Friday 26 April 2013
This week highlights. New positions in Pasig city
Optimum Innovatus Corp is announced to recruit more staff this week. The following positions will be based in Pasig city of Phillipines:
Programmers
Operations assistant
and sales and marketing assistant
Thursday 25 April 2013
JobOutlets.com new template
Our www.Joboutlets.com - post jobs free has been re-designed today, aiming at providing more user friendly for jobseekers and employers. Key features included:
Company logo box is up in the top right corner, and has been named "Editor choice". Companies will be randomly selected based on certain criterias such as information provided, logo submited ...
Today highlights: Hot jobs will be put up front, randomly and based on some certain criteria, jobs that met the criterias will be highlighted.
Latest jobs column is still there as usual. Search jobs by location or by categories have been re arranged too (@ http://www.joboutlets.com/category/). Most jobs postings are from Philippines and the States.
Come on in and register today for a free account!
Thursday 21 July 2011
Effective recruitment process
Effective recruitment process
Recruitment is a challenging work, full of pressure… if you work as a recruiter you’ll know this far better than anyone else. Sales department keeps calling every day regarding their new hiring order, which is just placed last week, an urgent order to fill up 3 mechanics who quitted last week, so on and so on… it’s the matter of time, and time you don’t have it enough.
Besides, recruiters often ask “Am I doing good?”, How’d the managers tell about my recruitment works, will they tell me that I ain’t doing any good? Is there any complaints about my service, my deliverables …”. Your boss might ask and you might ask yourself how effective you’re doing with your recruitment or selection activities. If you’re an HR professional, this question being asked regularly and yearly, especially once you guys doing annual performance review.
Get back to the point, in order to measure how effective you’re working on recruitment job, there should be an understanding, mutual agreement in writing or verbally thought about what the expectations are, take into account the deadline of each assignment, how the staff turnover works … there suppose to be those criterias in the “expectation” scheme, this is just like setting an objective. Considering the final results, which is new and capable people you bring in onto the company workforce, considering the time you spent on each new recruits, the contribution they made after a year, the money you spent for news ads, or executive search service …. Always asking feedback from line managers regarding what you have done to help them to find out how you can make it better, faster and cheaper. Professional recruiters would see it this way: They’re selling stuff to sales department, marketing department … and all other departments within his company, with his great service, by providing the right people for the right job and within a reasonable time frame.
An effective recruitment process is there to ensure every party involved is happy, from the hiring manager to the final selected candidate, and even more importantly, it will help the organization achieve its business objectives. Basically, in order to achieve this making it an effective recruitment activitive, you’ll need: A recruitment process in place, make sure everyone follow strictly on the process, no shortcuts …, review and evaluate the process regularly, edit & adjust the process … and so on.
Recruitment is a challenging work, full of pressure… if you work as a recruiter you’ll know this far better than anyone else. Sales department keeps calling every day regarding their new hiring order, which is just placed last week, an urgent order to fill up 3 mechanics who quitted last week, so on and so on… it’s the matter of time, and time you don’t have it enough.
Besides, recruiters often ask “Am I doing good?”, How’d the managers tell about my recruitment works, will they tell me that I ain’t doing any good? Is there any complaints about my service, my deliverables …”. Your boss might ask and you might ask yourself how effective you’re doing with your recruitment or selection activities. If you’re an HR professional, this question being asked regularly and yearly, especially once you guys doing annual performance review.
Get back to the point, in order to measure how effective you’re working on recruitment job, there should be an understanding, mutual agreement in writing or verbally thought about what the expectations are, take into account the deadline of each assignment, how the staff turnover works … there suppose to be those criterias in the “expectation” scheme, this is just like setting an objective. Considering the final results, which is new and capable people you bring in onto the company workforce, considering the time you spent on each new recruits, the contribution they made after a year, the money you spent for news ads, or executive search service …. Always asking feedback from line managers regarding what you have done to help them to find out how you can make it better, faster and cheaper. Professional recruiters would see it this way: They’re selling stuff to sales department, marketing department … and all other departments within his company, with his great service, by providing the right people for the right job and within a reasonable time frame.
An effective recruitment process is there to ensure every party involved is happy, from the hiring manager to the final selected candidate, and even more importantly, it will help the organization achieve its business objectives. Basically, in order to achieve this making it an effective recruitment activitive, you’ll need: A recruitment process in place, make sure everyone follow strictly on the process, no shortcuts …, review and evaluate the process regularly, edit & adjust the process … and so on.
Wednesday 20 July 2011
Job ads writing
A perfect job ad will sell, winning you best candidates with least effort. A loosing job ad is just like a messy sales pitch, pushing customers to your competitors, a completely waste of time and money. Look at a scenario: A jobseeker looking at various job ads for the same position he or she’s looking for, may react different ways to those ads. Some would take his interest, some totally being ignored, luckily he would interest in some ads and take action by applying for the job. Spending the same amount of ad expense, some job ads would generate more responses from the others, some ads may result in a big zero. You know it, everybody who pays for the ads know it. So, let’s make the ad worth every single penny you spent for expensive ad space nowaday.
You will need to prepare a job ad whenever you would like to publicize a manpower need. Writing a job ad is not so tough, writing a job ad that sells is a totally different thing, it’s not just rough scope of work which includes responsibilities, reporting lines, geographical working areas, and requirements but also a description in details of kind of “what’s in it for me?” stuff. Let’s take this as an example: two companies offer 2 same position, same work level, same salary. But because of business nature of each corporation might be different, each company has its own strategy applying on each position. Small firm gets it hard to compete with large corporations in attracting capable calibrates. The point comes into how small firm can get the people that best suits its business. What do you have to offer to attract that candidate? Beside cash income, what other non-cash benefit you propose. Spend some time conducting a market research to find out what kind of benefit other companies (in the same range with yours ie. Competitors, location, …) are offering to candidates. At the end of the day, writing a job ad just like doing the same thing for sales ad, that’s it. Each company comes up with their own strategy, but it’s best to have a strategy. Normally, an initial selling process would include the following stages, aiming at pooling the potential candidates, some hiring managers put it upfront all what to give, some takes it step by step. Think about what you have to give, what’s the benefit for the buyers, how to get the attention of your potential buyers in the first place. How to inspire their interests, how you ignite their desires to join your team and finally how you encourage them to take action by sending you their job application. You don’t have to “over-sell” it or it may generate a backfire.
Once the job ad completed, think about how to spread it around, where you think you might get the targeted pool of candidates. Sources of candidate might vary, from newspaper to headhunters, from internal notice board to job boards online such as jobacancies, each hiring gate has pros and cons, depending on what type of position you are recruiting and some other factors such as budget, confidentialities … you decide how glorious your campaign could be.
Give it a try today to wrap up a job ad that sells! You can grab the below template to start off:
* Position title: The job title goes here, a specific title coming your organization chart
* Opening date and close date: Give the time when this recruitment campaign will end
* Job description: List all tasks which you think the candidate will take on
* Requirements: Education level, personality, skill set that describe an ideal candidate for the job
* Compensation and benefit: What you will propose to your candidate, this should describe both cash and non-cash benefits
* Contact: The conclusion lists contact details, who to call, email, website…
You will need to prepare a job ad whenever you would like to publicize a manpower need. Writing a job ad is not so tough, writing a job ad that sells is a totally different thing, it’s not just rough scope of work which includes responsibilities, reporting lines, geographical working areas, and requirements but also a description in details of kind of “what’s in it for me?” stuff. Let’s take this as an example: two companies offer 2 same position, same work level, same salary. But because of business nature of each corporation might be different, each company has its own strategy applying on each position. Small firm gets it hard to compete with large corporations in attracting capable calibrates. The point comes into how small firm can get the people that best suits its business. What do you have to offer to attract that candidate? Beside cash income, what other non-cash benefit you propose. Spend some time conducting a market research to find out what kind of benefit other companies (in the same range with yours ie. Competitors, location, …) are offering to candidates. At the end of the day, writing a job ad just like doing the same thing for sales ad, that’s it. Each company comes up with their own strategy, but it’s best to have a strategy. Normally, an initial selling process would include the following stages, aiming at pooling the potential candidates, some hiring managers put it upfront all what to give, some takes it step by step. Think about what you have to give, what’s the benefit for the buyers, how to get the attention of your potential buyers in the first place. How to inspire their interests, how you ignite their desires to join your team and finally how you encourage them to take action by sending you their job application. You don’t have to “over-sell” it or it may generate a backfire.
Once the job ad completed, think about how to spread it around, where you think you might get the targeted pool of candidates. Sources of candidate might vary, from newspaper to headhunters, from internal notice board to job boards online such as jobacancies, each hiring gate has pros and cons, depending on what type of position you are recruiting and some other factors such as budget, confidentialities … you decide how glorious your campaign could be.
Give it a try today to wrap up a job ad that sells! You can grab the below template to start off:
* Position title: The job title goes here, a specific title coming your organization chart
* Opening date and close date: Give the time when this recruitment campaign will end
* Job description: List all tasks which you think the candidate will take on
* Requirements: Education level, personality, skill set that describe an ideal candidate for the job
* Compensation and benefit: What you will propose to your candidate, this should describe both cash and non-cash benefits
* Contact: The conclusion lists contact details, who to call, email, website…
Thursday 9 June 2011
Sample job ad - Construction Manager
Construction Manager
Responsibilities:
• Possesses leadership and management skills with the ability to manage multiple tasks simultaneously, resolve problems and present appropriate business solutions and recommendations
• With proven track record in managing team of supervisors, design consultants, field engineers, contractors and clients.
• Well-versed in all aspects of project management, land development works, contract documentation and administration, bids and awards
• Develops construction budgets and project schedule
• Explore and evaluate new construction methods / practices that will enhance product
• Overall construction management of projects to meet the project objectives.
Requirements:
• Candidate must possess at least a Bachelor's/College Degree , Post Graduate Diploma / Master's Degree or Professional License (Passed Board/Bar/Professional License Exam) in Engineering (Civil) or equivalent.
• Male, not more than 35 years old.
• Minimum of 4 years comprehensive experience in horizontal and vertical development projects
• Preferably Assistant Manager / Managers specializing in Engineering - Civil/Construction/Structural or equivalent. Job role in Civil/Structural Drafter or Civil Engineer.
• With excellent interpersonal and communication skills
• Willing to be assigned at different jobsite
Extracted from full source of information here Construction Manager job listings on joboutlets.com
Learn how to write job ads on http://www.jobacancies.com/job-ads-writing/
Responsibilities:
• Possesses leadership and management skills with the ability to manage multiple tasks simultaneously, resolve problems and present appropriate business solutions and recommendations
• With proven track record in managing team of supervisors, design consultants, field engineers, contractors and clients.
• Well-versed in all aspects of project management, land development works, contract documentation and administration, bids and awards
• Develops construction budgets and project schedule
• Explore and evaluate new construction methods / practices that will enhance product
• Overall construction management of projects to meet the project objectives.
Requirements:
• Candidate must possess at least a Bachelor's/College Degree , Post Graduate Diploma / Master's Degree or Professional License (Passed Board/Bar/Professional License Exam) in Engineering (Civil) or equivalent.
• Male, not more than 35 years old.
• Minimum of 4 years comprehensive experience in horizontal and vertical development projects
• Preferably Assistant Manager / Managers specializing in Engineering - Civil/Construction/Structural or equivalent. Job role in Civil/Structural Drafter or Civil Engineer.
• With excellent interpersonal and communication skills
• Willing to be assigned at different jobsite
Extracted from full source of information here Construction Manager job listings on joboutlets.com
Learn how to write job ads on http://www.jobacancies.com/job-ads-writing/
Raffles Education Corp
Raffles Education Corp
Listed on the Mainboard of the Singapore Exchange, RafflesEducationCorp is the largest private education group in Asia. Since establishing its first college in Singapore in 1990, the Group has grown to operate three universities and 25 colleges across nine countries in the Asia-Pacific region: Singapore, China, India, Vietnam, Malaysia, Thailand, Mongolia, Australia and New Zealand, with a total student population of over 30,000.
The Group also owns the Oriental University City in Langfang, Hebei Province, China – a 3.31 million square metres self-contained campus. Within this campus, there are 19 colleges with 57,000 students.
RafflesEducationCorp ranks as one of the Top 200 Asia-Pacific companies on the Forbes Asia’s “Best Under a Billion” list for three consecutive years from 2006 to 2008.
Extracted from Raffles Education Corp on Joboutlets.com
Listed on the Mainboard of the Singapore Exchange, RafflesEducationCorp is the largest private education group in Asia. Since establishing its first college in Singapore in 1990, the Group has grown to operate three universities and 25 colleges across nine countries in the Asia-Pacific region: Singapore, China, India, Vietnam, Malaysia, Thailand, Mongolia, Australia and New Zealand, with a total student population of over 30,000.
The Group also owns the Oriental University City in Langfang, Hebei Province, China – a 3.31 million square metres self-contained campus. Within this campus, there are 19 colleges with 57,000 students.
RafflesEducationCorp ranks as one of the Top 200 Asia-Pacific companies on the Forbes Asia’s “Best Under a Billion” list for three consecutive years from 2006 to 2008.
Extracted from Raffles Education Corp on Joboutlets.com
Tuesday 7 June 2011
Job ad System Architect
Job ad System Architect
Location: Virginia - USA
Job Description:
The Integrator/Architect shall work to achieve the objectives of the organization.
TheSI/Architect will be responsible for working as a member of the team to identify analyze and define IT needs; including analyzing user needs to determine functional requirements ensuring that the technical solutions are consistent with the enterprise technical architecture.
The SI/Architect must be knowledgeable of software development life-cycles, agile and otherwise, in addition to being experienced in creating program and technical documentation.
The SI/Architect must be knowledgeable and experienced in defining IT architectural and technical issues and providing expert level guidance to technical and program teams.
The SI/Architect must have demonstrated capability to work independently, as well as in a team, in addition to being able to coordinate and manage the resolutions of issues internally and externally to the program.
The SI/Architect must be capable of working with the Chief, Deputy Chief, and Branch Chiefs to ensure the various elements of the Program are properly coordinated and communicated throughout the Program and to appropriate external organizations and IT management and personnel.
The SI/Architect must be able to support the Chief, Deputy Chief, and Branch Chiefs to effectively manage the entire Program by anticipating and providing suggested solutions to issues and problems spanning the entire program and/or individual projects. The SI/Architect must synchronizes and integrate the efforts of all project teams ensuring collaboration and successful achievement of the organizations strategic objectives and goals. The SI/Architect shall support the integration of all projects into the overall Program by helping to build strategic and tactical processes and technical plans and/or solutions, manage change, and resolve issues and problems with a focus on ensuring the implementation of enterprise processes and technologies.
The SI/Architect shall be responsible for assisting with management and oversight of the development/integration, implementation, operations and maintenance activities related to the enterprise technologies that make up the Enterprise Technology.
The SI/Architect will be responsible for ensuring successful cross-organizational team work by cultivating effective working relationships within and between the program office as well as other Agency IT organizations.
The SI/Architect shall provide direction and guidance to staff and contractor resource regarding the direction of the Enterprise Technology.
Desired skills:
Experience with IBM Tivoli Maximo commercial off the shelf (COTS) product.
Experience with newScale RequestCenter commercial off the shelf (COTS) product.
Demonstrated ability to collaborate with managers, end-users and others to define business requirements for development efforts and gain buy-in for all strategic initiatives.
Knowledge of Oracle, Weblogic and Sybase technology.
Experience with BMC Remedy technology.
Experience with, or knowledge of JAVA development. Superior written and oral communication skills.
Strong interpersonal and consultative skills.
Ability to present ideas in user-friendly language.
Ability to effectively prioritize and execute tasks in a high-pressure, constantly changing environment.
Experience working in a team-oriented, collaborative environment.
Ability to effectively interpret, leverage and apply IT concepts and theories.
Contact: TecRight Media Communication
Extracted from System Architect job listings on JobOutlets.com
Location: Virginia - USA
Job Description:
The Integrator/Architect shall work to achieve the objectives of the organization.
TheSI/Architect will be responsible for working as a member of the team to identify analyze and define IT needs; including analyzing user needs to determine functional requirements ensuring that the technical solutions are consistent with the enterprise technical architecture.
The SI/Architect must be knowledgeable of software development life-cycles, agile and otherwise, in addition to being experienced in creating program and technical documentation.
The SI/Architect must be knowledgeable and experienced in defining IT architectural and technical issues and providing expert level guidance to technical and program teams.
The SI/Architect must have demonstrated capability to work independently, as well as in a team, in addition to being able to coordinate and manage the resolutions of issues internally and externally to the program.
The SI/Architect must be capable of working with the Chief, Deputy Chief, and Branch Chiefs to ensure the various elements of the Program are properly coordinated and communicated throughout the Program and to appropriate external organizations and IT management and personnel.
The SI/Architect must be able to support the Chief, Deputy Chief, and Branch Chiefs to effectively manage the entire Program by anticipating and providing suggested solutions to issues and problems spanning the entire program and/or individual projects. The SI/Architect must synchronizes and integrate the efforts of all project teams ensuring collaboration and successful achievement of the organizations strategic objectives and goals. The SI/Architect shall support the integration of all projects into the overall Program by helping to build strategic and tactical processes and technical plans and/or solutions, manage change, and resolve issues and problems with a focus on ensuring the implementation of enterprise processes and technologies.
The SI/Architect shall be responsible for assisting with management and oversight of the development/integration, implementation, operations and maintenance activities related to the enterprise technologies that make up the Enterprise Technology.
The SI/Architect will be responsible for ensuring successful cross-organizational team work by cultivating effective working relationships within and between the program office as well as other Agency IT organizations.
The SI/Architect shall provide direction and guidance to staff and contractor resource regarding the direction of the Enterprise Technology.
Desired skills:
Experience with IBM Tivoli Maximo commercial off the shelf (COTS) product.
Experience with newScale RequestCenter commercial off the shelf (COTS) product.
Demonstrated ability to collaborate with managers, end-users and others to define business requirements for development efforts and gain buy-in for all strategic initiatives.
Knowledge of Oracle, Weblogic and Sybase technology.
Experience with BMC Remedy technology.
Experience with, or knowledge of JAVA development. Superior written and oral communication skills.
Strong interpersonal and consultative skills.
Ability to present ideas in user-friendly language.
Ability to effectively prioritize and execute tasks in a high-pressure, constantly changing environment.
Experience working in a team-oriented, collaborative environment.
Ability to effectively interpret, leverage and apply IT concepts and theories.
Contact: TecRight Media Communication
Extracted from System Architect job listings on JobOutlets.com
Job ad - Compensation and Rewards Officer
ROLE DESCRIPTION
The Compensation and Rewards Officer shall be responsible for the definition and articulation of the organization’s total rewards philosophy. He or she shall oversee the creation and customization of compensation and rewards solutions that help maximize performance and generate measurable results.
The Officer shall also be responsible for managing the day to day compensation and benefits administration requirements as it relates to statutory and company requirements.
KEY ROLE COMPETENCIES
• At least 4 years of total work experience in HR/Compensation & Rewards, where the last year was spent in a supervisory capacity preferably in the BPO or IT-enabled services industries; working in a multi-national work environment and experience with in dealing with various cultures is an advantage
• Strong knowledge of government/statutory policies, procedures and requirements; supervision of the payroll function (either directly or through an outsourced unit) is an advantage
• Able to thrive despite ambiguities and sees challenges as opportunities; Able to drive innovation and change in daily operational processes; questions existing ways of doing things and seizes opportunities to improve current state
• Able to do daily operational C&B administrative tasks as needed
• Strong client focus and service orientation (actively seeks information to understand client needs and able to build trusting relationships through reliable service delivery and behavior)
• Performance and results driven (reacts to challenging assignments with a positive "can do" attitude; sets and achieves high work standards)
Job ad extracted from Compensation and Rewards Officer job listings on JobOutlets.com
Contact: TIC Manila
The Compensation and Rewards Officer shall be responsible for the definition and articulation of the organization’s total rewards philosophy. He or she shall oversee the creation and customization of compensation and rewards solutions that help maximize performance and generate measurable results.
The Officer shall also be responsible for managing the day to day compensation and benefits administration requirements as it relates to statutory and company requirements.
KEY ROLE COMPETENCIES
• At least 4 years of total work experience in HR/Compensation & Rewards, where the last year was spent in a supervisory capacity preferably in the BPO or IT-enabled services industries; working in a multi-national work environment and experience with in dealing with various cultures is an advantage
• Strong knowledge of government/statutory policies, procedures and requirements; supervision of the payroll function (either directly or through an outsourced unit) is an advantage
• Able to thrive despite ambiguities and sees challenges as opportunities; Able to drive innovation and change in daily operational processes; questions existing ways of doing things and seizes opportunities to improve current state
• Able to do daily operational C&B administrative tasks as needed
• Strong client focus and service orientation (actively seeks information to understand client needs and able to build trusting relationships through reliable service delivery and behavior)
• Performance and results driven (reacts to challenging assignments with a positive "can do" attitude; sets and achieves high work standards)
Job ad extracted from Compensation and Rewards Officer job listings on JobOutlets.com
Contact: TIC Manila
Subscribe to:
Posts (Atom)