recruitor-toptalent

MFBS welcome for recruitersREVISED

2011-12-12T01:17:00.000-08:00

Seven Steps to Personal Mastery

2011-12-07T06:57:00.001-08:00

I long ago discovered an important strategy that has allowed me,
and my clients to continually improve performance (personal and
business) every year.

It's called an After Action Review (AAR), and it’s all about
leveraging knowledge and experience.

To experience consistent growth you need to leverage you past
experience for all it’s worth. In this lesson, I'll show you
how to do it.

To make 2012 the best it can be, you need to perform an AAR and
analyze what took place in 2011. You need to identify every nugget
of knowledge your past performance offers and leverage it for all
it’s worth.

You and I both know that no matter how good or bad your results
were in 2011 - you can always do better.

Yet, the single biggest key to improving both your performance and
your results seems to go ignored by almost everybody. If you want
to be at the top of your game you absolutely must review, analyze,
and learn from what has already happened.

Seven Steps That Can Change Your Life

There are seven steps in the AAR process, and you must begin
implementing the ideas that you are about to generate immediately.

Step 1 Identify Your Three Greatest Accomplishments In 2011?

Even if 2011 was a challenging year for you, odds are if you look
close enough there’s something somewhere to be proud of.

Step 2 Analyze What You Learned from Each Accomplishment?

Now that you have identified your three greatest accomplishments,
go back to each one. This time though identify exactly what you
learned or were reminded of by each of them.

Step 3 Identify Your Biggest Disappointments Of 2011?

Practically every company and individual resists analyzing their
mistakes. That’s a shame because this is where the best learning
comes from.

Step 4 Analyze What You Learned from Each Failure or Disappointment?

No matter how great everything in life is going - we all make
mistakes. The trick here is to really analyze them, what preceded
them, what could you have done differently, and how can you prevent
them in the future.

Step 5 Identify How You Limited Yourself and How Can You Stop It?

Were there certain actions you took or didn’t take that came back
to haunt you?

In order to make sure you don’t limit yourself again - you need to
bring these self-defeating actions to the surface, confront them,
and most important determine what you must do differently to make
sure you don’t make the same mistakes all over again.

Step 6 Pragmatically Review the Information You Have Gathered?

The goal of this exercise is not simply to know yourself and your
business better but to actually use the information to make certain
2012 far surpasses 2011.

What are the big takeaways from answering each question? What do
you know about yourself or your business that you didn’t realize or
weren’t thinking about?

Obviously, having this list isn’t going to do it all, you still
need to take this new knowledge and USE IT!

Fortunately, that’s what the last question is centered around. And
here it is…

Step 7: Use This Information to Astonish Yourself in 2012?

The purpose here is to build in to your schedule, your
interactions, your management style or whatever else you’ve
surfaced in the previous questions and build yourself a new
better approach.

Ok, now that we’ve uncovered a lot of useful information, the
final step is to incorporate it into a plan for 2012.

If you'll allow me, I'd like to help you make 2012 the best
year of your life by introducing you to a very special program
put together by a very special guy.

The program is called the 100 Day Challenge and it was created
by one of the brightest strategic thinkers on the planet, Gary
Ryan Blair.

http://www.goalsguy.com/Affiliate/tgg.php?id=833374

Gary is a leading consultant to Fortune 500 companies, Professional
Sports Teams and high-achievers throughout the world.

"The 100 Day Challenge" is a life changing program that will help
you to light the fuse on a performance EXPLOSION and personally
experience successes you only dream about!

If you want to perform better than you have in the past and
to achieve more than you have so far, you have to make sure
that what you do today - this very day - not tomorrow - will
move you closer to those dreams.

So why not mark today as the day you decided you are going to
reach all of your goals and change your life for the better,
and I mean MUCH BETTER?

http://www.goalsguy.com/Affiliate/tgg.php?id=833374

I wish for you a New Year of abundance, prosperity and ever
increasing opportunity. Your investment in this 100 Day Challenge
will put you in the best position possible for success in 2012.

http://www.goalsguy.com/Affiliate/tgg.php?id=833374

All the best!

Taranto

Moving Forward with RiseSmart

2011-09-16T03:58:00.000-07:00

Se constituer son reseau relationnel

2011-07-26T02:56:00.000-07:00

Pour trouver des candidats, il est necessaire de
1) se constituer un réseau relationnel :
- mentors
- Ecoles
- Associations d'anciens
- Associations professionnelles
2) Developper ses talents relationnels
- vous affirmer de facon positive
- poser les bonnes questions
- ecouter avec sa troisieme oreillle
- vous presenter de facon agreable
- etre considere comme ayant les competences
-montrer que l'on s'interesse au developpement des autres

3) Comment fonctionnent les reseaux
Le monde est petit: : Stanley Milgram a calculé que nous sommes à quelques relations de n'imorte qui dans le monde
La force des liens faibles : Ce sont parfois les personnes les plus eloignees qui peuvent le plus vous relier
20 à 25 contacts par jour est une bonne moyenne pour entretenir son reseau.
Les deux composantes d'un reseau relationnel sont les conservateurs et les propulseurs
Parmi les conservateurs, il est bon de panacher entre les apaisants, les reconfortants, les toniques et les epanouissants

4) Construire un reseau pour progresser
Trois methodes pour augmenter ses relations
1) se servir du reseau de relations existants ( ex, anciens etudiants, anciens professeurs, belles soeurs, directeur de banque, agent d'assurance, epicier,coiffeur, journaliste,...
2) Les reunions de type BNI
3) contactez les gens directement

Lisa asked us

2011-04-26T10:05:00.000-07:00

Good morning Patrick,
I would like to get a 30 sec to 1 min voice file from you just telling me about yourself, it doesn't have to be professional.
This something that I ask from each of my candidates.

When you do the voice file, please send it to me or on here, either way that is easier for you.

What field(s) are you interested in working?

I look forward to working with you.

Thank you again for your time and I look forward to hearing from you and hiring you.

Lisa

Here is our reply :

http://www.youpublish.com/files/38251/A-short-presentation-of-our-recruiting-services

Our contact is :info@adequatis.com

Zoho Recruit - Applicant Tracking System

2011-04-22T07:58:00.000-07:00

Plan de sourcing pour un ingénieur IT

2011-04-07T07:57:00.000-07:00

Un plan média performant est nécessaire ; il est d’autant plus important que la marque de votre entreprise de façon générale n’est pas très connue.

Passage en revue des filières existantes :

- Presse

Un des moyens les plus sûrs de faire connaître votre besoin au plus large public . Le cout d’une annonce presse est relativement élevé, de 800 à 1500 € dans la presse quotidienne régionale et jusqu’à 15000 € dans la presse nationale. Les tarifs sont souvent négociables.

- Institutionnels

ANPE

APEC

Les avantages

Coût faible

Gratuité de l’annonce

Bon support pour les candidatures régionales

Concerne toutes les fonctions de l’entreprise

- Les relations écoles :

Grandes ecoles

Universités

Les candidats en direct de notre BDD candidats

Les sites généralistes

-Monster

- Cadremploi

Ci-dessous les offres commerciales de Figaro Classified:

 Abonnement diffusion cadremploi.fr :

Il s’agit d’un abonnement à 720€ H.T par mois qui permet de diffuser 5 annonces par mois sur cadremploi.fr (soit un total de 60 annonces à l’année)

 Pack promotionnel 5 annonces (2 sites de diffusion minimum) à 1 990 euros au lieu de 3050 euros :

possibilité de diffuser vos annonces sur Cadremploi.fr Keljob.com ou Cadresonline.com

 5 annonces + 300 cv (2 sites de diffusion minimum) à 2 890 euros au lieu de 5 640 euros :

possibilité de diffuser vos annonces sur Cadremploi.fr, Keljob.com ou Cadresonline.com et de consulter 300 cv sur CVADEN

Internet

Internet un média aux caractéristiques exceptionnelles

Média polyvalent

Média interactif

Média d’information

Les sites spécialisés

Math- Fi

Nous proposons d'utiliser Math fi.com

Les avantages

Les délais sont courts : de nouvelles candidatures arrivent tous les jours ( 3 à 4 max) , les coûts sont moins élevés que dans la presse et donc cela permet de gagner en productivité.

Les profils sont ciblés.

Les jeudis

-Accès à la CVthèque 12 Mois limité à la consultation de 2500 CVs

-Pack 10 Annonces valable 12 Mois

5500 €

efinancialcareers

Offre découverte du site eFinancialCareers :

5 emplacements pendant 1 mois = 1,750€ (cette formule vous permet d’inter-changer vos annonces au rythme souhaité)

1 mois de CV thèque internationale (1000CVs téléchargeables) = 750€ au lieu de 1,100€

TOTAL = 2,500€

JOBCIT
Pour optimiser les chances un nouveau venu sur la scene française tres actif sur le domaine IT :

TRY jobtic.fr

Prix: 999 €

3 offres d'emploi + accès base de données CV

Publication : 45 jours

Présence de votre logo dans vos offres d'emploi et dans les résultats de recherche

Présence de votre logo sur la page Recherche rapide et sur la page Partenaires

Pour optimiser votre visibilité, chaque nouvelle offre d'emploi mise en ligne est directement envoyée aux candidats inscrits dans la base de données CV (Alerte email)

Multidiffusion de vos offres d'emploi sur le web

Validation de vos offres d'emploi par nos consultants RH

Accès illimité base de données CV pendant 30 jours (plus d'infos)

ITCJob

ictjob

Prix: 1499 €

3 offres d'emploi + accès base de données CV

Publication : 30 jours

Possibilité de créer votre offre d'emploi en 3 langues (FR-NL-EN)

Présence de votre logo dans vos offres d'emploi et dans les résultats de recherche

Présence de votre logo sur la page Recherche rapide et sur la page Partenaires

Pour optimiser votre visibilité, chaque nouvelle offre d'emploi mise en ligne est directement envoyée aux candidats inscrits dans la base de données CV (Alerte email)

Multidiffusion de vos offres d'emploi sur le web

Validation de vos offres d'emploi par nos consultants RH

Accès illimité base de données CV pendant 30 jours (plus d'infos)

Les reseaux sociaux

Viadeo

Facebook

Les blogs

Les forums :

Le site du zero

Developpez.com

Vous trouverez les dossiers ci joint :

- Présentation et statistiques de visites :

http://www.developpez.com/marketing/Informations-developpez.pdf

- Qualification de l'audience : Un des rares médias informatique

classé "Business to Business", plus de 70% de professionnels, plus de

50% de décisionnaires à l'achat, et plus de 30% de cadres supérieurs

et cadres dirigeants :

http://www.developpez.com/marketing/repartition-secteur-developpez.xls

Are You Ready?

2011-03-10T10:21:00.000-08:00

Where The Jobs Are

2011-03-10T09:52:00.000-08:00

Être recruté et recruter

2011-03-07T03:28:00.000-08:00

Recruter et être recruté constituent les deux faces d'un même processus complexe de mise en convergence d'un projet professionnel et d'un projet d'entreprise. Flore Ozanne, conseil en recrutement de cadres, récapitule les phases, les enjeux, les méthodes et les écueils à éviter tant pour les candidats que pour les entreprises. Deux niveaux de lecture permettent de parcourir l'ouvrage selon ses besoins. Un niveau rapide pour des réponses immédiates, et un autre, approfondi, "pour aller plus loin" à la fin de chaque fiche. Un accès Internet permet notamment de télécharger des fiches-outils. --Entreprises & Carrières (Février 2010)
Description
Voici un manuel utile clair, vivant, l'ouvrage fourmille de conseils de terrain et d'exemples facilement «recyclables », du curriculum vitae a l'e-mail de candidature spontanée. Grâce à une cinquantaine de fiches pratiques, l'ouvrage aborde tous les aspects du recrutement, de la définition de son besoin par l'entreprise à l'intégration de la nouvelle recrue, et intéressera bien sûr le candidat maîs aussi les acteurs du recrutement dans l'entreprise, soucieux de mieux appréhender les enjeux, les pratiques et les évolutions récentes du recrutement impacté par les nouvelles technologies notamment. Sous des dehors assez scolaires, l'ouvrage est bien plus complet et plus complexe qu'il n'y paraît. ll prend en compte le point de
vue du recruteur qui s'interroge sur le marché de l'emploi et sur les meilleures façons de trouver la perle rare. A se procurer pour soi, que l'on soit recruteur ou futur recruté ou jeune diplômé à la recherche d'un emploi. --L'expansion (mars 2010)

Notre avis : Un livre bien construit et actualisé . Ce qui est trés original , c'est l'insertion de plus de 40 articles de presse et de fiches en complement sur internet

Etude IBM sur les DRH

2011-02-03T10:19:00.000-08:00

Une recente etude d'IBM aupres de DRH montre que les 3 enjeuxdes DRH sont :
- la formation de leaders creatifs (Robin Sharma propose des idées intéressantes sur le sujet )
- Mobiliser les ressources humaines partout dans le monde rapidement
- Capitaliser les connaissances ( Knowledge management): Ce point me parait crucial et essentiel

Pour en savoirplus :ibm.com/drh2010/fr
IL faut s'inscrire en ligne

L'emploi des seniors

2011-01-31T08:55:00.000-08:00

Michel Yahiel, président de l’ANDRH, est le premier invité de « La preuve par quatre ». En deux minutes et quatre questions, il évoque une récente étude réalisée par son association sur l’emploi des seniors.

http://emploiparlonsnet.fr/en-images/michel-yahiel-president-de-l-andrh

Technology Jobs That Will Survive in Weak Economic Times

2011-01-26T06:02:00.000-08:00

Author: Arthor Pens
Web developers, designers, animators, embedded systems, semiconductor, messaging specialists, and JAVA developers are likely to be in demand .

The financial crisis is sending jitters all around the globe, especially to those who are looking for financial, marketing, factory and even technology jobs. Since many companies are affected by the credit crunch, employment opportunities will be scarce in the coming years. But even if many corporations have already started to cut jobs, people who work in the technology sector, particularly in information technology, should not be that worried. So, if you are one of the many who are seeking employment in the technology sector, below are some jobs that will not be very much affected by the economic problems.

Many experts believe that information technology jobs are not going to be dramatically affected by the financial problems that are facing many companies. In fact, there might even be increased work opportunities in this sector, as companies will be looking for ways to enhance efficiency when it comes to data storage, quality assurance, and other IT services. However, the future may not look as rosy for chief information officers and other senior managers in the IT industry. If you are holding such position, you might experience either a pay cut or termination due to redundancies in your job.

Some of the information technology jobs that will remain robust despite the credit crunch are in computer programming, testing and systems analysis, IT services, and technology development sectors. Remember that positions in such sectors will be available not only in IT companies but even in corporations in other industries. Keep in mind that almost every business relies on computers and digital technology. So, it is quite impossible for a company to simply close its IT department just to save on money. Therefore, networking engineers, IT administrators, PC support technicians, technical support professionals and computer programmers need not worry about their jobs for now.

Technology jobs that are linked to the Internet are also not very much affected by the economic crisis. In fact, many believe that the demand for Internet professionals will be increasing exponentially as more and more companies will rely on the World Wide Web for cost-efficient ways to market and sell their services and products. Web developers, designers, animators, embedded systems, semiconductor, messaging specialists, and JAVA developers are just some of the positions that may be available next year. To view exiting job openings in these fields be sure to visit technology job boards like Tech Career Direct. Moreover, there are other positions in the IT industry that may be holding less technical job descriptions but will also be in demand next year. These job positions include customer support, consultancy, marketing, and sales.
Article Source: http://www.articlesbase.com/career-management-articles/technology-jobs-that-will-survive-in-weak-economic-times-695460.html
About the Author
Want to view currently available technology jobs that will survive in weak economic times. Use a tech job board to check out thousands of available high tech jobs listings at http://www.techcareerdirect.com

Recruiter Training: Too Much Training?

2011-01-26T04:29:00.000-08:00

Recruiter Training: Avoiding Costly Email Mistakes

2011-01-26T04:24:00.000-08:00

Recruiter Training: Why Recruiting Fees are Non-Refundable.wmv

2011-01-26T04:19:00.000-08:00

Recruiter Training: Time Management Tips

2011-01-26T04:10:00.000-08:00

Un bon relationnel pour développer votre carrière

2011-01-25T10:11:00.000-08:00

En effet les bonnes relations ont toujours été utiles. De nos jours, elles sont devenues indispensables. Que ce soit socialement ou professionnellement, on ne peut plus se passer du relationnel.

Pour vos enfants dans le bon déroulement de leurs études. Pour vous et votre famille, dans toutes les activités que vous voulez entreprendre et pour votre propre carrière professionnelle bien entendu.

Pour optimiser votre carrière, faire votre place au soleil pour vous et votre famille, chercher à développer votre relationnel et surtout l’entretenir est devenu indispensable.

Avoir un bon relationnel est un atout très efficace pour trouver un job ou en changer. On estime même que le pouvoir des relations est renforcé avec l'âge, puisque qu'on lui doit près de 100% des embauches au-delà de 45 ans.

D'ailleurs à ce sujet, le Wall Street Journal révélait déjà il y a deux ans que 94% des gens qui avaient trouvé un emploi avaient déclaré qu'ils devaient leur succès à leur relationnel. Ceci est encore plus vrai aujourd'hui. Et c'est justement le meilleur moyen de ne pas se trouver sans emploi!

Il existe maintenant une multitude de possibilités de développer son relationnel, rapidement et efficacement. Ceci implique d’entreprendre une véritable démarches « Réseau »

La démarche réseau est aussi un véritable levier économique. Pour rompre l'isolement, pour échanger, générer des contacts, créer des partenariats, trouver des clients et développer votre chiffre d'affaire.

Construction Recruiter Reveals Hiring Secrets

2011-01-25T07:03:00.000-08:00

PRWeb

Construction Recruiter Scott Love shares secrets of hiring top performers.

W

May 12, 2008

Asheville, NC - Even as economists believe the economy might be softening, the process of hiring high-performance construction executives and managers becomes even more critical.

Commercial construction, compared to its troubled cousin residential, continues to move along at a respectable pace throughout most parts of the United States. But according to construction executive recruiter Scott Love, founder of Scott Love Associates in Asheville, NC, the perception among prospective candidates seems to be that the sky is falling and that they shouldn't even consider making a move. "In some ways, this is the best time for a high performer to move," Love says. "It's a time like this, of some uncertainty, that companies need strong leaders and managers who can produce. My search practice is busier than ever because the clients who hire me to recruit for them don't want to waste their time on the ones that can't produce, and most of them can be found on the internet."

Love believes that the best candidates aren't found on job boards. "Why hire someone who isn't next in line to be promoted?" Love believes that although internet candidates are easily accessible, he cautions companies to know the risks involved in putting them in your hiring process. "Even beyond performance issues with job board candidates, you open yourself up to risk when you hire someone from the internet. Once you hire them and they take their resume off of Monster and Careerbuilder, they're still getting calls from other companies about opportunities. And the position you just filled is now open again. Welcome to 'frustration-land' because now you have to repeat this process all over again using a process which yields marginal results to begin with."

Love has also created a training company that trains executive search firms on how to succeed in a competitive marketplace. Over 2,500 executive search firms have invested in his training products and seminars. "Within my executive search practice, I'm able to use my communication skills as a way to build a quick rapport with a desirable prospective candidate. I've been able to help out many clients by securing the interest of a candidate that no one else can get to. It's because of how I approach them on the phone and get them to consider making a move. That's the real value of a good recruiter: bringing high-performing achievers to the table who aren't looking."

Love's website, www.constructionleadership.com has video clips and articles that can help employers hire better candidates, even if they don't use a recruiter. "Most employers don't know how to sell their opportunity. I have a video clip on my website that can help them with that. Even if they go on their own to try to find talent, this three minute video will help them look at hiring from an entirely new perspective. It really will help them."

Construction organizations can contact Scott Love at 828 225 7700 or on his website at www.constructionleadership.com

http://www.prweb.com/releases/2008/5/prweb931854.htm

Rookie Recruiter Training from Scott Love

2011-01-25T06:30:00.000-08:00

No Cold Call Recruiting

2011-01-25T06:09:00.000-08:00

How to Make Money in Recruiting During an Economic Slowdown

2011-01-25T06:02:00.000-08:00

Alexander Hughes

2011-01-21T05:57:00.000-08:00

Dans le cadre de nos activités nous serons amenés à rencontrer le cabinet Alexander Hughes.

Quel est ce cabinet et quelles sont ses spécificités ?

Source : http://www.alexanderhughes.com/

Exceptional offer

2011-01-18T08:28:00.000-08:00

1) Our guide: 10 steps to hiring and keepingyour employee 47 € FREE for you = You just pay shipping and handling
2) Our newsletter every month on the last topics on recruitment = 29,95 dollars per month
3) Option 1: High quality products for high performance recruitment

- Headhunters by William Finlay Value 17,05 dollars

- Boost your hiring IQ by Carole Martin

Value 14.95 dollars

4) Option 2 : Topgrading series

Value 19,77+15,46+665 =700 dollars

Option 3 Done for you :we do the recruitment for you

If you are interested by this offer contact us at : 0033(0)671501247

Topgrade Your Entry Level Jobs

2010-12-02T02:13:00.000-08:00

A very interesting article :
Topgrading Tips (Vol 5, No. 18 ) Topgrade Your Entry Level Jobs | Topgrading

"Le Meetic de la compétence " Extrait des Echos

2010-11-24T01:35:00.000-08:00

« C'est le Meetic de la compétence ! », s'exclame Jean-Cédric Peano, porte-parole de l'agence de développement Team-Côte d'Azur. A ses côtés, une poignée d'acteurs locaux, dont le Club des DRH de Sophia-Antipolis, ont lancé vendredi le portail http://www.sophiaantipolis-careers.com. L'idée ? Permettre à des sociétés high-tech en quête de compétences et situées sur la technopole de trouver chaussure à leur pied, tout en attirant des talents sur le territoire. Conçu avec la technologie de la start-up MAC2C, sous la houlette de la CCI de Nice Côte d'Azur, le site met en relation automatiquement employeurs et salariés, en temps réel, par mail ou SMS. D'un côté, les employeurs cochent les compétences recherchées. De l'autre, des candidats décrivent leurs qualifications sous forme de fiches. Sans oublier de mentionner le numéro de téléphone où ils seront alertés en cas d'adéquation. Les sociétés recevront, en temps réel, les coordonnées des profils les plus adaptés. Une vingtaine d'employeurs locaux, dont Amadeus, Sopra Group, Virbac, Galderma, Supralog, SAP ou l'Inria se sont prêtés à l'exercice.

L. N'K., Les Echos

Recrutement : les meilleures pratiques

2010-11-15T04:05:00.000-08:00

Bonjour,

Voulez vous améliorer vos pratiques ? Si oui, l'ouvrage de référence ci dessous vous intéressera :

Original.

Pour la première fois le recrutement est envisagé dans une perspective stratégique.

Engagé et humaniste.

La relation candidat-entreprise est appréhendée différemment et le candidat est considéré comme une véritable partie prenante.

Clair et pédagogique.

Un panorama complet des méthodes de recrutement, des bonnes pratiques et de la législation en vigueur.

De façon inédite, Alain Gavand présente les meilleures pratiques et analyse les enjeux liés aux mutations de la fonction recrutement : bouleversements démographiques, internationalisation des Ressources Humaines, évolution des nouvelles technologies, arrivée de nouvelles méthodes de sélection du personnel, changements de législation, dénonciation des discriminations...

Il montre en quoi pour s'adapter à ces évolutions, l'entreprise doit désormais concilier stratégie de recrutement, respect du candidat et responsabilité sociale. La réflexion menée dans cet ouvrage est ponctuée d'outils, de repères méthodologiques et de pistes d'action.

40 questions permettent également d'établir un diagnostic précis de la fonction recrutement et de déterminer des axes de progrès.

Notre avis : un livre complet bien documenté avec un focus intéressant sur les pratiques actuelles du recrutement

Alain Gavand répondra aux questions que se posent : les dirigeants d'entreprise souhaitant mener une réflexion sur le lien entre stratégie et fonction recrutement ; les DRH désirant mieux relier la fonction recrutement à la stratégie Ressources Humaines ;
les responsables de recrutement et les consultants en cabinet

Président-directeur général du cabinet Alain Gavand Consultants depuis près de vingt ans, Alain Gavand, à 43 ans, est chargé de cours à l'Université. Membre du bureau national du Centre des Jeunes Dirigeants d'entreprise jusqu'en 2004, il a été chef de projet d'une expérimentation relative à la responsabilité sociale auprès de 800 entreprises et a mis au point un outil de diagnostic de développement durable pour les PME (CJD, le guide de la Performance Globale, Éditions d'Organisation, 2004). Il est également membre du Syntec, syndicat du conseil en recrutement et a écrit Le Recrutement dans tousses états (Éditions LPM, 2003).

Pour le commander en ligne, cliquez ici

N°1 mondial/worldwide : ESCP Europe Master in Management/Grande Ecole !

2010-09-26T08:34:00.001-07:00

"Chers Amis,

Nous souhaitons partager avec vous une excellente nouvelle : le
Financial Times vient de publier son classement international annuel
des Masters in Management/Grande Ecole et, pour la toute première fois
de son histoire, ESCP Europe remporte la 1ère place mondiale,
devançant la CEMS, HEC et l’Université de Saint-Gall !"

Communiqué Association Anciens ESCP

"Dear Friends,
We are delighted to share some great news with you: the Financial
Times has released its annual international Masters in Management
rankings and, for the very first time in its history, ESCP Europe is
n° 1 worldwide, ahead of the CEMS, HEC and the University of St.
Gallen."
Press release ESCP Alumni Association
Patrick Taranto (ESCP 89)
Media JD
Tel : 33 (0)146 23 89 14
Mobile : 33(0)6 71 50 12 47
Email : patrick.taranto@gmail.com
http://www.adequatis.com

GPEC : RH et partenaires sociaux en désaccord

2010-07-22T04:34:00.000-07:00

Courant juillet 2010, l’IGS et Oasys Consultants rendaient public les résultats d’une enquête intitulée "Regards croisés RH et partenaires sociaux sur la mise en œuvre de la GPEC". Source Focus RH

Une enquête qui révèle deux visions souvent opposées quant à l’objet de la GPEC et ses conditions de mise en œuvre.

Face à la GPEC, RH et Institutions représentatives du personnel (IRP) se trouvent dos à dos. Selon la dernière étude menée par l’IGS et Oasys Consultants, 68 % des DRH estiment que les partenaires sociaux ne se sont pas appropriés l’accord. En réponse, 77 % des IRP avancent que la DRH n’utilise pas l’accord comme un outil efficace de gestion des ressources humaines.
Réalisée en ligne entre le 8 et le 15 juillet derniers, cette enquête entend revenir sur « la mise en œuvre concrète des accords de GPEC, 18 mois après l’échéance de janvier 2008 ou l’obligation triennale de négociation ». Un outil au service des collaborateurs (35 %) et de la DRH (28 %), selon les RH interrogés. A contrario, les IRP affirment que l’accord sert surtout la DRH (35 %) et la direction (27 %), exit les collaborateurs (17 %). Des avis qui résument bien les positions prises par les différentes parties au cours de cette enquête.

Vision stratégique, restructuration et obligation légale

En toute logique, la majeure partie des professionnels RH interrogés (57 %) voit dans la GPEC un moyen « d’accompagner une vision stratégique à long terme nécessitant de nouvelles compétences ». Si un tiers des IRP reconnaissent cet enjeu, un quart y voit surtout un moyen de « préparer la perspective d’une politique de restructuration » et près d’un autre quart (23 %) une façon de « respecter une obligation légale ».

Si les deux parties s’accordent sur le fait que la GPEC permet d’identifier les futurs besoins en compétences, seuls les DRH (59 %) y voient un moyen de faire de leur fonction un outil de la stratégie de l’entreprise (contre 27 % des IRP).
Autre point de désaccord, les informations apportées par la GPEC (évolution des métiers, passerelles entre les métiers, métiers en tension et métiers menacés) ne sont pas utilisées selon les IRP (55 %), alors que 78 % des DRH affirment le contraire.

Entretiens de carrière et référentiels de compétences

Sorti de ces guerres de position, un rien partisanes, l’étude permet néanmoins de dresser un état des lieux de la mise en œuvre de ces accords GPEC. Ils ont ainsi permis, en premier lieu, la mise en place d’entretiens de carrière et de référentiels de compétences professionnelles. Viennent ensuite, dans une moindre mesure, les aides à la mobilité, les cartographies prospectives des métiers ou encore les catalogues de formations internes.

Alors que les catalogues de formations externes, les situations professionnalisantes en interne, les portefeuilles individuels de compétences ou encore les aides à la mobilité externe n’ont clairement pas été érigés au rang de priorité.

Un ensemble de dispositifs mal connu des salariés, selon les sondés. Lors de la mise en œuvre de ces accords, le maintien de la rémunération, l’accompagnement et la formation nécessaire font partie des principales garanties accordées aux salariés.

En revanche, l’aménagement des résultats attendus en cas de mobilité interne et la possibilité de retrouver son ancien poste ne sont pas garantis, selon plus de 50 % des IRP, comme des DRH.

Et la gestion des seniors ?

La mise en œuvre des accords GPEC est également l’occasion de se pencher sur la question des seniors. Par ordre d’importance, les principaux dispositifs développés sont : l’entretien de carrière à mi-parcours (selon 47 % des IRP et 65 % des DRH), le transfert de compétences via le tutorat (35 % IRP ; 55 % DRH), l’aménagement du travail (23 % IRP ; 28 % DRH), le bilan de compétences seniors (27 % IRP ; 26 % DRH), la retraite anticipée (21 % IRP ; 14 % DRH). Surtout, une très grande majorité (85 % IRP ; 77 % DRH) reconnaît que des points de carrière approfondis ne sont pas systématiquement proposés.

En résumé, un certain nombre de chantiers restent à mettre en œuvre en matière de gestion des seniors. Ce qui s’explique peut-être par le fait que la question des seniors ne semble pas être le premier « facteur-clé de succès de la GPEC ». Sur ce point les réponses qui ressortent sont l’intégration de la GEC à la stratégie de l’entreprise, l’existence d’une stratégie claire à court, moyen et long terme ou encore l’intégration de la GPEC à la politique RH de l’entreprise. Un préalable effectivement indispensable.

Brice Ancelin

Crédits photo : Fotolia.com

GPEC : RH et partenaires sociaux en désaccord

Nouvel info produit sur les SIRH

2010-07-19T10:27:00.000-07:00

Bonjour,

Nous vous proposons de recevoir gratuitement notre première version de notre "étude de marché sur les systemes d'information de gestion de competences" avec plus de 20 solutions analysées et révélées.

http://sites.google.com/site/systemesdinformationrh/

Si vous etes intéréssé(e), il vous suffit de nous envoyer un mail à patrick.taranto@gmail.com avec la mention " SIRH".

Nous vous l'enverrons par mail en PJ.Nous vous demandons seulement de nous retourner vos commentaires en échange.

Patrick Taranto

Publish Post

21 great ways to hire and keep the best people

2010-05-13T05:49:00.000-07:00

Learn how to find and keep the people you need for business success! Believe it or not, there is an art and strategy for hiring new employees. Listen to this program to learn exactly how to find the best people for your business. You'll never bring the wrong person on board again. 95% of your success depends on the people you hire, take the time to bring on the best!

Highly effective strategy

2010-01-19T09:44:00.001-08:00

Current Special Offers on Executive Search Packages!

2010-01-13T08:41:00.000-08:00

From now until January 31, 2010, we're offering special incentives to get you started in your recruiting immediately .

Every client who signs up for our Gold Business Recruiting packages will receive:

1 Hour Consulting Session with a Consultant to strategize and develop a Recruitment Roadmap (700 € value)
2 Bonus sessions with a Top Executive Recruiter (700 € value)

Total Bonus Value: 1400 €

We're truly committed to helping you grow the team of your dreams. Our Business Recruiting program combines one-on-one consulting, masterminding, networking and 24/7 access to our complete suite of powerful recruiting resources.

* All fields required
Please note that our Business Coaching program requires an investment from serious business owners of between 7000 euros to 30,000 euros per search. If your budget is under 7000 euros then our services is probably not the right fit for you.
We invite you to check out our website http://astore.amazon.com/jobacademy-20

100 days challenge : let's do it !

2009-09-23T04:33:00.000-07:00

Boost your Hiring IQ

2009-09-11T03:05:00.000-07:00

Leading@Google: Srikumar Rao

2009-09-02T05:57:00.001-07:00

How happy you are in your work?

Do you feel that you are following your voice?

How did THEY get so freakin' Lucky

2009-07-16T05:37:00.000-07:00

Has that thought ever crossed your mind?

You meet someone who seems to have it all in their business and their personal life...
success, wealth, freedom, notoriety, and great relationships with their family.

Meanwhile- you're working your tail off to make ends meet, you're struggling
to get your business off the ground...yet always taking one step forward, two steps back.

Sound familiar?

Well, I've got news for you. Truth is, those other entrepreneurs DO have a significant
amount of luck working in their lives.

But it's not by chance--it's by CHOICE. And this eye-opening video will reveal exactly
how you can get it too.
https://empowered.infusionsoft.com/go/sci/mediajd

That's Tom McCarthy, a world-renowned business consultant, motivational speaker
and success coach...

Tom's spent the last 21 years helping Fortune 500 companies like Cisco, Marriott,
Disney and scores of others (like Tony Robbins) boot their profits and achieve
bigger success.

And along the way, Tom discovered that there's an actual SCIENCE to increasing your
luck and reaching your income and personal goals faster and easier.

Now, Tom's ready to reveal his secret formula to the world that will allow you to
systematically create opportunities that lead to the success you want. And you can get
a glimpse--FREE--inside this video.

https://empowered.infusionsoft.com/go/sci/mediajd

I urge you to take action immediately and watch this short video...

Because let's face it--we could all use a lot more "luck" in our lives.

Right?

https://empowered.infusionsoft.com/go/sci/mediajd

See you inside,

Patrick Taranto

P.S. You'll want to listen closely to Tom's story, especially in the first few minutes...

Here's a kid who grew up fatherless, virtually penniless, and without much hope of
succeeding in anything--let alone business.

But with a few lucky breaks (there's that word again), Tom clawed his way to the top.

Now he lives the life of his dreams in an exclusive Southern California neighborhood,
enjoying the fruits of his labor and watching his luck
continues to grow. You GOTTA hear this guy...

P.P.S. Oh, and one last thing: This is NOT what you think it is. It's NOT the "touchy feely",
new age mumbo jumbo of "thinking positive." Tom's the real deal. And just the four
steps he gives you today could easily help you reach your businesses goals-
faster than you ever thought possible!

https://empowered.infusionsoft.com/go/sci/mediajd

A DVD on job interviews

2009-07-13T07:17:00.000-07:00

Would you like to increase your chances of a job offer by 400% without any stress?

Going for interview is a stressful experience at the best of times. It is even worse when the market is suffering from its worst downturn in many years.

However - you can increase your chances of a job offer by 400% with a Double DVD, CD, and Bonus Pack, which includes the following:

• Interview Techniques DVD WATCH SAMPLE
• Top Answers to Tough Questions DVD (new!!) WATCH SAMPLE
• Free Bonuses SEE HERE
• Free Audio CD - listen to tips in the car / on iPod.
• Watch online while you wait for the pack to arrive
• Described by the Daily Mail as "The Perfect Interview"

The price is £29 however we have negotiated the price to £14.50 + P&P for the whole lot! To get the discount – put ‘OFFER’ in the coupon box at checkout.

Best Wishes & Good Luck!

Patrick

It recruiting

2009-06-19T07:35:00.001-07:00

Staffing Solution
We provide Flexible and Cost
Effective IT Staffing Solutions
fizzagroup.com

Recruiting software

2009-06-19T07:30:00.001-07:00

MaxHire for Recruiters
The top software for recruiting and
staffing firms. NO upfront costs!
www.maxhire.net

Recruiting CRM
Winner: Top HR Product
Social Network Sourcing Tool
www.avature.net

Top 25 HR blogs

2009-06-10T06:19:00.000-07:00

The Top 25 HR Blogs

By David Hakala

Surveying the HR blogosphere can be like searching for a rose in a desert. The landscape is littered with abandoned efforts, but there is a close-knit family.

The Top 25 HR Influencers of 2007

HR World Payroll Provider Checklist

Harness the HR Potential of Blogs and Wikis

The HR World Payroll Services Buyer’s Guide

Career Hub: This blog focuses on career and job-search strategies and tactics. No fewer than 24 career-counseling and employment professionals contribute to its content. Career Hub contains a wealth of information.
Cheezhead: Author Joel Cheesman is one of the most widely read bloggers on emerging recruitment issues and has won several “best of” awards in the category. The tiniest new development doesn't get past Cheesman, and he’s guaranteed to blog about it.
SixDegrees from Dave: Dave Mendoza is recognized for his expertise in the integration of sourcing methodologies, employment branding and recruitment techniques. SixDegrees from Dave spotlights HR industry leaders, sourcing gurus, global staffing practices and social networking.
Gautam Ghosh: A prolific blogger, HR management consultant Gautam Ghosh writes from India, though most of his posts on every conceivable HR topic have a global tone to them.
Insourced's Employment and Jobs Blog: It’s hard to say which is more attractive, the blog or the job-search engine. The blog touches on issues ranging from job hunting to work/life balance, while the search engine covers the entire United States.
Evil HR Lady: Written anonymously by “an HR professional in a Fortune 500 company,” this blog reeks of “been there.” The Evil HR Lady has seen it all, done it all and blogs about it all.
good to know: Martin Burns, recruiting manager for ZoomInfo Inc., writes this blog about career-search and recruitment practices. Tips on interviewing from either side of the desk, how to source candidates online, what to wear (never sandals) and how to write a cover letter are all covered.
GoodRecruits: Robert Merrell, a technical recruiter and talent manager for executives, hiring managers and job seekers, writes the GoodRecruits blog. His main theme is how to use blogs as marketing and communications tools in job searches or recruiting.
HR Tests: Written by Bryan Baldwin, an HR consultant in Olympia, Wash., this blog has timely news of laws, regulations, products and conferences concerning testing and assessment instruments. Baldwin also writes the HR Coal blog, which deals primarily with the management of technical talent.
HR Thoughts: A good all-around HR blog covering everything from recruitment to EAPs (Employee Assistance Programs) toperformance evaluations to professional book reviews and more. It's written by Lisa Rosendahl, an HR manager in a medical facility.
YourHRGuy: Written by Lance Haun, an HR generalist practicing in the field for the past five years, this blog runs the gamut — from recruitment and team building to training and development and employee relations.
Dr. John Sullivan & Associates: Sullivan is a consultant to management on everything related to HR. His blog is full of articles on college recruiting, employee-screening and -assessment tests, training, and new-hire orientation.
HR and Strategies: This graduate student combines HR philosophies and news in a blog that is at once thoughtful and informative.
HR Daily Advisor: Published by BLR Business & Legal Reports, a vendor of training aids and resources for HR professionals, HR Daily Advisor offers a deep and broad archive of tips on ADA (Americans with Disabilities Act), compensation, FLSA (Fair Labor Standards Act)/wages, harassment, hiring and recruiting, general HR management, and more.
HRMetrics.org: HRMetrics.org is all about things that can be measured and how to measure them — from retention effectiveness to home worker productivity.
HR Web Café: This blog concerns general workplace issues, employment matters and work trends. Sponsored by ESI Employee Assistance Group (an EAP), its posts are frequent and detailed.
Breaking Human Resource News: This is a welcome blog, serving up constantly updated news about products and services for the HR professional, from software to EAPs.
CharlotteRecruiting: Written by a recruiting specialist in Charlotte, N.C., this blog has advice on managing staffing firms, interviewing and other recruiting topics.
Jibber Jobber: Jason Alba runs this popular blog, which is heavy on summaries and links to other HR bloggers’ posts. This is a great blog for quickly scanning the best posts of the day. Jason’s own posts and guest bloggers make insightful reading, too.
Chief Happiness Officer: Consultant Alexander Kjerulf teaches HR departments and entrepreneurs how to transform their workplaces from dreary and stressful to fun, energized and happy.
Generations@Work: This blog will help you relieve the tensions among Baby Boomers, Generation X and Generation Y workers. It is written by Russell Eckel, an expert in organizational and workforce development who now consults mainly on the Millenial Generation.
Human Resources 101: As the title implies, this blog steps through the nitty-gritty of HR management and policy development, with topics such as “How Graphic Should A Workplace Safety Ad Be?” and “50 Behavior-Based Interview Questions.”
Employment Law Blog: Check out this great blog to learn how to throw an office party without being sued, download forms, stay abreast of employee-rights decisions and much more.
Inside Human Resources Blog: A good place to learn about trends in workforce demographics and the attitudes of younger generations.
The Human Capitalist: A well-informed review of news about HR technology written by industry guru Jason Corsello, a vice president with HR technology consultancy Knowledge Infusion

Monster.com "Doubletake" - Official Super Bowl Ad

2009-06-10T03:06:00.001-07:00

Don't Think pink : What really makes women buy

2009-02-18T06:20:00.000-08:00

With women heading some 40% of households in America, making 85% of consumer buying decisions and running 40% of all companies in the U.S., according to the authors, it makes sense that marketers would want to appeal to this huge audience. However, Johnson and Learned, cofounders of the consulting firm ReachWomen, believe that too many companies either don't cater to women or repeatedly send misleading messages. Marketers need to understand the customers, get their feedback and focus on the context of the product. For example, some products should be given out in a doctor's office while other items should be sent to the consumer. It's also important to understand the difference between generations. A younger woman might focus more on finances while an older woman may feel as if she can pamper herself, after working and raising a family for many years. To support their thesis, the authors provide examples of positive innovations. For instance, hotels have attracted women business travelers by improving hallway lighting and installing security cameras; greeting card companies have used different images and ethnic language to attract minority purchasers. The authors present their information clearly and concisely and the advice on using the Internet both to sell products and conduct surveys is particularly helpful. This is a solid guide for marketers at any corporation who want to reach the women's market.
Copyright © Reed Business Information, a division of Reed Elsevier Inc. All rights reserved.

Review
"..a resource and roadmap to seeing through the eyes of women in their buying process..This book is must reading! -- Choice

"..an intelligent roadmap to what really makes women buy." -- Alf Nucifora, syndicated columnist

"Every once in awhile, I discover a business book that is filled with "Aha!" moments and new learning." -- Donna Paz, Paz & Associates, The Reader's Edge

Don't Think Pink: What Really Makes Women Buy -- and How to Increase Your Share of This Crucial Market

2009-02-18T06:17:00.000-08:00

From Publishers Weekly
For those who want to know what the wired generations want to consume and experience, this book provides plenty of insights. CEO of marketing consultancy ReachWomen, Johnson clearly knows her topic, providing many examples of brands that have appealed to the desire for personalization, adventure, high concept design, loose family and social networks, spirituality and five other core "cravings" of 18- to 40-year-olds. Each chapter is also sprinkled with case studies to illustrate marketing success stories, ending in workbook sections with exercises that will help readers apply the advice in each chapter. In fact, readers would do well to read this book close to a computer or keep a pen at hand to jot down URLs. The volume of information is at once its strength and shortcoming: 10 chapters deliver on the subtitle's promise, but the information can be overwhelming. Fortunately, the author addresses that concern in the book's conclusion, where she outlines some ways to put new ideas to work within an organization. (Sept.)
Copyright © Reed Business Information, a division of Reed Elsevier Inc. All rights reserved.

From Booklist
As baby boomers move past their peak spending years and begin to move toward retirement, marketers are focusing their attention on a new generation of consumers. Generation X (1965-79) and Generation Y (1980-97) are technology-fluent individuals who have embraced cell phones, BlackBerries, e-mail, and text messaging, but they have also been so inundated with advertising that they are cynical and difficult to reach. Johnson, CEO and cofounder of the Reach Group, is an award-winning marketer and expert on Gen X & Y and female consumers. She notes that as Gen X & Y have come into dominance in the marketplace, immersed in highly networked, "always on" gadgets and technologies, they have emerged as the "Connected Generation." Johnson identifies 10 core "cravings" that drive these consumers to connect with and buy products, and she highlights the challenges in reaching this group with real-world success stories such as the Motorola Razr, Chipotle Mexican Grill, Target, and Red Bull Energy Drink. The result is effective as both a marketing workbook and a study of social trends. David Siegfried
Copyright © American Library Association. All rights reserved

Mind Your X's and Y's: Satisfying the 10 Cravings of a New Generation of Consumers

See how easily you can recruit women

2009-02-16T09:22:00.000-08:00

Women and Diversity remain hot topics in the workplace. Hear speakers (Imperial Business Schol) and fair exhibitors Ernst & Young, Accenture) from the recent QS Forum give their views of women and diversity and what to do to overcome preconceptions in job interviews.

http://www.herecomestheboss.com/video/59D0373F8A0535AF/Diversity+and+Women+at+work.html

Contact : Patrick Taranto 0671501247

Why should you consider going to the QS forums ?

2009-02-16T09:15:00.000-08:00

Hear Jelena from QS Forums talk about why you should consider going to the QS flagship events

We started leadership career forum 7 years ago and we run 2 flagship events in London, Women in Leadership and Diversity in Leadership.

There are definitely still issues surrounding gender inequality one of them being the pay gap for instance in the UK women are paid on average 12.6% less than men for full time jobs and that difference goes to 40% for part time jobs.

Businesses on the whole have recognised that it is a business imperative to build a diverse workforce and to embrace a number of talents viewpoints and personalities in order for their companies to grow and compete successfully.

Our events are quite different from general graduate recruitment fairs in the sense that apart from stands that we have for each exhibitor we also organise a number of sessions: company presentations, a series of workshops, inspirational speaks and life coaches; we also have panel debates.

The employers we have on board such as Accenture, ACCA, PWC, Morgan Stanley, are looking to promote their diversity policies and policies of inclusion.

The candidates that come here are definitely of a certain quality. In the first place just the motivation to apply to this type of event, means that they already have a certain consciousness, knowledge, focus and drive to further their career.

We hope very much that students attending will take a lot of ideas and some knowledge with them as well. They will find out more not only about particular companies but also about certain industry sectors they may be interested in.

The fact that many recruiters come year after year to these events is evidence of actual recruiting taking place in the follow up to the event.

http://www.herecomestheboss.com/video/3C723FEB7D131F1C/QS+Forums+-+Women+in+
Leadership+and+Leadership+in+Diversity.html

Contact : Patrick Taranto 0671501247

Recruter, c'est simple

2009-02-10T10:09:00.000-08:00

Trouver et recruter les talents

L’avenir de votre entreprise passe par les hommes et les femmes qui la composent.
C’est pourquoi il convient de recruter les talents dont vous avez besoin, puis de les former et de les récompenser en fonction de leur contribution.

Pour mener à bien votre processus de recrutement, il convient de
- définir des objectifs
- préparer un planning

Notre démarche consiste à appliquer les techniques du marketing et de la communication aux ressources humaines.

Elle comprend 3 grandes phases :

Phase de préparation
Phase terrain
Phase de synthèse

Madeleine Albright on Women and Leadership

2009-02-05T08:22:00.001-08:00

Obtenir "Nice Girls don't the corner Office" gratuitement avec Media JD

2009-01-26T06:24:00.000-08:00

Cher recruteur,

Nous vous remercions de lire notre newsletter, un excellent moyen d'obtenir "Nice Girls Don't Get the corner office "( valeur 12.10 € ) gratuitement.

Les 5 premièr(e)s responsables RH qui nous accordent un entretien pour répondre à notre questionnaire sur les besoins de leur entreprise en matière de recrutement et de coaching pour 2009 se verront remettre un exemplaire de l'ouvrage de Lois P.Frankel. (d'une valeur de 12.10 €)

Lorsque nous recevrons confirmation du rendez vous, nous vous recontacterons pour fixer une date par email . Lors de l'entretien vous pourrez accéder à votre livre gratuit.

En fonction de notre agenda, la notification peut prendre plusieurs jours.

Merci de lire notre blog.

Cordialement,

L'équipe Media JD

Pour faire une demande de rendez vous, vous pouvez nous contacter par mail: patrick.taranto@gmail.com ou par téléphone : 0671501247

See Jane Lead by Lois Frankel Ph D

2009-01-20T08:33:00.000-08:00

99 Ways for Women to Take Charge

Between Nice Girls Don’t Get the Corner Office and Nice Girls Don’t Get Rich I’ve suggested 176 mistakes women make when pursuing their professional and financial goals. By now we’ve focused enough on errors, so this book doesn’t focus on mistakes – only on strategies for how you can unleash your leadership capabilities in a variety of situations. It’s not that we don’t make mistakes related to leadership, because we do. Put a nice girl in a group of men and women and she’ll wait for a man – or more powerful woman – to take the lead every time. Ask a nice girl to make a decision for the group and she’ll take a poll before taking action. Give a nice girl a group of people to lead and she’ll treat them like a family, rather than a team of people looking to her for decisive, but humane, leadership. And in so doing she denies the given talents she possesses that could serve to make her an exemplary leader. Women lead all the time – they just don’t call it leadership.

"Lois Nailed it! Who said it was easy to move up and move on? For today's woman, balance is always a challenge. Lois inspires and teaches through simple and understandable techniques. She gets it! Being a working woman while trying to raise children is a difficult task, but Lois gives you the organizational skills and confidence needed to succeed at both."

Carolyn Kepcher – Co Star, "The Apprentice"
Former Executive Vice President, The Trump Organization
Author, "Carolyn 101"

8 tips from inside the cover...

1.	Articulate your vision. Write down what you want to Achieve. Be as specific as possible. Be certain to include what you want to do, how you want to do it and what people will get out of doing it with you.
2.	Develop your strategy. Whether it’s a problem you’re solving or a change in direction you want to undertake, develop your overarching strategy for addressing the challenge before diving in.
3.	Resist perfectionism. Thinking that you have to be perfect causes your strategic thinking to be constricted. The balance of strategic thinking and tactical implementation is by nature imperfect.
4.	Choose the hill you’re willing to die on. When faced with a host of concerns you would like to express or changes you want to make, choose the two or three that will make the greatest difference to your ability – and the ability of your followers – to add value.
5.	Get to the point. Women have the tendency to use far more words than needed when influencing. Begin your communications with the one statement you would want others to remember if you had only enough time to say that.
6.	Practice the 7:1 rule – seven pieces of positive feedback for every piece of developmental feedback. Keep in mind the three caveats of positive reinforcement: it has to be genuine, specific, and free from implied criticism.
7.	Manage meetings effectively. Preparing for meetings isn’t enough. You have to be certain that meetings start and end on time, one or two members aren’t allowed to dominate the meeting, and limitations are placed on the amount of time you will spend on any one agenda item.
8.	Read It’s All Politics: Winning in a World Where Hard Work and Talent Aren’t Enough. Kathleen Kelly Reardon brilliantly dissects the meaning of workplace politics and offers practical ways to achieve it. Her refreshing perspective will help you to overcome your hesitance about being better at politics.

See Jane Lead

Would you like to ATTRACT more women in your company ?

2009-01-16T04:51:00.000-08:00

If you answered yes to this question, let me introduce you to the conference "Women in leadership" organised in Paris, next spring.

Read on...

The concept:

Diversity has become a major buzzword for international recruiters in recent years, particularly in the US and Europe. Employers are increasingly aware of the value of diverse groups, employees with a wide range of backgrounds with numerous skills, interests and personalities to bring to the teams they work within. Despite this, the figures still show that women, regardless of their academic success are still finding it hard to reach the top.

The concept of this event is to bring together companies who recognise the importance of attracting more women to work for them and women with great potential for success. The event is an opportunity for companies to talk about their policies and initiatives for women and highlight their achievements. It is also an opportunity for women from the companies to represent them and give real insight in to what the companies are like to work for. Companies who do not have women related policies in place can also use this event to state that they want to develop and they need the right kind of women to achieve that.

Target audience

The event will be targeted towards current students, recent graduates and people with some experience who are looking for a change.

Examples of companies we have worked with:
Accenture, Cisco, Dell, L’Oréal, Microsoft, Safran, Schneider Electric, Sopra, Valeo, Xerox. This highlights the fact that the event is cross industry.

Date:

The event will take place in April in Paris.

Method:

We will undertake an extensive marketing campaign from December to April to drive registrations to our site. We will be putting plans in place now and arranging all media partners.

Once all the candidates have registered we screen all the CVs, based on your requirements, and invite the appropriate candidates.

Structure of the day:

Exhibition:

Firstly there will be an exhibition where you will have stand and be able to talk about your women’s opportunities as well as answer general recruitment questions.

Opening Speech.

We will invite a senior business leader and probably an academic to introduce the event. The speeches will focus on the importance of women & diversity in business. If you take the Platinum package you will open the event with a keynote speech.

Company Presentations:

Your company will hold 45 minute presentations to a group of around 50 candidates. These candidates will have registered to attend your presentations. In these sessions your compan y can talk about specific initiatives and how it affects the business, the overall company philosophy, real life stories from people working in your company and some more general information about your company.

Training Sessions:

We will hold a limited number of presentations throughout the day which are intended to encourage the participants to increase their skills. Past examples of this have focussed on leadership, work relations and subjects such as the importance of diversity.

Panel Debate:

this will be led by a QS representative or a local expert and will include senior representatives from 4/5 companies. The topic will be along the lines of Gender Diversity – Good PR or a Business Imperative?

This will give your company the opportunity to talk about what you do and the impact it has on the company. It will also give the candidates an opportunity to raise questions and challenge some of your company’s positions.

The aim of the events.

We want the candidates to leave the event feeling that they have had a constructive day, learnt more about how companies operate, been inspired to develop their own skills and career and hopefully having met their future employer. We would like you to feel that they have received positive exposure through our media partners and met high quality, motivated candidates.

Your benefits

Positive PR:

Company logos feature on our advertising and marketing material which send the positive message pre-event that these companies value women and want to attract more women to their companies.

Targetted Marketing:

We ensure that our extensive marketing campaign is targeted toward a high quality audience. We market through email, online, print, and through extensive networks and relationships we have built up over several years. This ensures that your company is getting exposure in the right markets.

Pre-selection:

All of our events are invitation only. Through our marketing efforts we receive a large number of applications. We then manually read all the applications, with attached CVs, and decide who is suitable to be invited. This ensures that you are able to directly communicate with a pre-selected, quality audience.

Candidate Communication:

Candidates register on our website www.qsforums.com which will hold your company's profile as well as full details of all the presentations/sessions and debates happening throughout the day. We also communicate regularly with candidates via email. Candidates also use the site to register for which sessions they want to attend. This level of communication ensures that our candidates are well informed about your company attending and are genuinely interested in working for it.

On the day:

Our events are content driven so your company is able to communicate their recruitment & branding messages in a direct and effective way. This means that the eventual applicants are particularly interested in your company . They can also highlight the most relevant candidates on the day.

Recruitment/ Recruitment Branding:

The main benefit of the event is to meet candidates who you can recruit in a cost effective way.

Our event is a powerful bond, standing ready for you to forge. And it's available to you only through Women in Leadership

To learn more about the many benefits we offer, or to discuss creating a sponsorship package that meets your individual objectives, contact NOW Patrick Taranto by email : patrick.taranto@gmail.com or call NOW 33(0)671501247.

Patrick Taranto
Media JD
email: patrick.taranto@aliceadsl.fr
phone: 0146238914
web: http://www.adequatis.com

Topgrading

2009-01-05T04:19:00.000-08:00

Review of Topgrading: How Leading Companies Win by Hiring, Coaching, and Keeping the Best People, Revised and Updated Edition

It shows a process. But we have to stay humble as recruiters. Be very careful not to use all this material as it is. Alaways adapt it wisely to your situation. Never discriminate.

Presentation of the publisher :

"The key to building a superior company, an increasing number of observers now agree, is the ongoing ability to recruit and retain superior personnel.

In Topgrading, industrial psychologist and global consultant Bradford Smart expands upon this idea by examining in great detail exactly how today's premier organizations have assembled such top-level employees, and then showing precisely how others can do it, too.

"Simply put, topgrading is the practice of packing the team with A players and clearing out the C players," Smart writes.

"'A players' is defined as the top 10 percent of talent available at all salary levels--best of class. With this radical definition, you are not a topgrader until your team consists of all A players.

Period." Essentially a best-practices manual for developing this outstanding personnel pool, the book is based on more than 4,000 interviews and case studies conducted by Smart at major corporations like General Electric as well as fast-growing high-tech companies and small family-owned firms.

He further bolsters its effectiveness by including his extensive "Chronological In-Depth Structured Interview Guide," along with other assessment tools and hands-on strategies for assembling an ideal work team. --Howard Rothman"

Topgrading: How Leading Companies Win by Hiring, Coaching, and Keeping the Best People, Revised and Updated Edition

Happy New Year 2009 / Bonne Année 2009

2008-12-31T10:30:00.000-08:00

We wish you a healthy, prosperous and happy new year!

Nous vous souhaitons une très bonne année 2009, pleine de projets, de rencontres et de belles surprises.

Media JD

8 Steps to Recruitment Success

2008-12-31T08:11:00.001-08:00

How to hire good people faster

2008-12-17T07:42:00.000-08:00

Review
Advance praise for Who

“Seventy percent of the game is finding the right people, putting them in the right position, listening to them, and alleviating what gets in their way. Who is a practical guide to making sure you get the right people to start with! Excellent advice and guide.”
–Robert Gillette, president and CEO, Honeywell Aerospace

“Geoff Smart and Randy Street have done an amazing job distilling the best advice from some of the world’s most successful business leaders.”
–Wayne Huizenga, founder, Blockbuster Video

“A great read–it really is all about finding, keeping, and motivating the team.” –John Malone, chairman, Liberty Media Corporation

“The key point in this book is that those of us who run companies should include who decisions near the top of the list of strategic priorities.”
–John Varley, group chief executive, Barclays

“Who is the only book you need to read if you are serious about making smart hiring and promotion decisions. It is the most actionable book on middle- and upper-management hiring that I’ve read after twenty years in HR.”
–Ed Evans, executive vice president and chief personnel officer, Allied Waste Industries

“I wish I had this book thirty years ago, at the beginning of my career!”
–Jay Jordan, chairman and CEO, the Jordan Company

“This book will save you and your company time and money. In business, what else is there?”
–Roger Marino, co-founder, EMC Corporation

“You’ll find yourself nodding yes, saying ‘That’s right,’ and thinking, Oh, I’ve been there, all the way through this grand slam of a book. Whether you’re starting a company or running a part of a big one, the level of success you achieve is almost always a result of choosing the right people for the right jobs at the right time. It’s all about the who!”
–Aaron Kennedy, founder and chairman, Noodles & Company

Product Description
In this landmark book, Geoff Smart and Randy Street provide a simple, practical, and effective solution to what The Economist calls “the single biggest problem in business today”: unsuccessful hiring. The average hiring mistake costs a company $1.5 million or more a year and countless wasted hours. This statistic becomes even more startling when you consider that the typical hiring success rate of managers is only 50 percent.

The silver lining is that “who” problems are easily preventable. Based on more than 1,300 hours of interviews with more than 20 billionaires and 300 CEOs, Who presents Smart and Street’s A Method for Hiring. Refined through the largest research study of its kind ever undertaken, the A Method stresses fundamental elements that anyone can implement–and it has a 90 percent success rate.

Whether you’re a member of a board of directors looking for a new CEO, the owner of a small business searching for the right people to make your company grow, or a parent in need of a new babysitter, it’s all about Who. Inside you’ll learn how to

• avoid common “voodoo hiring” methods
• define the outcomes you seek
• generate a flow of A Players to your team–by implementing the #1 tactic used by successful businesspeople
• ask the right interview questions to dramatically improve your ability to quickly distinguish an A Player from a B or C candidate
• attract the person you want to hire, by emphasizing the points the candidate cares about most

In business, you are who you hire. In Who, Geoff Smart and Randy Street offer simple, easy-to-follow steps that will put the right people in place for optimal success.

Want to see my resume ?

2008-11-12T08:12:00.000-08:00

Patrick Taranto

6,rue Rodier

Paris

0672821864

patrick.taranto@gmail.com

http://www.adequatis.com

Perspective:

Seasoned Executive Search Consultant

Experience:

1996 Media JD http://www.adequatis.com Paris

to Present Managing Partner

· Consulting with client to define needs .

· Executing daily operations of search

· Counseling clients through the recruitment and selection process so they achieve their short term objectives and long-term strategic goals

· Analyzing data to advise and recommend solutions, utilizing knowledge of theory, principles and field of staffing.

· Consulted with client to ascertain and define need areas and determined scope of sourcing required to obtain solution.

· Trained and managed up to 20 interns and achieved significant improvements in their productivity.

· Advising client on alternate methods of solving needs, and recommended specific solutions.

· Creating advertising, promotions,branding and partnerships

· Negotiating salaries and gratifications

· Communicating with clarity

· Maximizing communication and sourcing budget

Education: ESCP EAP Paris

Master Degree in Management

References: Available upon request

Top 100 universities according to QS forums

2008-10-20T08:59:00.000-07:00

http://www.topuniversities.com/worlduniversityrankings/results/2008/overall_rankings/top_100_universities/

Women in Leadership

2008-10-20T08:58:00.000-07:00

Hear Jelena from QS Forums talk about why you should consider going to the QS flagship events

We started leadership career forum 7 years ago and we run 2 flagship events in London, Women in Leadership and Diversity in Leadership.

There are definitely still issues surrounding gender inequality one of them being the pay gap for instance in the UK women are paid on average 12.6% less than men for full time jobs and that difference goes to 40% for part time jobs.

Businesses on the whole have recognised that it is a business imperative to build a diverse workforce and to embrace a number of talents viewpoints and personalities in order for their companies to grow and compete successfully.

Our events are quite different from general graduate recruitment fairs in the sense that apart from stands that we have for each exhibitor we also organise a number of sessions: company presentations, a series of workshops, inspirational speaks and life coaches; we also have panel debates.

The employers we have on board such as Accenture, ACCA, PWC, Morgan Stanley, are looking to promote their diversity policies and policies of inclusion.

The candidates that come here are definitely of a certain quality. In the first place just the motivation to apply to this type of event, means that they already have a certain consciousness, knowledge, focus and drive to further their career.

We hope very much that students attending will take a lot of ideas and some knowledge with them as well. They will find out more not only about particular companies but also about certain industry sectors they may be interested in.

The fact that many recruiters come year after year to these events is evidence of actual recruiting taking place in the follow up to the event.

http://www.herecomestheboss.com/video/3C723FEB7D131F1C/QS+Forums+-+Women+in+Leadership+and+Leadership+in+Diversity.html

Do you know Jay Abraham ?

2008-09-24T10:22:00.000-07:00

Jay Abraham is a big business consultant.

Abraham believes that anyone can advance in life by tapping into hidden assets and developing the right mindset.

He writes, "You are surrounded by simple, obvious solutions that can dramatically increase your income, power, influence and success. The problem is, you just don't see them."

Over the course of 21 chapters, he shows how to get ahead by treating bosses and clients and candidates as valued friends;

--find better and more exciting ways of doing things;

-- develop "unique selling propositions";

-- persuade people to follow your lead;

-- master the art of selling on the telephone;

-- craft a formal referral system;

-- and forge strong, established business relationships.

Abraham's central theme is that everyone is in sales. In almost any profession, people must be skilled at selling themselves and their ideas, not just their company's product or service. Engagingly written, the book features more than 200 examples of people and companies who have successfully used these techniques, from Bill Gates and Dennis Rodman to Sharper Image and Federal Express.

Jay's insights are brilliant.

Notre sélection de talents découverts la semaine dernière

2008-09-22T10:12:00.000-07:00

Adequatis Top Talent est un club privé invitant ses membres à recruter des candidats exceptionnels à des conditions privilégiées.

Créé par des professionnels du recrutement et du e-recrutement , Recruitor TopTalent s’est donné pour objectif de faire découvrir à ses membres des candidats extraordinaires et de les rendre accessibles pour des honoraires encore jamais vus pouvant aller de -30% à -70%.

Chaque jour, nous sélectionnons pour nos membres un ou une candidate .

En France, en Europe ou à l'international pour un CDD, une mission ou un CDI…

Cette offre est présentée en exclusivité .

Ces candidatures sont limitées dans le temps et exclusivement réservées aux membres, ce qui permet à Recruitor Top Talent de proposer des candidatures encore plus attractives que tout autre cabinet de recrutement.

Elles durent le plus souvent 3 jours.

Vous recevrez chaque semaine un email vous présentant notre sélection de candidatures et vous invitant à vous manifester afin de pouvoir rencontrer les meilleurs candidats .

Cette semaine, nous vous présentons 4 candidats rencontrés la semaine dernière sélectionnés parmi plus de 40 candidats rencontrés :

SUPELEC Promotion 2009
Honoraires -45%
Un candidat tonique, champion de France et d'Europe de robotique à la recherche d'un VIE, avec une première expérience en développement Java chez Thales.

SUPELEC Promotion 2009
Honoraires -56%
Un candidat de qualité ayant fait un stage de 2 mois au sein de la division R et D d'EDF, aussi à la recherche d'un VIE.

EFREI Promotion 2008
Honoraires -66%
Profil dynamique avec un trés gros bagage en informatique, trilingue français, chinois, anglais, avec deux stages en gestion de projets chez Axa Tech et Neuf Cegetel. Il est disponible immédiatement.

MANAGER COMMERCIAL 28 ans
Honoraires -70%

- Vente :

- Descente d’organigramme et identification des décideurs
- Soutenance des offres auprès des clients
- Validation contractuelle

- Suivi des projets :

- Suivi du projet avec les clients
- Suivi des consultants
- Intermédiaire privilégié entre le client et la Direction des projets
- Sourcing
- Préparation et entretien de qualification
- Gestion de la relation client
- Elaboration et suivi contractuel des affaires

- Gestion des collaborateurs :
- Recrutement de collaborateurs
- Encadrement et suivi des consultants (Bilan Annuel et gestion RH)

Vous voulez recevoir leur CV pour un entretien immédiat, contcatez nous :
patrick.taranto@gmail.com
ou par téléphone au 06.72.82.18.64

Hiring system

2008-09-19T05:06:00.001-07:00

Streamlined sourcing for as little as $10 by Bluechip Expert

2008-09-18T01:24:00.000-07:00

FREE TRIAL OFFER

Blue Chip Expert has now made it easier and more cost effective to source high caliber professionals.

Blue Chip Expert and our members automatically source the applicants for you, and you only pay for the applicants that you want to meet. The cost per introduction is typically between $10 and $15.

Here is how it works:

Input your search criteria, select a few ideal candidate profiles, and input the job description
Within 24-72 hours interested professional apply
View their profiles for free, and pay only for the applicants that you want to meet

Just for trying we will automatically give you one free applicant introduction, so get started today!

Sincerely,

Blue Chip Expert

P.S : BlueChip Expert has now over 350 000 high caliber members from the top-tier universities and companies.

@2008, Blue Chip Expert. 411 Borel Ave #550 San Mateo, CA 94403. All rights reserved. All other product and company names and marks mentioned in this document are the property or their respective owners and are mentioned for identification purposes only.

Website recommendation by Patrick Taranto

2008-09-03T06:44:00.000-07:00

September 22nd is an important date as it begins the 100 day countdown for the year.
I recently came across a great website at :

http://www.1shoppingcart.com/app/?af=833374

that is championing what is being called, the 100 Day Finish Strong Challenge.

I thought you might enjoy learning about what they are doing and joining me in the challenge.

Check out the site and be sure to download the free Special Report called: Fifteen Strategies that Guarantee Results.

http://www.1shoppingcart.com/app/?af=833374

Recruiting companies (updated august 2008)

2008-08-17T11:53:00.000-07:00

abylene.fr
accenture.com
acergy-group.com
actinet.fr
adecco.fr
afdtech.com
afe.fr
afe-technologies.fr
agf.fr
aid-computers.fr
akka.fr
alliance-sante.fr
alti.fr
amb.com
amecspie.com
ametra.fr
analysys.com
and-plus.com
aneo.fr
apigroup-france.com
aptus.fr
arche.fr
areva.com
assystem.com
astek.fr
aston.fr
astrazeneca.com
atac.fr
atkearney.com
auchan.fr
aura-group.com
autoliv.com
aviva.fr
axa.fr
axen.be
bain.com
bancobpi.pt
banquetransatlantique.com
bearingpoint.com
beijaflore.com
bicworld.com
blackdecker.com
bnpparibas.com
boccard.fr
bouygues-construction.com
bpam.fr
brime-ingenierie.fr
camaieu.fr
ca-nord-est.fr
capgemini.com
capitalone.com
capseine.fr
carrefour.com
cartesis.com
castel.fayat.com
ccf.com
c-chatel.fr
ccmx.fr
ccsh.fr
cegelec.com
ceidfp.caisse-epargne.fr
celerantconsulting.com
cerp-rouen.fr
cgi.com
chantelle.fr
chronopost.fr
cic.fr
ciel.com
ciments-calcia.fr
cmcee.creditmutuel.fr
cmc-telecom.fr
cms-bfl.com
cnav.fr
cnce.caisse-epargne.fr
coface.com
coframi.fr
cognitis.fr
colasrh.com
colpal.com
comareg.fr
comis.fr
cospirit.com
creditlyonnais.fr
c-s.fr
cs3i.fr
csautoint.com
csee-transport.fr
dassault-aviation.fr
datavance.com
daugasgide.fr
def.fr
degetel.com
dell.com
deloitte.fr
delpradopartners-es.com
dgt.loreal.com
dhl.fr
dice.com
disney.com
dresdner-bank.com
ds-fr.com
dyneff.fr
eco-emballages.fr
ecprojet.fr
eds.com
elalaucoaptis.fr
elebe.com
electrolux.fr
elsys-design.com
eltron.com
emin-leydier.com
eramet-alliages.com
estin.com
etam.com
eu.rhodia.com
eurodoc-sofilog.com
europe.bd.com
europhone.fr
ever-team.com
exane.com
flowserve.com
fmp.fr
ford.com
fr.fortisbank.com
fr.mcd.com
fr.netgrs.com
fr.pwc.com
fram.fr
francetelecom.com
franprix
galerieslafayette.com
gan.fr
gbellini.com
gedas.fr
genigraf.fr
geodis.com
gfi.fr
gfi.fr
gie.elis.fr
gist.fr
gkndriveline.com
gmf.fr
graveleau.com
groupe-alpha.com
groupe-andre.fr
groupe-constantin.com
groupe-ineo.com
groupe-solucom.fr
groupve.com
gti-info.com
henri-maire.fr
hilti.com
hotmail.com
hotpop.com
http://bedouk.com
husqvarnaviking.com
i2m-ingenierie.com
iacp-groupe.com
ifremer.fr
ikon.fr
ile-des-medias.com
inoplast.fr
interdeco.fr
jameswalker.fr
jeff-de-bruges.com
jpmorgan.com
kleegroup.com
lagardere.fr
lagardere.fr
lazard.fr
leica-geosystems.com
leonvincent.fr
leonvincent.fr
maaf.fr
mail.europcar.com
mail.welchallyn.com
manchettepub.fr
manpower.fr
maty.fr
mazars.fr
mccain.com
mci.fr
mckinsey.com
merloni.com
mille-alliance.fr
mondia.fr
monsanto.com
ncnumericable.com
norauto.fr
nsiservices.com
ogerinternational.fr
on-x.com
paris.worms-sm.fr
performanse.fr
pharmacia.com
plasticomnium.com
plaut.fr
projipe.fr
qiagen.com
redoute.fr
reflex-technologies.com
reuters.com
rieterauto.com
rolls-royce.com
sagem.com
saint-gobain.com
saintmaclou.com
saipem-sa.com
sasig.fr
schneider-electric.fr
scj.com
scj.com
segece.fr
segece.fr
segula.fr
seriacom.com
shell.com
shell.com
sita.fr
skf.com
sokrates-change.com
sopragroup.com
sorep.com
spie.fr
streamcore.com
syntegra.fr
talan.fr
tdf.fr
telindus.fr
thalesgroup.com
thales-microelectronics.com
tns-sofres.com
transept.net
transiciel.com
transport.bombardier.com
ucb.fr
ucb-group.com
ugap.fr
ugine-alz.com
uie.fr
umanis.com
unibail.fr
union-technologies.com
unisys.com
upgrade.fr
upgrade.fr
up-value.com
ursamaior.fr
ursamaior.fr
uti-group.com
v2svitrages.com
valeo.com
vallourec.fr
varianinc.com
vaslin-bucher.fr
vecsys.fr
velours-blafo.com
vermot-transport.com
verspieren.com
vert-renouat.fr
viel.com
vinci-energies.com
vitesse.com
vivaction.com
vivarte.holdingvivarte.fr
voa.fr
vogica.fr
vtf-vacances.com
vuitton.com
vulcanic.com
wanadoo.fr
waters.com
wavesys-emea.com
webredacteurs.com
welser.com
wilmer.com
www.snef.fr
yahoo.com
yahoo.fr
yamaha-motor.fr
you.fr
zebra.com
zehr.fr
zolpan.fr
zpfr.com

Graduate Recruitment

2008-07-24T10:30:00.000-07:00

Companies in the business of graduate recruitment may follow one of two well defined paths.

They may set out to manage the entire recruitment process for themselves, or they may prefer to employ a professional recruitment agency to advertise and carry out first interviews for them. Under this second option the company itself comes back into the process at the second interview stage.

The recruiter, whether it be the company or an agency, will then proceed to advertise. This might be in the traditional way in newspapers / magazines, or on the Internet jobs boards. Although these two methods of advertising for graduate recruitment amount to far more than just advertising in different places. On the Internet the process itself has begun to evolve in response to the opportunities offered by the new media.

In the old days there would always be a few days delay between submitting a graduate recruitment advert to the newspaper, and its publication. Then there would be a few more days between the publication date and the closing date. Then there would be a few more days while interview invitations were posted by to the selected candidates. And so on, with all the delays adding up and making for a relatively sedate graduate recruitment process.
Not so, with the graduate recruitment jobs boards (specialized Internet web sites). Job seekers register their details, including CV's, and what sort of job they are seeking, on the board before they begin searching for jobs. Then when the recruiter (sitting at his own PC) posts a vacancy the jobs board, the computer system automatically searches for matches between candidates and vacancies, and in appropriate cases, sends out Email alerts to the job seekers.
For the job seeker the application process is then reduced to a single mouse click. If he reads the details of the job and clicks on "Apply" his details & CV will automatically be Emailed to the recruiter. Quite conceivably, the recruiter could be telephoning candidates to arrange interviews on the very same day that they first posted notification of the vacancy on the jobs board. And suddenly the graduate recruitment process no longer seems as sedate as it used to be.
In your letter of application, or when posting your details on a jobs board, it will almost certainly be worth mentioning if you have any additional skills over and above your academic qualifications. These might include part time / voluntary / temporary work experience, particularly where they might demonstrate initiative and/or resourcefulness. Good luck!
John Bult runs job boards for graduate recruitment in the UK

Article Source: http://EzineArticles.com/?expert=John_Bult

Selection of books on recruitment

2008-06-04T02:49:00.000-07:00

Are you looking for new talents ?
Recruting worldwide is a key skill in today's economy.

http://www.squidoo.com/internationalrecruiting

Top Career Websites Rankings (Source Potential Park )

2008-05-08T10:18:00.000-07:00

The Top Employer Web Benchmark 2008 monitors the development of corporate career websites and online employer branding and how they help building the employer brand and to make the recruiting process more effective.

All ranking results are based on the preferences and priorities of student job seekers."Source Potential

ParkFrance
http://www.hrtop100.com/FR2008/

Europe
http://www.hrtop100.com/EU2008/

US

http://www.hrtop100.com/US2008/

Ere Expo Global 2007

2007-09-07T07:45:00.000-07:00

"The recruiting conference that delivers it all, on a global level.

ERE is excited to announce the third annual Global ERE Expo 2007.

Following the success of last year's event in Amsterdam, Global ERE Expo 2007 (Amsterdam, 14-16 November) will help corporations from around the globe develop and sustain world-class, industry-leading recruitment and staffing functions. Never before has such an elite group of corporate recruiting leaders gathered in one place at the same time.
Global ERE Expo 2007 will explore a broad range of hiring and workforce management issues, including workforce projections, employer branding, metrics, sourcing, recruitment technology, and other topics that are affecting the global recruiting industry.
Don't miss this opportunity to learn from the top experts in the field, exchange ideas, explore new technology solutions, and network with other recruiting leaders from corporations from across the globe."

http://expo.ere.net/global07

Subscribe to our newsletter

2007-06-11T06:56:00.001-07:00

A book in french about HR marketing

2007-06-08T03:17:00.000-07:00

Présentation de l'éditeur
Le salarié doit être considéré comme un client à séduire, accueillir et fidéliser ! Clair et concis, cet ouvrage permet aux entreprises de mettre en œuvre leur attractivité d'employeur, en appliquant les règles du marketing au domaine des ressources humaines. Quel est votre positionnement en tant que recruteur et quels sont vos avantages concurrentiels en tant qu'employeur ? Savez-vous segmenter les salariés de votre entreprise pour mieux répondre à leurs besoins ? Pourquoi devez-vous diversifier vos outils de recrutement pour obtenir une diversité de collaborateurs ? Ce livre permet de bâtir une stratégie et un plan marketing pour recruter et fidéliser des salariés impliqués. Il montre en quoi cette approche donne un nouveau rôle aux DRH. Philippe Eiger explique dans cette 2e édition, à travers de nombreux exemples novateurs, qu'il est possible de " revisiter " les RH, de la PME à la multinationale.

Biographie de l'auteur
Directeur marketing RH du groupe Accor, il était précédemment Directeur Général de l'université d'entreprise de cette même société. Par ailleurs, il a assuré le premier cycle de cours sur le marketing RH à l'ISGP (groupe ESA).

Hiring top talent Interview guide

2007-05-22T10:35:00.000-07:00

Who else wants a "step by step" proven interview system you can "master"in 30 minutes ?

I discovered this offer today and found it rather appealing.

The bonuses sounds great !

Go and judge by yourself :

Click Here!

Ready to Take Advantage of These Special Offers? Sign Up For An Assessment with an Executive Recruiter !
E-mail:
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Moving Forward with RiseSmart

Se constituer son reseau relationnel

Lisa asked us

Zoho Recruit - Applicant Tracking System

Plan de sourcing pour un ingénieur IT

Math- Fi

Are You Ready?

Where The Jobs Are

Être recruté et recruter

Etude IBM sur les DRH

L'emploi des seniors

Technology Jobs That Will Survive in Weak Economic Times

Recruiter Training: Too Much Training?

Recruiter Training: Avoiding Costly Email Mistakes

Recruiter Training: Why Recruiting Fees are Non-Refundable.wmv

Recruiter Training: Time Management Tips

Un bon relationnel pour développer votre carrière

Construction Recruiter Reveals Hiring Secrets

Rookie Recruiter Training from Scott Love

No Cold Call Recruiting

How to Make Money in Recruiting During an Economic Slowdown

Alexander Hughes

Exceptional offer

Topgrade Your Entry Level Jobs

"Le Meetic de la compétence " Extrait des Echos

L. N'K., Les Echos

Recrutement : les meilleures pratiques

N°1 mondial/worldwide : ESCP Europe Master in Management/Grande Ecole !

GPEC : RH et partenaires sociaux en désaccord

Courant juillet 2010, l’IGS et Oasys Consultants rendaient public les résultats d’une enquête intitulée "Regards croisés RH et partenaires sociaux sur la mise en œuvre de la GPEC". Source Focus RH

Une enquête qui révèle deux visions souvent opposées quant à l’objet de la GPEC et ses conditions de mise en œuvre.

Nouvel info produit sur les SIRH

21 great ways to hire and keep the best people

Highly effective strategy

Current Special Offers on Executive Search Packages!

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100 days challenge : let's do it !

Boost your Hiring IQ

Leading@Google: Srikumar Rao

How did THEY get so freakin' Lucky

A DVD on job interviews

Would you like to increase your chances of a job offer by 400% without any stress?

It recruiting

Recruiting software

Top 25 HR blogs

The Top 25 HR Blogs

Monster.com "Doubletake" - Official Super Bowl Ad

Don't Think pink : What really makes women buy

See how easily you can recruit women

Why should you consider going to the QS forums ?

Recruter, c'est simple

Madeleine Albright on Women and Leadership

Obtenir "Nice Girls don't the corner Office" gratuitement avec Media JD

See Jane Lead by Lois Frankel Ph D

Would you like to ATTRACT more women in your company ?

Topgrading

Happy New Year 2009 / Bonne Année 2009

8 Steps to Recruitment Success

How to hire good people faster

Want to see my resume ?

Top 100 universities according to QS forums

Women in Leadership

Do you know Jay Abraham ?

Notre sélection de talents découverts la semaine dernière

Hiring system

Streamlined sourcing for as little as $10 by Bluechip Expert

Website recommendation by Patrick Taranto

Recruiting companies (updated august 2008)

Graduate Recruitment

Selection of books on recruitment

Top Career Websites Rankings (Source Potential Park )

Ere Expo Global 2007

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A book in french about HR marketing

Hiring top talent Interview guide

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