Boston Technical Recruiter

Article Title: Who’s Hiring at the Biggest Companies
Author Byline: CareerAlley
Author Website: CareerAlley.com

I’ve been reviewing the Best Companies across a series of posts (and we are only through 30% of those companies), but what about the largest companies? Many people feel better about being in a large organization, but who are they and are they hiring? Let’s cover a few (excluding any that have been covered in previous posts).

• Randstad Holding - Randstad is one of the largest temporary and contract staffing companies in the world. They are an international company and emply several hundred thousand people a year via their temp and contract staffing divisions. Since hiring is what they do for a living, their career site is robust with Job Search, Locations, Career Tools and about Randstad. Job search allows registration and a search engine as well as “Top Jobs”. Clicking Jobs (mid right side of page) provides two choices, job search for other companies or working at Randstad.
• Kroger - Kroger is a retailer with over 2,400 supermarkets and department stores in the United States. Their career site has a wide range of search opportunities - Hourly Store, Manufacturing, Shared Services and Distribution Center. You can also review company background and register from this page. Clicking on Opportunities provides an advanced search function. A simple search returned 146 job opportunities across the United States.
• Coca-Cola - I think we all know what Coca-Cola does, but just in case, they are a manufacturer, distributor and marketer of nonalcoholic beverage concentrates. Their careers page offers information on the company with an inter-active map that allows you to select your country for job search. The North America link has job search as well as Internships. Clicking on search for North America links to an advanced search page with the ability to register on the site. There were 91 job opportunities in North America (with a simple search).
• Oracle - Employs more than 68,000 in over 100 countries around the world and is a software developer. Their career site has a full range of company information, special sites for college recruiting and professional development. Clicking on Open Positions at Oracle where you can register, job search, create a profile and look for opportunities in other countries. You must select specific criteria to search for jobs.

Good luck in your search.

Article courtesy of the Recruiting Blogswap, a content exchange service sponsored by CollegeRecruiter.com, a leading site for college students looking for internships and recent graduates searching for entry level jobs and other career opportunities.

Techruiter Uncategorized boston career, boston job candidate, boston resume help, boston staffing, boston staffing agency, boston staffing firm

We are looking for a Sr. Software Developer to own, lead and shape our technology platform. We offer a competitive salary, excellent benefits, stock options and the opportunity to work in a great work environment with competent, motivated and interesting people. We are looking for the best out there – if that’s you, we’d love to get your resume, meet you and introduce ourselves in person.

Get in on the ground floor of a well-funded, high-octane startup in the online games industry!

Position Requirements:

Qualifications:

·         3-5 years of professional JAVA application and database development experience

·         Basic knowledge of JBOSS, Tomcat, Eclipse

·         Deep knowledge of  JDBC, J2EE, Spring and Hibernate

·         Experience with build management and source control systems

·         Excellent verbal and written communication skills and proven ability to write high-quality specifications

·         Bachelor’s degree in Computer Science or equivalent experience

Valued Skills:

• Prior experience in the games industry, particularly having shipped a product as a senior engineer or lead
• Familiarity with client-server architecture and writing bandwidth and memory-efficient code
• Experience developing multi-threaded applications and servlets
• Proficiency with SQL and database architecture
• Proficiency with HTML/XML/CSS and LAMP architecture
• Experience developing Flash/Actionscript 3 applications

Call 1-800-791-7794 and ask for Gene if you are interested in this opportunity. Thanks!

Techruiter Uncategorized boston career, boston technical jobs, game developer, software developer

Article Title: Job Search Tip: Complete the Entire Job Application
Author Byline: The Medical Sales Recruiter
Author Website: The Medical Sales Recruiter

Latest story: A hiring manager I am working with in medical sales asked for a completed job application, rather than just a resume. The job is a 65 -75k base, with another 45k up for grabs in commissions. Nothing to sneeze at, surely. When the manager reviewed the application, he discovered that the candidate didn’t fill out the references area or any of the money questions. (You do leave this stuff off a resume, but not off an application when they are specifically asked for.) The manager that that was weird, so the candidate was out. If it had been just one or the other, he probably would have just asked for the info. But both seemed fishy to him, and not worth the risk.

Moral of the story: Complete the entire application. Otherwise, it looks like you a) have something to hide, or b) can’t follow directions. Neither makes a candidate very attractive in any area of medical sales, healthcare sales, clinical diagnostics sales, imaging sales, pharmaceutical sales, DNA products sales, medical supplies sales, hospital equipment sales, medical device sales, pathology sales, laboratory sales, or biotech sales.

Article courtesy of the Recruiting Blogswap, a content exchange service sponsored by CollegeRecruiter.com, a leading site for college students looking for internships and recent graduates searching for entry level jobs and other career opportunities.

Techruiter Uncategorized boston job application, boston resume help, boston staffing

This happened in 2005 when I was invited to interview at Robert Half in Boston, MA. Robert Half has an interesting reputation: on one hand they are known as a premier recruiting firm with prominent F500 clients; on the other hand they are known as brutal, scumbaggy, and unethical when it comes to dealing with candidates. Breaking into recruiting I knew only of their reputation as a stellar search firm. Little did I know that I was about to experience the Dark Side of Robert Half.

I was thrilled when the branch manager called me in for an interview. I dressed up in my suit, prepared my resume, and drove into Boston. The office is located on High St. surrounded by skyscrapers in the financial district. I was a little in awe when I walked into the reception area. I filled out the application and waited for the receptionist to wisk me into the office of the manager. I was full of hope and expectation hoping that my dream of finally becoming a recruiter would come true and that the branch manager would be the one who would make it happen.

I was ushered into a small office and as I was walking in I saw a number of meticulously dressed and very attractive CSR types, who I figured were the recruiters. We were up high in the building and the view behind the recruiting desk was dazzling.

After about 5 minutes, the branch manager walked in, shook my hand and sat down. I don’t recall the exact details of that fine minute interview, but what it boiled down to was that he considered me a job hopper without a stable work history. He actually told me to call him in 6 months if I could hold on to any one job. After this he led me out of the office, shook my hand, and away I went.

Shock, disappointment, bewilderment these are the emotions that went through me as I kept asking myself: “If I was such a horrible candidate, why on earth would he waste my time and his own to bring me in for a face to face? Was I really so bad? Apparently so.”

The RHI branch manager did not stop me from achieving my goal. I actually called him 6 month later after I had placed 30 people, but he did not call me back. I always chuckle at the fact that 2 years later Robert Half wanted to give me an offer. And I also snicker when I think about the million is revenue Robert Half lost because of the branch manager decision.

I will never waste a candidate’s time unless he is a perfect fit for the job. I will never ask a candidate to do anything for me unless I at least get him an interview. While the client pays the bills, a recruiter can never lose respect and empathy toward the candidate.

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“These are sub-humans.” That’s Nazi talk. They called Jews sub-human too. Don’t you think it is ironic that we are incorporating Nazi terms into our own narrative in order to legitimize actions that deep inside we may see as somewhat troubling?

Don’t let it poison the argument. The first step to Genocide is dehumanizing the enemy. The West has been at war with Islam on and off for 1000 years and they have yet to wipe us out or vice versa.
The reason Israel is not carpet bombing Gaza is exactly this belief that if we stoop to the level of Hamas, there is no turning back. Israel still takes great care to avoid civilian causalities and this separates us from Hamas. No matter how desperate the fight, if we lose this distinction, then all their claims that Israel is a terrorist nation becomes true.

Why should we play fair? Because we are not terrorists, because we do not celebrate in the streets when Palestinians are killed, because we do not strap bombs to our body and walk into crowded night clubs, because we have the military superiority, and because Jews know what it’s like to be pogromed, massacred, exterminated, humiliated, and tortured for 2000 years more than the Palestinians.

Empathy, humor in the face of tragedy, and perseverance are the great legacies of the Jewish people. If we are the Chosen, then this is why we have to be different. Otherwise it’s all been a huge waste of time. And by All I mean the last 5000 years.

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M. Joyce McMenamin
Creator & “Chief-of-Quite-A-Lot” at IDEA MASTERS Online Real Time Magazine
Something strange… How Do You Feel About Your LI Profile Being Used by “Whatever” sites?
Has anyone else’s LI profile been ‘taken’ by: http://jobfu.org

1. I am partly outraged.
2. I am not surprised.
3. I would hope LI would protect our profiles to some extent.
4. I am not looking for a job and do not desire to have a “living resume’ posted at this site that takes my LI profile content.
5. I will report to LI after my deadlines this week.
6. Have any of you been searching on your links in your profile lately?
7. I do this as a routine.
8. Viral stuff is cool.
9. But screwing with my profile - is not.
10. Ya know - I use YOUTUBE videos on one of my sites where we offer 99% “free” reading content - I don’t grab copy from free articles databases and we only use copy that has been submitted to us for publishing through authors or their agents. I would never promote this site that has essentially raped my LI profile…

There are some partnerships that LI has out there — I think Fast Company is one of them - where you can link into your LI profile to save time — but we’re given an option to do that. That’s fair.
It’s cool.
I love to use my LI profile because it makes my life easier.

But… this www.jobfu.org — doesn’t get my vote.
It’s stuff like this that screws up net freedom (e.g., neutrality - which I support).
When it’s abused.
It’s like being on the cover of a cheap tabloid.
Only not being a movie star or celeb - “we” don’t get to sue… but LI could, no doubt.

Bottom line … how do you feel about your profile on LI being posted to a “whatever site”?
Clarification added 1 day ago:
To Hell with deadlines! I sent my complaint in to LI-CS.
I hope they stop this.
They have the VC to cover the legal — one would think.
Clarification added 1 day ago:
I DO NOT think LI knows about this — even the offending site itself says its NOT affiliated with LI — but they’re using the power of the LI database (grabbed) to pump up their SEO — this is what I think… I sent screen prints to LI… we routinely search stuff out — that’s why we don’t allow right clicking on our new site and stopped doing PDF downloads — too many people out there grabbing… a simple cease and desist letter should suffice since the originator is in the US. I think LI should have at least one person on staff looking for this kind of stuff, don’t you?

Anyway - I like my LI profile and I don’t want it used anywhere I do not agree to - that’s all.
Clarification added 23 hours ago:
RE: COMMENT ABOUT FREE ADVERTISING: Don’t get me wrong — I’m “all for” an open net and usually I have no problem graciously accepting free advertising (whp would, right?) — but there is another issue or two here:

1. The profile detail is a copyright of LI’s
2. The JOBFU site does not allow me a “choice” to take my profile off of their site
3. If I “claim” my profile I have to enter my LI password — if I don’t “claim” my profile — then who else could - (what’s that about?)
4. How does a site that says it is “not affiliated with LI” have access to our LI passwords for verification? Or does it?

That’s the bottom line here.

When I set up a profile with a third party who has the copyright to my information — I do so using the format they provided with the underlying promise that my information will be represented in the manner I original signed up for - if I give my info copyright to a third party so that they can create a business that uses my info and your info and everybody else’s info — then that’s “one” thing… but not being able to remove my profile from this other site without supplying my LI password — when the site says it is NOT affiliated with LI is bothering me… “a lot”.

My Response:

Wow… Quite a riotous crusade you going here. Brandon actually created a very useful API. LinkedIn is acting in a very reserved fashion as it slowly morphs itself into a professionals Facebook. Apparently the change is not coming fast enough for some innovators.

I’m a bit shocked that so many Web 2.0 savvy professionals are so incensed by something that is so natural it should have happened a long time ago. In the world of the internet, where people commit suicide on YouTube, one can hardly be surprised that someone finally figured out a way to aggregate public LinkedIn profiles.

The internet is a public place. If LinkedIn actually pays attention to any complains, Brandon’s visitor traffic spike will probably bring down his servers anyhow. I just hope his Adwords account is set up.

This is brilliant. He never finished the application. Your resume is not stored anywhere. It is a mirror. The XML parses the LinkedIn profile into a different CSS style sheet and spits it out on the site.

It uses Ajax to update the resume page in real time as you update the LinkedIn page. All the website registration info is legitimate. The app does not store the password. In fact, I doubt there is a database behind this app. There is no DB because it would take a HUGE amount of space to sore all the information in all the profiles and space costs money. The hosting costs for the website are negligible.

Why would someone throw money after a half baked application that the guy is not looking to develop further. I know this because he stopped answering comments on it 4 months ago. The site has no page rank. “jobfu” only comes up in 332 searches… my name “gene leshinsky” comes up in 1,830. This means he’s not actually marketing it and that it’s not very popular. Actually, no one knows about it outside our little discussion.

Furthermore, Jobfu.jobmatic.COM(where the job postings are) is actually created by a well known company SimplyHired.com, no affiliation with jobfu.ORG, Brandon’s little brainchild.

This guy was just having a little fun with google ajax api’s. Give him a break and a pat on the back for creativity. After all we are having this discussion because someone didn’t like the way Facebook and MySpace profiles looked and what they were used for.

.

Now for the moral and ethical part of it…

Bottom line: If you are that concerned about your privacy, stay away from internet activity of any kind. That means go into a room and seal it. With reinforced concrete.

Approach it with a bit of fatalism: if a brick is going to fall on you, it will fall on you…

Happy Holidays!

Techruiter Uncategorized

Yes it does…

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Article Title: Easy Networking Tips
Author Byline: Easy Networking Tips
Author Website: Easy Networking Tips

I can’t emphasize enough how important it is to have a network and keep in contact with the people in it, but many people don’t know how to do this well. So, today’s video post is on networking. Not how to meet and talk to people one-on-one (that’s later), but how to have a pool of resources. Here are 4 major points to keep in mind for medical sales, pharmaceutical sales, clinical diagnostics sales, biotech sales, laboratory sales, DNA products sales, cellular and molecular products sales, imaging sales, medical supplies sales, surgical supplies sales, hospital equipment sales, although it applies to everyone.

You do have current contacts. Make sure you have current e-mail addresses. These don’t have to be close relationships–acquaintances are fine. It should be people who you have something in common with: you used to work with them, your spouse works with them, you went to school with them, you were/are in some kind of a group with them, you get the idea. Every 3-6 months, send an e-mail to those contacts. It should say something like, “Hi, this is Peggy. It’s been a long time since we’ve talked. I’m still at ____________________, still doing _____________. If you need anything, please give me a call. Here are my phone numbers if you need to get in touch with me or give someone else my contact information if I can assist them. If your personal e-mail has changed, please let me know.” If you can (but you don’t have to), offer them something. This will keep you in their minds so that when an opportunity DOES come up, they are likely to think of you. You haven’t asked anything of them, you’ve just said “Hello.”
Get more contacts. You can do that by signing up for LinkedIn, FaceBook, or other social networks. You can join specific groups, where you can get posted on current blog postings, or join conference calls where you can give or get information. You need to be on those so that you can be found by recruiters who might have the perfect job for you. (We do look online for candidates.) As you add contacts, add them to your e-mail routine.
Big Tip: When you leave a company, ask your boss if he will give you a positive reference. If he will, get a personal e-mail address. If he leaves the company, you won’t be able to get in touch with him when you need the reference.
Be honest with your network. Everyone has problems–we all know that. I’m not saying we need to hear all the sordid details, but being honest about issues you have or situations you’re dealing with just might lead to an opportunity you wouldn’t otherwise have. We don’t always think of someone who tells us “everything’s fine,” but we all like to help someone if we can.
I have a lot of opinions and ideas about networking…some are on the video, some not. (Here’s some stuff I’ve posted before.) Do you have any networking tips or tricks to share?

Article courtesy of the Recruiting Blogswap, a content exchange service sponsored by CollegeRecruiter.com, a leading site for college students looking for internships and recent graduates searching for entry level jobs and other career opportunities.

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Author Byline: Liz Handlin
Author Website: Liz Handlin

Practically every time I turn on the news these days I hear about how “bad” the economy is. I am not sure if the economy is officially “bad” unless you are in the mortgage business but it is most certainly a time of change. There have been lots of notable mergers and acquisitions recently which are good for my business because as soon as employees get a whiff of major changes in management they hurry to update their resumes. Keeping your resume updated is a smart move of course and when changes are imminent it’s a good idea to reach out to your network to find out what the job market is like for someone with your skills. But, don’t jump to a new company too quickly. It’s a good idea to wait and see what the new regime’s goals, vision, and culture look like before making a career move.

While it’s often true that when a company is acquired the acquiring entity often combines jobs and/or replaces employees from the old company with new talent. However it is also true that the cream usually rises to the top and if you are a talented, hardworking individual, who is also willing to accept a new culture and new management style you might be able to thrive in a changing organization. The key to figuring out if you should stay or find a new job is to listen carefully while not panicking.

Listen to what the new management team has to say while (if you can) reading between the lines. Do whatever you are asked even if it is different than the kinds of things your old boss asked you to do. Don’t argue or resist the changes because, at least initially, the new management team is going to be watching and listening to you as carefully as you are to them. They are trying to figure out if the old employees can and will adapt to the new culture that they are bringing with them. Unless you find some aspect of the new culture or new management repellent to you it makes sense to do what you can to stay in your job until the dust settles and you can figure out if you can succeed in the new environment.

If you decide to stay in your job you have to embrace the new culture and work environment even if it is very different from what you are used to. The most common and immediate changes that affect employees in an acquisition are changes to benefits including vacation time/usage, flexible work arrangements, and healthcare. If new management reduces or modifies your benefits but you still want to keep your job you will just have to get used to the reduction. Sometimes, however, new management eventually changes its mind and re-instates benefits after a period of time so if you are otherwise happy with your new job situation it’s worth waiting to see if things change for the better.

You may even find that your new boss offers you better opportunities for challenging work and advancement than your old boss did. But you won’t know until you spend some time getting to know your new boss and figuring out if you can work well together.

The point of this post is to remind you to exercise patience if your company is merged or acquired by another. Don’t rush to quit and find a new job until you are certain that you don’t want to adapt to the new environment. Change can be a little scary but it’s not always a bad thing.

Article courtesy of the Recruiting Blogswap, a content exchange service sponsored by CollegeRecruiter.com, a leading site for college students looking for internships and recent graduates searching for entry level jobs and other career opportunities.

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Author Byline: the medical sales recruiter
Author Website: PHCConsulting

The “80/20″ rule is very important in sales: medical sales, healthcare sales, pharmaceutical sales, clinical diagnostics sales, laboratory sales, medical device sales, pathology sales, imaging sales, cellular products sales, molecular products sales, and biotechnology products sales. Really, it’s a universal principle that can be applied/interpreted any number of ways: 20% of the people do 80% of the work; 80% of the sales come from 20% of the customers; 80% of the sales are made by 20% of the salespeople….you see what I mean. Knowing this principle and how it works is very useful in deciding where to focus your effort and what to plan for. It makes you more effective.

The “80/20″ rule was created by Joseph Juran, who passed away recently (at the age of 103–wow!). Juran named this rule the Pareto Principle, after an Italian economist who observed that 80% of the wealth in Italy was held by 20% of the people. Juran applied that idea to quality management issues in manufacturing, and it became one of the most useful tools available for modern-day managers as well as a general principle that the rest of us can depend on.

Dr. Juran’s contributions to sales, marketing, and mangement through his ideas and insights are tremendously important. I just wanted to pay my respects, and give you all a little education about where that “80/20″ rule you all use came from.

Article courtesy of the Recruiting Blogswap, a content exchange service sponsored by CollegeRecruiter.com, a leading site for college students looking for internships and recent graduates searching for entry level jobs and other career opportunities.

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