrecruiter

Bay Area Technology Recruiters Holiday Networking Event - THIS Thursday (12/6) Evite URL: http://www.evite.com/app/publicUrl/dparrillo@strategi.biz/holidays

Happy Friday!

Our firm his helping the City of Chicago with several recruiting positions. You have to be a resident of Chicago and the pay is low compared to corporate jobs. Any advice on how to fill these? Thank you.

Don dmccauley@dgai.com

Hello,

Would anyone have any resources for technical screening questions for Flash/Flex and/or JavaScript? I'd like to have some specific questions to go through with each candidate. Also, wherever possible, questions that have the answers as well. I'm also open to any user groups of each that someone might know about in Chicagoland.

Thanks in advance! Pete Radloff pradloff@comscore.com

Not sure if this is one of those questions that later on I'll kick myself for, but......

when doing a boolean string (I have attached a copy of one sample below), and running it through search engines is there a way to filter to make sure that the most recently updated pages come back first? The reason I ask, is that in searching for software engineers and the like, I always wind up with a slew that are from 2002 or even before that!

Now, that's not to say that I haven't gotten some calls out on those, but calling those folks (those of which there info. has not changed since 2002) gets me some weird responses, and I was hoping to see if there was a way I could tweak my Boolean searches to garner more recent pages.

Here's the string I was using: (intitle:resume OR inurl:resume OR intitle:cv OR inurl:cv OR intitle:homepage OR inurl:homepage) software AND (Developer OR engineer) AND "C++" (VA OR Virginia OR MD OR Maryland OR DC) (703 OR 571 OR 202 OR 301)

Thanks all.

Morning all! I am trying to help a friend out that works for a large construction company. They have numerous large projects going on at the same time. They currently hire their construction workers for each project and lay them off once the project, or at least their portion of the project, is completed. They them look to be able to hire them back for the next project.

They are looking for a system that will help them track these employees, and the ones that have just been laid off, so that they have a ready pool of trained, proven workers to use on the next project. As the workers are being laid off, they are given a performance evaluation. These evaluations are part of the criteria that they use to see if they want to use the person again. Currently they are trying to do this manually on paper, as you can imagine, it has been an unreliable, cumbersome process.

Do any of you currently use a system that helps manage this type of short-term employee? The standard Applicant Tracking Systems and Employee Management Systems like Peoplesoft do not handle the repeated hiring and firing of this many employees well. They also do not handle performance evaluations done at random intervals very well. The system needs to be easy for the construction managers in the field to use and also needs to be able to integrate with payroll and other standard HR systems.

Any help would be greatly appreciated.

David Hafernik

Can anyone share ideas with me on locating talent that has experience in the cable industry (Marketing, Procurement, Developers, etc.)? I have gone through ZoomInfo, the usual boards, craigslist, etc, etc., but am not having much luck in filling some positions I am working on for a client - Any thoughts/ideas would be greatly appreciated!

Wendy Lague Director TalentBond 603.715.2318 (Office) 978.580.8635 (Cell)

We have recently added three large systems integrators as clients generating a very large volume of SAP contract consultant needs. Can someone share with me a source where we could purchase a SAP candidate contact database so we may add them to our ATS.

Kumar Mangala Partner Lodestar Consulting, LLC www.mylodestar.com Tel 215-860-1223 ext 102

Dear friends,

I am searching for an Applicant Tracking Software and would appreciate any useful hint. The desired features are:

1) suitable for recruiting companies 2) can be implemented in a different country than the one it was produced in 3) preferably web based (the database can be hosted on the producer's/provider's server); LAN based is also a solution 4) has candidate and companies modules (related with each other); any CRM features would be highly appreciated 5) also has features such as: cv processing, communication with candidates, various reports 6) good price :)

Thank you,

I recruit for an IT firm which specializes in networking. We rely heavily on sub-firms to supply us with candidates, but the vast majority of these firms represent mostly developers (java, oracle, C++, etc...). If anyone has, or knows where I can obtain, a list of firms that specialize in networking candidates, I would greatly appreciate it.

I recruit for an IT firm which specializes in networking. We rely heavily on sub-firms to supply us with candidates, but the vast majority of these firms represent mostly developers (java, oracle, C++, etc...). If anyone has, or knows where I can obtain, a list of firms that specialize in networking candidates, I would greatly appreciate it.

I recruit for an IT firm which specializes in networking. We rely heavily on sub-firms to supply us with candidates, but the vast majority of these firms represent mostly developers (java, oracle, C++, etc...). If anyone has, or knows where I can obtain, a list of firms that specialize in networking candidates, I would greatly appreciate it.

Hello to all,

Am deep in the thick of many director/VP level position searches here in Pittsburgh, PA for a retail grocery store chain. (Am a corporate recruiter for Giant Eagle)

We have just been advised that we will be utilized for some high level pharmacy director searches, so I have obtained permission to ask around for some top level search firms who specialize in this area. Am open to talking to the best in the industry to find out specifics of search service offerings.

Any help would be appreciated. Thank so much.

I am looking for guest speakers to host a monthly webinar on recruiting. I would like speakers who have experience in doing this and the topics can be on anything that will help recruiters. We will need about 45 minutes with PowerPoint presentations and there may be a question answer period afterwards.

These webinars will be hosted by Jigsaw but the speakers will not be required or expected to talk about Jigsaw; the webinars are a value added tool for recruiters who are already Jigsaw members and their guests.

If you would like to be a part of this program or have a suggestion of a topic or someone you would like to hear please send me an email at gsprague@jigsaw.com

Thanks for your help and suggestions.

Gregg

Google has a new search tool! I detail on my blog how to use it to find ther own engineers. Check it out. http://blogcharm.com/jimstroud/55917/