Vendor Management

1. Say who you are and what you want.
Hi. My name is Tom Jerry. I'm an executive recruiter. And I’m hoping you can help me with a recommendation. Is this a good time to talk? [Recommendation: nice ambiguous word.]
2. Describe the client's requirement. The person will want to help you solve it.
Our client is a large national firm in USA. They're trying to build the best darn audit department in the Jersey City. And it's quite large already but they need two more audit managers, one operational and one financial.
3. Describe the hoped-for outcome.

Comments

Project SDLC

For a general understanding of the Project SDLC and we would also like to add that there can be changes to the user or roles and responsibility of the different participants mentioned in the SDLC. Most of the times recruiters are confused as to what is SDLC and wonder about the different roles and responsibilities carried out by the participants mentioned below. Explanation provided below will actually help you understand different user with in the different phases of SDLC and where they come into picture to actually be in a better position to question a consultant against the requirement on hand. It is important to understand the needs, goals, and challenges of the project .The Customer objectives can be defined by the business requirements which are used to determine the scope of the system. When start by defining the business requirements, it is important that the team look at all type...

Screening Resumes

When screening and evaluating resumes, recruiter must consider the following information: · Previous job responsibilities and past related work experience that may suggest future performance. · Special skills and qualifications. · Dates of employment. Staff will look for unaccounted gaps of time or conflicting dates, which may suggest instability or unsuccessful work experiences · Salary information. · Verifiable facts. Positions held, responsibilities, dates of employment, salary, etc. After the close date of the recruitment, the Job Expert for the hiring department and Human Resources will screen the application forms or resumes for minimum education and qualification requirements. A recruitment date may be extended if there are no qualified candidates. Recruitments can also be open until the position is filled; in this situation, applicants are reviewed and interviewed on a regular basis until an eligible candidate can be selected and appointed to the available position.

DO and DON'T on a call

Don't Ask-- Only with the individual's consent: --School, college records Yes: --Social Security number --Performance at prior workplace --Credit report (but with notice to the applicant in California, Minnesota, Rhode Island, Vermont). (Under federal regulations, credit inquiries that tend to have a disparate impact on minority applicants, disabled persons or women may be closely scrutinized.) Generally Yes: --Smoke at home (The question could lead to a lawsuit; 31 states ban policies prohibiting off-duty smoking.) --Political affiliation (Some states ban discrimination on this basis and political affiliation may not be used for discriminatory purposes in federal-government employment.) Yes: --Ability to perform certain functions **The Americans with Disabilities Act governs these inquiries. Only after a job offer and only if all are treated the same: --Medical examination --Medical conditions --Urine test for drug use (13 states have further restrict...

IT RECRUITERS ( US IT STAFFING )

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