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Recruiting tip - Applicant
The Power of Interview
Preparation:
Partially reprinted with the permission of Bill Radin
... "The
Short and Long of It
There are two ways to answer
interview questions: the short version and the long version. When a
question is open-ended, I always suggest to candidates that they say, “Let
me give you the short version. If we need to explore some aspect of my
answer more fully, I’d be happy to go into greater depth, and give you
the long version.”
The reason you should respond this way is
because it’s often difficult to know what type of answer each question
will need. A question like, “What was your most difficult assignment?”
might take anywhere from thirty seconds to thirty minutes to answer,
depending on the detail you choose to give.
Therefore, you must
always remember that the interviewer is the one who asked the question. So
you should tailor your answer to what he or she needs to know, without a
lot of extraneous rambling or superfluous explanation. Why waste time and
create a negative impression by giving a sermon when a short prayer would
do just fine?"
Applicant tracking news
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Senior Recruiter-International Programs
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Jobs in Recruiting, Wed, 14 May 2008
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Save The Children, the leading independent organization creating real and lasting change for children in need in the U.S. and around the world seeks a Senior Proposal Recruiter to collaborate with technical/country office staff to identify and recruit experts for long-term, overseas project positions in priority proposals /key large-scale projects. Identify and contact potential candidates through networking and advertising. · Develop a pipeline of qualified potential candidates and maintain on-going relationships with high potential candidates and conduct market and/or peer analyzes as appropriate to contribute to agency staffing/compensation reviews. · Conduct phone and in-person interviews with candidates; work with interview panel members to ensure timely interviews for time-sensitive (proposal) recruitments; and provide support to hiring manager in evaluating feedback and making selection decision. · Offer positions to candidates, negotiating/establishing salary and compensation package in line with SC policies and, where appropriate, donor (USAID) regulations. · Perform reference/background checks, verify salary history and academic degree. Required Skills • Bachelor’s degree or equivalent experience • 5-7 years recruitment experience in international development, including 2-3 years experience in recruiting for proposals, especially to US government • Experience strengthening the capacity/skills of peers (via training, tools/materials development or other methods) • Familiarity with USAID desired • Strong interpersonal, communication and writing skills • Ability to work under tight deadlines, to manage multiple priorities simultaneously • Knowledge of MS Word, Excel and PC/database skills • Ability to take initiative and work independently as well as to work effectively as part of a team • Effective time management and organizational skills
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Health Systems Solutions, Inc. Announces Expansion in Midtown Manhattan to Accommodate Growth, Triples Existing Office ... (Centre Daily Times)
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Yahoo-recruiting-software, Wed, 14 May 2008
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Health Systems Solutions, Inc. (HSS), (OTCBB: HSSO), a leading software and technology company, announces that it is expanding its New York City-based operations. HSS has begun recruiting additional high-end software developers and technology-oriented customer service specialists to help deliver the innovative and cutting-edge solutions its clients' demand - an initiative it expects to continue ...
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Director of Talent Acquisition
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Jobs in Recruiting, Wed, 14 May 2008
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Director of Talent Acquisition Human Resources Tacoma, WA www.russell.com Company Overview: At Russell Investments, we recognize that we all live in an under-invested world. Our mission of improving financial security for people has never been more important. But we can’t do it alone. Right now, clients in over 40 countries trust Russell to help build a better future. We pioneered multi-manager investing, the Russell 2000® Index, and many other industry-shaping innovations. But we focus just as hard on enhancing our communities and improving the quality of life for our associates. As you consider joining us, know that we’re a growth company, and one with a soul. With the goal of identifying and attracting high quality talent, you will lead and manage the recruiting function which will include determining recruiting strategies, overseeing hiring and relocation policies and practices, and assisting with diversity initiatives. As head of recruiting, you’ll work closely with Russell's business leaders and hiring managers to exceed their needs. The responsibilities of the individual in this position include: Providing overall strategy and vision for recruiting services for the firm Managing recruiting team, systems and all resources (internal/external) to adequately meet the firm's recruiting needs Successfully leading large-scale talent management initiatives with global HR partners Partnering with business units to anticipate and manage their hiring needs Increasing the firm's capability to attract diverse candidates Managing use of external recruiting resources while developing greater internal capabilities for searches Representing Russell at information sessions, career fairs, colleges and universities and other targeted community activities Developing and managing a multimillion dollar budget Overseeing policies and practices related to recruiting and hiring The successful candidate will have extensive demonstrable skills and experience, including the following: Bachelor's degree, preferably in business, finance or related area; advanced degree a plus 10+ years of professional recruiting experience in the asset management industry, including managing recruiting staff, establishing recruiting strategy and vision, managing systems and budget and overseeing internal and external resources Successful record of sourcing high quality talent broadly within the investment industry Experience in a high growth organization Experience managing external vendor relationships and with high growth organizations with multiple sites Strong consultative, presentation and written communication skills Thorough knowledge of Fair Employment Practices & Employment Law Strong negotiation, management, contracting, leadership and coaching skills Proven ability as a team player Benefits: Life balance matters here. Our benefits include: Profit sharing - Every year since 1975, Russell has contributed 15% of annual salary to employees’ retirement plans - the maximum allowable by law Three weeks vacation for new associates, 12 paid holidays, plus a paid eight-week sabbatical after 10 years Premier health care benefits, with 100% of employee’s premium paid by Russell An outstanding tuition assistance program A culture that’s regularly earned us recognition as one of the best places to work
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Energy Recruiter
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Jobs in Recruiting, Wed, 14 May 2008
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Have you ever recruited Engineers before? How would you like to recruit for the second largest energy company in the United States. National Grid is looking for an Energy Recruiter for its New York office. As our recruiter you will manage recruitment strategies and full lifecycle recruiting process company-wide for internal applicants and external applicants. Your primary focus will be bringing in high caliber talent to meet the staffing requirements of the lines of businesses and staff groups. You will partner with individual line managers coupled with the business partners to understand and determine job requirements and essential qualifications needed to fill open positions. You will be responsible for identifying and developing sourcing strategies. You will be responsible for performing all aspects of the recruitment process: posting, sourcing, screening and interviewing, administering testing, extending and negotiating employment job offers, conducting background checks and drug screens/DOT. As well as also being responsible for maintaining and monitoring applicant tracking through HRIS and Access. Attend and represent the company at job fairs, college recruiting and outreach opportunities. Maintain accurate job descriptions and coordinate the advertising needs and job posting for job openings. Qualifications: - Bachelor's degree in business or other related discipline and/or equivalent experience and a minimum of 3 years experience in high volume recruiting, preferably in corporate setting for both exempt and non-exempt employees. - Substantial knowledge of Human Resources disciplines, as well as a clear understanding of company's goals. -Demonstrated ability and willingness to learn the various businesses and incorporate that understanding into the development of effective sourcing strategies. - Working knowledge of current government/legal requirements related to employment. - Well-developed analytical, decision-making, negotiation, problem-solving and verbal/written communication skills. Proficient computer skills with MS, Word, Excel, Access, PowerPoint, Applicant Tracking Systems and ability to utilize HRIS system; PeopleSoft experience preferred. Please forward resumes to the following email address: corpstaffing@keyspanenergy.com
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Divisional Talent Specialist
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Jobs in Recruiting, Wed, 14 May 2008
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Divisional Talent Specialist- Western Division Wal-Mart Stores is looking for a talented and experienced Recruiter that will allow us to better serve our Associates and keep up with our ever-changing environment and growth. This position will support our Western Division and can be located in the Western Division or in our corporate headquarters in Bentonville, AR. A generous relocation package will be provided to anyone relocating to the North West Arkansas area. As a Divisional Talent Specialist for Wal-Mart your role will include the following duties: Job Description: The Divisional Talent Specialist would be responsible for utilizing creative sourcing and recruiting methods to identify top-performing candidates for open positions. This position would build and maintain strong relationships with the Hiring Managers in order to prioritize and effectively manage open requisitions including the use of efficient and effective communications. Specific Responsibilities: • Collaborate with Hiring Managers on high profile staffing needs including but not limited to Store managers, Market Managers, Market HR Managers, Regional HR Directors and Regional Operations Directors. • Responsible for end to end recruiting process including providing direct sourcing of external talent( i.e.: cold calling, networking, developing partnerships with schools and professional organizations, referral generation.) • Act as an advisor to hiring community with respect to hiring programs, policies, guidelines and practices • Supervise and direct administrative staff • Work with Hiring Managers to develop comprehensive job descriptions • Maintain close communication with applicants regarding status of positions • Work with search firms as required The Minimum requirements for joining our team are: • Bachelor's Degree in related field or equivalent experience • 3-5 years high-volume recruiting experience • Sourcing, cold calling, networking and passive candidate generation and development • Ability to relate to and influence all levels in the organization • Effective application of cutting edge recruiting processes For stronger consideration for this position you should posses: • PHR Wal-Mart Stores, Inc. offers exempt associates medical/dental benefits from 1 st day of employment, competitive pay, 401K, profit-sharing, incentive bonuses, and performance equity awards. To apply for our team, please forward your resume and salary reqs to lisa.muderick@wal-mart.com EOE
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French Iraq recruiters are jailed (BBC News)
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Yahoo-recruiting-software, Wed, 14 May 2008
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Seven men are convicted in France for recruiting young people to fight against the US-led coalition in Iraq.
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The Most Effective Way to Change Your Brand
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ERE Articles, Wed, 14 May 2008
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One of my favorite recent hot topics in recruiting is employer branding. The concept goes like this: All employers have a brand for the product or service they provide. So, too, they can develop a brand as a place to work. Everyone in the recruitment advertising world stands ready to help us build employer brands, including job boards (delivery vehicles for electronic employment advertising). Some firms have even devised ways to measure employer brand awareness and incorporate these results into targeted branding campaigns. There's only one catch to all of this brand happiness: Most employers really don't have employer brands. At least not in the way the term is currently used. The Branding Illusion I recently attended a conference where a newly appointed recruiting manager proudly presented his new branding campaign. The company needed to promote its employer brand, he explained, because the company was a solid place to work but a well-kept secret in its industry. This was hurting recruiting results at a time when they were growing aggressively. His recruitment advertising firm had created a new set of ads with new messaging, new artwork, a new internal referral program, and new external media placement. All in, the campaign cost a little over $200,000. This manager was happy to report that as a result of his campaign, resume intake had risen and the company's brand awareness was on the rise. His applicant tracking system was abuzz with newfound talent. I found this hard to believe, so for fun, I tested this claim. One day at lunch, I stood outside of this firm's offices in downtown Philadelphia with a clipboard and asked random pedestrians three questions about the company: Do you know what the company does? Can you name any of its products? Do you know what it's like to work there? For all questions, less than 10% of the respondents had anything close to the correct answer. Over 60% of all respondents answered with a plain 'don't know.' And remember, this unscientific survey was taken right outside of the company's main office. Killer question: Where's the brand? A Real Brand To understand the power of a brand, let's look at a product that rates high on anyone's brand awareness chart: Coca-Cola. Here's a simple way to rate the power of that brand: What colors comprise this brand's logo? What is the shape and feel of this product's bottle? What is this brand's tagline, advertising theme, or jingle? What is the price of a 12-ounce can of Coke from the typical vending machine? Chances are that everyone you know will answer these questions correctly. And chances are that you could ask these questions to anyone in any developed country (and many under-developed ones, too) and still nearly everyone will get them right. That's a brand: universal recognition fueled by relentless promotion; strong consumer opinion shaped by first-hand customer experience; the promise of something to meet a consumer's need; and the consistent, predictable delivery of that something. Coke spends more than $1 billion annually on advertising, and more on overall marketing activities. That's about $115,000 per hour, all day, every day, to maintain a brand that is already the strongest in the world. How much branding mileage do you think the rookie recruiting manager really received from his $200,000 campaign? The Real Corporate Employment Brand The simple fact is that, in recruitment, we don't have the budget to brand anything. If you eliminate ineffective mass-marketing jargon from the employment-branding discussion, things get really simple and very clear. All companies already have a company brand: it's their earned reputation for how they treat their employees. This 'brand' is not built through clever ads on job posting sites, nor through multi-channel 'branding' campaigns, nor any other promotional method. A corporate brand is shaped primarily by three things: How a company actually treats its employees. What those employees say to other people about how they are being treated. What the company's ex-workers say about how they were treated while they were employees. A select number of larger employers (Google, Microsoft, Oracle, Kellogg's, SAS, etc) can have employer brands that are shaped my national media coverage, but this is a rarified breed. For most companies, employer brands are simply earned reputations. Those reputations usually exist narrowly in industry niches, occupational specialties, or in multiple slices of demographic clusters that are either geographically or occupationally close to the company. Some Examples A large pharmaceutical firm advertises that its cutting-edge research offers accelerated career opportunities. Its reputation is that it is a slow, risk-adverse, old-school corporation offering a rich benefits package, easy nine-to-five jobs, and a preponderance of highly paid, mediocre talent. A large community hospital launches a branding campaign directed at RNs about its quality-of-care mission, hoping to appeal to nurses driven to provide the best patient care and remind them why they got into nursing in the first place. The hospital's reputation is that it is a poorly run institution with lots of turnover, unreasonable overtime expectations, and a mediocre-to-above-average salary structure. An energy company launches a campaign to lure women into non-traditional jobs as line workers, cable-stringers, and tree-limb removers. The word on the street is that the company favors referrals and relatives of current employees. But it is worth trying to break into because its union-avoidance strategy is to offer excellent salaries, a generous benefits package, a pension plan, and nearly guaranteed employment for life. In all three cases, and countless others that we could recite, these 'branding' campaigns affect no chance in the employers' marketplace reputations. We need to stop kidding ourselves. Another killer question: How much of a 'branding' budget would you need to change these earned reputations? Corollary question: How long would it take? The most effective way to change your brand is to change your practices around people. The answer to the question of 'How do I become known as a great employer?' is simple: Be a great employer. Word will spread. And it's free. Final killer question: Could it be that all this happy talk about building employer brands is actually good branding by the recruitment advertising industry to promote their services?
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