Recruitment software by BlackDog, Inc.

"So often, the way your year starts out is a prediction of what is to lie ahead! In our profession, when you calculate your PDA - (per desk average) it’s very much like your GPA in college. It’s important to start out strong! Ask yourself the following questions:

Did you talk to at least 20 new people daily?

Did you book 4 send-outs this week?

Are you interviewing news candidates daily?

Are you completing your planner daily? Did you track your stats every day?

Did you focus during Prime Time? Do you have your goals set for the year?

If you answered NO to any of the questions above, please ask yourself WHY? 2006 COULD BE THE BEST YEAR OF YOUR LIFE! Or, you can stay in your comfort zones, not change things and have the exact same year this year that you had last year. Don’t let 2006 HAPPEN TO YOU! You need to Make It Happen in 2006. Some simple tips to have a record year:

1. Plan every single day - no exceptions

2. Talk to at least 20 NEW people daily

3. FOCUS on SEND OUTS 4. Interview new talent DAILY

5. Get proficient at getting "referrals"

6. Ask for interviewing times when you Write job orders/search assignments

7. Know your personal stats

8. Hold yourself accountable on a daily basis.

I also write training articles on my BLOG once or twice a week. If you want additional training, go to: http://www.topproducertutor.com . If you write down specific things you WILL achieve this year, you have dramatically increased the odds in your favor! Join me on the journey this year to have the BEST YEAR OF YOUR LIFE! Be held accountable! Join my coaching club and you personally be held accountable for your goals this year! http://www.recruitingcoaching.com

Thanks, Barb Bruno, CPC"

Recruiter links, news and jobs

Talent Acquisition Specialist

Jobs in Recruiting, Wed, 31 Aug 2011

Join a dynamic and talented Talent Acquisition Team! ARINC offers a robust recruiting environment where the Talent Acquisition Team has a strategic partnership with the Line management. We offer excellent on-going training in the latest recruiting techniques and a collaborative team environment where new ideas are welcomed! ARINC is seeking a Talent Acquisition Specialist to work at our Warner Robins, GA location. This position will partner with the hiring managers to determine the most effective and efficient recruitment strategy for their hiring needs. The Talent Acquisition Specialist will provide full life-cycle recruiting for various positions, which could include technical and non-technical, cleared and non-cleared staff for multiple ARINC locations. The Talent Acquisition Specialist will: Work closely with line management to define position requirements and develop effective recruiting strategies; inform HR Management of ongoing recruitment activity; and work as an integrated member of our Talent Acquisition team. Work proactively with your Lead Recruiter to maximize your workload, available resources, and address challenges faced. Additional responsibilities include sourcing candidates, reviewing resumes, conducting phone screens, interviewing candidates and conducting reference checks; researching and documenting comparative comps, recommending salaries and extending/negotiating verbal offers; identifying recruiting challenges and determining creative solutions to staffing concerns; driving proactive staffing through pipeline developments; monitoring and maintaining compliance with applicant tracking systems and other business requirements. Some travel may be required. With its world headquarters in Annapolis, Maryland, ARINC is an established engineering company comprised of 3,200 highly skilled employees. A dynamic, progressive leader, ARINC provides critical engineering solutions in the aerospace and defense, airports, aviation, government, networks, security and transportation industries. To be considered for this position, you will have a minimum of 4+ years of direct experience in technical and professional recruiting. Ability to manage multiple recruiting assignments, prioritize tasks, and inform the Talent Acquisition (TA) Lead and Manager of Human Resources about ongoing recruiting activity is required. Regularly attend bi-weekly 1:1 meetings with your TA Lead and actively participate in monthly TA Team Calls to maintain an awareness and understanding of priority initiatives and new processes. Ability to prepare effective, well-communicated recruiting plans for multiple positions while focusing on cost effectiveness. Outstanding relationship management, communication, and organizational skills with a business drive to succeed in a team environment are imperative. Must successfully complete 100% of your Recruitment SLAs for Funded Positions, and meet 75% of your Contracted Fill Date commitments. Ability to work independently where appropriate but also understand when to escalate issues for guidance and/or resolution is required. Proficient in leveraging internet sourcing strategies, social networking, and other creative sourcing techniques is required. With a focus on Quality of Hire, ensure 100% completion of Pre-employment Assessments for candidates at Final Interview for qualifying positions, and present results to Hiring Manager. Must be flexible and willing to learn and contribute to new procedures and systems. Proficiency in MS Office and current experience with web-based applicant tracking systems required. Education Requirements: Bachelors Degree. Desired: Experience recruiting for defense, engineering and/or technical positions.

Why Real Recruiters Rank LinkedIn #1

ERE Articles, Thu, 01 Sep 2011

Let’s get real here. Anyone who thinks LinkedIn is in the doghouse when it comes to recruiting the best talent isn’t a real recruiter, or they don’t know the difference between active and passive candidates, or they think sourcing is recruiting. So I’m going to use this article (and this webcast) to set the record [...]

What Do HR Professionals Do?

Human Resources, Thu, 25 Aug 2011

Need basic information about what Human Resources professionals do on the job? HR is a complicated, challenging career that requires knowledge and competence in a variety of workplace topics. HR professionals have to know everything from labor law to conflict resolution to how to manage people. It's no wonder that it's a challenging career with good job prospects and earnings . Because basic questions come my way so often, I have developed an overview of what a Human Resources Generalist, Manager, or Director does , HR FAQs and HR definitions on the site. Have a look at my take on what Human Resource (HR) Generalists, HR Managers, HR Associates, and HR Directors do; they're completely rewritten for the current changing role of HR. I'd like your feedback, too. Image Copyright Peter Chen Need Input I've been developing a series of articles and guides for the beginning HR professional, perhaps the person who starts an HR ofice, or is in charge of HR for the first time. I get increasing numbers of emails asking for more resources for this group and also for the small business owner who finds that he or she has to begin hiring employees. I could use your assistance to flesh out an outline of the content this audience will find useful as they begin their journey in HR services. I'm starting with how to hire employees and how to pay employees. Please email, comment below, or post in the Forum if you have thoughts about what newcomers need. What would have helped you get started? More About HR Job Descriptions How to Develop a Job Description Human Resources Assistant Job Description Human Resources Generalist Job Description HR Manager Job Description Human Resources Director Job Description Human Resources Recruiter Job Description Connect with Susan: LinkedIn | Facebook | Google+ Twitter: @AboutHR | @SusanHeathfield