talentspring, rejuvenated
February 28, 2009
The makers of TalentSpring, an automated candidate sourcing tool that taps into job boards, networking sites, and applicant tracking systems, have unveiled a newly-remodeled platform.
Subscribing customers will now have access to source from a broader scope of candidate pools including additional LinkedIn profiles and free job boards. In addition they now have the capacity to sync with more paid job boards and applicant tracking systems.
Active and passive candidates from all sources are then matched to a recruiter’s specific job requirements so the most qualified individuals can be ranked and sorted from the potential candidates. A recruiter also has the option of switching to an OFCCP compliant search with a few extra clicks.
This new release includes a version of their sourcing tool to enable recruiters and employers to try out the service for free.
TalentSpring’s CEO Bryan Starbuck explained how the sourcing tool’s algorithms work.
“By connecting to passive candidate sources like LinkedIn and active job seekers from job boards and ATS’s, we are able to perform an exhaustive sourcing search,” said Starbuck. “Boolean search breaks down because the search strings end up producing either too broad or too narrow of results. TalentSpring’s technology, however, triangulates the search process to find exact matches based on experience, education, industry, location and other factors.”
Starbuck claims that in-depth searches can be performed under three minutes. To put this notion to the test, the company is inviting recruiters to take part in their free recruitment challenge, which asks recruiters to visit the site and enter a job description. Then within 24 hours of entering the job requisition, a Hiring Success Consultant will additionally optimize their results based on the exacting needs of the job requisition.
rocky mt. newspaper says goodbye
February 28, 2009
Salary issue for an HR Executive
February 28, 2009
I have been working as an HR Executive in an ISO Certified Company (Domestic Call centre for 150 seats) for 2 years at 7500/- salary. First year It was 6500/-. I am only in HR department here. I am looking after recuirment process, Joining formalities, PF and ESI formalities, attendance and leave management, issue Appointment/offer letter, maintain the employee database in excel and handle employee grievances for 75 employees. I am pursuing MBA IInd Sem from PTU.
Could you please tell me that is my company provide me the correct salary???????:confused: I have 2 offers of different consultancies but in only recruitment profile. Should I change my job in any consultancy/company in only recuitment profile if they provide me above 10K??????
Kindly help me……..
Regards
Shilki Bhardwaj
HR Executive
Perks and other benefits
February 28, 2009
I have a little bit knowledge about salary structure like basic,medical,hra,conveyance and food but i have no knowledge about PERKS of different categary employee just like what are the percentage or on which basis perks are defined.
My boss asked me for the same for maintaining perks in organisation. Please Help.
Right now there is no defined system for salary in organisation so we want to make a efficient perks for our employees
Thank you
Pardeep
testpassport og0-081 demo
February 28, 2009
12. 2.23: The final version of an Impact Analysis should contain all of the following except _____.
A. prioritized projects
B. enhanced budget forecasts
C. time ordered sequencing
D. Implementation recommendations
E. measures of effectiveness
Answer: B
13. 3.1.1: Which of the following would be a good example of an infrastructure application?
A. Virtual Private Network
B. System and Network Management system
C. eMail
D. Office (desktop) software
E. All of these
Answer: E
14. 3.1.3: In the high level Technical Reference Model ____.
A. all of these
B. the application directly communicates to the outside environment
C. the application communicates with the application platform through the communications infrastructure
interface
D. it is possible to analyze performance crtieria
E. the communication infrastructure is very diverse
Answer: E
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Full and Final Settlement
February 28, 2009
with regards
Srinivasa Araveti
Handling Divas in the Workplace
February 28, 2009
Contempt Of Court
February 28, 2009
9372212233
Issue with Full & final settlement
February 28, 2009
I am not HR.
I was an employee in one of the mnc. After working 1 month, I got frustrated
with the work environment & job and decided to leave.
I was knowing that if I would have gone & told this to HR manager or team leader, I would have invited their wrath . Also, my TL was not supportive & chances were that she would
have said like " why did u join the company & blah blah in front of others"
So I decided to call my TL & told her about my decision. This happened in 1st November. I worked for the complete october. On 19th of november, i was officially terminated due to absentee.
Now, after 3 months, I got notice of FULL & Final settlement, in which company has said that I will have to pay Rs.2000 as a recovery to the company. The amount claimed is-
Notice pay recovery + Leave without pay + Notice pay recovery
But, while employing me , I never signed any such documents which allow
company to demand RECOVERY From me. So, am i still liable to pay?
Also, what kind of agreement do usually need to be signed by employee
which forces him to pay this amount if he terminate the service without following proper procedure?
Managing pink Slips during recession
February 28, 2009
I am doing MBA (HR).I am writing 2 papers on "Managing pink Slips during recession" and the second one is "Sustaining employee motivation during Turbulent times"
It would be great if anybody can guide me as to how to go about it,and suggest any reference sites or books.
And if possible if you are working in any organization Please fill in the survey form.
looking forward to lot of replies
Thanks In Advance
Sanjana
