COLLECTIONS and ACCOUNTS RECEIVABLE
Our family business has been around for years and we’re looking for a diverse individual – preferably strong male, Italian (Sicilian descent), 200 pounds and good at dealing with tough people. A real “go getter”. We need someone who has experience with collections and is not afraid of a little blood, sweat and tears. At times this person will need to hit the ground running and other times working on… Continue
Added by Michael Glenn on April 10, 2009 at 12:00pm —
Online Advertising /Advertising Sales
Sales, cold calling small to medium size businesses for online advertising and media sales. Initiate sales calls and work assigned prospects, leads and self-prospects within a given time-frame. Plan and prepare the daily sales activities. Preparation of advertising content sheets, daily sales report, a weekly sales summary and market summary. Willing to make 80 + calls a day
Initiate sales calls and… Continue
Added by David Israel on April 10, 2009 at 11:36am —
I talk to a lot of people about business development and client management, especially in this market where things on that end are really challenging. There are a lot of ways to skin a cat and I hear all kinds of approaches to landing job orders. No matter how you land the job order, that's not the same as developing the client and building a strong client base. There is no doubt about it. Building a strong client base is a relationship thing. You may be able to land a job order with a good… Continue
Added by Todd Kmiec on April 10, 2009 at 11:20am —
Being on the corporate side of the recruiting world I regularly field calls from agency and independent recruiters looking for business. There is nothing wrong with this, and I actually enjoy many of the conversations I've had with these recruiters and salespeople. Many of them are quite personable and have begun to cement a pretty good relationship regardless of the number of jobs I can have them work on.
Earlier today I got a call from one such person, but rather than feeling good… Continue
Added by Gino Conti on April 9, 2009 at 2:17pm —
To say that my recruiting team is stuck between good old Scylla and Charybdis is putting it nicely. For several years we've had strong relationships with colleges and universities to hire summer interns and entry-level talent each May/June. Unfortunately we've been on something of a hiring freeze for a few months now.
While we are still recruiting for key strategic positions bring a bunch of interns and entry-level employees has not exactly been deemed as business critical hiring… Continue
Added by Gino Conti on April 9, 2009 at 9:35am —
How can be Value statement defined in one or two lines in recruitment?
Idea is value statement should objectively communicates the bottom line and your value addition to the function and organization
Added by Amit Gupta on April 9, 2009 at 1:31am —
"There's no question if you look out the next 12 to 18 months, we will hire thousands of people to Microsoft around the world."
Scott Pitasky is responsible for global staffing, talent management, development, organization capability and aspects of the company’s learning agenda. This broad role includes all efforts to establish Microsoft's employment brand, acquire talent anywhere in the world, and once acquired manage and develop people to achieve their fullest potential. I recorded… Continue
Added by Peter Clayton on April 8, 2009 at 9:02pm —
The five minute walk from your car to your (hopefully) future office can be minutes filled with anxiety or minutes spent getting you in the right frame of mind.
A zillion things race through your head as you check yourself in the mirror, grab your resume and work samples (whew- you remembered to bring them!), and begin to navigate an unfamiliar parking structure and find the elevator bank.
You’ve prepared for this interview for days. You know that you are a savvy, smart professional… Continue
Added by Alan Weatherbee on April 8, 2009 at 7:22pm —
It would seem to me that now would be a very good time for companies to carry on as if it was business as usual. Other than some cost containment and fewer people around, what has really changed? Organizations must continue to move forward with their strategic plans (albeit somewhat modified) and they should always include looking the skill sets you have today versus the skill sets you'll need tomorrow and get a talent plan in place that will address these needs in a timely manner.
Added by Robb Myers on April 8, 2009 at 5:20pm —
Recently a discussion of exemptions and recruiters came up in a response thread. The post was adamant in the position of recruiters being non-exempt.
In general, I agreed with the poster that recruiters will be non-exempt and are entitled to overtime premiums for time worked in excess of forty hours in the weekly pay period. This is something lost or ignored by many recruiting companies I have experienced in the past.
I have found, however, if there is one area where you… Continue
Added by timk10 on April 8, 2009 at 3:52pm —
Exit interviews do provide valuable information, but in most cases it’s too late. Even more insight can be gained from a “Retention” Interview. You can gain a powerful understanding by hearing what key people working for your organization have to say about life as an employee. What's working? What's not? How vulnerable are you to current employees leaving?
“Retention” interviews are intended to be pre-emptive. The interviews are focused on key people - those in positions of… Continue
Added by Luigi Lupo on April 8, 2009 at 2:40pm —
If you are familiar with Facebook, then you know you can add applications to your profile. Applications range from throwing sheep at your friends to instrumental career/job search tools. Using applications on Facebook that are targeted toward careers and career growth will create a stepping stone to get you that job of your dreams.
Here are some popular Facebook Applications you can add to your profile. These applications are created to assist with employment searches and networking,… Continue
Added by BINC Search on April 8, 2009 at 12:22pm —
This week, I invited Carol Guerieri of Policyowner Advisory, Inc.
in NYC to be my guest blogger. Carol is a pro at insurance review, planning and analysis. Having been in the industry for over 20 years, she has seen virtually every scenario possible and can help you to protect yourself and those you love not only in bad times, but in good times. I’ve asked Carol to share some insights on how to handle insurance coverage when your career may be in flux, and whose… Continue
Added by Karen Russo on April 8, 2009 at 11:38am —
When it comes to manufacturing, few regions can compete with China’s labor costs. Companies that rely on outsourced products, however, have lots of new hurdles to clear — just ask the firms that wound up selling lead-laced toys made in China. Therefore, is setting up a company in China still worth the risk? Our sources say yes: Companies can maintain product quality and safety while reducing costs. Here’s what you’ll need to manage the process and keep your brand - and your customers - safe.… Continue
Added by Devott on April 8, 2009 at 9:37am —
The balance has shifted quite dramatically from a market dominated and controlled by talent to recession. Just a few years ago we were all asking ourselves what to do when the Boomers exit the market and how to address the coming void of talent? Now Boomers are competition in a talent rich and jobless market. Competition is high and the opportunity to separate yourself from the pack is sought after daily.
A few weekends ago I spent time at a local church where volunteers helped job… Continue
Added by Chad Sowash on April 8, 2009 at 7:52am —
After I participated in the@animal http://cli.gs/DBSPy9
Radio Show I became more introspective about how I use Social Media as a Social Recruiting tool. What do I use SM for? How do I integrate SM with Full Life Cycle Recruiting? How do I use SM to source new Client Partners and new Human Capital Partners? I am defining SM as LinkedIn, Twitter, Facebook, MySpace, YouTube and Blogs. I am sure there are more, but for… Continue
Added by Dave Graziano on April 8, 2009 at 3:30am —
I was recently asked to speak to a group of Human Resources professionals about emerging trends in recruiting and Human Resources technology. The moderator of the group asked if I could send some preview collateral, a PowerPoint or PDF, that he could distribute to the group prior to the meeting. Having created, reviewed, deleted, ignored, and edited thousands of PowerPoint’s and PDF’s in my career, I decided that I was going to do something different. Knowing that most audiences have a very… Continue
Added by Joel Passen on April 7, 2009 at 7:30pm —
Please check out my personal blog for the article and be sure to add your own comments (and tell others to do the same):
Added by Jeff Lipschultz on April 7, 2009 at 5:32pm —
anyone know of a human resource individual with strong recruiting skills lookiing for a new opportunity please let me know. would prefer someone that has experieince in the restaurant industry.Thanks
Added by jim theiss on April 7, 2009 at 3:36pm —
In today's age of human resources enterprise technology, everything seems to revolve around utilizing software to get ahead in the business world. Whether it be making work flow more efficient, cutting costs, or organizing team collaboration- there are a myriad of functions that enterprise recruiting software and applicant management systems can serve. However, with the number of options for software out there and the number of features per piece of software, it can often be a daunting and… Continue
Added by Darwin Redshield on April 7, 2009 at 2:04pm —