Archive for December, 2011
Your retention rate – as well as your reputation as an organization – depends heavily on the strength of your employer/employee relationships. In our latest white paper — Return on investment and career transition services — we provide you with vital insights into how traditional ways of delivering transition services are changing and what diverse factors need to be considered and evaluated in a successful career transition program. This valuable resource includes:
- An overview of the 21st century workforce and how, for the first time, it is made up of four generations with different characteristics and work styles — Traditionals, Baby Boomers, Generation X and Millennials.
- A comparison of traditional ROI factors with new proactive ROI factors that are becoming increasingly important for today’s employers.
- An outline for a successful career transition program that consists of five critical components for every organization going through change.
- Key measurement tools that link ROI factors with recommended action elements.
Job Coach Jacqui, I conduct interviews with recruiters or HR Professional on my Twitter chat show #Tips2GetAJobChat. The show takes place every Wednesday on Twitter at 9pm Est. This is excerpts from my recent interview with John Palcisko | @JohnPalcisko Recruiter at ARG, Manufacturing, Sales, Director, VP, Accounting, Controller ,Lean, Six Sigma, JMO, West Point, USMA ,Operations, Plant Manager, Recruitment, HR ARG People
What do you like most about working with Agent HR Recruiting Group (ARG)?
The freedom of working in a home office, the incredible training they provide and the technology provided.
Do you find more companies are hiring people to work from home more these days?
I still focus on putting people to work within a plant or an office but I am seeing a ton more flex schedules to include coming in earlier or staying later; more contract work as well- whatever it takes to keep people. In the recruiting world it is just as easy to work at home and not an office; same technology yet less drama.
Do you have a degree and/or certification; If so, what kind and from where?
I have a BS/business degree from The United States Military Academy at West Point. I also have a CPC Certified Personnel Consultant as well as CERS Certified Employee Retention Specialist with National Association of Personnel Services (NAPS). NAPS is a national recruiting organization that requires continuing education. I also am currently in the AIRS training and passed my Certified Internet Recruiter (CIR) certification a few months back. I will continue with the other AIRS courses but took a break after I had to put down my 13 year old Husky in Mid August.
What if a job seeker is lacking in the education area but has tons of experience. This is a challenge for most Veterans.
I try and broaden every search I do with my clients to see if that is doable and if experience is just as good. There are many programs that are being used to help as many Veterans as possible. I do a fair share of working with Service Academy hiring contacts as well as putting to work former Army Officers with many great clients
How do you stay current in your industry?
Social media, LinkedIn, Twitter, Recruiters Blog and The Fordyce Letter. My company ARG also has a great. Resource named #NeilLebovits who is the President at ARG and between him and Michelle and Rob Brennan I have all the resources I need to not only keep up with the industry but be ahead of it in many ways. They would call me a training junkie. I fear if I do not stay sharp then someone may pass me by.
Name two ways job seekers should network now?
They need to be on LinkedIn and need to be in local jobseeker groups, get ACTIVE within the group on LinkedIn and join pertinent groups. Connect with thought leaders in your industry, offer to help others w/YOUR connections Easiest way to network is to fully learn HOW to use the LinkedIn search capabilities along with company search.
What are your top two blogs and why?
I would have to say a number of the blogs over on recruitingblogs.com because they are real world recruiters sharing their thoughts. I also like @JimStroud material. He is a fountain of knowledge as far as social media/recruiting. Job seekers may want to track down @GreigWells with his blog at Be Found Jobs Blog I know I might get crushed by a few people that know I rad their stuff but did not leave a plug Job seekers might want to check out this video as well The Adler Group it is a 15 minute video prep for interviewing. I have asked people to tweak their resumes AFTER viewing.
What do you like most about being a Managing Partner/ Recruiter?
I have a strong passion for the business and it allows me to help people find their next great opportunity, while helping a client find some great talent. In the end everyone is happy; the person taking the career opportunity refers me to his or her friends and the client asks me to work on other positions locally as well as across the country very challenging but also very rewarding. It suits my personality. Candidates find out that I make them work in their search to find that next great gig. Clients find out I ask a lot of questions up front and then put the machine in motion. You have to remember that when you are in an interview that you are interviewing the company as well. What is going to happen when all of these people that had promotions put on hold and lost half their staff yet had to keep what happens when they start to look for work and people start feeling it is ok to change positions? New Military Community read that article- 17 million people quit their jobs by choice first 9 months of this year I think a gradual improvement is being seen and things will get even better shortly.
When, why and how should a job seeker contact a recruiter?
The best way is the telephone. Send an email since recruiters are very easy to be found. Ask to link with them on LinkedIn. Join groups that they belong to and become active in the group. Ask companies you interview with who they recommend as a recruiter. Search the ARGpeople website and find a recruiter that specializes in your niche. In the end understand HOW a recruiter works and how they earn their compensation. Are they contingency? Retained? Do they focus on permanent placement or temp? You can always reach out to me and if I cannot help you I know I can point you in the right direction to someone that can. Know what the recruiter specializes. If they do sales don’t get mad because you are an accountant and they cannot help. The reason you want to get in touch is you want to network, get introduced to companies and improve your current career situation. Blow the recruiters mind and offer to help him/her with networking people that you know. Try to be different. The last thing we want to hear is you had a bad experience with ABC recruiters and think all recruiter professionals are bad. Be positive and be prepared to partner with the recruiter. If anyone wants more information then please just reach out. I am very easy to find. The easiest way to connect with me on LinkedIn or send me an email at JohnPalcisko@gmail.com John Palcisko’s LinkedIn