11 New Messages
Digest #1791
Messages
Tue Feb 4, 2014 5:40 am (PST) . Posted by:
"john sampson" jcsspike
COMBINED DINNER MTG
– TUESDAY, Feb 11th
Recruiter Night Out
Raffle: Donated by Razzino Associates
On Tuesday evening, February 11th,
MIS Network Associates (MNA), IT-Networking, the ETP
Network, TENG, The Breakfast Club of NJ, Monmouth Networking, Careers In
Transition (CIT) and Association
of Women in Computing (AWC) will host a combined Recruiter Night Out dinner meeting
for members, alumni, friends, and guests at The Holiday Inn in Totowa, NJ. The Recruiter Nighdt Out will include a dialogue
with a panel of four recruiters from the venues listed below responding to
pre-published questions and ad hoc inquiries from the dinner meeting attendees:
- Retained Search: Mark
Cohen - Mark Cohen & Company
- Contingency: Sue
McLean - The Connors Group
- Corporate: John
McKinley - Marotta
Controls
- Consulting: Michael Beck - Xlance Consulting
- Corporate: Daria Palestina - Regeneron
The panel will be moderated by
Mike Szot, Director KPMG.
Mike brings almost three decades
of experience providing IT advisory and business services to the life sciences
industry. He has developed and led successful technology services organizations
throughout his career. Prior to joining KPMG, Michael was the co-founder of a
successful information technology advisory services firm that he managed for
over 25 years. His firm specialized in providing information technology
consulting and systems integration services to clients across the life sciences
industry and employed over 150 professionals.
Michael is responsible for
managing KPMG's global relationships within the Life Sciences industry with
specific concentration in areas such as:
• Tax & Accounting services
• Information Technology services
• Business Effectiveness
• Transaction services
• Governance, Risk & Compliance services
• Forensic services
Mike is a Board Member of The
Giving Hope Network (GHN) which is focused on supporting orphans, foster
children and individuals with autism and their families. GHN raises awareness
for these causes and provide resources (funds, time, talent, etc.) to selected
partners to further their charitable endeavors.
He also serves as the President of The NJ SIM
Foundation which supports the needs of not-for-profit organizations throughout
the state of New Jersey. The NJ SIM
Foundation provides funding for programs for the disadvantaged, coordination of
services in an effort to bring technology capabilities to those in need, and
financial assistance to IT students and charitable organizations.
For more than 20 years, the SIM
New Jersey Chapter has been the organization of choice for IT executives in the
New Jersey metropolitan area. Membership now includes over 300 CIOs, CTOs,
CXOs, and IT leaders, as well as consultants and academics from top New Jersey
and New York businesses and institutions.
Unedited questions for the panel are
included below. These questions are subject to editing until Friday, February
7th, when the final list will be published electronically to the previous
recipients. Please return your comments
on the questions to John Sampson at jcsspike@yahoo.comASAP. The final questions will be
available in hard copy at the registration desk the evening of the dinner
meeting on February11th. Again, ad hoc
questions will be accepted by the Moderator during the discussion with the
panelists and Mike Szot may have a few questions for the panelists himself.
The schedule for the dinner
meeting on February 11th will be:
- 6:00 to 6:45 pm – Registration, "speed dating", and cash bar
- 6:45 to 7:15 pm - Introductions
- 7:15 pm - Buffet Dinner
- 8:00 pm - Panel discussion moderated by Mike
Szot
- 9:30 Approx - Raffle – You Must Be There To Win
The informal groups are so
helpful in networking that we will do the "speed dating" on the 11thbefore we sit down for dinner and the general introductions. Briefly, these informal "dates" consist of up
to 4 people and last for 5 to 10 minutes. At the end of the 10 minutes, the groups break up and new ones are
formed with different participants. Suggested dialogues for your "speed dating"
encounters will be provided at the registration desk in case you are at a loss
for what to say during these conversations.
There will be an opportunity to
circulate up to 50 copies of your resume, personal bio, leads, or other
appropriate material in a handout for each participant from the dinner.
The cost will be $45 for everyone
if forwarded by mail or other to John Sampson by COB
Friday, January 24th at 2 Blackfoot Cir, Wayne NJ 07470. Checks should be made out to John Sampson who
can be reached by phone at 973-248-3251 or via email at jcsspike@yahoo.com. Reservations can also be made by contacting
Lizanne Fiorentino at lizanne@ignitetheflame.com but checks must be sent directly to John.
An initial list of attendees will
be emailed to all the RSVPs, members of MNA, the ETP
Network, TENG, The Breakfast Club of NJ, Monmouth Ntwkg, IT-Net, CIT, AWC and
other interested parties the weekend of February 9th/8th for initial
review and correction. The RSVP list
will facilitate networking at the February 11th meeting and can be used to
communicate with attendees in advance or after the dinner meeting. For those
attendees who are working, current work affiliation, email address, three
previous companies you've worked for/consulted at, professional job interest or
position availability must be included in your RSVP.
For those attendees who are in
transition your previous company, three target companies should be included in
your RSVP as well as the type of position you seek.
A "final" numbered RSVP list of
attendees will be available along with the pre-published questions and an ID
badge at the registration desk on the 11th. Your number on the final RSVP list should be
part of your introduction: "I'm number x
on the RSVP list …". All attendees should have their sharp, crisp, 30 second
elevator speech at the ready. Too many
"ahs, dees and doeses" will be cut off unceremoniously. Remember, you and your
introduction will be between the rest of the attendees and dinner!
A final RSVP list of the actual
attendees will be emailed to everyone who participated by June 4th.
We will accept a LIMITED number
of walk-ins on the 11th. Anyone who
attends on the 11thand whose check has not been received by COB on the 10th will be charged $60 WITHOUT EXCEPTION. There will be NO refunds and no
shows WILL be billed.
Again, bring 50 copies of your
bio/resume, leads, or materials you wish to be included in the handout the
evening of February 11th.
Directions to the Holiday Inn at One Rt 46 Westbound in Totowa can be
found at www.holiday-inn.com/totowanj.
Dues are due for MNA Members.
If you would like to help out at
the meeting on the 11th, volunteer to be a "Meeting Marshall". Call John Sampson at 973-248-3251 for
details. We may be able to use your
help!!!
Please join us for what always is
a well attended evening of lively discussion, expert opinion, great networking
opportunities, and a chance to just catch up.
In case of a snow emergency, our
event will be rescheduled to February the 12th– same time same
location.
Draft Questions for
Recruiters Night Out 2/11/14 (Pls edit
these questions appropriately and return the results to John Sampson)
Industry Related
1. What is your
perception of the current job market in general such as demand for IT,
HR, Fin Svcs, and Eng skills for both contract and permanent senior positions?
2. Are there any key industries to target?
a. Growth industries?
b. specific companies?
3. Do you see or anticipate any impact on hiring –
in financial services or other - as a result of the slow market improvement we
are experiencing?
Client Related
4. What are the top issues or problems that your
clients are trying to solve?
a. most
sought after skills?
5. When a client specifies "hands on"
a. do you ask for a clarification / definition?
b. what is your interpretation?
6. What is your/your client's policy regarding
references and Social Security numbers up front? Are they required, what should
a candidate do when asked for them?
Personal
7. What makes a resume click with you? Can you relate any examples?
8. What can a person do to differentiate
themselves?
9. How important is networking in getting a new
position?
10. How and how often should candidates stay in
touch with you?
11. Do you use LinkedIn as part of your search
process in looking for candidates? How
often do pictures and a complete profile
figure your evaluation of candidates?
Final
12. Considering
the audience tonight, and the current status of the market as you see it is
there a final piece of advice you would like to offer them about dealing with
Recruiters like yourselves?
MNA Mtg Schedule:
Feb 4th - Tues - Reg Mtg - New Berman Larson Kane Offices - Paramus - Get Dir from BLK site - Don't use GPS
Feb 11th - Tues - Recruiter Night Out Dinner Mtg - Mike Szot KPMG Moderator - Mark Cohen - Mark Cohen & Co: Daria Palestina - Regeneron: John McKinley - Marotta Controls: Michael Beck - XLance Consulting: Sue McLean - The Connors Grp
Feb 25th - No Mtg
– TUESDAY, Feb 11th
Recruiter Night Out
Raffle: Donated by Razzino Associates
On Tuesday evening, February 11th,
MIS Network Associates (MNA), IT-Networking, the ETP
Network, TENG, The Breakfast Club of NJ, Monmouth Networking, Careers In
Transition (CIT) and Association
of Women in Computing (AWC) will host a combined Recruiter Night Out dinner meeting
for members, alumni, friends, and guests at The Holiday Inn in Totowa, NJ. The Recruiter Nighdt Out will include a dialogue
with a panel of four recruiters from the venues listed below responding to
pre-published questions and ad hoc inquiries from the dinner meeting attendees:
- Retained Search: Mark
Cohen - Mark Cohen & Company
- Contingency: Sue
McLean - The Connors Group
- Corporate: John
McKinley - Marotta
Controls
- Consulting: Michael Beck - Xlance Consulting
- Corporate: Daria Palestina - Regeneron
The panel will be moderated by
Mike Szot, Director KPMG.
Mike brings almost three decades
of experience providing IT advisory and business services to the life sciences
industry. He has developed and led successful technology services organizations
throughout his career. Prior to joining KPMG, Michael was the co-founder of a
successful information technology advisory services firm that he managed for
over 25 years. His firm specialized in providing information technology
consulting and systems integration services to clients across the life sciences
industry and employed over 150 professionals.
Michael is responsible for
managing KPMG's global relationships within the Life Sciences industry with
specific concentration in areas such as:
• Tax & Accounting services
• Information Technology services
• Business Effectiveness
• Transaction services
• Governance, Risk & Compliance services
• Forensic services
Mike is a Board Member of The
Giving Hope Network (GHN) which is focused on supporting orphans, foster
children and individuals with autism and their families. GHN raises awareness
for these causes and provide resources (funds, time, talent, etc.) to selected
partners to further their charitable endeavors.
He also serves as the President of The NJ SIM
Foundation which supports the needs of not-for-profit organizations throughout
the state of New Jersey. The NJ SIM
Foundation provides funding for programs for the disadvantaged, coordination of
services in an effort to bring technology capabilities to those in need, and
financial assistance to IT students and charitable organizations.
For more than 20 years, the SIM
New Jersey Chapter has been the organization of choice for IT executives in the
New Jersey metropolitan area. Membership now includes over 300 CIOs, CTOs,
CXOs, and IT leaders, as well as consultants and academics from top New Jersey
and New York businesses and institutions.
Unedited questions for the panel are
included below. These questions are subject to editing until Friday, February
7th, when the final list will be published electronically to the previous
recipients. Please return your comments
on the questions to John Sampson at jcsspike@yahoo.
available in hard copy at the registration desk the evening of the dinner
meeting on February11th. Again, ad hoc
questions will be accepted by the Moderator during the discussion with the
panelists and Mike Szot may have a few questions for the panelists himself.
The schedule for the dinner
meeting on February 11th will be:
- 6:00 to 6:45 pm – Registration, "speed dating", and cash bar
- 6:45 to 7:15 pm - Introductions
- 7:15 pm - Buffet Dinner
- 8:00 pm - Panel discussion moderated by Mike
Szot
- 9:30 Approx - Raffle – You Must Be There To Win
The informal groups are so
helpful in networking that we will do the "speed dating" on the 11thbefore we sit down for dinner and the general introductions. Briefly, these informal "dates" consist of up
to 4 people and last for 5 to 10 minutes. At the end of the 10 minutes, the groups break up and new ones are
formed with different participants. Suggested dialogues for your "speed dating"
encounters will be provided at the registration desk in case you are at a loss
for what to say during these conversations.
There will be an opportunity to
circulate up to 50 copies of your resume, personal bio, leads, or other
appropriate material in a handout for each participant from the dinner.
The cost will be $45 for everyone
if forwarded by mail or other to John Sampson by COB
Friday, January 24th at 2 Blackfoot Cir, Wayne NJ 07470. Checks should be made out to John Sampson who
can be reached by phone at 973-248-3251 or via email at jcsspike@yahoo.
Lizanne Fiorentino at lizanne@ignitethefl
An initial list of attendees will
be emailed to all the RSVPs, members of MNA, the ETP
Network, TENG, The Breakfast Club of NJ, Monmouth Ntwkg, IT-Net, CIT, AWC and
other interested parties the weekend of February 9th/8th for initial
review and correction. The RSVP list
will facilitate networking at the February 11th meeting and can be used to
communicate with attendees in advance or after the dinner meeting. For those
attendees who are working, current work affiliation, email address, three
previous companies you've worked for/consulted at, professional job interest or
position availability must be included in your RSVP.
For those attendees who are in
transition your previous company, three target companies should be included in
your RSVP as well as the type of position you seek.
A "final" numbered RSVP list of
attendees will be available along with the pre-published questions and an ID
badge at the registration desk on the 11th. Your number on the final RSVP list should be
part of your introduction: "I'm number x
on the RSVP list …". All attendees should have their sharp, crisp, 30 second
elevator speech at the ready. Too many
"ahs, dees and doeses" will be cut off unceremoniously. Remember, you and your
introduction will be between the rest of the attendees and dinner!
A final RSVP list of the actual
attendees will be emailed to everyone who participated by June 4th.
We will accept a LIMITED number
of walk-ins on the 11th. Anyone who
attends on the 11thand whose check has not been received by COB on the 10th will be charged $60 WITHOUT EXCEPTION. There will be NO refunds and no
shows WILL be billed.
Again, bring 50 copies of your
bio/resume, leads, or materials you wish to be included in the handout the
evening of February 11th.
Directions to the Holiday Inn at One Rt 46 Westbound in Totowa can be
found at www.holiday-
Dues are due for MNA Members.
If you would like to help out at
the meeting on the 11th, volunteer to be a "Meeting Marshall". Call John Sampson at 973-248-3251 for
details. We may be able to use your
help!!!
Please join us for what always is
a well attended evening of lively discussion, expert opinion, great networking
opportunities, and a chance to just catch up.
In case of a snow emergency, our
event will be rescheduled to February the 12th– same time same
location.
Draft Questions for
Recruiters Night Out 2/11/14 (Pls edit
these questions appropriately and return the results to John Sampson)
Industry Related
1. What is your
perception of the current job market in general such as demand for IT,
HR, Fin Svcs, and Eng skills for both contract and permanent senior positions?
2. Are there any key industries to target?
a. Growth industries?
b. specific companies?
3. Do you see or anticipate any impact on hiring –
in financial services or other - as a result of the slow market improvement we
are experiencing?
Client Related
4. What are the top issues or problems that your
clients are trying to solve?
a. most
sought after skills?
5. When a client specifies "hands on"
a. do you ask for a clarification / definition?
b. what is your interpretation?
6. What is your/your client's policy regarding
references and Social Security numbers up front? Are they required, what should
a candidate do when asked for them?
Personal
7. What makes a resume click with you? Can you relate any examples?
8. What can a person do to differentiate
themselves?
9. How important is networking in getting a new
position?
10. How and how often should candidates stay in
touch with you?
11. Do you use LinkedIn as part of your search
process in looking for candidates? How
often do pictures and a complete profile
figure your evaluation of candidates?
Final
12. Considering
the audience tonight, and the current status of the market as you see it is
there a final piece of advice you would like to offer them about dealing with
Recruiters like yourselves?
MNA Mtg Schedule:
Feb 4th - Tues - Reg Mtg - New Berman Larson Kane Offices - Paramus - Get Dir from BLK site - Don't use GPS
Feb 11th - Tues - Recruiter Night Out Dinner Mtg - Mike Szot KPMG Moderator - Mark Cohen - Mark Cohen & Co: Daria Palestina - Regeneron: John McKinley - Marotta Controls: Michael Beck - XLance Consulting: Sue McLean - The Connors Grp
Feb 25th - No Mtg
Tue Feb 4, 2014 9:25 am (PST) . Posted by:
"Keith Bogen SPHR" hrslugger2002
Please let me know if you are
currently working on any contract opportunities with your
direct-clients for a Sr. .NET Developer. One of my excellent
consultants is now available to take on a new assignment,
and is currently located in NY.
He has 6+ of experience in designing
and developing applications using ASP.NET, ADO.NET, C#.NET,
MVC 4.0, SQL Server, Web Services, Silverlight, SOAP, Web
Forms, and Win Forms.
Looking forward to your reply with
potential requirements for this excellent candidate!
Regards.
Sweta Vachhani
*Phone 732-412-3568 and
812-236-1913
*E-mail : sweta.vachhani@ussoftwaregroup.com
currently working on any contract opportunities with your
direct-clients for a Sr. .NET Developer. One of my excellent
consultants is now available to take on a new assignment,
and is currently located in NY.
He has 6+ of experience in designing
and developing applications using ASP.NET, ADO.NET, C#.NET,
MVC 4.0, SQL Server, Web Services, Silverlight, SOAP, Web
Forms, and Win Forms.
Looking forward to your reply with
potential requirements for this excellent candidate!
Regards.
Sweta Vachhani
*Phone 732-412-3568 and
812-236-1913
*E-mail : sweta.vachhani@
Tue Feb 4, 2014 11:08 am (PST) . Posted by:
"John Barry" itechjohn
Overview
Our client is seeking a Sr. Web Back-End Developer to help design, develop,
and test high performance, scalable, highly available, and secure web-based
solutions; troubleshoot issues with code, web server, database, security,
network, and web technologies; Design solutions and integrate with
third-party systems and apply best development practices and mentor junior
team members.
This is a direct-hire (FTE) position in midtown NYC, NY
Salary $125K - $150K
Skills & Experience:
* Bachelors in Computer Science, or equivalent with a Masters a plus;
* Extensive hands on experience (7+ years) software engineering;
* Extensive experience coding in PHP 5.3 (7+ years) and/or other OO
languages;
* Extensive experience with Web technologies and tools;
* Experience designing and building scalable, fault tolerant large
scale distributed systems;
* Extensive experience with Object Oriented Programming;
* Proficient in the following: PHP, Symfony2, OO, Design Patterns,
Mongo DB, MySQL, Unix/Linux, Apache, Bash scripting, JavaScript, JQuery,
HTML5, CSS, AJAX, Twig templates, PHPUnit, SVN, Git
* Pluses: AWS, Varnish, Memcache, Silenium, HL7, CCD, X12 standards,
Python
* Solid engineering background with full software development
lifecycle (SDLC) experience and knowledge of code and system performance
methodologies;
* Extensive debugging and problem solving skills; proven ability to
identify and fix root causes;
* Strong experience with NoSQL and relational databases;
* Strong test driven development background;
* Excellent written and verbal communication skills, with the ability
to work well with a team;
* Experience in HealthCare Industry and health care code standards a
Big Plus
Interested candidate should email john@itechcp.
<blocked:
salary and how they match the requirements.
Best regards,
John Barry
ITech Consulting Partners
30 Church Hill Road
Newtown, CT 06470
203-270-0051 Ext: 301
203-270-0071 Fax
john@itechcp.
www.itechcp.
Providing IT professionals on a contract or fulltime basis.
Please visit our website for more information about our company and a list
of our hot jobs: www.itechcp.
linkedin profile: www.linkedin.
<http://www.linkedin
http://www.facebook
054#!/pages/
www.twitter.
Tue Feb 4, 2014 11:11 am (PST) . Posted by:
"Keith Bogen SPHR" hrslugger2002
Thanks to Donna Coulson for the share...
http://m.us.wsj.com/article_email/SB10001424052702304691904579348932017855034-lMyQjAxMTA0MDAwNDEwNDQyWj
Looking for a Job When You're Over 55By Sue Shellenbarger
Jan. 28, 2014 6:32 p.m. ET
Q: I'm looking for a job at age 58, after 10 years out of the workforce caring for aged family members. I recently
earned a two-year degree in accounting, and I have experience in sales
and office administration. Any advice on getting interviews?
—P.M., Poulsbo, Wash.
A: The usual job-seeking rules apply, with a few added twists for a worker at your life stage. Networking is critical, and older workers shouldn't hesitate to reach back decades to high-school friends and former
colleagues, plus their adult kids and their kids' friends, says Kerry
Hannon, Washington, D.C., author of "Great Jobs for Everyone 50+." Tell
them what you want and ask for advice on getting a face-to-face meeting, Ms. Hannon says.
Focus on industries
that welcome workers over age 50, including health care, education,
government and nonprofits, Ms. Hannon says. A listing of the 50 best
employers for older workers can be found via a Web search for "AARP best employers." Job boards can provide clues on who is hiring. "Never lose
sight of the fact that you bring some valued assets, such as loyalty and reliability," that many younger workers lack, Ms. Hannon says. Many
small businesses hire older workers because they can step into a new
position without training.
Build the
body of your resume on a concise description of current skills and
outcomes. Organize it by functional area, such as "office management" or "accounting and bookkeeping," rather than by date, says Maria
Escobar-Bordyn, an executive coach and co-owner of Bridgeway Career and
Professional Development, Bellevue, Wash.
Include any skills used in caring for family members, such as budgeting or
managing paid home-care workers. Make it easy for employees to see how
you would fit by describing outcomes in language that matches the job
description, Ms. Escobar-Bordyn says.
—Email sue.shellenbarger@wsj.com.
Write to Sue Shellenbarger at sue.shellenbarger@wsj.com
http://m.us.
Looking for a Job When You're Over 55By Sue Shellenbarger
Jan. 28, 2014 6:32 p.m. ET
Q: I'm looking for a job at age 58, after 10 years out of the workforce caring for aged family members. I recently
earned a two-year degree in accounting, and I have experience in sales
and office administration. Any advice on getting interviews?
—P.M., Poulsbo, Wash.
A: The usual job-seeking rules apply, with a few added twists for a worker at your life stage. Networking is critical, and older workers shouldn'
colleagues, plus their adult kids and their kids' friends, says Kerry
Hannon, Washington, D.C., author of "Great Jobs for Everyone 50+." Tell
them what you want and ask for advice on getting a face-to-face meeting, Ms. Hannon says.
Focus on industries
that welcome workers over age 50, including health care, education,
government and nonprofits, Ms. Hannon says. A listing of the 50 best
employers for older workers can be found via a Web search for "AARP best employers." Job boards can provide clues on who is hiring. "Never lose
sight of the fact that you bring some valued assets, such as loyalty and reliability,
small businesses hire older workers because they can step into a new
position without training.
Build the
body of your resume on a concise description of current skills and
outcomes. Organize it by functional area, such as "office management" or "accounting and bookkeeping,
Escobar-Bordyn, an executive coach and co-owner of Bridgeway Career and
Professional Development, Bellevue, Wash.
Include any skills used in caring for family members, such as budgeting or
managing paid home-care workers. Make it easy for employees to see how
you would fit by describing outcomes in language that matches the job
description, Ms. Escobar-Bordyn says.
—Email sue.shellenbarger@
Write to Sue Shellenbarger at sue.shellenbarger@
Tue Feb 4, 2014 11:51 am (PST) . Posted by:
"avi wagshol" awagshol
---------- Forwarded message ----------
From: Pradeep koliendwala <pradeep.ko@thegea.com>
Date: Tue, Feb 4, 2014 at 12:02 PM
Subject: Urgent Requirement for Desktop Support
To: aviwagshol@gmail.com
*Dear Abraham,*
*My name is Pradeep and I'm an IT recruiter at Global Economic Advantage
Inc. headquartered in Warrenville, IL and provides nationwide staffing
support to our client,*
*I came across your resume on an online job board and wanted to reach out
to you to see if you might be interested in a Job opportunity located in
Accord NY. My client is looking for a desktop support to join their team on
a contractual basis.*
*Please carefully read the Job Description below, and if you would like to
pursue this opportunity please email me an updated MS Word version of your
resume and call me at (630) 281-2396 Ext.969
<%28630%29%20281-2396%20Ext.969> at your earliest convenience or provide me
a best time and number to reach you. I appreciate your time and look
forward to hearing from you. *
*JobTitle: Desktop Support*
*Location:Accord NY Duration: 6months+.*
*Job Description: *
*Good knowledge of Windows OS and should have worked on similar projects
Ability to analyze and solve technical problems. Ability to solicit and
convey moderately complex information and make recommendations. Windows
XP,Vista,7Knowledge is required Proficient in windows Desktop Operating
Systems administration Excellent expertise in trouble- solving hardware and
operating system related issues for Desktops and Laptops. Excellent
trouble- solving skills on Windows operating systems, desktop applications
and LAN trouble-solving. Remote system administration. Expertise in
installing, configuring and trouble- solving printer and print related
issues. Knowledge of Shrink wrapped products like Microsoft Office.
Knowledge on antivirus client software trouble- solving Knowledge of
Windows 2000/2003 Servers. Exposure to server hardware & connections.
Knowledge of Active Directory would be added advantage *
*Thanks and Regards,*
*Pradeep kolindewala*
*Global Economic Advantage Inc.*
*4320, Winfield Road,*
*Cornerstone@Cantera <Cornerstone@Cantera>*
*Suite # 200,*
*Warrenville, IL 60555*
*United States*
*Direct : (630) 281-2396 Ext.969 <%28630%29%20281-2396%20Ext.969>*
*E-Mail: pradeep.ko@thegea.com <pradeep.ko@thegea.com>*
If you would like to unsubscribe, please click
here<http://career.thegea.com/jobseekers/myjobs/emailmerge_optout.jsp?d=3239305f3536393138323539363934305f383030303734305f313031363636395f315f507261646565702b6b6f6c69656e6477616c61&e=221&t11=1391533368742>
.
From: Pradeep koliendwala <pradeep.ko@thegea.
Date: Tue, Feb 4, 2014 at 12:02 PM
Subject: Urgent Requirement for Desktop Support
To: aviwagshol@gmail.
*Dear Abraham,*
*My name is Pradeep and I'm an IT recruiter at Global Economic Advantage
Inc. headquartered in Warrenville, IL and provides nationwide staffing
support to our client,*
*I came across your resume on an online job board and wanted to reach out
to you to see if you might be interested in a Job opportunity located in
Accord NY. My client is looking for a desktop support to join their team on
a contractual basis.*
*Please carefully read the Job Description below, and if you would like to
pursue this opportunity please email me an updated MS Word version of your
resume and call me at (630) 281-2396 Ext.969
<%28630%29%
a best time and number to reach you. I appreciate your time and look
forward to hearing from you. *
*JobTitle: Desktop Support*
*Location:Accord NY Duration: 6months+.*
*Job Description: *
*Good knowledge of Windows OS and should have worked on similar projects
Ability to analyze and solve technical problems. Ability to solicit and
convey moderately complex information and make recommendations. Windows
XP,Vista,7Knowledge is required Proficient in windows Desktop Operating
Systems administration Excellent expertise in trouble- solving hardware and
operating system related issues for Desktops and Laptops. Excellent
trouble- solving skills on Windows operating systems, desktop applications
and LAN trouble-solving. Remote system administration. Expertise in
installing, configuring and trouble- solving printer and print related
issues. Knowledge of Shrink wrapped products like Microsoft Office.
Knowledge on antivirus client software trouble- solving Knowledge of
Windows 2000/2003 Servers. Exposure to server hardware & connections.
Knowledge of Active Directory would be added advantage *
*Thanks and Regards,*
*Pradeep kolindewala*
*Global Economic Advantage Inc.*
*4320, Winfield Road,*
*Cornerstone@
*Suite # 200,*
*Warrenville, IL 60555*
*United States*
*Direct : (630) 281-2396 Ext.969 <%28630%29%
*E-Mail: pradeep.ko@thegea.
If you would like to unsubscribe, please click
here<http://career.
.
Tue Feb 4, 2014 2:04 pm (PST) . Posted by:
"John Barry" itechjohn
Overview
Our client is seeking an experienced MySQL Database Administrator who will
perform the following duties and responsibilities:
● Configure and validate MySQL backups
● Performance monitoring and troubleshooting MySQL
● Installation of databases on RHEL
● MySQL Replication Master/Slave. Active/Active Clustering
● Install and upgrade RHEL 5 and 6. Test new versions Apache, Tomcat
and MySQL
This is a fulltime employee position in Madison, CT.
Skills and Experience:
* 2yrs+ working on a daily basis with MySQL for Linux / Variants
(XtraDB, MariaDB) including Configuration, Clustering, Replication,
Performance Tuning
* Experience working with Cloud platform such as: Rackspace, Amazon
and Terremark
* Experience with NoSQL Cassandra, Mongo, Redis, ThinkDB
* Virtualization - VMware, KVM, XEN, VBox
* Red Hat Enterprise Linux Knowledge
* Possible Certifications or Training: Red Hat Linux, Database
Certs and Training, Scaling and Optimization for MySQL, Operating and
Troubleshooting for MySQL, Moving to MySQL 5.6
Interested candidate should email <blocked:
john@itechcp.
match the requirems.
Visit <http://www.itechcp.
our company and a list of our hot jobs.
Best regards,
John Barry
ITech Consulting Partners
30 Church Hill Road
Newtown, CT 06470
203-270-0051 Ext: 301
203-270-0071 Fax
<mailto:john@itechcp.
<http://www.itechcp.
Providing IT professionals on a contract or fulltime basis.
Please visit our website for more information about our company and a list
of our hot jobs: <http://www.itechcp.
linkedin profile: <http://www.linkedin
com/in/johnbarryite
<http://www.facebook
5054#!/pages/
//www.facebook.
/pages/Newtown-
<http://www.twitter.
Tue Feb 4, 2014 2:09 pm (PST) . Posted by:
"John Barry" itechjohn
Overview
Our client is seeking a Network/Server Engineer to assist in Network &
Server Troubleshooting, Server/App Vulnerability Assessments, Linux Server
Hardening, Storage Systems - CIFS, NFS, iSCSI, Security Event Monitoring,
Virtualization - VMware, KVM, XEN, VBox and Red Hat Enterprise Linux
Administration
This is a fulltime permanent employee position in Madison, CT
Duties and Responsibilities:
* Review and investigate IPS, firewall logs and antivirus infections
for possible intrusion and breach attempts. Events are collected in a SEIM
for better correlation.
* Install and upgrade RHEL 5 and 6. Test new versions Apache, Tom
Cat and MySQL
* Performance monitoring and troubleshooting RHEL servers
* Manage Windows desktop computers including application deployments
and imaging.
* Perform risk analysis/assessment
hardware introduced into the network.
* Hardening and baselining of Red Hat Linux servers
Skills and Qualifications:
* Current experience working with Cloud Providers on a daily basis
such as: Rackspace, Amazon and Terremark
* At least 1-2 years recent experience configuring and maintaining
Linux servers
* Experience with Installation, configuration and maintenance of
Windows Domain servers and maintaining Active Directory 2008 and 2012
* Current knowledge and experience working with virtualization
technologies such as: VMware, KVM, XEN, VBox
* Certifications: Microsoft Certifications or Training, Red Hat
Linux RHCE, RHCSA, Cisco, F5, Active Directory, Comptia A+ and Network+
Security+ (1 at the very least)
Interested candidate should email <blocked:
john@itechcp.
match the requirements.
Visit <http://www.itechcp.
our company and a list of our hot jobs.
Best regards,
John Barry
ITech Consulting Partners
30 Church Hill Road
Newtown, CT 06470
203-270-0051 Ext: 301
203-270-0071 Fax
<mailto:john@itechcp.
<http://www.itechcp.
Providing IT professionals on a contract or fulltime basis.
Please visit our website for more information about our company and a list
of our hot jobs: <http://www.itechcp.
linkedin profile: <http://www.linkedin
www.linkedin.
<http://www.facebook
5054#!/pages/
http://www.facebook
054#!/pages/
<http://www.twitter.
Tue Feb 4, 2014 2:49 pm (PST) . Posted by:
"John Barry" itechjohn
Overview
Our client is seeking an experienced Network Security Engineer who will
analyze, manage and support all security-related aspects of the company'
cloud based application and outsourced infrastructure.
This is a fulltime permanent employee position in Madison, CT
Duties and Responsibilities:
* Provide network security design based on industry best practices
including NIST, FISMA,COBIT, HIPAA and Hitrust
* Perform IT Risk Assessment and gap analysis on current company
security postures and recommend solutions.
* Provide research and leadership regarding implementations for
access management and network security technologies;
* Manage information security policies, technical standards,
guidelines, procedures, in order to achieve compliance with established
company policies, regulatory requirements, and best practice information
security controls.
* Review and investigate IPS, firewall logs and antivirus infections
for possible intrusion and breach attempts.
* Analyze cyber events, intelligence feeds and implement proper
controls to ensure the computing environment is protected from the current
cyber risks.
* Correlate various threat intelligence data to the data received
through our security event management system for matches and trends.
* Manage all investigation and reporting of data security events and
incidents;
* Perform network security audits and risk assessments of all
information systems as required by statue or policy.
* Perform risk analysis/assessment
introduced into the network.
* Conduct computer and network investigations when requested from HR
and management.
Mandatory requirements:
Hands-on experience with the following tools and technologies in a
production environment
* Installing, configuring and hardening RHEL 5 & 6;
* Tripwire or Aide (Advanced Intrusion Detection Environment)
* Penetration:
* Authentication Testin:g- Cain & Abel, John the Ripper
* Vulnerability: Nexpose, Openvas? Are you familiar with Alienvault
* Paraben, Encase, Cell Phone Forensics, or other Computer / Internet
history forensic tools
* SIEM and Syslog servers: Rsyslog, Lumber, Logstash, Graylog or
Splunk
* Packet sniffers commercial and open source
* Installation and configuration of Firewalls
* Radius servers authenticating IPSEC VPN's
* Two factor authentication such as RSA hard tokens or WikID soft
tokens
* Configuration and maintenance of Window 2008/2012 active Directory
integrated with both Linux and Windows
* Must have one or more security-related certifications (ISSEP, CISSP,
CEH, GIAC GSEC, GCFW, RHCE, RHCSA, Comptia A+, Network+, Security+)
Interested candidate should email john@itechcp.
<blocked:
salary and how they match the requirements.
Visit www.itechcp.
our company and a list of our hot jobs.
Best regards,
John Barry
ITech Consulting Partners
30 Church Hill Road
Newtown, CT 06470
203-270-0051 Ext: 301
203-270-0071 Fax
john@itechcp.
www.itechcp.
Providing IT professionals on a contract or fulltime basis.
Please visit our website for more information about our company and a list
of our hot jobs: www.itechcp.
linkedin profile: www.linkedin.
<http://www.linkedin
http://www.facebook
054#!/pages/
www.twitter.
Tue Feb 4, 2014 2:50 pm (PST) . Posted by:
"John Barry" itechjohn
Northern Fairfield Professionals (NFP) next meeting is Tuesday, February 11,
2014.
Our guest speaker Clint Warren will present on Positioning Yourself as an
Expert Through Blogging, Meetup Groups, and Continued Learning .
NFP is where people meet to expand their network connections, as well as
learn the tools needed to advance their careers. Business professionals from
all industries and career levels are welcome to attend our monthly meetings.
Our philosophy is to build reciprocal relationships where business
professionals can exchange ideas, job leads, and build networking skills.
We usually have a guest speaker discuss a topic of interest for business
professionals.
Northern Fairfield Professionals (NFP) meets the 2nd Tuesday of every month
from 5:30 - 8 pm. Attendance to NFP is free.
Networking from 5:30-6:00pm with a speaker presentation from 6:00pm to 7:30.
Networking until 8 pm.
Location: The Knights of Columbus building at Saint Rose in Newtown CT,
located at 46 Church Hill Road; behind Saint Rose church to the far left.
Please go in the entrance for Saint Rose church and drive in back of the
church to the far left.
The building has 3 garage doors on the first floor with the meeting room
upstairs.
The entrance is the door on the left front of the building.
Contact Number: 203-270-0051
***Attendance to NFP meetings remains free
If you would like to be added to our Evite list announcing our upcoming
meetings, please email NFP@ITechcp.com
Speaker: Clint Warren
Topic: Positioning Yourself as an Expert Through Blogging, Meetup Groups,
and Continued Learning
Clint Warren left a job in finance 4 years ago to pursue a career in
personal training, getting sidetracked by web development while studying for
his certification. As his freelance business grew, he became actively
involved in local Meetup groups, began to write online, and speak whenever
possible, sharing everything he's learned in order to help others. He is
the founder of Illuminate WP, co-founder of Stacked Agency, and organizes 4
local meetup groups. His biggest passions are teaching, helping others, and
adding value wherever possible.
Best regards,
John Barry
ITech Consulting Partners
30 Church Hill Road
Newtown, CT 06470
203-270-0051 Ext: 301
203-270-0071 Fax
<mailto:john@itechcp.com> john@itechcp.com
<http://www.itechcp.com> www.itechcp.com
Providing IT professionals on a contract or fulltime basis.
Please visit our website for more information about our company and a list
of our hot jobs: <http://www.itechcp.com/> www.itechcp.com
linkedin profile: <http://www.linkedin.com/in/johnbarryitech>
www.linkedin.com/in/johnbarryitech
<http://www.facebook.com/pages/Newtown-CT/ITech-Consulting-Partners/50093108
5054#!/pages/Newtown-CT/ITech-Consulting-Partners/500931085054?v=wall>
http://www.facebook.com/pages/Newtown-CT/ITech-Consulting-Partners/500931085
054#!/pages/Newtown-CT/ITech-Consulting-Partners/500931085054?v=wall
<http://www.twitter.com/itechcpjobs> www.twitter.com/itechcpjobs
2014.
Our guest speaker Clint Warren will present on Positioning Yourself as an
Expert Through Blogging, Meetup Groups, and Continued Learning .
NFP is where people meet to expand their network connections, as well as
learn the tools needed to advance their careers. Business professionals from
all industries and career levels are welcome to attend our monthly meetings.
Our philosophy is to build reciprocal relationships where business
professionals can exchange ideas, job leads, and build networking skills.
We usually have a guest speaker discuss a topic of interest for business
professionals.
Northern Fairfield Professionals (NFP) meets the 2nd Tuesday of every month
from 5:30 - 8 pm. Attendance to NFP is free.
Networking from 5:30-6:00pm with a speaker presentation from 6:00pm to 7:30.
Networking until 8 pm.
Location: The Knights of Columbus building at Saint Rose in Newtown CT,
located at 46 Church Hill Road; behind Saint Rose church to the far left.
Please go in the entrance for Saint Rose church and drive in back of the
church to the far left.
The building has 3 garage doors on the first floor with the meeting room
upstairs.
The entrance is the door on the left front of the building.
Contact Number: 203-270-0051
***Attendance to NFP meetings remains free
If you would like to be added to our Evite list announcing our upcoming
meetings, please email NFP@ITechcp.
Speaker: Clint Warren
Topic: Positioning Yourself as an Expert Through Blogging, Meetup Groups,
and Continued Learning
Clint Warren left a job in finance 4 years ago to pursue a career in
personal training, getting sidetracked by web development while studying for
his certification. As his freelance business grew, he became actively
involved in local Meetup groups, began to write online, and speak whenever
possible, sharing everything he's learned in order to help others. He is
the founder of Illuminate WP, co-founder of Stacked Agency, and organizes 4
local meetup groups. His biggest passions are teaching, helping others, and
adding value wherever possible.
Best regards,
John Barry
ITech Consulting Partners
30 Church Hill Road
Newtown, CT 06470
203-270-0051 Ext: 301
203-270-0071 Fax
<mailto:john@itechcp.
<http://www.itechcp.
Providing IT professionals on a contract or fulltime basis.
Please visit our website for more information about our company and a list
of our hot jobs: <http://www.itechcp.
linkedin profile: <http://www.linkedin
www.linkedin.
<http://www.facebook
5054#!/pages/
http://www.facebook
054#!/pages/
<http://www.twitter.
Tue Feb 4, 2014 5:53 pm (PST) . Posted by:
"Westchester Networking Organization" wno1635
Signature - wno1635@gmail.
*Westchester Networking Organization (WNO)*
WNO1635 at GMAIL.COM
http://wno.weebly.
-------- Original Message --------
Subject: a networking group speaker
Date: Tue, 4 Feb 2014 16:19:07 -0500
From: Schulman, Sylvia <sschulman@westportl
To: Schulman, Sylvia <sschulman@westportl
Hello everyone,
FYI - I have learned about an interesting seminar that will take place
at the next Mondays@7 networking group meeting.
Regards,**
* *
*Sylvia A. Schulman*
*Business Librarian*
*The Westport Library*
20 Jesup Road
Westport, CT 06880
p: 203.291.4844 f: 203.291.4856
sschulman@westportl
westportlibrary.
cid:image001.png@
<http://www.facebook
cid:image002.png@
<http://twitter.
<http://visitor.
<http://www.youtube.
<http://pinterest.
Here are the details:
/ /
*Mondays @ 7 *
c/o Ed Thomas
177 Hoyt Street
Darien, CT 06820-3011
(203) 981-4648
ejjthomasjr@
Mondays at Seven
<http://www.linkedin
*/For Immediate Release /**//*
*
Donna Demattia To Share "Tips and Tricks to get to the Top of the Pile
for the Long-Term Unemployed" with the Mondays @ 7 Group, February 10th***
*
*February 3, 2014 -- Donna Demattia, a recruiter with the Engage
Staffing division of The Workplace, will lead a Mondays @ 7 workshop,
February 10, 2014, to provide members who are among the long-term
unemployed with job search advantages.*
Donna is employed by the Engage Staffing a division of The Workplace,
one of five Workforce Development Boards in Connecticut. Their mission
is to develop a well-educated, well-trained, and self-sufficient
workforce that can confidently compete in today's changing global
marketplace. Engage Staffing specializes in temp, temp to perm and
direct hire staffing. Engage provides great temps at great rates with
proceeds going to support programs which are helping people get back to
work.
Ms. DeMattia is a Board Member, Advanced Manufacturing Center at
Housatonic Community College. Her job history includes experience as a
compliance officer, a human resources generalist, recruiter, and in
coordinating services/resources for the elderly and their care givers.
The public is invited to attend. For further information, contact Ed
Thomas at 203-981-4648 or via email at ejjthomasjr@
The meeting will take place at the Westport United Methodist Church, 49
Weston Road in Westport
(Exit 42 off the Merritt Parkway.) The agenda for February 10^th is
posted as follows:
1. 7:00 -- 7:45 am -- Open networking with coffee and bagels
2. 7:45-- 8:00 am -- Introduction of new members and other group business
3. 8:00 -- 9:00 am -- Presentation by Donna DeMattia on Tips and Tricks
to get to the 'Top of the Pile'
4. 9:00 -- 9:30 am -- Open networking/
Founded in the Spring of 2009, the *Mondays @ 7* *Group *is one of the
premier job networking organizations in Fairfield County. The group's
membership exceeds 400 business professionals, actively involved in a
job search. Member titles span the gamut from management,
accounting/finance, marketing/sales, creative services, human resources,
information technology, education, engineering. supply chain to
administrative and other areas of endeavor. /
/# # # # # # # # # #/
Tue Feb 4, 2014 7:50 pm (PST) . Posted by:
"Keith Bogen SPHR" hrslugger2002
With thanks to Donna Coulson for the share.
http://m.us.wsj.com/articles/BL-ATWORKB-1553
* January 28, 2014, 2:16 PM
Why I Hire the Unemployed
By Jody Greenstone Miller
In his State of the Union address on Tuesday night, President Barack Obama will announce that the White House has secured pledges from employers like Procter & Gamble Co.PG +0.52% and Xerox Corp.XRX -0.29% to adopt hiring policies that do not discriminate against the long-term unemployed . Here, a CEO explains why hiring people who've been out of the workforce for a while can be good for business.
As the CEO of a company that places independent consultants and executives with companies for short-term assignments, I talk to a lot of senior executives about their hiring practices. I'm constantly surprised by the persistent bias against hiring people who are not currently employed.
The conventional wisdom is that it's better to hire someone who's in a job than someone who's not. Recent research even suggests that candidates who lack the right skills are more likely to score an interview than a candidate who has the right skills but has been out of work for more than six months.
Executives' reasoning is this: If the unemployed candidate was any good, someone would have already hired him, right?
Wrong. Finding the best talent means expanding your talent pool, actively seeking unemployed executives as well as independent consultants, who are too often dismissed as unemployed people with fancy titles.
Most of the senior executives leading my company, Business Talent Group, were either unemployed or independent consultants when we hired them. And I've watched our clients hire great people after working with them on projects–people they never would have looked at otherwise because they were unemployed or consulting. All it takes is getting to know someone.
Layoffs happen, and people leave the workforce for various reasons; hiring managers need to accept that. Unemployed job candidates, even those who have been seeking work for a long time, aren't necessarily damaged goods. They often have great talent with developed skills and current contacts—all those networking coffees during a job hunt can pay off for you. Companies' ability to predict the success of any new hire is low, but giving potential hires an extended tryout is the best way to know if it will work out, and longtime job-seekers are more than willing to give it a shot. After all, they don't have to leave a job to join you.
How could hiring the unemployed benefit your company? Here are three ways I've seen it work:
People returning to the workforce can bring energy, fresh perspectives and loyalty. One of the first people we hired at BTG was a Harvard Business School graduate, who had worked at American Express and led a small marketing division of GE. She left the workforce for six years to raise her children. During that time she chaired school committees and took leadership roles in nonprofits. She didn't forget how to run a business, and her intellectual curiosity, work ethic and character remained unchanged.
Her contacts – business-school classmates and former colleagues—were happy to hear from her when she reached out about her new role. Instead of being burned out from a job that wasn't appealing enough to stick with, as many employed people who are open to new jobs are, she was ready and enthusiastic about getting back to work. In her seven years (and counting) with us, she's helped us grow the company, and brought sharp ideas for our efforts to make the people who chose to work less than 40 hours a week successful.
The best people may not be on your list. Several years ago, our client, a top private equity firm, needed a CEO for a promising portfolio company. The official recruiting process was taking too long, so we suggested a candidate, a very successful executive who had been the president of a company in a relevant area. He'd taken the previous year off from working, and since he wasn't currently in a job, he didn't make the recruiter's candidate list–recruiters can be as brutal about dismissing the unemployed as managers can. Yet his skills were better than any of the "official" candidates, and because he was willing to come in quickly and on an interim basis, they decided to try him. He was made permanent after several months and eventually helped orchestrate a successful sale of the company he was brought in to lead–a hiring decision that netted millions for the firm's owners.
Independent professionals are often the most desirable hires. We recently worked with an independent sales consultant who left the job that was most relevant to us in 2010. He had advised a number of companies over the last couple of years, and those projects broadened his skills and knowledge. He was clearly a doer, and stayed on his toes to get and keep clients; better, he had more varied and cutting-edge experience than most cubicle-dwellers. He told us up front that he did not want a permanent job. (Independent professionals enjoy choosing their projects and colleagues, so they can be hard to recruit.) We spent several months working together—he got to try us, just as we got to try him, and the experience convinced him to come on board. He started as our head of sales this month.
Jody Greenstone Miller is the co-founder and CEO of Business Talent Group. She writes and speaks frequently on the future of work and labor force trends.
http://m.us.
* January 28, 2014, 2:16 PM
Why I Hire the Unemployed
By Jody Greenstone Miller
In his State of the Union address on Tuesday night, President Barack Obama will announce that the White House has secured pledges from employers like Procter & Gamble Co.PG +0.52% and Xerox Corp.XRX -0.29% to adopt hiring policies that do not discriminate against the long-term unemployed . Here, a CEO explains why hiring people who've been out of the workforce for a while can be good for business.
As the CEO of a company that places independent consultants and executives with companies for short-term assignments, I talk to a lot of senior executives about their hiring practices. I'm constantly surprised by the persistent bias against hiring people who are not currently employed.
The conventional wisdom is that it's better to hire someone who's in a job than someone who's not. Recent research even suggests that candidates who lack the right skills are more likely to score an interview than a candidate who has the right skills but has been out of work for more than six months.
Executives' reasoning is this: If the unemployed candidate was any good, someone would have already hired him, right?
Wrong. Finding the best talent means expanding your talent pool, actively seeking unemployed executives as well as independent consultants, who are too often dismissed as unemployed people with fancy titles.
Most of the senior executives leading my company, Business Talent Group, were either unemployed or independent consultants when we hired them. And I've watched our clients hire great people after working with them on projects–people they never would have looked at otherwise because they were unemployed or consulting. All it takes is getting to know someone.
Layoffs happen, and people leave the workforce for various reasons; hiring managers need to accept that. Unemployed job candidates, even those who have been seeking work for a long time, aren't necessarily damaged goods. They often have great talent with developed skills and current contacts—all those networking coffees during a job hunt can pay off for you. Companies' ability to predict the success of any new hire is low, but giving potential hires an extended tryout is the best way to know if it will work out, and longtime job-seekers are more than willing to give it a shot. After all, they don't have to leave a job to join you.
How could hiring the unemployed benefit your company? Here are three ways I've seen it work:
People returning to the workforce can bring energy, fresh perspectives and loyalty. One of the first people we hired at BTG was a Harvard Business School graduate, who had worked at American Express and led a small marketing division of GE. She left the workforce for six years to raise her children. During that time she chaired school committees and took leadership roles in nonprofits. She didn't forget how to run a business, and her intellectual curiosity, work ethic and character remained unchanged.
Her contacts – business-school classmates and former colleagues—were happy to hear from her when she reached out about her new role. Instead of being burned out from a job that wasn't appealing enough to stick with, as many employed people who are open to new jobs are, she was ready and enthusiastic about getting back to work. In her seven years (and counting) with us, she's helped us grow the company, and brought sharp ideas for our efforts to make the people who chose to work less than 40 hours a week successful.
The best people may not be on your list. Several years ago, our client, a top private equity firm, needed a CEO for a promising portfolio company. The official recruiting process was taking too long, so we suggested a candidate, a very successful executive who had been the president of a company in a relevant area. He'd taken the previous year off from working, and since he wasn't currently in a job, he didn't make the recruiter's candidate list–recruiters can be as brutal about dismissing the unemployed as managers can. Yet his skills were better than any of the "official" candidates, and because he was willing to come in quickly and on an interim basis, they decided to try him. He was made permanent after several months and eventually helped orchestrate a successful sale of the company he was brought in to lead–a hiring decision that netted millions for the firm's owners.
Independent professionals are often the most desirable hires. We recently worked with an independent sales consultant who left the job that was most relevant to us in 2010. He had advised a number of companies over the last couple of years, and those projects broadened his skills and knowledge. He was clearly a doer, and stayed on his toes to get and keep clients; better, he had more varied and cutting-edge experience than most cubicle-dwellers. He told us up front that he did not want a permanent job. (Independent professionals enjoy choosing their projects and colleagues, so they can be hard to recruit.) We spent several months working together—he got to try us, just as we got to try him, and the experience convinced him to come on board. He started as our head of sales this month.
Jody Greenstone Miller is the co-founder and CEO of Business Talent Group. She writes and speaks frequently on the future of work and labor force trends.
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