An experienced recruitment manager is required to join La Creme recruitment agency. You will manages a team of 3-4 sales consultants and will be very hands on and involved in all day to day activities.
Roles/Responsibilities
Management duties:
* Manage a team of up to 4 consultants (temp/contract consultants)
* Set, monitor and manages sales targets
* Ensure all relevant KPIs are being hit
* Manage performance levels
You will also be involved in recruiting yourself:
* Phone screening candidates
* Liaising with clients
* Developing new and existing client relationships
* Filling roles with leading hospitals, GPs & Pharmacies
Skills/Experience
* 3 years Recruitment / Divisional managment experience
* The ideal candidate will be coming from a medical agency background, specialising in temp/contract staff
Personal Attributes
* Excellent client development skills
* Strong Communicator
* A strong leader & the ability to guide and develop your teams skills
If interested please contact, Orla Cleary, ocleary@lacreme.ie or 01-4321500
26.8.09
Irish professional jobs market sees decrease in new job vacancies in June 09 - Premier Group Emplyment Update
Today, Premier.ie shared some of their observations about the state of play in the Irish employment market. You can learn more here.
Highlights
* The number of new professional job vacancies in the Irish jobs market during June 09 fell 11% compared with the previous month (May 09); its lowest level so far
this year
* This was also a drop of 72% in new job opportunities versus the same month the previous year (June 08)
* The number of Irish professionals who began their search for a new role during June 09 increased slightly versus May 09, registering an increase of 6%
* Compared to a year ago (June 08), the number of new candidates entering the professional jobs market was down 47%.
Rate of decline in job volumes levels off during first half of 2009
During June 09, there were 72% fewer new Irish professional job vacancies compared with the same month the previous year (June 08) as the lack of visibility within the employment market and the economy continued to slow recruitment activity. Figures from the third Premier Group Irish Employment Monitor also showed an 11% fall in new roles versus May 09, ending three consecutive months of minor growth. However, when comparing new job figures for the first half of 2009 to the latter half of 2008, there has been a definite levelling off in the rate of decline.
There was a 6% increase in the number of Irish professionals who began their search for a new role during June 09 compared with May 09, amid more redundancy announcements and a tighter jobs market. However, there were still 47% fewer new jobseekers than there were during the same month the previous year (June 08).
Brian Murphy, Managing Director of Premier Group in Ireland comments:
“The Irish professional jobs market deteriorated further during June 09 as many organisations continued to put their recruitment plans on hold as they try to gain more visibility on the health of the Irish economy. While it’s certainly disappointing to see three months of mild growth come to an end, the general jobs trend for the first half of 2009 is slightly more positive; the rate of decline within the professional jobs market has effectively levelled off. During the second half of last year, the Irish market experienced a huge decline in new job numbers however, during the first half of this year, despite remaining at extremely suppressed levels, they have stayed relatively steady from month to month.
“At present, it’s evident that jobseekers in Ireland are facing one of the toughest periods for employment in many years. The recruitment market is so delicate that it’s impossible to make any solid forecasts other than that the next few months are unlikely to get any easier. We’re entering the typically slow summer season, which is likely to prompt more volatility to the flow of new jobs coming onto the market.”
Highlights
* The number of new professional job vacancies in the Irish jobs market during June 09 fell 11% compared with the previous month (May 09); its lowest level so far
this year
* This was also a drop of 72% in new job opportunities versus the same month the previous year (June 08)
* The number of Irish professionals who began their search for a new role during June 09 increased slightly versus May 09, registering an increase of 6%
* Compared to a year ago (June 08), the number of new candidates entering the professional jobs market was down 47%.
Rate of decline in job volumes levels off during first half of 2009
During June 09, there were 72% fewer new Irish professional job vacancies compared with the same month the previous year (June 08) as the lack of visibility within the employment market and the economy continued to slow recruitment activity. Figures from the third Premier Group Irish Employment Monitor also showed an 11% fall in new roles versus May 09, ending three consecutive months of minor growth. However, when comparing new job figures for the first half of 2009 to the latter half of 2008, there has been a definite levelling off in the rate of decline.
There was a 6% increase in the number of Irish professionals who began their search for a new role during June 09 compared with May 09, amid more redundancy announcements and a tighter jobs market. However, there were still 47% fewer new jobseekers than there were during the same month the previous year (June 08).
Brian Murphy, Managing Director of Premier Group in Ireland comments:
“The Irish professional jobs market deteriorated further during June 09 as many organisations continued to put their recruitment plans on hold as they try to gain more visibility on the health of the Irish economy. While it’s certainly disappointing to see three months of mild growth come to an end, the general jobs trend for the first half of 2009 is slightly more positive; the rate of decline within the professional jobs market has effectively levelled off. During the second half of last year, the Irish market experienced a huge decline in new job numbers however, during the first half of this year, despite remaining at extremely suppressed levels, they have stayed relatively steady from month to month.
“At present, it’s evident that jobseekers in Ireland are facing one of the toughest periods for employment in many years. The recruitment market is so delicate that it’s impossible to make any solid forecasts other than that the next few months are unlikely to get any easier. We’re entering the typically slow summer season, which is likely to prompt more volatility to the flow of new jobs coming onto the market.”
25.8.09
Petition started on Twitter to get job boards to change their ways
Got sent an interesting article today about a A ‘twitition’ which has kicked off that petitions the big 3 job boards in the US to change their ways and give a better job seeker experience. Interesting approach!
Here’s what the twitition says:
If you are going to have a job site, we, the undersigned ask that: – we do not get inundated with marketing materials from your ’sponsors’ – our talents are not undervalued because of the glut of other applicants for jobs- that you limit sites that spray resumes across the web and minimize our legitimate applications – you provide content on your site that may not support your ‘way of getting a job/career’ so that we can get all the relevant information on job search on the net and make our own decisions about how to get our preferred position – ‘innovation’ be your keyword as you look for new and better ways to improve the online job search process As the ‘Big 3′ of Job Search, you gather the majority of candidates, recruiters and employers, and yet offer the least of free services and products to those who need it most- job seekers. We ask you stop looking to maximize profit and look to improve the job seeking process.
There are currently 3 signatures assigned to the petition will be interesting to see if it gathers momentum!
Here’s what the twitition says:
If you are going to have a job site, we, the undersigned ask that: – we do not get inundated with marketing materials from your ’sponsors’ – our talents are not undervalued because of the glut of other applicants for jobs- that you limit sites that spray resumes across the web and minimize our legitimate applications – you provide content on your site that may not support your ‘way of getting a job/career’ so that we can get all the relevant information on job search on the net and make our own decisions about how to get our preferred position – ‘innovation’ be your keyword as you look for new and better ways to improve the online job search process As the ‘Big 3′ of Job Search, you gather the majority of candidates, recruiters and employers, and yet offer the least of free services and products to those who need it most- job seekers. We ask you stop looking to maximize profit and look to improve the job seeking process.
There are currently 3 signatures assigned to the petition will be interesting to see if it gathers momentum!
19.8.09
Forty-five Percent of US Employers Use Social Networking Sites to Research Job Candidates, CareerBuilder Survey Finds
As social networking grows increasingly pervasive, more employers are utilizing these sites to screen potential employees. Forty-five percent of employers reported in a recent CareerBuilder survey that they use social networking sites to research job candidates, a big jump from 22 percent last year. Another 11 percent plan to start using social networking sites for screening. More than 2,600 hiring managers participated in the survey across the US, which was completed in June 2009. I wonder what percentage of hiring managers in Ireland are doing the same. Probabaly only a smaller number at the moment, and mostly the IT community, but expect it to grow steadily in the coming years.
Of those who conduct online searches/background checks of job candidates, 29 percent use Facebook, 26 percent use LinkedIn and 21 percent use MySpace. One-in-ten (11 percent) search blogs while 7 percent follow candidates on Twitter.
The top industries most likely to screen job candidates via social networking sites or online search engines include those that specialize in technology and sensitive information: Information Technology (63 percent) and Professional & Business Services (53 percent).
Why Employers Disregarded Candidates After Screening Online
Job seekers are cautioned to be mindful of the information they post online and how they communicate directly with employers. Thirty-five percent of employers reported they have found content on social networking sites that caused them not to hire the candidate. The top examples cited include:
* Candidate posted provocative or inappropriate photographs or information - 53 percent
* Candidate posted content about them drinking or using drugs - 44 percent
* Candidate bad-mouthed their previous employer, co-workers or clients - 35 percent
* Candidate showed poor communication skills - 29 percent
* Candidate made discriminatory comments - 26 percent
* Candidate lied about qualifications - 24 percent
* Candidate shared confidential information from previous employer - 20 percent
Fourteen percent of employers have disregarded a candidate because the candidate sent a message using an emoticon such as a smiley face while 16 percent dismissed a candidate for using text language such as GR8 (great) in an email or job application.
Why Employers Hired Candidates After Screening Online
Job seekers are also encouraged to leverage social media when advertising their skills and experience. Eighteen percent of employers reported they have found content on social networking sites that caused them to hire the candidate. The top examples include:
* Profile provided a good feel for the candidate's personality and fit within the organization - 50 percent
* Profile supported candidate's professional qualifications - 39 percent
* Candidate was creative - 38 percent
* Candidate showed solid communication skills - 35 percent
* Candidate was well-rounded - 33 percent
* Other people posted good references about the candidate - 19 percent
* Candidate received awards and accolades - 15 percent
Of those who conduct online searches/background checks of job candidates, 29 percent use Facebook, 26 percent use LinkedIn and 21 percent use MySpace. One-in-ten (11 percent) search blogs while 7 percent follow candidates on Twitter.
The top industries most likely to screen job candidates via social networking sites or online search engines include those that specialize in technology and sensitive information: Information Technology (63 percent) and Professional & Business Services (53 percent).
Why Employers Disregarded Candidates After Screening Online
Job seekers are cautioned to be mindful of the information they post online and how they communicate directly with employers. Thirty-five percent of employers reported they have found content on social networking sites that caused them not to hire the candidate. The top examples cited include:
* Candidate posted provocative or inappropriate photographs or information - 53 percent
* Candidate posted content about them drinking or using drugs - 44 percent
* Candidate bad-mouthed their previous employer, co-workers or clients - 35 percent
* Candidate showed poor communication skills - 29 percent
* Candidate made discriminatory comments - 26 percent
* Candidate lied about qualifications - 24 percent
* Candidate shared confidential information from previous employer - 20 percent
Fourteen percent of employers have disregarded a candidate because the candidate sent a message using an emoticon such as a smiley face while 16 percent dismissed a candidate for using text language such as GR8 (great) in an email or job application.
Why Employers Hired Candidates After Screening Online
Job seekers are also encouraged to leverage social media when advertising their skills and experience. Eighteen percent of employers reported they have found content on social networking sites that caused them to hire the candidate. The top examples include:
* Profile provided a good feel for the candidate's personality and fit within the organization - 50 percent
* Profile supported candidate's professional qualifications - 39 percent
* Candidate was creative - 38 percent
* Candidate showed solid communication skills - 35 percent
* Candidate was well-rounded - 33 percent
* Other people posted good references about the candidate - 19 percent
* Candidate received awards and accolades - 15 percent
14.8.09
Is social media a revolution or evolution - let me know what you think at @irishrecruiters
We'll be discussing a lot more about this at Part 2 of the Future of Recruitment conference on the 7th of October. I'm looking forward to hear what some of Ireland's brightest recruitment thought leaders have to say.
12.8.09
Any one in Ireland want to write some "Recruitment Haiku"?
Should recruiters be focusing on how to sell JDs and companies in 120 characters are less? Most definitely "YES"!!! Twitter allows for 140 characters but I think recruiters should learn how to describe their opportunities in no more than 120 characters ( i'd recommend keeping 20 charcerters for retweets and hashtags). Learning how to do this is going to be an important skill in leveraging social media for recrutiment purposes.
Next time you have a job offer you want to send out via social media why not think about summarising it in 12O characters and Tweeting it, putting it in your Facebook update or even placing it into your LinkedIn update bar.
You could very well publish your job opportunity in 3 locations via social media in less than 360 characters in less than 3 minutes if you did it well and where pretty quick.
I'm trying to get better at doing this and one way I think that may help is writing Haiku poetry!!! Haiku is an ancient Japanese form of earthly poetry that typically means using 10 to 14 syllables in 3 metrical phrases of 5, 7 and 5. Haiku typically contain a kigo, or seasonal reference, depending on what season the poem is written.
Here are some beautiful examples:
the wind of Mt. Fuji
I've brought on my fan!
a gift from Edo
old pond . . .
a frog leaps in
water’s sound
Here's my awful attempt at some Recruitment Haiku!
tweet touched cv
an autumn smile
A new job is born
or
recession woe
another no response
a tear drop falls
You can learn more about Haiku here.
I reckon if you can master Haiku you'll be great at mastering the art of 3 x 120 x 3 social media job posting.
These new skills will help recruiters and hiring managers all over Ireland attract potential employees to their career sites and a far more richer experience with full length job descriptions, video presentations, micro-sites, articles and a whole other raft off employee value proposition collateral.
So let's get some recrutiment haiku flowing in Ireland. You can pick up this thread in an Irish Recrutiers LinkedIn discussion I just created.
Here are a few videos to help you get in the swing of it :)
@irishrecruiters @irishrecruiters @irishrecruiters
Next time you have a job offer you want to send out via social media why not think about summarising it in 12O characters and Tweeting it, putting it in your Facebook update or even placing it into your LinkedIn update bar.
You could very well publish your job opportunity in 3 locations via social media in less than 360 characters in less than 3 minutes if you did it well and where pretty quick.
I'm trying to get better at doing this and one way I think that may help is writing Haiku poetry!!! Haiku is an ancient Japanese form of earthly poetry that typically means using 10 to 14 syllables in 3 metrical phrases of 5, 7 and 5. Haiku typically contain a kigo, or seasonal reference, depending on what season the poem is written.
Here are some beautiful examples:
the wind of Mt. Fuji
I've brought on my fan!
a gift from Edo
old pond . . .
a frog leaps in
water’s sound
Here's my awful attempt at some Recruitment Haiku!
tweet touched cv
an autumn smile
A new job is born
or
recession woe
another no response
a tear drop falls
You can learn more about Haiku here.
I reckon if you can master Haiku you'll be great at mastering the art of 3 x 120 x 3 social media job posting.
These new skills will help recruiters and hiring managers all over Ireland attract potential employees to their career sites and a far more richer experience with full length job descriptions, video presentations, micro-sites, articles and a whole other raft off employee value proposition collateral.
So let's get some recrutiment haiku flowing in Ireland. You can pick up this thread in an Irish Recrutiers LinkedIn discussion I just created.
Here are a few videos to help you get in the swing of it :)
@irishrecruiters @irishrecruiters @irishrecruiters
11.8.09
Google to launch new upgraded version of its search engine and Facebook getting serious about search
Today Google announced it is launching a new upgraded version of its search engine. It even went as far as releasing the developers preview of it today, code named "Caffeine". In the announcement they explain that it will improve the speed, accuracy, size, and comprehensiveness of Google search.
Learn more here
Also, it looks like Facebook are getting serious about search. In particular the FriendFeed acquisition looks very exciting. Learn more here and here. The race for a private and public real time aggregated semantic capable search market has got a lot more interesting. This union is a very significant move that could be Twitter's biggest challenge yet. And it is the joining of the very talented industry recognised founders of the FriendFeed engineering team who were instrumental in launching Google Mail and Google Maps at their time in Google that could be the biggest cout of all.
Learn more here
Also, it looks like Facebook are getting serious about search. In particular the FriendFeed acquisition looks very exciting. Learn more here and here. The race for a private and public real time aggregated semantic capable search market has got a lot more interesting. This union is a very significant move that could be Twitter's biggest challenge yet. And it is the joining of the very talented industry recognised founders of the FriendFeed engineering team who were instrumental in launching Google Mail and Google Maps at their time in Google that could be the biggest cout of all.
9.8.09
Social Media 1 Year On - Is the Irish Recruitment Industy rebooting itself or f*cking what!!!
For those of you still trying to understand what Social Media is all about this is one of the better presentations currently out there with some great messaging that hits the sweet spot. Unfortunately, there still is a paucity of strong case study material in Ireland to compare a lot of the concepts in this presentation with, especially amongst the SME sector. Expect 1 year from now all that to change in Ireland.
More and more recruiters in Ireland are now making a paradigm shift towards sourcing and branding themselves using the Internet. Clearly a dichotomy has formed: traditional recruitment techniques versus, let's call it, "innovative internet and social" techniques. The tide is rising in the sophistication of the recruitment sea in Ireland and I for one am delighted to see it. But as ever with a rising tide, everything is not plain sailing and recruiters need to understand how to build innovative, content rich social media strategies in tandem with their colleagues and in line with their local PR and Marketing team. Yes, by all means dive in and get your toes wet. Even do some fishing of your own. But don't neglect simple marketing concepts and basic project management processes if you want to truly stand out. And make sure for God's sake to make your content diverse, interesting and innovative.
Expect recruitment agencies and in-house recruitment departments in the not so distant future to have a social media recruitment departments with very structured social media policies, group forum moderators and Twitter content managers. Expect the recruiters of the near future in Ireland being expected to have at least a fundamental understand of how the Internet works and how to leverage social media if they are to impress their ever increasingly technical savy hiring managers. We are now living in the world of the advanced internet recruiter and the future of recruitment is in the cloud!
More and more recruiters in Ireland are now making a paradigm shift towards sourcing and branding themselves using the Internet. Clearly a dichotomy has formed: traditional recruitment techniques versus, let's call it, "innovative internet and social" techniques. The tide is rising in the sophistication of the recruitment sea in Ireland and I for one am delighted to see it. But as ever with a rising tide, everything is not plain sailing and recruiters need to understand how to build innovative, content rich social media strategies in tandem with their colleagues and in line with their local PR and Marketing team. Yes, by all means dive in and get your toes wet. Even do some fishing of your own. But don't neglect simple marketing concepts and basic project management processes if you want to truly stand out. And make sure for God's sake to make your content diverse, interesting and innovative.
Expect recruitment agencies and in-house recruitment departments in the not so distant future to have a social media recruitment departments with very structured social media policies, group forum moderators and Twitter content managers. Expect the recruiters of the near future in Ireland being expected to have at least a fundamental understand of how the Internet works and how to leverage social media if they are to impress their ever increasingly technical savy hiring managers. We are now living in the world of the advanced internet recruiter and the future of recruitment is in the cloud!
What the F**K is Social Media: One Year Later
View more documents from Marta Kagan.
4.8.09
Kenexa expands into Ireland and plans further growth in Europe
Very interesting to learn today that Kenexa who I have a lot of experience working with through Microsoft across the EMEA region have announced they are setting up a new office in Dundalk. They plan to create 30 jobs by the end of 2010 and clearly see an opportunity to sell their successful RPO model.
Commenting on the opening, An Tánaiste and Minister for Enterprise, Trade and Employment, Mary Coughlan TD said: ‘I am delighted that a company of Kenexa’s stature has chosen to locate in Dundalk. The Irish Government has a strategy to attract high-value international investment and having one of the world’s leading providers of recruitment and retention services here is a welcome addition to the country’s profile as a leading centre for technology and innovation.
‘Located in the north-east region, Dundalk is in Ireland’s busiest economic corridors, between Dublin and Belfast, the two largest cities. The decision by Kenexa to locate here further adds to the regions portfolio of high-calibre foreign direct investment companies including Xerox, Heinz, ABB, National Pen, International Fund Services and Coca-Cola.”
Eric Lochner, Managing Director of Kenexa in Europe, the Middle East and Africa (EMEA), said: “Ireland is a dynamic, pro-business environment which offers us a very exciting opportunity. Using our software solutions, business processes and expert consulting, we’ll be able to help organisations in Ireland to identify the right individuals and create the right environment for success.
“Dundalk is an ideal location, from which we’ll be able to deliver a personal, local service to our customers in Ireland as well as allow us to scale our operations to better service our customers throughout Europe.
“This is an exciting time for Kenexa. The new Ireland office follows our recent moves into Dubai and China and is further evidence of our global business aspirations," Lochner said.
Read the update from the Irish Times, here and here.
Commenting on the opening, An Tánaiste and Minister for Enterprise, Trade and Employment, Mary Coughlan TD said: ‘I am delighted that a company of Kenexa’s stature has chosen to locate in Dundalk. The Irish Government has a strategy to attract high-value international investment and having one of the world’s leading providers of recruitment and retention services here is a welcome addition to the country’s profile as a leading centre for technology and innovation.
‘Located in the north-east region, Dundalk is in Ireland’s busiest economic corridors, between Dublin and Belfast, the two largest cities. The decision by Kenexa to locate here further adds to the regions portfolio of high-calibre foreign direct investment companies including Xerox, Heinz, ABB, National Pen, International Fund Services and Coca-Cola.”
Eric Lochner, Managing Director of Kenexa in Europe, the Middle East and Africa (EMEA), said: “Ireland is a dynamic, pro-business environment which offers us a very exciting opportunity. Using our software solutions, business processes and expert consulting, we’ll be able to help organisations in Ireland to identify the right individuals and create the right environment for success.
“Dundalk is an ideal location, from which we’ll be able to deliver a personal, local service to our customers in Ireland as well as allow us to scale our operations to better service our customers throughout Europe.
“This is an exciting time for Kenexa. The new Ireland office follows our recent moves into Dubai and China and is further evidence of our global business aspirations," Lochner said.
Read the update from the Irish Times, here and here.
3.8.09
Interview with Marissa Mayer, Google VP of Search and how early we are on search
Not sure if many of you follow Digg's Dialogg but there was a great interview on it recently with Marissa Mayer, Google’s VP Search Products & User Experience, who took some fairly direct questions on cloud computing, Google Wave and how Google feels about Microsoft Bing and Wolfram Alpha, and the biggest threats to Google’s survival which she calls ”complacency”.
Mayer, on the topic of Twitter makes an insightful response: “Things show up there first. And so we definitely think that including that in the world’s information, hopefully being able to search that and surface that for our users, with all those realtime updates coming in, is something that could complement our search engine for those types of queries.” She also asks the question which I like to dream about a little myself "What does the search engine or experience look like in 2020?"
Mayer, on the topic of Twitter makes an insightful response: “Things show up there first. And so we definitely think that including that in the world’s information, hopefully being able to search that and surface that for our users, with all those realtime updates coming in, is something that could complement our search engine for those types of queries.” She also asks the question which I like to dream about a little myself "What does the search engine or experience look like in 2020?"
Twitter looking for a director of recruitment
This must be one of the best recruitment jobs on the planet at the moment. JD can also be found here.
Director of World Wide Recruiting
San Francisco, CA
Job Description
Twitter is about helping people discover and share what’s happening right now. The Twitter platform and product continues to help people engage in new ways, changing the nature of mass communication while bringing people together. As the product continues to grow in usage, we at Twitter are very serious about preserving our culture while we grow our employee base.
The Director of Worldwide Recruiting will help us grow in a fast yet carefully considered pace. This person will ensure that the culture strengthens with each additional hire. He/She will build, guide and lead the recruiting efforts for Twitter globally, managing a team of recruiters, sourcers and schedulers. As a member of the Human Resources team, his/her focus will be to develop a stellar talent acquisition organization, recruit top talent at an aggressive pace and implement scalable recruiting processes and metrics.
Additional responsibilities include, but are not limited to:
• Providing innovative solutions to meet the staffing needs of the organization
• Developing a recruiting organization that is flexible enough to be able to quickly respond to the ever changing priorities, adapting and applying new approaches to different situations
• Establish and refine candidate sourcing strategies and execution
• Establish and run training programs to train the global team on Twitter’s culture
• Formulating and leading a sourcing strategy that cost effectively delivers world class talent across the organization
• Use culture as a leading filter to source and recruit
• Defining selection criteria for use in recruitment and development of potential candidates
• Develop cutting edge recruiting metrics that track success
• Ensuring cost effective recruitment and selection processes
• Meet/exceed business hiring targets in a timely and consistent fashion
• Collaborating with management HR colleagues to tailor recruitment strategy based on productivity and success metrics
• Ensure staffing and hiring practices are following all compliance and regulation guidelines
• Leveraging the use of IT applications and software within staffing
• Partnering with HR/Operations to determine and develop competitive compensation plans
Skills
• 10+ years of Human Resource experience as a generalist or specialist in a global organization, preferably within the technology industry
• At least 8 years of Recruiting/Staffing experience; with successful experience in building, leading and developing a high performing recruiting team
• Demonstrated knowledge of implanting a metrics driven recruiting process to ensure efficiency
• Must be technology and process savvy
• Proven track record in navigating through complex and high growth organizations
• Strong influencing skills to drive initiatives through to their successful conclusion
• Must have successfully scaled an organization and implemented recruiting best practices
Professional Attributes:
• Exhibits a key understanding of the importance of maintaining company culture during a key time of business and employee expansion
• Knowledge and understanding of nuances within labor markets and their subsequent impact on the recruiting function
• Has the ability to discuss strategic business issues and understands how they impact employees and organizational requirements
• Sought out for strategic business advice from an organizational/people perspective
• Must be technically sound and capable of streamlining processes in recruiting programs
• A change agent with experience in leading and successfully driving change, and working in best in class environments
• Open, candid and must have the ability to communicate good and bad news
• A results oriented focus
• Ability to manage the ambiguity and multiple priorities inherent in an entrepreneurial environment
• Natural leadership skills
• Effective team player abilities
• A commitment to inclusion/diversity
• Professional demeanor
• Monitors efficiency and effectiveness of others/processes and takes corrective action
• Inspires others to achieve high standards and adapt to change in order to reach the desired results
• Decisive; seizes opportunities and ensures fast implementations
• Ability to travel for business as needed
Director of World Wide Recruiting
San Francisco, CA
Job Description
Twitter is about helping people discover and share what’s happening right now. The Twitter platform and product continues to help people engage in new ways, changing the nature of mass communication while bringing people together. As the product continues to grow in usage, we at Twitter are very serious about preserving our culture while we grow our employee base.
The Director of Worldwide Recruiting will help us grow in a fast yet carefully considered pace. This person will ensure that the culture strengthens with each additional hire. He/She will build, guide and lead the recruiting efforts for Twitter globally, managing a team of recruiters, sourcers and schedulers. As a member of the Human Resources team, his/her focus will be to develop a stellar talent acquisition organization, recruit top talent at an aggressive pace and implement scalable recruiting processes and metrics.
Additional responsibilities include, but are not limited to:
• Providing innovative solutions to meet the staffing needs of the organization
• Developing a recruiting organization that is flexible enough to be able to quickly respond to the ever changing priorities, adapting and applying new approaches to different situations
• Establish and refine candidate sourcing strategies and execution
• Establish and run training programs to train the global team on Twitter’s culture
• Formulating and leading a sourcing strategy that cost effectively delivers world class talent across the organization
• Use culture as a leading filter to source and recruit
• Defining selection criteria for use in recruitment and development of potential candidates
• Develop cutting edge recruiting metrics that track success
• Ensuring cost effective recruitment and selection processes
• Meet/exceed business hiring targets in a timely and consistent fashion
• Collaborating with management HR colleagues to tailor recruitment strategy based on productivity and success metrics
• Ensure staffing and hiring practices are following all compliance and regulation guidelines
• Leveraging the use of IT applications and software within staffing
• Partnering with HR/Operations to determine and develop competitive compensation plans
Skills
• 10+ years of Human Resource experience as a generalist or specialist in a global organization, preferably within the technology industry
• At least 8 years of Recruiting/Staffing experience; with successful experience in building, leading and developing a high performing recruiting team
• Demonstrated knowledge of implanting a metrics driven recruiting process to ensure efficiency
• Must be technology and process savvy
• Proven track record in navigating through complex and high growth organizations
• Strong influencing skills to drive initiatives through to their successful conclusion
• Must have successfully scaled an organization and implemented recruiting best practices
Professional Attributes:
• Exhibits a key understanding of the importance of maintaining company culture during a key time of business and employee expansion
• Knowledge and understanding of nuances within labor markets and their subsequent impact on the recruiting function
• Has the ability to discuss strategic business issues and understands how they impact employees and organizational requirements
• Sought out for strategic business advice from an organizational/people perspective
• Must be technically sound and capable of streamlining processes in recruiting programs
• A change agent with experience in leading and successfully driving change, and working in best in class environments
• Open, candid and must have the ability to communicate good and bad news
• A results oriented focus
• Ability to manage the ambiguity and multiple priorities inherent in an entrepreneurial environment
• Natural leadership skills
• Effective team player abilities
• A commitment to inclusion/diversity
• Professional demeanor
• Monitors efficiency and effectiveness of others/processes and takes corrective action
• Inspires others to achieve high standards and adapt to change in order to reach the desired results
• Decisive; seizes opportunities and ensures fast implementations
• Ability to travel for business as needed
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