Recruiters & Headhunters's topics - tribe.net

holy crap

2008-03-17T17:38:20Z

cant believe this group still exists.
i blame ROB
<3

posted in Recruiters & Headhunters - 0 replies

Recruiter Who are we

2007-10-15T18:15:16Z

I am Bruce Clifford. I am a field recruiter for Linens N Things. I have been here for nearly 6 years. Before that I worked in the private sector doing mostly retail.
I live in Florida and my office is in New Jersey, but work out of a store in my home town. I support 5 regions throughout the US and Canada

Tell us about you!!

posted in Recruiters & Headhunters - 3 replies

Free Naked Recruiters

2007-09-29T02:31:50Z

Did that get your attention? LOL

posted in Recruiters & Headhunters - 0 replies

GOOD MORNING WAKE UP TRIBE

2007-09-26T13:00:26Z

Hi,
I just joined this tribe as I am a Recruiter but I see this tribe is DEAD!!!
YIKES
Is anyone here?????

posted in Recruiters & Headhunters - 3 replies

Which one: HotJobs/Monster/CareerBuilder

2006-04-13T18:50:35Z

I am interested to know what site you have preferred or do prefer. I am conducting research to see which one most professionals use. I know they may not be your choice of searching but they are for a lot so if you have used any of them, please do share.

Also, if you are a hiring manager and have used the services, which do you prefer?

Thank you.

Tracy

posted in Recruiters & Headhunters - 11 replies

Senior Recruiting Jobs...

2006-04-06T20:29:51Z

Maybe thus topic might get some bites :-)

What is the level of seniority of the members of this tribe?....I get a lot of senior jobs thrown my way (VP, Director of Staffing) and wondered if this ftribe would be interested in me posting them here when they cross my desk?

posted in Recruiters & Headhunters - 3 replies

[As Promised - Snr Role] Senior Primary Researcher/Names Sourcer 'Titan' Needed!

2005-10-12T03:55:37Z

Senior Primary Researcher/Names Sourcer 'Titan' Needed!

If you answer yes to questions A, B and C then this job will have you "Leaping out of bed in the morning. If not, then no job will!

Question (A) Do you want to apply your unique talent of leveraging the phone as your primary research and name generation tool in a way that corporate staffing has never before seen?
Question (B) Do have a burning desire for your primary research to really be appreciated and further developed by a team of industry leading internet researchers and passive candidate conversion calling experts?
Question (C) Are your talents not fully utilized or your craft not well understood in your present role?

Microsoft’s Technical Central Sourcing Team is blazing a new trail on the targeted, scaleable, proactive identification of key passive technical talent and requires a Senior Name Generation Sourcing Researcher to help play a pivotal role in making this ground breaking sourcing strategy a reality. You will be partnering with both Internet research (e-sourcing gurus!) and passive candidate conversion experts (phone closers who can turn your work into candidates!) who will collaborate with you in generating lists to produce even greater results. This role will require you to collect most of your information via the telephone, locating leads with virtually no visible public presence.

Requirements include 6-9 years of Primary Researching using the telephone as your main source, internet and direct sourcing experience (primary and secondary intelligence gathering) and demonstrated success in name generation production.

No Fear of the phone!
Experience gathering difficult passive candidate and company data quickly is critical to this role.
Experience working in and gathering Competitive Intelligence.
Strong competency in building org structures quickly.
Understanding and knowledge of NLP is preferred
Strong listening/communication skills is required.
Very high level of accuracy with your lists.
Expertise in building rapport and trust quickly while being able to adjust your approach real time given any situation.
An independent, self-starting attitude Preference for candidates that have worked in a Central Sourcing function (High volume model).
A BS degree in a related technical area is preferred with membership with key organizations like SCIP or AIIP. Relocation preferred but not required

If you are interested in learning more about this position please email Rob McIntosh with your CV and one brief paragraph explaining why you feel this role was made for you! Email Rob McIntosh, Central Sourcing Manager, Microsoft Corp. rmcint@microsoft.com.

posted in Recruiters & Headhunters - 0 replies

Recruiting job in Denver Co.

2005-09-15T18:08:01Z

I want to move to Denver and I am looking for a good honest recruiting company to work for any suggestions?
I have done medical and high tech recruiting in the last ten years.
Thanks for your help!

posted in Recruiters & Headhunters - 0 replies

interesting conversations with big media.

2005-07-15T08:12:18Z

I found this might be relevant.

http://blog.gooru.com.au/2005/07/14/the-4th-estate-and-the-death-of-classifieds/

posted in Recruiters & Headhunters - 0 replies

Suggestions for first job interviews

2005-07-14T23:15:46Z

Hi there:

Go to: http://www.mediaselfservice.com/firstjob/

Suggestions for first job interviews.

Chris

posted in Recruiters & Headhunters - 0 replies

Improving job interview skills

2005-05-30T22:53:41Z

We just launched www.Coaching4JobSearch.com . It helps people in transition improve their interview skills and give their best during job interviews. They just need to have a webcam to brecord their answers to frequent questions.

Test it and give us feedback so that we can make it more useful.

Thanks,

Chris

posted in Recruiters & Headhunters - 6 replies

So you think your creative !

2005-03-26T18:41:37Z

Are you?...if so why?....I would argue that most recruiters paper shuffle or mail sort !

posted in Recruiters & Headhunters - 3 replies

Recruiters in San Francisco

2005-01-28T20:58:59Z

Hello, Can anyone recommend some good recruiters in the SF bay area? I am particularly interested in the creative industry but am also looking recruiters that deal in a wide range of sectors as I am interested in looking into different job options.

posted in Recruiters & Headhunters - 0 replies

Seeking a Inside Channel Sales job in IPS/IDS/Security/VoIP/Storage Berkeley/SF/Oakland/Emeryville

2005-01-27T10:41:54Z

QUALIFICATIONS PROFILE:

Dynamic, results-driven Account Manager and Channel Principal with extensive expertise building business and driving sales in the high technology industry. Strong relationship builder with proven success managing key accounts and developing business in both established and new territories. Outstanding track record increasing efficiency and reducing costs through development and implementation of innovative tracking and reporting systems. Adept at mastering in-depth, highly technical knowledge and effectively communicating it to staff, partners, and customers at all levels.
Core Competencies:
§ New Business Development
§ Channel Partner Recruiting
§ B2B Sales / Account Management
§ Hunter/Closer
§ Prospecting / Networking
§ Team Communication & Motivation
§ Relationship Management
§ Interpersonal Communication
§ Strong Work Ethic

Professional Experience
Luminary Systems, Salinas, CA, June 2002 – November 2004
Channel and Inside Sales Principal
§ Created and managed B2B relationships within both VARs and vertical markets in biotech, healthcare, and government for the Luminary Secure Appliance SW collaboration tool that was also OS independent. HIPAA, Sarbanes-Oxley, Gramm-Leach Bliley, CFR-21-11 compliant.
§ Experience calling on C level professionals, resellers of such data products as Cisco, Novell, Checkpoint, Netscreen, SSL/VPN, and perimeter based security products
§ Developed extensive lead base for SMB market space. Active relationship with Alvaka Networks, who was recently named #1 VAR/MSP by the Gartner Group. Additional relationships with VARs that include SiegeWorks, Helio Solutions, and Keep IT Simple Computing Center.
§ Recruited, formed alliances and managed relationships with over 50 VARs and System Integrators in Pacific Western region.
§ Created awareness of IPS (Intrusion Prevention Services) in an unknown market space
§ Created sales strategy with VP of Channel that complimented perimeter based security products, SSL, IPSEC based security.
§ Communicated results regularly to marketing team and senior management, including customer feedback and key account wins.

Blue Godel Inc, Oakland, CA, September 1999 – June 2002
Account Manager
§ Hired by founder to help establish a client base for a new venture focused on very aggressive retained searches and VC start-up consulting.
§ Responsible for going to client-targeted locations near corporations with needed technology and talked with people to find possible leads
§ Created 40 new accounts, and managed relationship between our recruiters and clients

Lanop Corporation, Emeryville, CA, September 1999 – April 2000
Account Manager (Contract Position)
§ Duties included oversight of operations at Emeryville office, reporting to VP of Western U.S. Region
§ Managing the solicitation of our MCSE, CNE, and CCNA certification preparation programs, and qualifying candidates and interviews for technical aptitude and fiscal responsibility
§ Developed lead base, averaged 18 candidates per month in sales

University of California, Berkeley, CA, August 1997 – September 1999
Engineering Aide
§ Assisted Systems Administrators in campus wide deployment for IT infrastructure for voice and data connectivity. Hardware included 3Com, Intelligent, Cisco, and Bay Networks
§ Maintained all data and voice wiring closets on UCB campus with regards to network topology and IP/circuit leasing, cabling and labeling
§ Configured and installed Bay Networks 3000 and 5000 chassis
§ Fabricated, configured, installed, and tested AUI Fast Ethernet cables, hubs and routers, and planned, installed new cable runs

Stephen Dunn and Associates, Berkeley, CA, June 1994 – August 1997
Tele Fundraiser
§ Developed prospective donor lists from multiple nationwide databases
§ Clients included the Monterey Bay Aquarium, UCSF, WNET Public Television, and the Lincoln Park Zoo
§ Raised $200K for Gleason Law Library at the University of San Francisco; $500K for the De Young Museum and $300K for the Monterrey Bay Aquarium
§ Responsible for extensive cold calling and trained callers on campaigns

United States Army, Tripler Army Medical Center, Honolulu, HI, November 1991 – May 1994
E-3 Combat Soldier Medic

Education
Vista Community College, Berkeley, CA

posted in Recruiters & Headhunters - 0 replies

Phila area Positions

2005-01-10T17:08:02Z

6 years of recruiting (IT, Scientific, Engineering - mostly contract), 1 year of on site work at a major pharma. client. Non-industry experience includes teaching and fundraising sales.
Recently turned down promotions in my company because of locations....and not real happy with the company culture itself.

Interested in advancement and more creative work. Phila area desired but will consider relo for career opportunities. Prefer to work in a social, team oriented environment. Gainfully employed and not in any rush.

Any suggestions/leads would be greatly appreciated.

posted in Recruiters & Headhunters - 3 replies

Recruiters in LA

2004-11-03T05:01:18Z

Hello, everyone.

I am Italian. I have been working for 8 years as chief secretary/foreign languages correspondant in an important German retail multinational that hence closed its headquarters here. I am working as foreign sales assistant/Export.
I have been working also as freelance translator.
English and German are fluent at any level, both in written and in spoken. I am looking for a job in LA, because I want to move over there. I can work also in a hotel as receptionist. I am flexible and do not have problems to work on shifts.

Where can I apply? Who can help me?

Thank you very much in advance. Cheers!

posted in Recruiters & Headhunters - 6 replies

Are TPR's Dinosaurs?

2004-10-30T10:18:41Z

I am curious to know with the advent of technology, corporations bringing more in-house and driving down the cost of fees, is it inevitable that TPR's are dinosaurs?

posted in Recruiters & Headhunters - 4 replies

Back by popular demand !!!

2004-09-22T07:59:00Z

Back by popular demand :-)....I am the guy on the right behind the 30% fee in a former life !!

Harmful/Nusiance recruiter Species - which one are you ?

Burgerflippingmajorus:

This particular creature can be recognized by its total lack of knowledge in both the technical material they are representing, the fact that they haven't read your resume, and their exceptionally brilliant conversation. They are fond of using "On a scale of 1 to 10, please rate yourself in each of the following areas." They can't read, since many of them will ask you to do jobs you have no experience in, even though you have sent them your resume. They are typically from 24-36 years of age, either studied: Physical Education, Sociology, English Lit, or Psychology, and are tired for working for $4.25/hr at McDonalds. Being a recruiter is what can be called the "later" pupal stage of this creature. Adult specimens are sometimes found on used car lots, trying to sell old Pintos.

SuperiousSnottius:

This vile and disgusting creature is perhaps one of the most feared and dreaded of all the Recruiter beasts. They are characterized by an appalingly smug and satisfied air. They sometimes read your resume, although you would never know, because they act like you don't have enough experience to be a slug. This particular specimen is noted by its behavior of trying to sound self-important, and eating while on the phone with prospective clients. Other behavious include: interrupting you to answer another call, putting you on hold for long periods with no explanation, and generally irritating smugness that stinks to high heaven. The adult stage of this monster is indeed the most frightening: The become little Godzillas when they are turned out on their ears because they scare all prospective candidates away.

ThrowThemToTheWolvesicidion:

This species of recruiter has one of the most insideous defense stratedgies of any of the Recruiter kingdom: It sends you out on hopeless quests, divulging no information about the client. They provide no job description, no tips, no heads up about the company that you are interviewing, and no directions to the site that you will be going to. They are noted for the large barrage of hopeless jobs that they will throw at you, in an effort to confuse you. They then progress to the final stage of their lifecycle, which is very similar to SuperiousSnottius for its characteristics.

CandyearSaurus:

A most unscrupulous breed of recruiter. They flatter you for all of your job skill, and talk for hours and hours about absolutely nothing. They make you feel "good" about yourself, while providing "Air" for a job. They are noted for their technological backwardsness, not even having e-mail, and pride themselves on ancient and worn-out technology. They will never dare contradict you, instead capitualting to your every whim. They are the fuzziest, nicest, and most useless of all the Recruiter order. Avoid them at all costs.

SuperProfessional Rex:

Noted for its exceptionally glossy exterior, the SuperProfessional Rex is noted for its seeming easy tone in conversation. Some of its other distinguishing features: A confidential tone, and an "insiders" view. They will tell you that they have a "big" company who is "really desperate" for some people. They will promise ridiculous salaries, and ridiculous benefits and not even snicker. They display limited reading capability, at least able to recite some of your more obvious skills. Once you hear from them the first time, they never call again. In this respect, the SuperProfessional Rex is one of the least annoying of the Recruiter order.

Stupidius Maximus:

The most distinguishing characteristic of this creature is its incessent babbling about nothing. It will never have your resume available, and will talk endlessly about nothing. It also employs a very effective defense tatic, that of the "survery to help us place you." This consists of forcing the stunning the prey by a series of mindless questions that answer absolutely nothing in the search for the job. Popular ranges that this specimen will use are from 1-4, 1-10 being the most common. It has terrible organizational skills, and is fond of dizzying its intended prey by the aeformentioned "survey." This creature is perhaps the least intelligent of all the recruiter order.

EffortisMaximus Vegetablaurus:

This rather pathetic kind of recruiter is the saddest of the whole recruiter order. They are typically very enthuiastic about finding you a job, but haven't a clue on what an enter key is, much less what a computer is. They typically have limited reading skills, which might be more likened to a monkey's or a parrot's understanding of technical issues, in that they mimic, without understanding what they see on the page. They try desperately to find you a job, but because they don't understand technical issues, it might be more scientific if they were using a dart board with possible career choices. Try to be nice to this species, as it is not their fault that they are created the way that they are. They don't have a malicious bone in their body, and for their innocent and pliable nature, they are to be commended.

Beneficial Recruiter Species:

Unfortunately, there is only one species of recruiter that is beneficial.

DoRightius Selfsecondarius

This most unique species of recruiter is noted for the following characteristics, not at all evident in any other species of recruiter.

1. They have read your resume in its entirity
2. They understand your field of work
3. They screen you and try to get the best out of you
4. They selflessly go over your resume before submitting it to the client
5. Their formidible editing skills
6. Their selfless attitude in getting you a job
7. Their willingness to go to extra lengths to make your interview as pleasent as possible
8. Their sincere and honest desire to get you a job, while at the same time getting themselves some income
9. They provide written job descriptions
10. They almost make an interview unecessary, as they have done such a good job of communicating you to the client that they want you before they even talk to you.

Unfortunately, in this taxonomists's experience, this recruiter is currently only found in 1 out of 300 recruiter species. It is so rare that it must immediately be put on the endangered species list, and there must be some kind of a breeding plan to help this species increase in number. However, due to its slow reproductive cycle, this will be a difficult task. Most other recruiter species reproduce so quickly that they sometimes saturate the valuable ecosystem, making this recruiter's existance threatened. However, this species is highly adaptable, and usually manages to hold its own against the other non-beneficial recruiter species.

posted in Recruiters & Headhunters - 2 replies

I need help finding info pls....

2004-09-17T14:04:30Z

Just becasue I am this tribes creator and moderator does not mean I know everything ;-)

I am trying do some homework on large corporations that have a Central Soucing Team/function that does the bulk of the actual "Sourcing" of candidates for business aligned recruiters or directly to Hiring Managers. Can anyone throw out comapies they know that re doing this and if it is sucessful, or not OR any other useful data

thanks

Rob

posted in Recruiters & Headhunters - 5 replies

Good recruiters in NYC?

2004-09-02T21:50:44Z

Anyone know of any good recruiters in NYC??

posted in Recruiters & Headhunters - 3 replies

Looking for an honest recruiting company to work for...

2004-09-02T01:32:22Z

OK don't take this wrong but I have been recruiting now for 7 years now and consider myself successful and knowledgable.
I live in south Florida and feel like it's time to give up because the companies down here are so criminal.
My last firm the owner picked up the office and moved over-night three times leaving the buildings landlords holding long term leases ( your probaly asking why did you stay, I had commision money coming to me ) The company before that the owner spent so lavishly trying to keep his wife he had to close the doors because he could not pay the bills to keep the phones on. We went in diligently for 2 months without pay to help him jump start the business after his pleading. He though enough of us to leave a note on the door saying thanks for our hard work but he could not afford to keep the business going.
I now work in a company that is in hock way past its ears and lets 2 recruiters that have tenure and bring in money dictate every move the company makes. One of these recruiters is so horribly nasty ,in the year I have been there she has gone through six people hired to assist her. Most have run out crying or screaming at her.
Is there a firm out there that is looking for an honest , hard-working relationship building recruiter? You can be anywhere!
I'll pack the dog up and leave the paradise of South Florida for a firm that can show me they have money in the bank a good social conscious and the ability to be responsible with their money.
I currently recruit in healthcare and can bring in people at all levels.

I hope I am wrong and that there is a firm out there that plays fair and pays their recruiters what they bring in.

posted in Recruiters & Headhunters - 2 replies

Looking for resources

2004-08-26T23:52:59Z

Where can I go to place free ads for people who want weekend work - not career?

I am managing a project where I need to locate higher quality Independent Contractors for minimal jobs (min wage) and also for Independent Contractors to play characters for marketing events.

Any suggestions?

Tribe is ok....

posted in Recruiters & Headhunters - 4 replies

Networking with other Recruiting Managers from other companies

2004-08-23T04:21:30Z

Greetings,

I am new here and wanted to extend an open hand to anyone interested in networking. I am very interested in networking with other Recruiting Managers regarding management style, ATS systems, Assessments, Structured interviews, and the latest and greatest tools of the trade so to speak.

Secondly, we all need someone to listen once in awhile.

Thirdly, it is great to get advise and often the voice of reason is heard when we listen to others.

Thomas Jefferson said it best..." I believe in Luck. The harder I work at it the more of it I seem to have."

Staying up on what is happening out there and working together as we face the looming storm ahead... as the boomers retire... will there be a Labor shortage?

Im also looking to make new friends and you are always invited to go fishing. I always have an extra Rod in the truck and I fish all over Hell's half acre as well.

I hope to hear from you.

Keep the Faith...

John

posted in Recruiters & Headhunters - 2 replies

new contact info

2004-08-23T04:20:18Z

fyi, i moved to socal, here's my new contact info ...

work:

Jeremy Langhans
Sr. Recruiter
Kyocera Wireless
www.kyocera-wireless.com
jlanghan@kyocera-wireless.com
858-882-3244 Desk
858-494-5693 Pager

personal:

jeremylanghans@yahoo.com
jeremylanghans@hotmail.com
425-736-6189 Mobile

:-)
~jer

posted in Recruiters & Headhunters - 1 reply

pivotal paradigm

2004-08-23T04:18:38Z

TWA
Total Workforce Acquisition
ATS
Applicant Tracking Software
OAS
Online Assessment Software
Profiling
360
Blocks

Cubes

Segments

Numbers,

All these methods and means are built to organize one thing.

People. When it comes down to it, the realization needs to occur that each and every person is unique with a unique driver or identifier that pushes and drives the individual to his or her own personal goals wants and needs.

The job boards all of them (trust me I spend a lot of time on them) act as if they are a mass-market retail model, where the traffic is divided into two groups, Job seekers and Job advertisers.

The software companies treat individuals as “Human Capitol” as an accounting term something that you would line item delete or push out too.

The Corporate (the large ones) try to find a common or best-fit segmentation tool that will lump people into groups they can best market to, identify, or hire. (I am pro business, this is just an observation FOR an opportunity NOT an us-versus-them statement)

But the real change, the pivotal paradigm, is that over time people will rebel against systems. They will rebel against conforming to an internal system set by a company that they push out for the world to have to jump through. People will soon have the ability to create their vision of what it is they want and have this vision search for them.

Thoughts ideas?

posted in Recruiters & Headhunters - 14 replies

Lou Adler

2004-08-16T18:16:55Z

Has anyone out there taken any of the Lou Adler training courses? Could you send me some feedback?
Thanks!

Carmen Hudson,
Lucky to be in Rob's sphere of influence :-)

posted in Recruiters & Headhunters - 4 replies

new to this list

2004-08-13T17:54:39Z

hello everyone,

i am interested in networking within this community. i am currently interviewing companies to see who is a fit for next move in this industry. if any of you know of a company that is hiring as an account manager or recruiter or willing to train for an executive search headhunter, please chat me up and lets engage in a conversation. i can disclose more of who i am and what my experience is.

thank you.

tracy v

posted in Recruiters & Headhunters - 2 replies

Any good CRM ATS's ?

2004-06-23T21:11:54Z

Would be curious to know if anyone has run aross any ATS's that have the power of a true CRM system (Siebel, Great Plains, etc) ??

posted in Recruiters & Headhunters - 3 replies

career/education quagmire

2004-06-10T16:50:19Z

Hello, After being knocked out off course from a long illness (18 months+) I seem to be at a crossroad.

At 32, I have an excellent resume and references. I was VP of a PR firm in NYC before starting my own successful business before I fell ill. Prior to PR, I spent 10 years in radio, marketing, managment and on-air.

Here's the catch... I did it all without spending a day in college.

I just finished my first semester at a local community college, I enjoyed it, but it seems a bit crazy to be to take 2 or 4 years of classes for a degree, when I've already made it out there.

I'd LOVE to hear the HR perspective on autodidacts like myself.

Thanks so much!

posted in Recruiters & Headhunters - 6 replies

Next steps strategic partnerships

2004-06-09T00:28:26Z

okay now we are in the beta phase of development I am looking into gaining insight or Chartered Clients. Our aim is to develop our offering "In Market", with partners who can help shape our solution to better fit their needs.

How do I aproach this smartly as I know full well almost every one has an established relationship with the market leaders currently?

The groups feedback has been so very helpful.

posted in Recruiters & Headhunters - 7 replies

Tips & Tricks

2004-05-02T19:31:18Z

Thought I would start adding a few tips and tricks in the tribe listing section.....Please feel free to discuss what you think are great tips/tools (internet + more) to the listings section

posted in Recruiters & Headhunters - 3 replies

I have a question

2004-04-24T20:23:43Z

If you were going to build a new online recruitment site for the public, or if you had an existing one and decided about redoing it all from scratch what are the most important issues you feel you should have for each user group; job seekers, corporates, and agencies?

posted in Recruiters & Headhunters - 24 replies

i'm new

2004-03-16T05:43:04Z

hello -- i'm new to tribe and this is the first group i've joined ... i'm a recruiter and look forward to our conversations :-)

~jer

posted in Recruiters & Headhunters - 1 reply