Kim Kazee's Networking Sites and Jobs: 2009

Saturday, October 3, 2009

On the Market for a new role for myself

I find myself in the job market. I am seeking any virtual-remote recruiting opportunities on a contract or a permanent basis.

Kimberly Kazee
Woodstock, GA 30188
770-693-1113
Kimakazee@comcast.net

SUMMARY:
Excellent relationship building skills with internal business partners, clients and third party contacts. Proven analytical, organization, planning and presentation skills. Full cycle job descriptions, from initial competency development, job description, recruiting posting strategy, interview guide creation and forecasting compensation aligned with requirements. Expert in the best in practice methodologies for Recruitment, Candidate Sourcing, Interviewing Techniques, Training, Compensation, Employee Retention, Career Path, Corporate Mission and Background Investigations. Consistently met organizations' employment goals

EXPERIENCE:
Affiliated Computer Services- ACS (Virtual Office) Atlanta, GA
Sr. Recruiter 8/2005 - Present

 From a virtual-remote home office recruited for positions based nationwide.
 Experienced in hiring all levels of personnel. Positions both exempt and non-exempt. Positions included but are not limited to, Business Analyst, Project Managers, Architects, CIO level, Developers, Pharmacist, Audit managers, Customer Service, and Administrative.
 Responsible for developing and implementing recruiting strategies for complex assignments, multiple clients, technology recruiting and/or executive level recruiting. Primarily support the Government Solutions Group.
 Meet with the hiring managers on a regular basis to determine their needs and to educate them on the recruiting process.
 Assess applicants' credentials and determines if skills meet the needs of the hiring manager.
 Utilize job fairs, college contacts, temporary agencies, search firms and internet tools to meet recruiting needs.
 Conducted web-based Recruiter training on a software application, v7.1. Instructed Recruiters in corporate policy and procedure within the workflow processes, and to maintain on-going personnel development in knowledge of best practices, increase job performance skills and maintain quality assurance for all Recruiting operations. Trained Recruiters and Managers on workflow and processes. Responsible for providing support through mentoring, observation, and feedback.
 Managed employee’s completions of I9 forms, W4 forms, completion of Sexual Harassment forms, educate employees on corporate policies and procedures, and explain benefits and employee 401K plans and new hire orientation.
 Regularly exceeded recruitment quotas

Sapphire Technologies Alpharetta GA
Sr. IT Recruiter 1/2002 – 8/2005

 Supplied candidates for all levels of Technology, IT/software positions, Hardware, Senior Management. Staffing both exempt and non-exempt positions.
 Provided full life cycle recruitment utilizing direct recruiting methodology, the Internet, company database, reference checks, user groups, open houses, job fairs, and various social engagements.
 Cold calling perspective recruits, sourcing, pre-screening, conducted interviews to assess employment suitability and closing potential candidates, reference checks, database management, and maintaining employee files
 Managed employee’s completions of I9 forms, W4 forms, completion of Sexual Harassment forms, educate employees on corporate policies and procedures, and explain benefits and employee 401K plans.
 Negotiated bill rates with clients, package rates, project rates both big and small ticket rates. Consulted with managers on hiring needs and issues, and policies and procedures. Interfaced with managers to determine resource requirements, taking detailed job description and wrote job specifications.
 Maintained and developed vendor relationships with the following clients: Bellsouth; AT&T; State of Georgia; Nextel; NCR; EDS; Accenture; MCI; Verizon; and Abbott Labs
 Maintained older accounts and create new business from them.
 Regularly exceeded recruitment and administrative quotas.
 Responsible for training and mentoring Junior Recruiters for designated territory accounts.
 Attended weekly focus meetings to discuss business activities and provide new ideas and motivational input to increase productivity.
 Recruited successfully for positions such as, but not limited to: Web Developers, Application Developers, Software Engineers and Architects, Mainframe, Database administrators/ Developers/Architects, LAN/WAN Network Engineers, Business Analysts, Project Managers, CEO’s/Vice Presidents, IT Directors, Technical Trainers, Recruiters, and Help Desk

Sai Software Consultants Atlanta, Georgia
IT Recruiter 11/2000 - 11/2001

 Responsible for hiring Project Managers, NT Administrators, DBA’s, Software Engineers, Programmer Analysts, Technical Writers, Developers, Administrators, Programmers, LAN/WAN Engineers, Tivoli/AIX administrators, Java Programmers, QA Analysts, Desktop Support, ERP Consultants, Network Engineers, for our Clients throughout the U.S.
 Responsible for the full life cycle in the recruitment process including sourcing,
screening, negotiating pay rates and salaries, submitting to clients and overseeing the employment contracts/offers of new hires for our clients. Experienced in the HR recruiting process.
 Enforced and maintained ISO9002 guidelines and procedures to ensure the highest level of quality assurance. Recruited candidates for Fortune 500 companies with a very successful interview-to-hire ratio.
 Attained and maintained a 96% retention rate for consultants placed at client sites. Success is the result of relationship building with candidates, clients and vendors.
 Consistently surpassed monthly/quarterly quotas. Ranked in the top 10% of the recruiting force within the 15 branch locations.
 Worked as a team member with another senior level recruiter planning recruitment strategies from cold calling to advanced Internet searching and networking for candidate referrals.

Volt Services Group Marietta, Georgia
Staffing Specialist 9/1999 - 10/2000

 Responsible for the recruitment of quality clerical, administrative, and light industrial professionals through creative and innovative resources; Built and maintained relationships with clients to ensure proper attention and quality assurance; Developed new business through cold calls and other leads while increasing revenue with current clients; Responsible for screening and interviewing potential candidates and administering new hire orientation to those who met the criteria of VOLT and the client; Publicized job openings through postings, advertisements, networking, career fairs, and other viable means.

EDUCATION:
Middle Tennessee State University
College of Mass Communications- Public Relations
Minor- Employment Law and Psychology

Tuesday, September 22, 2009

New Jobs!! Apply now at www.acs-inc.com

.NET Developer in Baton Rouge, LA. Must be on site and relocate to LA.
http://tinyurl.com/km5npw

Business Analyst with Medicaid. All applicants must have Medicaid.
http://tinyurl.com/mzjmp9

LT-PCS LOCET In-Take Manager in Baton Roge, LA
http://tinyurl.com/lhw5rp

LT-PCS Field Staff Supervisor in Baton Rouge, LA
http://tinyurl.com/n82kzo

Project Analyst – Field Staff, Baton Rouge, LA
http://tinyurl.com/lq4upl

LT-PCS LOCET In-Take Project Analyst, Baton Rouge, LA
http://tinyurl.com/nmxy7a

Nurse in Baton Rouge, LA
http://tinyurl.com/m8froy

Nurse in WI
http://tinyurl.com/lxbh86

Functional Analyst Grant Support in Baton Rouge, LA
http://tinyurl.com/ntpgyy

LT-PCS Business Analyst in Baton Rouge, LA
http://tinyurl.com/nkcj6f

Wednesday, July 29, 2009

New Job Board in Atlanta!!!!

http://atlantajobs.jobthread.com/

Monday, July 27, 2009

Electronic Payment Systems PM

There are 2 openings, one is in Austin, TX and the other is in Denver, CO. For the ideal candidate that meets 100% of the qualifications, we do have a relocation allowance. Please send resume, availability, and salary requirements as soon as possible. Experience with EPS, EBT, EPC, ECC, and/or WIC are a must.

Affiliated Computer Services, Inc. (ACS) is expertise in action™. We are a FORTUNE 500 company with 74,000 employees worldwide supporting client operations reaching more than 100 countries. We provide business process outsourcing and information technology solutions to world-class commercial and government clients. Our employees operate with integrity, and are flexible, reliable and responsive.

If you meet the requirements of this position and want to work for a world-class company with a great marketplace reputation, apply today.

May perform one or more of the following:

Functional Description:

General Summary:

This position is responsible for overseeing the implementation and ongoing relationship/solution management of Electronic Payment Systems (EPS) for state and local solutions including Electronic Payment Card (EPC), Electronic Benefits Transfer (EBT), Electronic Child Care (ECC) and Electronic Women, Infant, and Children (EWIC).

Essential Job Functions:

· Provides leadership implementing and managing new and existing EPS state contracts with varying degrees of complexity. Oversees the project/relationship from initiation through delivery, interfacing with customer stakeholders and EPS business and technical resources.

· Primary customer interface for all aspects of the project and ongoing contact relationship.

· Prepares and manages project implementation plans/schedules, project budget, and profit and loss.

· Conducts onsite visits throughout the implementation to assess project status, assist in solution build, and to provide education and support.

· Coordinates between customer and all EPS team members to ensure successful implementation.

· Conducts weekly conference calls with customers and prepares status reports.

· Works with customers to troubleshoot system functionality issues.

· Builds key performance indicators and reports for customers.

· Analyzes data received from customer/system to troubleshoot system problems/operation.

· Other related duties as assigned.

Knowledge, Skills and Abilities:

· 3 - 5+ years of progressively responsible project management experience. Demonstrated professional skills and commitment as well as the ability to initiate, maintain, and sustain successful relationships with customers, to establish customer rapport and to persuasively present and represent ACS’s business capabilities.

· Experience with budget and/or P&L management responsibilities.

· Excellent coaching, counseling and facilitation skills

· Ability to make operational decisions in a fast-paced, high-stress environment

· Proven experience in leadership, motivation, team building, and employee involvement

· Broad knowledge of customer service principles and techniques

· Ability to remain calm and exercise tact and diplomacy in researching and resolving customer complaints and in dealing with employees

· Ability to work independently with only general management direction

· Demonstrated strong organizational, multi-tasking, and interpersonal communication skills along with proven negotiation and client relationships skills.

· Commitment to quality and personal ethics

· Knowledge of Microsoft Word, Excel, PowerPoint, and Project software

Education and Typical Years Experience

· Bachelor degree or equivalent work experience, preferably in computer or payments related field. Minimum of three years experience in implementing and managing large scale complex implementations as project or program manager.

· Experience in Electronic Payment Card (EPC), Electronic Benefits Transfer (EBT), Electronic Child Care (ECC) and Electronic Women, Infant, and Children (EWIC) preferred.

· Strong organizational skills including the ability to plan, direct, organize, prioritize, and control business operations.

· Personal integrity and demonstrated commitment to sound, ethical, moral and legal business standards and practices. Adaptability to changing requirements dictated by industry and the ACS team environment. Must be an excellent multi-tasker and have exceptional interpersonal skills.

· Project Management Certification (PMP) a plus

Tuesday, July 14, 2009

JobCircleHR Mag's "50 Best Small & Medium Companies to Work for in America"

They’re the kinds of places at which we all want to work. Where talent and teamwork are highly esteemed; where everyone is encouraged to reach their potential and given opportunities for advancement; where employers respect and care about their workers, and workers, in turn, care about the company and its customers.
This is HR Magazine’s sixth year of publishing the 50 Best Small & Medium Companies to Work for in America, and despite the economic turmoil shaking many businesses, these companies are still finding ways to help their employees succeed. Their leaders have figured out that when employees succeed, so does the business. Whether it’s training or benefits, leadership development, or a culture imbued with the notion that work should be fun, these 50 companies have a lot to share in their approach to human resources.
To learn more, take a look at the stories that follow and read about how these companies’ HR practices and strategies serve them in good times and bad. There are valuable lessons to learn from all of them.
The 50 companies were selected and ranked by the Great Place to Work® Institute Inc., a global workplace research and consulting firm headquartered in San Francisco. The winners fall into two categories: small companies with 50 to 250 U.S.- based full- and part-time employees, and medium companies with 251 to 999 employees. The institute also selects Fortune magazine’s annual list of the “100 Best Companies to Work For®” with more than 1,000 employees, as well as 34 similar lists recognizing companies in 40 countries.
To learn how your organization can apply for the 2010 list, go to www.greatplacetowork.com. The deadline for 2010 applications is Friday, Aug. 14. Click here to get Nomination forms.
How the Best Are Selected
For this year’s competition, 268 companies participated in the entire selection process, including distributing a 57-question survey to their workforces, completing a management questionnaire, and submitting annual reports, employee handbooks and other materials for review. Employees’ survey responses, 53,000 this year, count for two-thirds of each company’s total score. The remaining third of the score comes from the Great Place to Work® Institute’s evaluation of companies in five areas: credibility, respect, fairness, pride and camaraderie.
25 Best Small Companies to Work For in America
Chart for Small Companies
25 Best Medium Companies to Work For in America
Chart for Medium Companies
Benchmark Data
Full Listing

Tweet Your Way to a New Job

By: Abby Gutowski

The United States unemployment rate was pushed to a 26-year high of 9.5% this June. With 9.5% of the U.S. population out of work, job seekers are turning to less traditional forms of job searching to find hot leads. The good news? Due to budget cuts, potential employers are using non-traditional avenues, like Twitter, to find employers as well. With plenty of job-seeking buzz flying around the Internet, these days a simple “tweet” could be your ticket to pull ahead of the competition. Especially for intern and entry-level job seekers, the greatest value Twitter has to offer in your job search is networking far beyond what you could typically do in person.
Getting Started is easy. If you don’t already have one, start by opening an “employer friendly” Twitter profile. In the “settings” section of your account, showcase your experiences in a short job pitch bio and enter your LinkedIn or VisualCV link in the Web site section so potential employers can easily review your experiences. Developing your personal brand is an important component to your credibility on Twitter.
Build Your Network by following businesses you’re interested in, your local chamber of commerce, influential contacts in your industry, and recruitment twitter profiles such as: @BigShoesNetwork @microjobs @CareerHelper @indeed @jobshouts @simplyhired @CAREERALISM @thejobsguy @HeatherHuhman
There are also intern recruitment profiles: @thinkintern @InternAlert @FindInternships
In addition, use services like the Twitter Yellow Pages to search by keyword for friends in your industry or geographic location.
Start tweeting about your industry news and where your job search is taking you. The more you tweet about what you know and where you’d like to be, you’ll generate followers that are interested in what you have to say or are willing to help you in your search. The key to building a following is to remain interesting to your current followers so they “retweet” your messages and more people discover you.
Follow hashtags about job searches. Hashtags are a community-driven convention for adding additional context and metadata to tweets. Many people use hashtags to discuss a topic they’d like others to search and respond to. Job seekers can follow the hashtag #TweetMyJobs by searching the hashtag at search.twitter.com. Here you’ll see a stream of open positions from people who have tagged the tweet as a job. View and apply to the jobs you’re interested in and begin following new recruitment profiles. Other hashtags to follow are #jobs, #job and #career.
Abby Gutowski is the public relations manager at Weidert Group, Inc., a Northeast Wisconsin based marketing strategy and communications firm. Her career focus includes PR and social media planning and execution, but she is also an advocate for student and entry-level PR career development. Abby currently manages the intern program at Weidert Group, Inc., presents career development sessions to UW-system student groups, and will be a panelist on Comereccommended.com’s discussion “Interns & Entry-Level Employees: How to Recruit & Retain Them…For Less” on July 22.

The Art Of Thank You Notes

Why Teaching Your Kids To Write Thank You Notes Now May Help Them Get A Job Later

I’ve been following a recent conversation on Twitter via @Careerealism, the moniker of Careerealism.com, a website that provides free daily career news and perspective for the proactive job seeker. The conversation centered on the best way to follow up after an interview – phone call, e-mail or thank you note? Many followers chimed in. Some insisted that e-mails are the way to go, as they are less disruptive and more respectful of the interviewer’s time. Others felt that a phone call was the gutsy and more distinctive choice.

I agree with the proponents of the good old-fashioned thank you note. I was the only candidate, according to my boss, who sent a note after the interview. That single act stood out in his mind (in addition to my qualifications, of course), and ultimately led to my hiring. A brief, well-written note of thanks to a prospective employer lets that person know you took time to put pen to paper – a lost art these days, and a sign that you would welcome the chance to speak with them again.

I was taught by my mother at an early age to write thank you notes. Every birthday, Christmas and religious rite of passage saw her put a batch of notes and stamps in my hands. To this day she reminds me to send them, and I’m 30 years old! I used to think it was a bit overbearing, but now I am grateful she instilled the practice in me. I’ll do the same thing for my daughters as soon as they learn to write. And hopefully it will help them land their dream job one day.

Check out frequently asked questions about thank you notes and job interviews at QuintCareers.com, and get advice on what to include in your note at Monster.com.

Tough economy, but there are jobs - here are some tips to get them

As we all know there is great myth in the entry-level career field. Myth being that it's non-existent.

That's not the case. Entry-level positions are available in the area. You have to use your abilities to the best way possible to find and obtain these positions.

Oftentimes, new college graduates have problems with finding entry-level jobs that interest them. Some of the things you need to do to change this start in the classroom.

For example, before you graduate, do your best to get an internship. They're extremely valuable and provide you with experience relative to your field of study. They also provide an opportunity to be evaluated other than monetarily; you may receive a grade, just as you would in a class.

Potential employers can learn more about you. They see that you have been evaluated in areas such as applying your knowledge obtained in the classroom to your career field of choice; they see your ability to follow directions and to get the job done; they also can evaluate your independence.

Oher areas are just as important. Be prepared for interviews; have a pre-interview process. Stay connected to current events - they might have a relevance to your job.

Being prepared goes a long way. You should conduct many mock interviews before the actual one; have friends go over a list of questions interviewers might ask.

Always demonstrate proper hygiene and cleanliness, and dress professionally!

Make sure your resume is in order. It should be polished and updated, and also easy to read. And pay attention to spelling and grammar.

Of course, your personality and characteristics say a lot about you, and leaving a lasting impression. Always be friendly and stay engaged throughout the entire interview. Show that you really want the position.

These tips may be simple and basic, but they will show the interviewer and employer that you care about things down to the smallest detail - and that's important.

Good luck with those interviews and your career path to success!!!

Quick tips for job seekers - #6: connect the dots resume writing

When a reader reviews your resume, you have a very small window of opportunity to make an impression. It is your job to connect the dots between what you offer and what the employer seeks.

You could be perfect for the job, but unless you quickly capture their attention and connect your skills with their needs, you won’t land an interview. Consider how to make yourself the perfect candidate. Specify your skills and accomplishments in your resume; don’t assume the reader will stop to think about what you have to offer. It’s your job to fill in the blanks and help the reviewer envision you working for them.

Two key “dots” for you to connect involve:
(1) knowing your skills and what you have to offer and
(2) having a clear understanding of your prospective employer’s needs.

Does your resume do that? You can have the most visually appealing, skills and accomplishment focused resume, but if it does not appeal directly to your employer of choice, it is not going to do you that much good. Think about it - are you connecting the dots?

Monday, July 13, 2009

LinkedIn Networking: 3 Ways to Find Great People to Connect With & Meet on LinkedIn

After networking with several great people over the last several days, which have in essence been conversations that seem more like a veritable cross-breeding of ideas, I believe that more and more people are starting to see the potential value of meeting new people on LinkedIn. Now, just because you are open to doing this does not mean that you necessarily need to become a LinkedIn Open Networker, or LION.

There are many methods to the madness of connecting with new people. One of these great people that I met recently, Tim Tyrell-Smith, wrote a great blog post about his way of virtually meeting and then connecting with new people on his “The Art of Connecting on LinkedIn” post. By the way, his blog, Spin Strategy, is a must for anyone who is in transition and looking for wisdom. You can find out more about his blog in my Resources section.

My method for connecting with new people is using the vehicle of the LION brand, in contrast to Tim’s approach. You can find out more about my thought process concerning this in my recent blog post of why I am a LinkedIn Lion.

OK. As I mention to almost everyone I meet, if you are on LinkedIn and not meeting new people, stay off it and delete your account. If you just want to find old friends, find them, put their contact details in your personal address book, and you’re done! No need to login anymore.

LinkedIn is a Social Networking site…it is there for you to be Social and Network!

If you feel a little bit intimidated by connecting with new people on LinkedIn, here are my three favorite ways to help you find that perfect person to connect with, regardless of your objective.

Join a Group and Participate. Come on, there are more than 300,000 LinkedIn Groups out there. You put a keyword in the Search box for Groups and voila! you shall find a Group that interests you. Join it. You can join up to 50. And after joining, check out the Discussions boards. Yes, there is a lot of spam out there. People selling their wares. Job posts. Skip over those and look for interesting discussions. Participate. And when you run across someone you respect or a “virtual” soulmate, ask them if they would be cool if you sent them an invite. Can’t find an interesting discussion? Start one! Participate. And if what you are discussing is on target for the Group mission but no one responds, try a different Group. You are bound to find one that “fits” you.
Ask a Question. Answer a Question. LinkedIn Answers is awesome. Have you ever browsed around the different categories of questions they have there? You can do this by selecting Answers from the top of your Home Page and checking them out. I am sure there is a category that corresponds with your interests and/or objectives. Something that you’re curious about that you couldn’t find in the Answers database? Ask it! You will be pleasantly surprised by the quality and quantity of people that will answer it, and there will be more virtual “soulmates” that you will find to connect with. Better yet, Pay It Forward and Answer a Question.
Search for and Attend a Networking Event. Have you checked out the LinkedIn Events database recently? Do a search for actual networking events or “meetups” nearby you. I live in L.A. I did a search and found this great networking event, put on by the Rockstar Lewis Howes. There are almost 200 people attending this event. Plus, you can actually see the people (including myself) who have RSVPed for this event. I am sure that there is bound to be someone out of 200 people that you would like to connect to. Attend the event and physically meet them. If you mutually agree, connect with each other on LinkedIn.
There are many other ways to connect with people on LinkedIn, but hopefully this will get you out there connecting with and ideally meeting new people.

LinkedIn is the means, not the end.

Your objective with LinkedIn, like with any other Social Networking site, should be in connecting with and meeting new people.

How to organize your job search

Just as we need to be organized at work, we should treat our job search just as serious. We’ve all heard the phrase that a job search is itself, a job too. So treat it like one. I recently stumbled across a great blog titled EmploymentDigest.net , that provides great advice on how to keep your job search organized. Plus, if you’re receiving unemployment like me, this helps track your job applications, if the state comes calling asking for proof of your job search activity.

The blog’s article “Job hunting? Get yourself organized,” suggests creating and maintaining an Excel spreadsheet to track all of your job search activity. I couldn’t agree more. There couldn’t be any better advice. The blog post lays out several reasons why this helps.
1)Keeps you on top of what positions and with what companies you’ve applied. This way you don’t criss-cross jobs and apply more than once. That doesn’t look so good.
2)The spreadsheet is a central location to save all the pertinent contact info for each job you applied for. This way you know exactly where to go to find contact info to do your follow-ups. This is much easier than searching through your emails to find everything.
3)You know what dates you apply for each job. This looks impressive if/when you get calls from the recruiters or hiring managers. If they ask when you applied, you can reference your spreadsheet to find the exact date versus saying “I believe a few weeks ago.”
And guess what, I did a search online and I found someone who was gracious enough to share the spreadsheet template they created to track their job search activity. Download the job search spreadsheet here. You may want to revise it to match your liking. But at least part of the work is done for you.

Sr RPO Manager

I am looking for a Sr. RPO Manager. If you or anyone you know has RPO experience Please forward them this job description. Thanks!

Target Salary: $80K to $90K + 7-13% bonus

Location – Duluth Ga

Responsibilities include:

· Working from a Work Force Plan and direction from the Manager of Talent Acquisition, the Sr. RPO Consultant monitors and directs the activities of existing RPO vendors.

· Details and reports on performance and delivery of service level agreements established during the engagement of the perspective RPO vendor.

· The Sr. RPO vendor consultant advises the Sr. Talent Acquisition leadership on progress, gaps and potential failure factors that are encountered in day to day interactions with the vendor as well as staff of vendor.

Core Competencies:

· Ability to manage work – effectively manage one’s time and resources to ensure that work is completed efficiently and accurately. (i.e: Prioritizes work effectively; effectively manages workload, meetings, and events; leverages resources; stays focused.)

· Proven ability to develop and document a vendor search strategy, and follow that strategy through to results.

· Strong communication skills – Clearly conveys information and ideas through a variety of media to individuals or groups. (i.e.: Organizes communication; adjusts to audience; ensures understanding; comprehends communication from others.)

· Decision making ability - Identifies and understands issues, problems, and opportunities; compares data from different sources to draw conclusions; uses effective approaches for choosing a course of action or developing appropriate solutions; takes action that is consistent with available facts, constraints, and probable consequences. (i.e: Gathers information; interprets information; generates alternatives in a timely manner; chooses appropriate action)

· Adaptability/Flexibility - Demonstrates the ability to maintain professionalism and a positive attitude when encountering changes in the workplace. (i.e.: Seeks to understand changes; maintains positive attitude when dealing with change; makes appropriate behavioral adjustments when needed.)

Basic Qualifications:

· Minimum 10 years full life cycle Recruiting management experience

· 5 years of advanced understanding of RPO operational architecture

· 5 years of experience managing RPO vendors

· 5 years experience in HR techniques and policies

· 10 years software application experience to include MS Excel, Powerpoint, Applicant Tracking Systems, and Internet.

· 5 years in process development for recruitment functions

Preferred Qualifications:

· Systems experience to include Taleo, MS Outlook.

· Certification or formal training in project management

· Previous experience as a high volume recruiter, in a consultative environment.

Education:

· BS/BA required

Tiffany Altman Chernault
Technical Recruiter
People Network, Inc.
Office: 770-558-1714
Cell: 770-722-9278
Fax: 770-558-1710
Tiffany@peoplenetwork.com
www.peoplenetwork.com

Wednesday, July 8, 2009

Social Marketing Strategy

Why Fortune 1000 (All) CEOs Needs to Understand Social Media and Marketing
Social Marketing Needs Collaboration
Search Engines vs Social Media for Market Awareness

Social Marketing Changes Everything (Multi-Part Series)

Corporate Social Media Roadmap

About Matthew Rosenhaft

Marketing Executive, Strategy Consultant, & Blogger specializing in Corporate Branding, Social Media, Online Communities, and Web 2.0 Application Product Management.

Contact me at mrosenhaft@mindspring.com to discuss any of the above.

Regards,
-Matt

Matthew Rosenhaft

LinkedIn: www.linkedin.com/in/rosenhaft

Tuesday, July 7, 2009

These are the blogs I read and you should read them too

http://helpiwaslaidoff.com/
http://talentnet.wordpress.com/
http://www.alexandralevit.com/
http://www.hrbartender.com/
http://www.fistfuloftalent.com/
http://find-attract.com/
http://rantingsofahrprofessional.blogspot.com/
http://cgpnetwork.typepad.com/my_weblog/
http://www.careerealism.com/
http://www.blueskyresumes.com/blog/
http://www.brazencareerist.com/
http://entrepreneur.virgin.com/
http://cloudrecruiting.net/blog/
http://www.chrisbrogan.com/
http://www.cluewagon.com/
http://www.copyblogger.com/
http://www.cruitertalk.com/
http://www.dooce.com/
http://renegadehr.net/
http://recruitingconferences.com/
http://recruitinganimal.typepad.com/recruitinganimal/
http://exclusive-executive-resumes.com/
http://personalbrandingblog.com/
http://mapping.path101.com/
http://lindsayolson.com/
http://www.keppiecareers.com/
http://www.jobacle.com/

http://tinyurl.com/nr3lup
Test Director
Requisition ID
27149
Full-time
Location
Atlanta
GA

http://tinyurl.com/lc2uto
Deputy Implementation Manager-MMIS
Requisition ID
27145
Full-time
Location
Atlanta
GA

http://tinyurl.com/mcgan3
Implementation Manager - NDMMIS
Requisition ID
27138
Full-time
Location
ND

http://tinyurl.com/lo4v6x
Implementation Manager - NHMMIS
Requisition ID
27133
Full-time
Location
Concord
NH

http://tinyurl.com/lfmjbu
Test Manager
Requisition ID
27135
Full-time
Location
Concord
NH

Tuesday, June 30, 2009

Favorite User Groups!!

AtlantaJobs@yahoogroups.com; atlantaseekers@yahoogroups.com; '(findlaykJ@ldschurch.org); 'JFBCJobNet@yahoogroups.com '; RUMCjobnet@yahoogroups.com; refocusoncareers@yahoogroups.com; Atlanta_IT_Jobs@yahoogroups.com

Latest Job Openings with ACS

Kim Kazee's Networking Sites and Jobs