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  • [Dear Recruiter] I developed in Mo'Fusion

    - by refuctored
    Forward: Sometimes I really feel like technology recruiters have no experience or knowledge of the field they are recruting for.  A warning to those companies hiring technical recruiters -- ensure that the technical recruiters you hire to fill a position are actually technical.  Here's proof below, where I make up completely ridiculous technologies, but still have interest from the recruiter for an interview. Letter to me: Hello - Your name came up as a possible match for a long term contract Cold Fusion Developer role I have in Bothell, WA.  This role requires you to be onsite in Bothell, WA. This is  a tough role to fill so I was hoping you might have someone you can recommend? Unfortunately no telecommute. Thank you! Sincerly, Mindy Recruiter My response: Mindy -- Wow I'm super-excited that you took the time to contact me about this position!  Let me tell you, you won't be disappointed with my skill set! Firstly, I've been developing in ColdFusion since 1993 before it was owned by Adobe and it was operating under code name, "Hot-Jack".  Recently I started developing under the Domain-View-Driven-Domain-Model (DVDDM), integrating client-side CF on Moobuntu.  Not only do I have a boat load of ColdFusion EXP,  I also have a ton of experience in the open source communities lesser known derivative of CF, Mo'Fusion (MF).  I've also invested thousands of hours of my time learning esoteric programming languages. Look forward to working with you! George And her response: Hi George – just left you a message. Give me a call at your convenience.  The role does require someone to be onsite here.. are you able to relocate yourself? Mindy [Sigh]

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  • [Dear Recruiter] Do you have any disabilities?

    - by refuctored
    Recruiter letter for a technical position: ... Do you have any disabilities that prevent you from successfully performing the essential functions of this job with or without accommodations? ... My response: Robin -- The only qualification I can see as a hiderence to my ability to perform is my lack of fingers.  I find that if I mash the keyboard enough with my stubs, I eventually can get the code to compile correctly. Will this be a problem?   Thank you,George Her response: [None] So much for being an equal opportunity employer, eh?

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  • Our Oracle Recruitment Team is Growing - Multiple Job Opportunities in Bangalore, India

    - by david.talamelli
    DON"T GET STUCK IN THE MATRIXSEE YOUR FUTUREVISIT THE ORACLE The position(s): CORPORATE RECRUITING RESEARCH ANALYST(S) ABOUT ORACLE Oracle's business is information--how to manage it, use it, share it, protect it. For three decades, Oracle, the world's largest enterprise software company, has provided the software and services that allow organizations to get the most up-to-date and accurate information from their business systems. Only Oracle powers the information-driven enterprise by offering a complete, integrated solution for every segment of the process industry. When you run Oracle applications on Oracle technology, you speed implementation, optimize performance, and maximize ROI. Great hiring doesn't happen by accident; it's the culmination of a series of thoughtfully planned and well executed events. At the core of any hiring process is a sourcing strategy. This is where you come in... Do you want to be a part of a world-class recruiting organization that's on the cutting edge of technology? Would you like to experience a rewarding work environment that allows you to further develop your skills, while giving you the opportunity to develop new skills? If you answered yes, you've taken your first step towards a future with Oracle. We are building a Research Team to support our North America Recruitment Team, and we need creative, smart, and ambitious individuals to help us drive our research department forward. Oracle has a track record for employing and developing the very best in the industry. We invest generously in employee development, training and resources. Be a part of the most progressive internal recruiting team in the industry. For more information about Oracle, please visit our Web site at http://www.oracle.com Escape the hum drum job world matrix, visit the Oracle and be a part of a winning team, apply today. POSITION: Corporate Recruiting Research Analyst LOCATION: Bangalore, India RESPONSIBILITIES: •Develop candidate pipeline using Web 2.0 sourcing strategies and advanced Boolean Search techniques to support U.S. Recruiting Team for various job functions and levels. •Engage with assigned recruiters to understand the supported business as well as the recruiting requirements; partner with recruiters to meet expectations and deliver a qualified pipeline of candidates. •Source candidates to include both active and passive job seekers to provide a strong pipeline of qualified candidates for each recruiter; exercise creativity to find candidates using Oracle's advanced sourcing tools/techniques. •Fully evaluate candidate's background against the requirements provided by recruiter, and process leads using ATS (Applicant Tracking System). •Manage your efforts efficiently; maintain the highest levels of client satisfaction as well as strong operations and reporting of research activities. PREFERRED QUALIFICATIONS: •Fluent in English, with excellent written and oral communication skills. •Undergraduate degree required, MBA or Masters preferred. •Proficiency with Boolean Search techniques desired. •Ability to learn new software applications quickly. •Must be able to accommodate some U.S. evening hours. •Strong organization and attention to detail skills. •Prior HR or corporate in-house recruiting experiences a plus. •The fire in the belly to learn new ideas and succeed. •Ability to work in team and individual environments. This is an excellent opportunity to join Oracle in our Bangalore Offices. Interested applicants can send their resume to [email protected] or contact David on +61 3 8616 3364

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  • Got a contract to hire offer

    - by user23838
    I just got a contract to hire position with a local company. They are paying 28/hour. I just graduated from college. They said they will take me in full-time after 6 months. Should I ask for more money? I wanted somewhere between 60-70k. But this offer has no benefits, no paid holidays. They said they hired couple of entry level people for the same amount of money. So, they want to keep the rate the same. Should I negotiate with the recruiter harder? Thanks

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  • Should I use a recruiter?

    - by Dubs
    Knowing how to find a good job is an important part of being a programmer. I know it's a good idea to post my resume on different sites like Monster and Dice. I also know that networking is important. But, what I'd really like to know is how everyone feels about using a recruiter (aka headhunter). What are the pros and cons? Is it better to deal with a company directly? Thanks!

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  • Just interviewed, turned down, now got an email asking to chat with recruiter. No response. What should I do? [closed]

    - by Lambert
    I was turned down after two interviews by a prominent company for an internship, and only a couple days later, I was asked when I had 10-15 minutes to chat today. Of course, I loved to, so I emailed within just 10 minutes of their email and let them know what times I was available at, and asked them when the best time should be, and if I should go somewhere or expect a phone call. No reply has come from them since yesterday afternoon, the recruiter wanted to talk to me today. I don't want to lose this opportunity, but I have no way to contact the recruiter other than by email, and the recruiter hasn't responded to my emails from yesterday, even though we were supposed to talk today. What's the best thing I can do (preferably within the next few hours!) to get the job? Is that even probably why she emailed me, or was a different reason likely? Any ideas?

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  • [Dear Recruiter] I'm an engineer trapped in a kittens body.

    - by refuctored
    Aditya -- I am very interested in pursuing the opportunity you've presented to me.  Let me assure you, there are very few individuals in Indianapolis with the skill set which I have so passionately trained to acquire.   Accompanying my skill set I do have a few quirks that you'll need to be okay with prior to placing me at a company. Bluntly, I feel like I'm a software engineer trapped in a cute little kitten's body.  I find that I am most comfortable going to work with a few stripes and whiskers painted on my face.  Coworkers will need to be okay with me grooming myself and making kitten noises whilst I do so.  I do occasionally let out a purr now and then, but not loud enough to disrupt anyone.  I always throw my arm-hair-balls in the appropriate trash receptacle. Will your company provide a scratching post or will I need to bring my own?  I can bring my own litter box. Meow-muh,George

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  • Calling the Interviewer after the interview [closed]

    - by czchlong
    It's been a week after I had an interview with a bank. They told my recruiter that I had done well and it is looking good for me. However, it's been a week and my recruiter has not been able to reach any of them for feedback and neither have I heard anything, although they did not say to me or my recruiter that I didn't get the job. My recruiter has placed numerous people with this bank with other managers and never with this one, so my recruiter has no clue what's going on. I have already sent an email, however I have not gotten a response. Would it be appropriate for me to call my interviewer and ask for some feedback?

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  • On contract work, obligations to said contract, and looking out for yourself…

    - by jlnorsworthy
    Without boring you all with details, my last two contract assignments were cut short; I was given 3 days notice on one, and 4 weeks notice on the other. Neither of these were due to performance – they both basically came down budget issues. On my second contract, I got the feeling that I may not have been a great place to stay for the duration of my contract. Because of money/time spent getting me in the door, and the possible negative effect of my employer/recruiter, I decided to stay at least for a few months (and start looking several weeks before the end of my supposedly “extendable” contract). These experiences have left me a little wary of contract work. It seems that if I land a bad contract, that my recruiter would take a hit (reputation or otherwise) if I quickly found another job. But on the other hand, the client company won’t think twice of ending the contract early for any reason. I know that the counter argument to this is “maybe your recruiter shouldn’t have put you into a crappy assignment”… either way, it seems that since I am relying on him to provide me with work, that I should try to not damage his reputation with client companies. I’m basically brand new to contracting (these were my first two contracts) so these concerns are new to me. TLDR: Is contract work, by its very nature, largely unstable? Am I worried too much about my recruiter? Should I be quicker to start looking for a new job even after just weeks at a new company (when the environment seems unstable)? If so, do I look through my recruiter or just find another position by any means necessary?

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  • How to have an improved relationship with recruiters?

    - by crosenblum
    I personally, always have problems with recruiter's and their constant spam.. I usually get tons of emails for jobs, not related to what I do. Or they have no idea what I do. Or they say they have a job in my field, but make me go thru hours of paperwork, only to find out they had no real job lead. Or my resume contained a keyword, that they searched for, but that keyword is like 1-10% of what I do, not my main job skill set. My point being is that I want to have a more polite, more accurate, less waste of each other's time. So I want to come up with a form letter, I can create in gmail to automatically send to all recruiter's, to help inform, educate and train them to deal better with me. That way, they know exactly what to send to me, so as to not waste my time. We don't play email/phone tag, just to find out they have no idea what I do, or how to find a job lead that matches that. I want this to be an improvement in my relationship and experience with recruiters, because honestly most of them waste my time. They call me at work, not considering I can't take phone call's at work, and they already had my email address. Mostly they annoy me, but I am tired of having to be rude to get my point across. I want them to immediately make sure they know what I can and have done, (Have you read my resume?) and have actual leads ready to be hired/interviewed soon or now. Any suggestions to how to improve the communication, to avoid wasting each other's time. I certainly hate having to come across as rude or improper, but when they just waste so much of my time, I don't know what else to do. So thank you for your time. Just to be clear, I want your help to write a form letter, that I can send to every recruiter that email's me, how to best work with me, and other people in IT/Web careers.

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  • Location Change Salary Differences [closed]

    - by GameDev
    DISCLAIMER: I know that this might be a "regional" question but I'm also asking for help as far as what resources to use to determine my decision. I'm currently talking to a recruiter for a game developer in the SF Bay area. I work in a relatively low-cost area in the south. I really want to get into game development but my current career is general web development. I'm very interested in taking the job, but my concern is that the amount they're willing to pay might be a relative pay cut. Here are some factors: It's not an entry-level position, the title is Senior Software Engineer. I have 5+ years of experience. The calculators online tell me that I should be expecting around 2x my current pay rate(http://www.bestplaces.net/col/). My current pay is in the mid $60k/yr, so that's like 120-130k. The recruiter told me at my experience level I can expect about $90-100/yr, and that those cost of living calculators were way off. The benefits will definitely be better, it's much larger company (help with commuting, catered meals, etc). But is the recruiter trying to give me a snow job on the pay scale, or is that a reasonable change from a smallish town in the south to somewhere in the SF bay area? How can I find this out? Glassdoor and Payscale seem to say "senior software developers" in that area make around 110 in median salary, but Payscale says it's closer to $135k, that range seems pretty large.

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  • need help with mvc & routes

    - by geoff
    I'm very new to MVC and I'm trying to get a new site set up using it. For SEO reasons we need to make the url of a page something like "Recruiter/4359/John_Smith" or basically {controller}/{id}/{name}. I have that working when I create the url in the code behind like so... //r is a recruiter object that is part of the results for the view r.Summary = searchResult.Summary + "... &lt;a href=\"/Recruiter/" + r.Id + "/" + r.FirstName + "_" + r.LastName + "\"&gt;Read More&lt;/a&gt;" But when I am using the collection of results from a search in my view and iterating through them I am trying to create another link to the same page doing something like <%=Html.ActionLink<RecruiterController>(x => x.Detail((int)r.Id), r.RecruiterName)%> but that doesn't work. When I use that code in the view it gives me a url in the form of /Recruiter/Detail/4359 I was told by a coworker that I should use the Html.ActionLink to create the link in both the view and the controller so that if the route changes in the future it will automatically work. Unfortunately he wasn't sure how to do that in this case. So, my problems are... How can I make the Html.ActionLink work in the view to create a url like I need (like r.Summary above)? How do I use the Html.ActionLink in a controller instead of hardcoding the link like I have above?

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  • PMI South Florida Job Fair 2010

    - by Sam Abraham
    The South Florida Chapter of the Project Management Institute is planning a Job Fair slated for September 2010. This year has seen a significant improvement in the job market with many surveyed companies indicating their intention to add temporary or permanent staff to their workforce in the near future.   The Job Fair Initiative fits well within the chapter's message and goal for this year: "Exercising Social Responsibility" - Our responsibility as PMI volunteers at all levels towards our members and surrounding community.   Our Free-to-members Annual Job Fair will play an important role in connecting Recruiters, Exhibitors and Job Seekers together thereby helping hiring companies gain access to a large talent pool at an affordable cost (Totally free in certain cases, details to be revealed once finalized) while giving job seekers centralized access to many reputable hiring companies in the South Florida area.   My involvement in the 2010 Job Fair started with a good conversation I had with Bernie Saenz, President and CEO of the South Florida PMI Chapter, in a networking event a few months ago. I had approached him with a few ideas in line with his goal to serve the community and our members given today's difficult economic climate. Bernie indicated that the Project Manager for the 2010 Job Fair had just been appointed and invited me to participate in this important initiative as a member of her team. I simply couldn't resist and gladly accepted the invitation.   I chose an initial role as Recruiter Relations Lead which entails developing documentation and timelines for our project plan with regards to Recruiter Engagement as well as reaching out to recruiting companies to meet target representation at the Job Fair.   Being heavily involved in the local Technical community has afforded me the privilege of coming in contact with many reputable Technology Recruiting companies. (As a matter of fact, I already have 2 interested very reputable IT recruiting firms willing to join us at the fair)   The excitement for me however will be finding and reaching out to recruiters in areas of Project Management and Leadership that I might not have been exposed to before including Finance, Healthcare and Marketing, to name a few.   Keep an eye in the upcoming few weeks for official announcements on the PMI South Florida Job Fair 2010.   Environment.Exit(0);   -Sam Abraham Site Director - West Palm Beach .Net User Group Recruiter Relations Lead - PMI South Florida Job Fair 2010 Project Lead - Mentoring Programs- PMI South Florida

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  • Why do recruiters contact you instead of the companies themselves? [closed]

    - by Chloe
    When posting my resume, I get hounded by recruiters who try to sell me on a job. Why don't the actual company HR employees contact me directly? My information is available for them to find. Wouldn't they save money by bypassing the recruiter fees? Out of the hundreds of recruiter phone calls, only 2 actual companies contacted me directly (and 2-3 other non-company individuals). Should the HR employees be let go if they are so irrelevant? (The careers exchange doesn't allow posting questions.)

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  • Inspiration

    - by Oracle Campus Blog
    Once again, I find myself back in Seoul – ASEM Tower, 16th Floor in a mobile room. I’m busy preparing for the interview process that is about to take place for Oracle Korea’s GIP 7th (Graduate Intake Program): scheduling the first round interviews, organizing interview guidelines, educating interviewers on the process and framework and  getting all the logistics ready for the 1st round interview. Seoul or Korea rather is a fascinating place. Highly efficient, the utmost respect for seniors and results orientated. When students come in for an interview at first it was hard to tell them apart – there seems to be accepted interview attire that must be worn when attending an interview. Males and Females, all dress in black suits, with white shirts underneath – with males to wear simple and dark colored ties. During the interview, they would all sit very upright, all would bow when entering the room, place their hands on the laps and very often they would hold minimal eye contact. They would project their voice loud to portray confidence, they would talk in the Korean formal dialect at all times and will treat every question, every moment with extreme clarity and the utmost professionalism. When the interview concludes, they will all stand hands by their sides, bow 90 degrees and thank all the interviewers for their precious time and opportunity. As soon as they leave the interview room, I could hear all their sighs of relief and commended each other on their efforts. More and more I learn about the Korean culture it inspires me. Their patriotism, their respect for each, their values, their appreciation, their motivation, their desires and passion – it truly was an experience for me (even as a recruiter) and can’t help but feel truly impressed and motivated to live for every moment. Philip Yi     Oracle Campus Recruiter 

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  • Recruiters intentionally present one good candidate for an available job

    - by Jeff O
    Maybe they do it without realizing. The recruiter's goal is to fill the job as soon as possible. I even think they feel it is in their best interest that the candidate be qualified, so I'm not trying to knock recruiters. Aren't they better off presenting 3 candidates, but one clearly stands out? The last thing they want from their client is a need to extend the interview process because they can't decide. If the client doesn't like any of them, you just bring on your next good candidate. This way they hedge their bet a little. Any experience, insight or ever heard of a head-hunter admit this? Does it make sense? There has to be a reason why the choose such unqualified people. I've seen jobs posted that clearly state they want someone with a CS degree and the recruiter doesn't take it literally. I don't have a CS degree or Java experience and still they think I'm a possible fit.

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  • What would you do if you were asked to recommend on someone you are not professionally satisfied with?

    - by Hila
    Where I live, everyone in the IT business knows just about everyone else. This is why it is quite common here to get a phone call from a recruiter asking for your professional opinion regarding people you've been working with in the past, or to be asked by a friend for a recommendation. This is all nice and well until you are asked to recommend on someone you weren't quite satisfied with professionally. There are several problems I can think about: Recommending on unskilled people is generally inadvisable. It is unprofessional and hurts your reputation. Giving this person a bad recommendation will probably hurt his chances of getting the job, and refusing to recommend on someone is just as bad as giving a bad recommendation. It may be that the new employer will be happy with this person's skills, is it fair to deny this guy of the chance to start a new page and prove himself in a new place? Many times you really like this person and are very uncomfortable with the idea of giving him a bad recommendation or refusing his request to recommend on him. What would you do in each of this cases: If this person asked you to recommend on him personally If you got a phone call from a recruiter asking for your opinion on him Thanks!

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  • How to find an entry-level job after you already have a graduate degree?

    - by Uri
    Note: I asked this question in early 2009. A couple of months later, I found a great job. I've previously updated this question with some tips for whoever ends up in a similar situation, and now cleaned it up a little for the benefit of the fresh batch of graduates. Original post: In my early 20s I abandoned a great C++ development career path in a major company to go to graduate school and get a research masters (3 years). I did another year in industrial research, and then moved to the US to attend graduate school again, getting another masters and a Ph.D in software engineering from a top school (another 6 years down the drain). I was coding the whole way throughout my degrees (core Java and Eclipse plug-ins) and working on research related to software engineering (usability of APIs). I ended up graduating the year of the recession, with a son on the way and the prospects of no healthcare. Academic jobs and industrial research jobs are quite scarce. Initially, I was naive, thinking that with my background, I could easily find a coding job. Big mistake. It turns out that I'm in a complicated position. Entry level positions are usually offered to college undergraduates. I attended my school's career fairs, but you could immediately see signs of Ph.D. aversion and overqualification issues. Some of the recruiters I spoke with explicitly told me that they wanted 20 year olds with clean slates, and some were looking for interns since they are in various forms of hiring freezes. I managed to get a couple of interviews from these career fairs and through recruiters. However, since I've been out of school for a long time and programming primarily in Java, I am also no longer proficient in C/C++ and the usual range of college-level interview questions that everyone uses. I had no problems with this when I was 19 and interviewing for my first job since a lot of what you do in C is manipulate pointers and I was coding C++ for fun and for school. Later I was routinely doing pointer manipulation on the job, and during my first masters taught college courses with data structures and C++. But even though I remember many properties of C++ well, it's been close to ten years since I regularly used C++ and pointers. As a Java developer I rarely had to work at this level, but experience in OOD and in writing good maintainable code is meaningless for C++ interviews. Reading books as a refresh and looking at sample code did not do the trick. I also looked at mid-to-senior level Java positions, but most of them focused on J2EE APIs rather than on core Java and required a certain number of years in industrial positions. Coding research tools and prior C++ experience doesn't count. So that sends me back to entry-level jobs that are posted through job-boards, and these are not common (mostly they are Monster junk), and small companies are even less likely to answer a Ph.D. compared to the giants who participate in top-10 career fairs. Even worse, in many companies initial screening is done by HR folks who really don't want to deal with anything anomalous like a Ph.D. Any tips on how I should approach this intractable position? For example, what should I write in cover letters? Note that while immigration is not an issue for me, I cannot go freelance as I need the benefits (and in particular group health insurance). During my studies I had no time to contribute to open-source projects or maintain a popular blog, so even if I invested in that now there would be no immediate benefit. Updates: In the two months after posting this I received several offers to work as a core Java developer in the financial industry and accepted one from a firm where I am working to this day. For those who find themselves in similar situations, here are my tips: Give up on trying to find an entry level positions. You can't undo time. Accept the fact that there is Ph.D. discrimination in the job market (some might say rightfully so). It is legal to discriminate based on education. No point fighting it. The most important tip is to focus on the language you are comfortable with. The sad truth about programming in a particular language is that it is not like riding a bike. If you haven't used a language in the last few years, and can't actually apply it routinely (not just as a refresher) before you start your search, it is going to be very difficult to do well in an interview. Now that I'm interviewing others, I routinely see it in folks with a mixed C++/Java background. We maintain "a shadow" of the old language but end up with a weird mix that makes it hard to interview on either. Entry-level folks are at an advantage here since they usually have one language. Memory can help you do great in a screening interview, but without recent day-to-day experience, code tests will be difficult. Despite the supposed relation, core Java programming and J2EE programming are two different things with different skillsets. If you come from academia, you likely have very little J2EE experience and may find it hard to get accepted for a J2EE job. J2EE jobs seem to have a larger list of acronyms in their requirements. In addition, from interviewing J2EE developers it seems that for many there is a focus on mastering specific APIs and architectures, whereas core Java development tends to be secondary. In the same way that I can no longer manipulate pointers well, a J2EE developer may have difficulties doing low level Java manipulation. This puts you at a relative advantage in competing for core Java jobs! If you are able to work for startups (in terms of family life and stability) or migrate to startup-rich areas such as the west coast, you can find many exciting opportunities where advanced degrees are a benefit. I've since been approached by several startups, although I had to decline. Work through a recruiter if possible. They have direct contacts with the hiring parties, allowing you to "stand out". It is better to get a clear yes/no confirmation from a recruiter on whether a company might be interested in interviewing you, than it is to send your resume and hope that someone will ever see it. Recruiters are also a great way of bypassing HR. However, also beware of recruiters. They have a vested interest and will go to various shady practices and pressure tactics. To find a good recruiter, talk to a friend who declined a job offer he got through a recruiter. A good recruiter, to me, is measured in how they handle that. Interview for the jobs that require your core strength. If you're rusty or entirely unfamiliar with a technology around which the job revolves, you're probably not a good match. Yes, you probably have the talent to master them, but most companies would want "instant gratification". I got my offers from companies that wanted core Java developer. I didn't do well on places that wanted advance C++ because I am too rusty and not up to date on recent libraries. I also didn't hear from companies that wanted lots of J2EE experience, and that's ok. Finding companies that want core Java without web is harder, but exists in specific industries (e.g., finance, defense). This requires a lot more legwork in terms of search, but these jobs do exist. There are different interview styles. Some companies focus on puzzles, some companies focus on algorithms, and some companies focus on design and coding skills. I had the most success in places where the questions were the most related to the function I would have been performing. Pick companies accordingly as well.

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  • Now It’s Personal (Although It Should Always Be): Campus Recruitment

    - by user769227
    One of the things that I think is important and I want our Campus Recruitment Team here at Oracle to be known for is outstanding customer service. When I say customer service, I mean both students and hiring managers should feel they have had a great experience in our campus hiring process. I think one of the keys to providing outstanding customer service is being able to provide as best as we can a personalised experience where the students who are interviewing with us feel like individuals in our process and not just part a ‘campus drive’. In the campus world this can be challenging at times especially in countries where there is high volume hiring. It can be tricky to create a personal experience when you are hiring for a large number of open graduate roles at one time. I think Campus Recruitment is one of the areas in the recruitment industry that is just waiting for a change. We have all seen the proliferation of Social Media in Recruitment over the past 4-6 years. Every Recruiter has a LinkedIn account or uses Twitter or G+ or FB, etc… and some individuals and organisations do it really well. Even in Campus Hiring there is great Social Media initiatives where companies reach out to students and talk to them. However one thing that has not really changed (and this is a generalisation) is the campus hiring interview process. Do these words inspire enthusiasm to you: “Group Interview, Assessment Centre, On-Campus Drive, Off-Campus Drive, etc...” I don’t know about you but to me these words don’t really sound very personal or individual to students. It almost conjures up images of a factory production line or those long queues you see where the person behind the counter says ‘take a number’. Campus Recruitment has come a long way don’t get me wrong – companies can share data with and talk to students in so many different ways now it really has become a much more transparent and open process. There are some times such as at IIT’s in India where it really is a bit old school in terms of interviewing with students running from company to company interviewing on campus over the course of a few days but I want students talking to Oracle to have as great an experience as possible (the outcome of getting a job or not is separate to the customer experience). As students, what are your thoughts? Do you feel like ‘just a number’ when you are interviewing or is there ways that companies can make the process more personalised. Let us know your thoughts. If you are interviewing with Oracle and have questions, want to talk to us or want to know what it is like working here – email us and we will help where we can. If you can’t reach your local Recruiter in your region email me at [email protected] and I will put you in touch with the appropriate person.

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  • Difference between Windows and Linux development environments?

    - by Ryan
    I have an interview coming up soon for a Business Analyst position and the recruiter mentioned some feedback from a prior candidate that was interviewed who said the interviewers asked him what the difference between a Windows and Linux development environment was. Are there some high level things I need to be aware of from a business point of view when working with a development team or designing an application on Windows vs Linux?

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  • Will high reputation in Stack Overflow help to get a good job?

    - by Shamim Hafiz
    In a post, Joel Spolsky mentioned that 5 digit StackOverflow reputation can help you to earn a job paying $100k+. How much of that is real? Would anyone like to share their success in getting high paid job by virtue of their reputations on StackExchange sites? I read somewhere that, a person got Interview offer in Google because a recruiter found his Stackoverflow reputation to be impressive. Anyone else with similar stories?

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  • How quickly to leave contract-to-hire gig where you don't want to be hired? [closed]

    - by nono
    So you move to a big new city with tons of software development opportunity, having taken a six month contract-to-hire job. The company treats you really well and has a good team and work environment. However, the recruiter assured you when offering the gig that it would be a good position in which you can advance your learning from more senior developers (a primary concern of yours) but you're starting to realize that a job recruiter isn't going to understand that the team in question isn't very up on modern software practices (you start to sympathize with this guy and read his post over and over again: http://stackoverflow.com/questions/1586166/career-killer-nhibernate-oop-design-patterns-domain-driven-design-test-driv) and that much of the company's software is very old and very very poorly architected, and the company (like so many others) seems to be only concerned with continually extending the software without investing in any structural improvements. You're absolutely dismayed at how long it takes your team (including) to fulfill simple feature requests (maybe 500-1000% longer than with better designed software that you've worked on in the past), but no one else there seems to think anything of it. You find that the work and the company's business are intensely uninteresting to you, but due to the convoluted design of their various software systems, fulfilling the work will require as much mental engagement as any other development position. You feel a bit naive about not having asked the right questions during your interview process, and for not having anticipated that your team at your former podunk company might possibly be light-years ahead of any team in Big Shiny City, but you know you don't want to stay at this place, and (were it not for your personal, after-hours studying and personal programming efforts) fear that you might actually give a worse interview after completing your 6 months than you did when you started at the place. You read about how hard of a time local companies are having filling their positions with qualified software development candidates. You read all sorts of fabulous sounding job postings online and feel like you're really missing out. In spite of the comfortable environment you feel like you would willingly accept a somewhat more demanding or aggressive lifestyle to feel like you are learning and progressing and producing something meaningful. My questions are: how quickly do you leave and how do you go about giving a polite reason for departing? The contract is written to allow them to "can" you and to allow you to leave with 2 weeks notice. Do you ethically owe the 6 months? Upon taking the position, the company told you they were not interested in candidates who were intending to only stay for 6 months and then leave (you were not intending to bail after 6 months, at that time), so perhaps they might be fine if you split now, knowing that you don't want to stick around for the full time hire?

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  • What are good technical questions to ask to determine the analytical skill of a programmer?

    - by ENT
    I am a non-technical recruiter and I want to lay out some initial interview questions, one of which is to determine the analytic skill of a person. We will soon launch our hiring process for programmers and we are mapping out what would be the best questions. I have read quite a few posts here that suggested on how to interview programmers but I haven't come across on what technical question to ask that non-technical recruiters can easily comprehend if the answer is good or bad.

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  • Interviews Gone Bad.....Now What Do I Do?

    - by david.talamelli
    We have all done it at some stage of our working careers - you know those times when you leave an interview and then you think to yourself "why didn't I ask that question" or "I can't believe I said that" or "how could I have forgotten to say that". It happens to everyone but how you handle things moving forwards could be critical in helping you land that dream job. There is nothing better than seeing that dream job with the dream company that you are looking to work for advertised (or in some cases getting called by the Recruiter to let you know about that job). The role may seem perfect and it could be just what you are looking for and it is with the right company as well. You have sent in your resume and have subsequently had one, two or maybe three interviews for the role. After each step of the process you get a little bit more excited about the role as you start to think about your work day in your new role/company. Then it happens, you get it: you get The Phone Call to inform you that you have not been successful in securing the position that you have invested so much time and effort into. It can be disappointing to hear this news but what you do next is important in potentially keeping that door open for future opportunities with that company. How you handle yourself in this situation is important: if any of you remember the Choose Your Own Adventure Books do you: Tell the Recruiter (maybe get aggressive) they are wrong in their assessment and that you are the right candidate for the role Switch off and say ok thanks and hang up without engaging in any further dialogue Thank the company for their time and enquire if there may be any other opportunities in the future to explore If you chose the first option - the company in question may consider whether or not to look at you for other opportunities. How you handle yourself in the recruitment process could be an indication of how you would deal with clients/colleagues in your role and the impression that you leave a potential employer may be what sticks in their mind when they think of you (eg: isn't that the person who couldn't handle it when we told him he wasn't right for our role). The second option potentially produces a similar outcome. If you rush to get off the phone, the company may come back to you to talk about other roles when they come up, but you also leave open the potential thought with the company you were only interested in that role and therefore not interested in any other opportunities. Why take the risk of the company thinking that and potentially not getting back to you in the future. By picking the third option, you actively engage with the company and keep the dialogue open for future discussions. Ok, so you didn't get the role you interviewed for - you don't know who else the company may have been interviewing - maybe they found someone who was a better fit, or maybe there were too many boxes you didn't tick to step straight into that specific role. Take a deep breath and keep the company engaged. You are fresh in their mind - take advantage of that fact and let them know that while you respect their decision, that you are still interested in the company and would like to be kept in mind for future roles. Ask if it is ok to keep in touch and when they would like to keep in touch, as long as you are interested let them know you are still interested. You do need to balance that though if you come across as too keen or start stalking people - it could equally damage your brand. Companies normally have more than one open role. New roles are created all the time, circumstances change and hiring people is not a static business, it changes course from everyone's best laid initial plans. If you didn't get that initial role you wanted, keep the door open with that company so that when those new roles do come up or when circumstances do change you have already laid the ground to step into those new positions.

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  • Attending a Career Fair: &ldquo;Don&rsquo;t be shy &ndash; Be prepared&rdquo;

    - by jessica.ebbelaar
    There are a large number of ways to interact with companies nowadays. The career fair is a very effective and personal way to interact with a number of different companies in a very short period of time. Here are some simple tips to help you perform during a career fair. Do research The key to being successful at a career fair is to do research before you go. Make a first selection of the companies you feel could be interesting for you. Include many types of employers. Once you have decided on the list of companies you want to visit, go to their career portal. Inform yourself about what the company does, i.e what roles there are available, how the company culture is described, what impression the testimonials give you. The question that you still have after reviewing this information, are the ones you can discuss with the company on the fair. Sell yourself Visit the companies you have on your top 5 list first, so you will be at your highest energy level to make that first impression. Think in advance about what you are going to tell the recruiter. Prepare a 30-second introduction (including degree, strengths, skills & experience) Be confident when you talk about your experience. Remember to start the conversation with a smile, make good eye contact and give a firm handshake. You could be speaking to your next manager, so be professional! If you already know what jobs you are interested in, relate your skills and experience to the roles that the company has available. If you are not yet sure gather as much information as you can about employment and/or hiring procedures, specific skills necessary for different jobs, training and career paths. Stand out As career fairs are very crowded and the attending companies meet with a lot of potential candidates on one day, you have to make sure you are noticed in a positive way. A good preparation and asking questions that show you have a good understanding of the industry, organization and roles will help you. Be aware of time demands on employers. Do not monopolize an employer's time. Dress appropriately to make a good first impression. Bring your resume Do not forget to bring your resume in print or on a USB-stick to the fair. If you are searching for different types of jobs, bring different versions of your resume. Your resume should be short and professional on white paper that is free of graphics or fancy print styles and containing larger margins for interviewer notes. Follow up After each conversation ask who you can contact for follow-up discussions about the specific roles. Use the back of a business card to record notes that help you remember important details and follow-up instructions. If no card is available, record the contact information and your comments in your notepad or phone. Last but not least, thank everyone you talk to for their time. Follow up as soon as possible with thank you notes that address the companies’ hiring needs, your qualifications, and express your desire for a second interview. What not to do… Do not visit a company with a group of friends. Interact with the companies on your own, to make your own positive impression. Do not walk up to a recruiter and interrupt a current conversation; wait your turn and be polite. What you should absolutely avoid is a grab and run on freebies! Take the time to speak to the company and ask for a freebie at the end of the conversation in case they are not offered to you. Good luck with the preparations for the career fair you will attend. Oracle recruiters look forward to meet you! They will be present on a large number of fairs in the region. For an overview of the fairs go to the Events & Calendar page on http://campus.oracle.com If you have any questions related to this article feel free to contact [email protected].

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