#Mining Industry Recruitment Agency

[johnrnelson]

How a hiring company operates

Although services may differ slightly from one agency to the next, most recruitment agency follow a similar procedure.

Agreement

You must first reach an agreement once your business has chosen to deal with a specific recruitment agency. Naturally, you'll have to accept the terms of payment, which are typically a retainer fee or a contingency fee structure. You'll need to agree on your expectations for the work as well, though. For instance, several employment agencies provide a guarantee term. It guarantees that you will get a great hire. The agency will start over and look for your subsequent employment if your most recent recruit doesn't pan out within the time frame specified.

Profiling

The next step is a meeting with your recruitment agency to review your hiring requirements. You might be hiring for a critical executive role. The agency wants to gather data to locate and attract the most qualified candidates. Usually, you'll give your agency a detailed job description, a list of prerequisites, critical talents and qualities, and more.

Sourcing

The company will search its networks and database for qualified candidates and organize influencers to contact candidates within circles. It takes six seconds to scan a resume. The agency will screen potential applicants and schedule interviews. Only 2% of applicants are interviewed.

Interviewing

Two interviews are conducted in total. The agency will first schedule interviews with candidates with their agency. It will help the agency comprehend the prospects better and decide if they are a good fit for your company. During this process, the agency will inform candidates of your company's requirements, culture, and long-term goals. Your organization will be briefed on each candidate after using these interviews to reduce the pool of candidates, and the agency will help you set up final interviews. 

Extension of the Offer and Negotiation

The recruiting firm can work with you to manage offers and salary talks with the candidate once you've found the one you'd like to hire. The recruiting firm will save you time and guarantee the candidate has a primary point of contact throughout the process by taking over offer negotiations from you.

#Recruitment Agency #construction industry recruitment #mining industry recruitment agency #agriculture recruitment agencies #Automotive Headhunters

[woodrecruitment1]

Quality Recruitment In Manufacturing Industry

 At Wood Recruitment, you will find excellent open positions among our recruitment in the manufacturing industry. Whole team specialises in the provision of blue and white-collar manufacturing professionals. From the first to last engagement with any member of our team we provide the very best end to end experience. Care, quality and delivery are our values for each stage of the journey. Specialist expertise and experience in the manufacturing industry and roles we’re working on is our guarantee. Visit Website for more queries.

#recruitment in manufacturing industry #payroll officer jobs perth #admin jobs perth wa #payroll jobs perth #mining recruitment agencies perth

[thehopefuljournalist]

In the previous post I introduced Greenpeace. These are some wins from June posted on their website.

- Hyundai Construction Equipment commits to help stopping illegal mining in the Amazon

Greenpeace East Asia released the Stop the Excavators report in April of this year, calling to heavy machinery manufacturers to take measures that prevent their equipment being used illegally, in ways that cause violations of human rights.

This exposé revealed that Hyundai Construction Equipment is apparently the favoured brand used in illegal mining in Indigenous Lands in the Amazon.

Hyundai has now announced a series of measures to protect the forest, and will act to prevent this in the future.

- ReconAfrica suspends oil drilling in Okavango Delta

The Canadian oil company ReconAfrica has stopped drilling in Namibia’s Okavango Delta, after it was faced with lawsuits and environmental concerns. For now, the drillings have only been suspended, but this is a step in the right direction, proving that people power can work wonders.

In 2019, ReconAfrica announced fracking in some of Africa's most sensitive (both in terms of water supplies and as livelihoods for the communities in the area) environmental areas. Namibian youth climate activists, indigenous, environmental and human rights groups have been working since then to prevent this from happening.

- ASEAN steps up commitment to end forced labour and human trafficking practices of migrant fishers

In May 2023, ASEAN (Association of Southeast Asian Nations) leaders officially adopted the first ASEAN Declaration on Migrant Fishers Protection in history. This declaration follows many years of active campaigning by human rights advocates and civil society organizations. The campaign aims to push stronger policies to protect Southeast Asian migrants working in fisheries and their rights.

This declaration emphasised that protecting and fulfilling the rights of migrant fishers is an entire migration cycle (recruitment, placement, and repatriation), and so is a shared responsibility among the ASEAN states.

- Local fishers and civil society join forces to reforest mangroves in Senegal

The local community in the traditional fishing town Joal in Senegal started reforesting mangroves in a show of what direct action is really about.

Joal is located near mangrove forests, that are essential breeding grounds for many fish species, and are vital therefore for the fishing communities in those areas. They also store more carbon than tropical forests, and are capable of curbing climate impacts such as floods.

- Dutch creative agencies choose to no longer work with fossil fuel companies

23+ creative agencies in The Netherlands put together a Fossil No Deal, stating that they will stop working with fossil companies and no longer encourage fossil passenger transport. They call it verdrag verantwoord verleiden, a treaty for responsible seduction.

- Thailand applies new PM2.5 ambient standard

In the beginning of June, the new PM2.5 ambient standard was officially applied in Thailand. 

The new standard is now 15 μg/m3 for the annual standard and 37.5 μg/m3 for 24-hour standard, which is in keeping with the revised WHO air quality guidelines. This is a big step in the right direction to help reduce PM2.5 and solve air pollution in the country.

Greenpeace Thailand is still not at rest, though, and are continuing to fight to get the PM2.5 at its source, that is from the industries.

- In New Zealand, FSC abandons plans for ‘GE learning’ process

Greenpeace Aotearoa and other environmental organizations have been pressuring the Forest Stewardship Council (FSC) certification scheme to abandon its plans for a ‘Genetic Engineering (GE) learning’ process.

The long-standing principle of not certifying GE trees came under threat  after pressure from FSC certified plantation  company Suzano from Brazil that has a subsidiary doing GE eucalyptus tree research trials (for glyphosate resistance). 

- Citizens say yes to net zero emissions in Switzerland

 Swiss citizens have voted in favour of a new law to reach net zero emissions by 2050. The new climate law, which was initiated seven years ago, passed a referendum with about 59% of the voters.

Net zero is now enshrined in the “federal law on climate protection, innovation and strengthening energy security“.

Let me know if there's anything else you'd like to see, news from your own countries, or if you'd like to add anything or share.

I'm also here to listen, my DMs and Asks are always open :)

Love you all, and see you next time, be safe!

#climate #hope #good news #more to come #climate emergency #news #climate justice #hopeful #positive news #positivity #greenpeace #climate change

[techforcepersonnel]

The Culinary Frontier: The Role of Mining Chef Jobs in the Resource Industry

In the dynamic landscape of the resource industry, the demand for skilled professionals extends beyond traditional roles. Among these, Best Mining Chef Jobs have emerged as a distinctive and crucial component, blending culinary expertise with the challenges of remote mining sites.

The Culinary Pioneers of Mining Sites

Mining chef jobs are a unique breed, combining the culinary arts with the logistical complexities of remote locations. These professionals play a pivotal role in ensuring that the workforce at mining sites receives not only nourishing meals but also a taste of comfort amid the rugged surroundings.

Diverse Skill Set

Mining chefs aren't just masters of the kitchen; they are adaptable problem solvers. Their skill set extends beyond cooking to include inventory management, menu planning, and compliance with strict safety and health regulations. These chefs create a culinary haven amidst the challenging conditions of mining camps, where their expertise is a morale booster for the hardworking teams.

Logistical Challenges and Culinary Creativity

Mining sites are often located in remote areas, presenting unique logistical challenges. Mining chefs must navigate limited resources, plan for extended shifts, and accommodate diverse dietary preferences. This demands a level of culinary creativity and flexibility that goes beyond the typical restaurant kitchen.

Health and Well-being at the Core

In the demanding mining environment, the health and well-being of the workforce are paramount. Mining chefs are tasked with crafting balanced, nutritious meals to sustain the physical demands of the job. Their menus are designed not only for sustenance but also to boost energy levels and promote overall well-being.

Creating a Home Away from Home

Mining chef jobs are not just about preparing meals; they are about creating a sense of home in a temporary living space. The dining area becomes a communal hub, fostering camaraderie among the workforce. Mining chefs take pride in offering a diverse menu that caters to various tastes, providing a touch of familiarity and comfort in an otherwise rugged setting.

Connecting Culinary Talent with Mining Opportunities

Techforce Personnel understands the unique requirements of mining chef jobs. As a leading recruitment agency in the resource industry, we bridge the gap between skilled culinary professionals and mining companies in need. Our platform connects talented chefs with exciting opportunities in remote locations, where their skills make a tangible difference to the well-being and satisfaction of the workforce.

Joining the Culinary Frontier

For chefs seeking adventure beyond conventional kitchens, mining chef jobs offer a chance to be pioneers in a unique culinary frontier. The role goes beyond preparing meals; it's about nourishing bodies and boosting spirits in environments where every comfort is appreciated.

conclusion

mining chef jobs have become an integral part of the resource industry, combining culinary expertise with logistical challenges. These professionals not only fuel the workforce but also contribute to the overall well-being and morale in remote mining sites. At Techforce Personnel, we recognize the significance of these roles and strive to connect skilled culinary talent with rewarding opportunities in the mining sector. Join us in exploring the culinary frontier of mining chef jobs, where every meal is a testament to skill, adaptability, and a touch of home away from home.

Source :- https://mining-chef-jobs.blogspot.com/2023/12/the-culinary-frontier-role-of-mining.html

#chef jobs #rigger jobs #mining jobs #drilling jobs #fifo chef jobs perth #mining chef jobs

[finexbright]

soni i remember you talking about it's easy to work at concert venues like wembley could you please tell me more? thank you!

hiii yes! it is actually pretty easy to work at concert venues. as i said before, event venues usually don't tend to hire a lot of full time staff because the events industry is extremely seasonable and so what they do is they get into business with local hospitality and recruitment agencies and sent these agencies the requirements for whatever events. most common requirement is that they need bar staff and in most cases you don't even need a lot of experience! you literally just need to know how to pour beers/ciders/ipas from the draught and then just your basis spirit + mixers combos (some places will have that set up in a tap system too!) no fancy cocktails nothing! you just need to get in touch with an agency that you know gets hired by concert venues (like the one that i work with does O2 venues!)

there's also the option of working directly with the venue itself, they always need staff and you can go see on their websites for more info. typically they offer you zero hour contracts which will give you the opportunity to work whenever you can and then during off season you can go work somewhere else!

another option is to join security! the one that i know of is showsec and it's all around UK if i'm not wrong. for that, you do need to do a course which is like 4 day long i believe (max a week or two) and you do have to pay for the course but once you do it and get hired, you'll make that money back in no time. while for bar staff they pay minimum wage, for showsec they pay more and sometimes double the minimum wage! and once you finish the course, you get your license which i believe lasts for 4 years after which you'll have to renew it by doing another course. but yes, once you're in you can be part of the venue's security team and if you're good enough you can even be asked to be put in the pit! a friend of mine once worked at a stormzy concert and she asked to be put in the pit and she even got to like interact him and touch him!

sorry this got really long, but yeah there's loads of ways to work for concert venues :)

#i was looking at the tickets for the 1975 and because of platinum pricing they're available for like £100 now and i'm a very #casual fan #so i'll just ask to work that concert instead easy peasy #non non #concert venues info

[neilghanem]

HUMAN RESOURCE LEADER 

NEIL A. GHANEM, MBA HR ♦ Westlake, OH 44145 ♦ [phone] ♦ [email protected] ♦ LinkedIn Page: https://www.linkedin.com/in/neilghanem

High achieving Human Resources Professional with a proven track record of delivering results through influential relationship building, creativity, business partnering, strategic thinking, and supporting organizational change in a fast paced corporate and field environment. Core competencies:

Diversity & Inclusion | Recruitment | Employee & Labor Relations | Talent Management | Organizational Development| | Compensation & Benefits Administration | Project Management/Process Improvements | Lean/Six Sigma| | Data Analysis & Reporting | Employee Engagement | Talent Development |

HUMAN RESOURCES EXPERIENCE THE G-NEIL GROUP LLC, HR CONSULTANT, Cleveland, Ohio 10/2017 – Current Provided HR Consulting support and services for several local organizations. PRESRITE CORPORATION, Cleveland, Ohio 9/2018 – 04/2019 Presrite Corporation founded in 1971, in Cleveland, Ohio manufactures and supplies precision forged parts. Its products include net and near-net gears; multiple-flange track rollers that are used on crawler equipment; and crane wheels and cluster gears. The company’s forgings are used in off-highway, truck, automotive, aerospace, railroad, agriculture, material handling, military, and other industries, as well as in energy and mining fields. Corporate & Manufacturing Human Resources Director, Managed the HR functions for Corporate and all four Plant locations. Developed, implemented, and coordinated policies and programs covering the following areas: Employment, Employment, Employee Relations, Wage & Salary Administration, Training, Safety, Benefits and Employee Services. Reporting directly to the President and Chief Executive Officer/Chairman.

• Write, implement, interpret and administer company policies and procedures. • Maintained a non-union status by promoting positive employee relations at all levels through quality services and communications for all four plants and our corporate locations. • Manage Wage and Salary administration, responsible for company’s Affirmative Action/EEO Compliance. • Researched, developed, and directed all training initiatives for Corporate and Plant facilities. • Managed the Safety & Health Initiatives with my Plant Safety Manager and coordinators throughout all locations. Coordinated & managed Safety goals, projects throughout all locations. • Managed a staff of 9 HR Professionals/staff members throughout our Corporate, and Manufacturing locations. • Assist and advise General Managers on all HR Best Practices throughout Corporate and plant locations. • Reviewed, Researched, and investigate benefits such as health, vision, dental insurance, life insurance, 401(k) Pension Programs, vacation and holidays based on the current economic and business operating costs and expenses. • Responsible for the departments operating procedures and systems. Managed the development and roll out of periodic, special reports tied to business operation, including, but not limited to staffing, employee relations, training and development, safety, and employee engagement. • Kept management apprised on all HR activities tied to the business and industry best in class HR, Operations standards. • Managed and oversaw all company Workers Compensation Program, directly with our HR Managers and Third-Party Administrator. • Managed our Self-Insurance Programs with our Third-Party Administrator. Helping managers and employees navigate through Benefit & Insurance problems and issues they are experiencing. • Serve as a liaison between company, local community, business, government agencies and civic organizations to promote goodwill with each organization.

HUMAN RESOURCES EXPERIENCE BETTER INDUSTRIES, THE G-NEIL GROUP LLC, 07/2018-09/2018 Corporate & Manufacturing Human Resources Consultant Bettcher Industries, Inc. is a developer and manufacturer of cutting tools used in food processing operations and industrial applications. The company, often referred to as just Bettcher, manufactured the first mechanically powered hand-held meat trimmer in 1954. • Provided consultation and partnership with the current HR Staff, and several managers in all areas of employee relations including but not limited to harassment investigations, conflict resolution, employee engagement, recognition, rewards, and retention. • Worked closely implementing, transitioning the organizations current HRIS system, Paycor to UltiPro. • Provided career coaching, resume writing, mock interviews with employees looking to progress their careers within Bettcher Industries. • Provided staffing support services for temporary and full-time opportunities. • Helped the current HR Staff develop, roll out there first quarterly HR Managers meeting with Corporate/Plant Managers. Providing details and information on what should be included, covered in each meeting.

HUMAN RESOURCES EXPERIENCE

THE G-NEIL GROUP LLC, AFFORDABLE HOME HEALTHCARE SOLUTIONS, Cleveland, Ohio 10/2017 – 5/2018 Founded in late 2017. Affordable Home Healthcare Solutions provides a wide range of services, including skilled nursing care, assisted living, post-acute medical and rehabilitation care, hospice care, home health care and rehabilitation therapy. Corporate Human Resources Director, Joined Start to help guiding the startup and management of a full spectrum of HR Operations, Systems and Programs. • Point-of-contact for all Human Resources-related topics, including employee relations, employee engagement and recognition, performance management, change management, career counseling, talent and workforce planning, retention, organizational development, employee and leadership training and development, policy interpretation, investigations, compliance, pay practices and benefits, as well as special projects.  Worked closely with the Founder/CEO to ensure consistent application of initiatives, policies, and procedures.

HUMAN RESOURCES EXPERIENCE

CHARTER STEEL, Cleveland, Ohio 7/2016 to 10/2017 American supplier of carbon and alloy steel bar, rod and wire products with distribution and manufacturing facilities in Wisconsin and Ohio. Corporate & Manufacturing, Sr. Human Resources Manager, provided effective HR leadership, support and counsel to all Corporate and Manufacturing Employees, Managers, Directors, and Sr. Leadership team members. Implemented overall leadership for human resource functions including, staffing, employee relations, policies, compliance, benefits, compensation, performance management, and organizational effectiveness/development. Assist in establishing and implementing the human resources strategic objectives, which support the overall business objectives. • Lead and managed a team of HR Generalists and 2 HR Supervisors to develop linkages to ensure strategic alignment of all human resource systems across several locations. • Identified high potential talent, critical skills talent, and successors for key positions to meet current and future talent demand. • Implemented action plans to address areas of improvement identified from the Employee Engagement Survey, which later proved to be extremely successful and useful. Increasing our Employee Engagement and Moral within each site. • Selected and participated in a corporate-wide initiative that improved the HR Department’s functional effectiveness on how HR partnered up and delivered results across each business unit.

• Streamlined the recruiting process by 30% which helped not only recruit more candidates in a shorter time period, but also helped improve on the quality of each candidate, which increased our retention rate by 25%.

• Lead operational and strategic HR and organization development activities, including leading culture change, driving performance management and talent management processes, team building, associate training, and development programs, as well as the safety programs.

HUMAN RESOURCES EXPERIENCE

HENKEL OF AMERICA COMPANY, Cleveland, Ohio 10/2011 to 6/2016 A $20 billion-dollar global organization with leading brands and technologies in three business areas: Laundry & Home Care, Cosmetics/Toiletries and Adhesive Technologies. Regional, Corporate & Manufacturing Sr. Human Resources Manager HENKEL OF AMERICA COMPANY, Cleveland, Ohio Provided HR support for the Regional Corporate office as well as several Manufacturing and Distribution centers in North America. Providing leadership, and direction to each sites functional Management & Sr. Leadership teams. • Lead a team of HR Generalists within each location. Provided consultation and partnership with management in all areas of employee relations including but not limited to harassment investigations, conflict resolution, employee satisfaction, motivation, engagement, recognition, rewards, legal demands, retention, and dealing with organizational change. • Managed and lead a team of recruiters in identifying specific recruiting resources and tools needed to be used in-order to successfully staff all positions with top notch candidates within a specific time frame. • Managed the design, development, and implementation of the division’s first ever Diversity, Inclusion, Education and Awareness Program. • Developed, implemented, and rolled out the division’s first ever Employee Engagement Survey that resulted in increasing Employee Engagement and Morel which lead to reducing the turnover rate by half within a 2-year period. • Partnered up with senior leaders locally and globally when developing and delivering on Talent Acquisition needs to help drive business results within a certain market, and or specific skill set. • Trained the Sr. Leadership team, Managers, and front-line supervisors in Union Avoidance training programs throughout all of our Corporate and Manufacturing locations. • Implemented, trained, and assisted in the administration and roll out of our Performance Management, Talent Management, Succession Planning, and Employee Recognition programs at all locations throughout North America. HUMAN RESOURCES EXPERIENCE THE CLEVELAND CLINIC FOUNDATION, Cleveland, Ohio 5/2010 to 7/2011 Ranked among America's Top Hospitals by US News & World Report, Cleveland Clinic is a non-profit academic medical center that provides clinical and hospital care and is a leader in research, education, and health information. Main Campus, Sr. Human Resource Business Partner Provided HR support for twelve Departments that fell under the Operational Business Unit-Divisions: including but not limited to The International Global Patient Services Department, Environmental Services, Textiles, Transportation, Customer Care (Red Coats) Patient Transportation, Lift Team, Volunteers, Clinical Engineering, Food Service, and Protective Services /Police Department. • Conducted Employee Relations Investigations for Claims of Harassment, Discrimination, and Sever Policy Violations. • Managed Organizational Change efforts, which included the Re-Organization and Reduction in Workforce at all Cleveland Clinic locations. • Participated in several Enterprise-Wide initiatives and projects, including but not limited to the Gallup Survey and Impact Planning, Cleveland Clinic Experience, Fortune Magazine’s 100 Best Places to Work, Employee Relations Database Management System, and the implementation, training roll out of the Manager’s guide to Progressive Discipline and Investigations. • Implemented and rolled out a new Performance Management and Succession Planning System.

HUMAN RESOURCES EXPERIENCE

THE SHERWIN-WILLIAMS COMPANY, Cleveland, Ohio 1/2005-5/2010 An $8 billion dollar company, which has been in business since 1866. The Company’s core business is the manufacture, distribution, and sale of coatings and related products such as Sherwin Williams, Dutch Boy, Pratt & Lambert, and Minmax, just to name a few. Sherwin-William Headquarters: International, Stores, and Chemical Coatings Division Sr. Human Resources Manager Provided support to the Divisional-Operations site, which included Sales Management Team, Marketing, Advertising, IT, Quality, Customer Service, Accounting & Finance, Maintenance, Field HR Department on a daily basis needed to achieve business goals. • Revamped, implemented, and rolled out the company’s first ever Focal Point - Performance Management Review Process. Improving the administration and execution of providing timely, accurate feedback, and performance expectations. The program was ultimately implemented and rolled out to every Division throughout Sherwin Williams. • Participated in the implementation and roll out of our new HRIS (Oracle) system. • Gathered and maintained departmental databases and tracked information pertaining to turnover, background checks, pre-employment testing, unemployment claims, and other Human Resources programs. • Ensured compliance of all Federal, State, and certain international location Employment laws. • Participated and lead a team to work on two OFCCP Audits. Worked with the IT Department in implementing changes to the internal built and managed Applicant Tracking System (ATS). • Project Manager for the company’s first ever Employee Engagement Survey (Resulting in a 97% completion rate). • Organized and managed Focus Groups to work on areas needing improvement prior to applying for the Fortune Magazine’s 100 Best Places to Work survey. • Project Manager/Team Lead for the Corporate sites first ever Diversity Awareness Committee. Committee helped educate and celebrate Diversity and Inclusion throughout all Corporate Divisions. • Lead the Recruitment, On-Boarding, and start up efforts for new retail locations in Mumbai, India, and Mexico, while working very close with remote HR Leaders and Management Personnel in building a collaborate, engaging work force. • Managed the Corporate College Recruiting/University Relations program to attract and hire students for our 2 Year Rotational Internship Program. Program had an 80% success/positive turnover rate into full time roles. • Managed a small team of HR Generalists that helped support the Division’s HR support, services within Corporate. PREVIOUS EMPLOYMENT EXPERINCE & OPPURTUNITIES ICI PAINTS/GLIDDEN COMPANY 2002-2005  Corporate & Regional Human Resource Manager 2003-2005  Corporate Staffing Consultant 2002-2003 AMERICAN GREETINGS CORPORATION 1999-2002  Corporate Human Resource Consultant

PROFESSIONAL AFFILIATIONS & RECOGNITION Former FBI (Federal Bureau of Investigation) Community Outreach Program Board Member, Nominated by Sherwin Williams Sr. Leadership members to participate in the Cleveland Leadership Centers-Cleveland Bridge Builders Program, Recipient of the 2008 Cleveland Leadership Centers-Bridge Builders David Akers Award, American Greetings Corporation Chairman’s Award Member, Board Member at Open Doors Academy and Another Chance of Ohio. Recognized & nominated for the Cleveland Magazines - 30 of the Cities up and coming leaders under 30 yrs. old in 2010.

EDUCATION & CERTIFICATIONS & AWARD Master of Human Resource Management Baldwin Wallace University Bachelor of Business Administration- Marketing & Computer Information Systems Minor Kent State University PHR Certification Preparation Course Cleveland State Henkel Executive Development Program - IDC Cranfield University

THE CLEVELAND CLINIC FOUNDATION

May 19, 2011

To whom it may concern,

I’ve had the privilege of working with Neal Ghanem at the Cleveland Clinic for the past year. Neil was the HR Business Partner for a number of my departments; the management team that he supported under me was 45. The overall employees he supported for was 750+. In addition to supporting me, Neil also had the responsibility of supporting another 3-4 administrative directors.

Neil did an exceptional job! This job requires an individual who has strong communication skills. The person in this job role needs to be able communicate with Healthcare professionals and employees at all levels. In all of my years of working at the Cleveland Clinic (22 year), I must testify that no one ever performed better in this job role better than Neil. Neil was a “role model” as to what service excellence is all about.

Neil definitely has strong leadership ability as a HR Director. He has the ability to know how to move an entire organization from Point A (existing state) to Point B (desired state). Not only did Neil demonstrate these strong leadership traits but he also understands that systems/scorecards need to be put into place in order to make that happen; and that the results need to be hardwired directly back to the employee performance appraisals. As a leader he also comprehended the value of putting all of his efforts on the front (Very Proactive) end instead of on the back end (putting out fires) and while we worked together, he was relentless in his efforts to make this happen. What impressed me most about Neil was his technical expertise in the HR Field (the best I have ever seen), his passion to make a difference, his desire to teach/train/develop others and finally his hard work ethics – he often worked long hours – his unspoken motto to all of us was “Whatever it Takes to get the Job Done.

Neil definitely had the respect of physicians, administration, nursing his peers and the employee. Neil is a person who is very passionate about his job and has always strived to be the best at what he did – excellence at its best. I highly recommend Neil; he is a true professional; he has always been successful in any job he ever has. If you have any question, please feel free to contact me at 216-444-2015 or by email at [email protected] Sincerely, Michael L. Visniesky 1-330-348-0062

THE CITY OF CLEVELAND

THE CLEVELAND RESEARCH COMPANY

March 20, 2017

RE: Neil Ghanem

To Whom This May Concern, Please accept this letter as a note of recommendation for Neil Ghanem as a professional Human Resource Manager. I’ve known and worked with Neil for nearly 5 years while working together at Henkel. During this time Neil displayed a high level of management and leadership skills. His passion to serve the organization and its’ team is always at the highest level and is reflected in his overall performance. In addition, Neil consistently displayed strong communication skills and a desire to effectively serve both his internal and external constituents within Henkel. All in the spirit to make sure our employees and team were in the best position to serve our customers and meet our goals and objectives. Finally, I recommend Neil for any position that he may seek; he will be a true asset for any organization. If you should have any questions, please don’t hesitate to call me at 440-220-1520.

Sincerely, Mike D. Bozich Chief Revenue Officer Cleveland Research Company

OPEN DOORS ACADEMY

To Whom It May Concern:

I'm writing this letter of recommendation & support for Neil Ghanem. I have known Neil for the past 10 years and was a colleague of his through the Cleveland Bridge Builders Flagship Program. While I have not worked directly with Neil in a Human Resource Capacity, I have worked alongside him on a number of professional projects and firmly believe in his balanced leadership, thoughtful decision-making process, and strong emotional intelligence. He has served on my board's Human Resource Committee over the years and has provided guidance and insight into challenging situations when they occurred. Personally knowing the challenge in finding a strong candidate for HR, I wanted to express my support for his participation in your process and put in a recommendation of his leadership and HR skillset. I firmly believe he would be an asset to any team and hope that you consider moving him forward in the process. If I can be of further support, please don't hesitate to reach out to me.

Sincerest Regards,

Annemarie M. Grassi, Ph.D. Chief Executive Officer Open Doors Academy 1427 East 36th Street, 4206A Cleveland, Ohio 44114 Opendoorsacademy.org

HENKEL OF AMERICA

HENKEL OF AMERICA

Dear Prospective Employer,

It gives me great pleasure to highly recommend Neil Ghanem as a prospective employee of your organization.

I’ve been associated with Neil Ghanem since he joined Henkel in 2011. From our initial interaction, it became very apparent Neil was a stand-up individual who approached work, family and friends with a ton of energy and passion. His ability to make each person he comes in contact with feel welcome and important is a unique skill-set that represents Neil and any organization very favorably.

Over the course of the last two years, I have observed the continued growth and development of Neil into one of Henkel’s best Human Resource leaders and ambassadors. He is a true partner who is constantly leading and driving his colleagues, like me, to invest in themselves and to actively play a part in mentoring and leading others. Furthermore, his drive, passion, vision and determination to succeed and serve others is very obvious and contagious. For instance, he frequently asks his managers the following questions: “How are you doing? How are your people doing?” “What can we do better?” These questions alone represent what Neil is all about. An individual who always strives to be the best and is never satisfied with status quo.

In closing, Neil’s leadership and strategic thinking skills are significant, and permeate in everything he does. He’s a a true visionary in the realm of his profession. I’m fortunate to have crossed paths with him and consider him one of the best HR leaders I have ever worked with. The sky is the limit for Neil!

Sincerely,

Michael D Bozich VP of Business Development Henkel Corp

Mike Bozich VP Business Development

Henkel Corporation 26235 First Street Westlake, OH 44145

Phone: [phone] Mobile: [phone] Fax: [phone]

[email protected] www.henkelna.com

HENKEL OF AMERICA.

THE SHERWIN -WILLIAMS COMPANY- KUHN GLOBAL TALENT

THE SHERWIN-WILLIAMS COMPANY- AMAZON

Matthew S. Garey… HR LEADERSHIP THAT DELIVERS BUSINESS RESULTS 1215 Woods Circle NE • Atlanta, GA 30324 • [phone] • [email protected] March 7, 2014

To Whom It May Concern: It is with sincere pleasure that I provide this letter of recommendation for Neil Ghanem. Neil worked for me for several years while we were at Sherwin-Williams. As the Director of HR for the Corporate Headquarters site, it was critical that I had a high performing team led by knowledgeable and talented Sr. HR Managers. Neil certainly fit that bill.

Neil came to Sherwin-Williams with solid generalist experience and quickly demonstrated his grasp of the foundational HR disciplines including talent acquisition, compensation, employee relations and training and development. His role as an Sr. HR Manager required him to use these skills on a regular basis, as the role was truly generalist in nature. As a key partner to the business, it was important for him to be able to credibly provide counsel on these topics, and he continually showed that he was an expert in his profession.

In his role as Sr.HR Manager, he was expected to effectively lead his team of HR professionals. He consistently demonstrated that he understood the need to set specific goals and create plans to meet and exceed the expectations of our internal clients. He took a vested interest in the development of his team and provided them the space to grow, while also providing appropriate feedback to keep them on track.

Perhaps the area of Neil’s contributions that I was most impressed with was his ability to build relationships and work in an extremely collaborative way. At the time that Neil joined Sherwin-Williams, the company operated in a very decentralized fashion and each business unit operated very autonomously. While this was effective in the field, it was inefficient at the Headquarters site. We were tasked with centralizing HR processes for all business units in order to capitalize on best practices and improve efficiencies. Neil supported the business unit that had historically been the most autonomous and accordingly, the most resistant to “Corporate” initiatives. In a very short period of time, Neil built rapport with the key stakeholders in the business unit and allowed us to make accelerated progress. On the surface, this may not seem significant, however, it required a great deal of skill and tact to build the relationships that Neil built, not to mention leveraging these relationships to allow us to get things done.

While it has been several years since Neil and I worked together, I’m confident that he has continued to grow professionally and has built on his strengths as an HR leader. He would make a fine addition to any organization, particularly one that is looking for a strong HR leader that has a natural skill in building and leveraging professional relationships into results. I welcome the opportunity to discuss Neil in more detail, should you have any questions.

Sincerely, Matthew S. Garey Regional Senior HR Leader at Amazon

OPEN DOORS ACADEMY

To Whom It May Concern:

I'm writing this letter of recommendation & support for Neil Ghanem. I have known Neil for the past 10 years and was a colleague of his through the Cleveland Bridge Builders Flagship Program. While I have not worked directly with Neil in a Human Resource Capacity, I have worked alongside him on a number of professional projects and firmly believe in his balanced leadership, thoughtful decision-making process, and strong emotional intelligence. He has served on my board's Human Resource Committee over the years and has provided guidance and insight into challenging situations when they occurred. Personally knowing the challenge in finding a strong candidate for HR, I wanted to express my support for his participation in your process and put in a recommendation of his leadership and HR skillset. I firmly believe he would be an asset to any team and hope that you consider moving him forward in the process. If I can be of further support, please don't hesitate to reach out to me.

Sincerest Regards,

Annemarie M. Grassi, Ph.D. Chief Executive Officer Open Doors Academy 1427 East 36th Street, 4206A Cleveland, Ohio 44114 Opendoorsacademv.org

1427 E. 36th Street, Suite 4206A Cleveland, Ohio 44114

216-229-1900 216-229-1902

WWW.OPENDOORSACADEMY.ORG

[7consultancyblog]

Chemical industries in India have a proven history of providing high-quality career for the candidates

A chemical is a core concept in the field of chemistry, plus it applies to everyday life. a chemical is always made up of the same "stuff." Some chemicals occur in nature, such as water. Other chemicals are manufactured, such as chlorine (used for bleaching fabrics or in swimming pools). Chemicals are all around you: the food you eat, the clothes you wear.  It is an element, an alloy, or a compound made up of two or more elements combined in a fixed ratio. For instance, water (H2O) is a chemical because it consists of hydrogen and oxygen combined in a 2:1 ratio. When a substance has been obtained in its natural form (from a mine, the farm, a plant, and animal etc) it is generally considered to be a natural chemical or a natural substance. A chemical change means that there has been a change in the chemical structure. This may mean one or more elements or compounds splitting, combining or reforming to make one or more new substances. The chemical industry comprises the companies that produce industrial chemicals. Central to the modern world economy, it converts raw materials (oil, water, air, natural gas, metals, and minerals) into more than 70,000 different products. The plastics industry contains some overlap, as well as other chemicals. Chemical industry is extremely diversified and can be broadly classified into bulk chemicals, specialty chemicals, agrichemicals, petrochemicals, polymers and fertilizers. Chemical Industry Recruitment Agency in India provides consultancy service.

India’s chemical manufacturing industry is extremely diversified as it covers more than 80,000 commercial products. Most of the modern manufacturing industries are dependent on the chemical industry ranging from soaps to automobiles. The products of the chemical industry are used in sectors as diverse as energy, construction, automotive and pharmaceuticals, and indeed the pharmaceutical sector is often seen as part of the broader chemical industry. In recent years the sector has experienced enormous growth which now means that there is a huge demand for multi skilled scientists, engineers and IT professionals to join this industry. Best Chemical Industry Recruitment Agency in India provides good local candidate. India ranks 14th in chemical products exports and 8th rank in imports The Indian chemicals and petrochemicals sector is expected to attract an investment worth INR 8 lakh crore. 22% of the total chemicals and petrochemicals market in India is captured by specialty chemicals.

Recruitment is the process of activity seeking out, finding and hiring candidates for a specific position or job. The recruitment definition includes the entire hiring process, from inception to the individual recruit’s integration into the company. As a company that helps place people into organizations, large and small, around the world, they encourage diverse and inclusive hiring practices. To ensure an organization’s recruitment activities are well thought out, effective and efficient, an organization may develop a recruitment strategy. Top Chemical Industry Recruitment Agency in India That provide consultancy and recruitment support both. Their products and services afford them the opportunity to enter peoples’ workplaces, homes and daily lives. They act with integrity, invest in people, inspire through innovation, deliver on their promises and improve every day.

It is very important for us to understand the importance of the chemical industry which has touched all our facets of life like Agriculture, Environment, Food, Hygiene, and Transportation.etc. Chemical plays a major role in our food. The preservatives, taste enhancers and flavors help the food to be palatable and increase the shelf life. Fertilizers, and pesticides aids in the agriculture and development. The fertilizers and pesticides, not only increase the yield of the crop, but prevent from pest attacks. More than 80% of the chemical industry concentrates on producing polymers, and plastics. They are not only used in packing, but also in numerous other things, like wiring, furniture, clothing, home décor, prosthesis and electronics. Soaps, scents, perfumes, deodorant and personnel products are that we use every day. From the status of luxury products, it has come to a level of essentials. Other products like mosquito repeller, detergents, cleaning agents have been tremendously increased.

#ChemicalIndustryRecruitmentAgencyinIndia #BestChemicalIndustryRecruitmentAgencyinIndia #TopChemicalIndustryRecruitmentAgencyinIndia

[tyagipreet27]

Title: Nurturing Data Science Excellence: A Comprehensive Insight into Data Science Training in Noida

Data science has emerged as a pivotal field driving innovation and decision-making across industries. With the exponential growth of data, there's an escalating demand for skilled professionals who can harness its potential. In Noida, a burgeoning hub of technological advancement, the landscape for data science training is vibrant and evolving. This essay delves into the rich ecosystem of data science training in Noida, exploring its institutions, curriculum, industry collaboration, and future prospects.

Institutional Landscape:

Noida boasts a plethora of educational institutions and training centers that offer comprehensive data science programs. Notable among these are multinational corporations, leading universities, and specialized training institutes. Institutions such as Amity University, Jaypee Institute of Information Technology, and Shiv Nadar University have carved a niche for themselves by offering rigorous academic programs in data science. Additionally, specialized training providers like AnalytixLabs and DexLab Analytics cater to professionals seeking upskilling or career transition into data science roles.

Curriculum and Pedagogy:

The curriculum of data science course in Noida is meticulously crafted to equip students with a blend of theoretical knowledge and practical skills. Core subjects typically include statistics, machine learning, data mining, programming languages (Python, R), data visualization, and big data analytics. Hands-on projects, case studies, and industry internships are integral components aimed at fostering real-world problem-solving capabilities. Moreover, guest lectures by industry experts and workshops on emerging technologies ensure that students stay abreast of the latest trends and developments in the field.

Industry Collaboration:

One of the defining features of data science training in Noida is its strong collaboration with industry partners. Leading IT firms, consulting agencies, and research organizations actively engage with educational institutions to bridge the gap between academia and industry. Collaborative initiatives such as industry-sponsored projects, hackathons, and campus recruitment drives provide students with invaluable exposure to real-world challenges and career opportunities. Furthermore, internship programs and industry mentorship facilitate seamless transition into professional roles upon graduation.

Infrastructure and Facilities:

Noida's robust infrastructure and state-of-the-art facilities complement its thriving data science ecosystem. Educational institutions are equipped with modern laboratories, high-performance computing clusters, and dedicated research centers to support data-driven research and experimentation. Moreover, access to online learning platforms, e-libraries, and digital resources enhances the learning experience, enabling students to explore diverse domains and stay updated with cutting-edge technologies.

Career Prospects:

The burgeoning demand for data science professionals has created a plethora of career opportunities in Noida's job market. Graduates with proficiency in data science skills find employment across various sectors such as IT, healthcare, finance, e-commerce, and telecommunications. Roles span from data analysts and machine learning engineers to data scientists and business analysts. The presence of multinational corporations, startups, and research institutions further amplifies the job prospects, offering competitive salaries and growth opportunities for skilled professionals.

Challenges and Future Outlook:

Despite its burgeoning growth, data science training in Noida faces certain challenges such as the need for continuous curriculum updates to align with industry requirements, faculty development to ensure quality teaching, and bridging the gap between academia and industry expectations. However, concerted efforts by stakeholders including educational institutions, industry partners, and government bodies can address these challenges and propel Noida's data science ecosystem to greater heights. With the advent of emerging technologies such as artificial intelligence, blockchain, and Internet of Things (IoT), the future outlook for data science training in Noida appears promising, with ample opportunities for innovation, research, and professional growth.

Conclusion:

In conclusion, Noida stands at the forefront of data science training, offering a conducive environment for aspiring professionals to embark on a rewarding journey in this dynamic field. With its diverse institutions, robust curriculum, industry collaboration, and promising career prospects, Noida continues to nurture talent and foster innovation in data science. As the demand for data-driven insights intensifies across industries, the role of data science training in Noida becomes increasingly indispensable, driving socio-economic development and technological advancement in the region and beyond.

#data science training near me #best data science institute in noida #data science course in noida #data science training

[pmiabsolute]

Recruitment Advertising Agency Market Size, Share, Analysis And Opportunities To 2031

The research report delivers a comprehensive analysis of the market structure along with a forecast of the various segments and sub-segments of the  market. The report covers a strategic profiling of key players in the market, comprehensively analyzing their core competencies, and drawing a competitive landscape for the market. Key players in the market have been identified through secondary research, and their market shares have been determined through primary and secondary research. All percentage shares, splits, and breakdowns have been determined using secondary and verified primary sources. This report includes the estimation of market size for value and volume. Top-down and bottom-up approaches have been used to estimate and validate the market size of the  market, and to estimate the size of various other dependent submarkets in the overall market.

Get the complete sample, please click:

The following key players in the competitive landscape should be evaluated:

Several up-and-coming companies are constantly seeking innovative ways to attract more customers. These companies also invest in research and development to explore novel techniques.

Regional Outlook 

Geographically, the worldwide  market is classified into four major regions including North America (the US and Canada), Europe (UK, Germany, France, Italy, Spain, and Rest of Europe), Asia-Pacific (India, China, Japan, and Rest of Asia-Pacific), and Rest of the World (Latin America and the Middle East and Africa (MEA)).

Key Points of  Market Report are: -

 Market Size Estimates:  Market size estimation in terms of value and sales volume from 2023-2031

Market Trends and Dynamics:  Market drivers, opportunities, challenges, and risks

Macro-economy and Regional Conflict: Influence of global inflation and Russia and Ukraine War on the  Market

Segment Market Analysis: Market value and sales volume by type and by application from 2023-2031

Regional Market Analysis: Market situations and prospects in North America, Asia Pacific, Europe, Latin America, Middle East, Africa

Country-level Studies on the Market: Revenue and sales volume of major countries in each region

Market Competitive Landscape and Major Players: Analysis of 10-15 leading market players, sales, price, revenue, gross, gross margin, product profile and application, etc.

Trade Flow: Import and export volume of the Market in major regions.

Industry Value Chain: Market raw materials and suppliers, manufacturing process, distributors, downstream customers

Industry News, Policies and Regulations

Table Of Content:

1. Introduction

2. Key Takeaways

3.Research Methodology

4.Global   Market Landscape

4.1 Market Overview

4.3 Porter's Five Forces Analysis

4.4 Ecosystem Analysis

4.5 Expert Opinion

5  Market - Key Market Dynamics

5.1 Market Drivers

5.1.1 Growing demand industry.

5.1.2 Advanced benefits.

5.2 Market Restraints

5.3 Market Opportunities

5.4 Future Trends

5.4.1 Growing adoption of.

5.5 Impact Analysis of Drivers and Restraints

6. Global Market Analysis

6.1 Market Overview

6.2 Market -Revenue and Forecast to 2031

6.3 Market -Volume and Forecast to 2031

6.4 Competitive Positioning - Key Market Players

To Be Continued…!

What are the Drivers, Restraints, and Research Methodology used in this study?

The research report provides an analysis of the various factors driving the market's growth. The factors that impede market growth are fundamental because they create different curves to seize opportunities in emerging markets. Data collection and analysis for the base year were carried out using a large sample data collection module. The main research methodologies are data mining, data triangulation, including analysis of the impact of variable data on the market, and initial validation (industry experts). Separately, the data model includes a supplier positioning grid, market timeline analysis, market overview and leadership, company positioning grid, company market share analysis, metrics, top-down analysis, and supplier engagement analysis.

Contact Us:

Proficient Market Insights

Phone:

US : [phone]

UK : [phone]

Email:

[email protected]

Web: https://proficientmarketinsights.com/

[7hrrecuitmentuk]

A good Renewable Energy company sees the potential in employees and makes them utilize their hours to the fullest

Renewable energy is energy that comes from a source that won’t run out. They are natural and self-replenishing, and usually have a low- or zero-carbon footprint. Sunlight and wind, for example, are such sources that are constantly being replenished. Renewable energy sources are plentiful and all around us. These energy sources are called nonrenewable because their supplies are limited to the amounts that we can mine or extract from the earth. Fossil fuels - coal, oil and gas - on the other hand, are non-renewable resources that take hundreds of millions of years to form. Fossil fuels, when burned to produce energy, cause harmful greenhouse gas emissions, such as carbon dioxide. Transitioning from fossil fuels, which currently account for the lion’s share of emissions, to renewable energy is key to addressing the climate crisis. Nonrenewable energy began replacing most renewable energy in the United States in the early 1800s, and by the early-1900s, fossil fuels were the main source of energy. Biomass continued to be used for heating homes primarily in rural areas and, to a lesser extent, for supplemental heat in urban areas. Most petroleum products used in the United States are made from crude oil, but petroleum liquids can also be made from natural gas and coal.

There are several reasons why harnessing the power of renewable energy sources is so important for our future. Perhaps most importantly, renewable produce little or no harmful emissions when used, so the clean energy they provide will play a crucial role in preventing further global warming. The advantages of renewable energy are numerous and affect the economy, environment, national security, and human health. Here are some of the benefits of using renewable energy in the United States: By producing no greenhouse gas emissions from fossil fuels and reducing some forms of air pollution, diversifying energy supplies and reducing dependence on imported fuels, economic development and job creation in manufacturing, installation, and more. Renewable Energy Recruitment Agency in London gets good resources in energy industry.

Renewable energy is energy that comes from nature or the planet's natural sources that replenish themselves. From wind turbines to solar panels and tidal barrages to biofuels, clean and renewable energy sources are increasingly familiar to all of us. They're now even more important than ever as world governments attempt to meet international targets for reducing carbon emissions. As more people become environmentally conscious, the renewable energy industry continues to increase in popularity. By exploring the different kinds of roles available in this industry, you can find one that aligns with your interests and values. Renewable Energy Engineers work on the production of renewable and sustainable energies. They may work in research and development of new machinery and equipment, developing, or improving production processes, or building new renewable energy facilities. A recycling worker sorts recyclable materials, including glass, plastics, paper, wood and concrete. Recycling workers also pay special attention to any hazardous materials regulations and follow safety protocols for machinery and operations. An environmental technician is responsible for collecting samples that. They may specialize in water, air or soil, and complete tests to understand and prevent pollution. This position may require individuals to travel and work in an outdoor environment to survey and gather data from a variety of areas. An urban planner may work with engineers, builders, government agencies, and other clients to develop and edit designs and integrate various environmental elements. Best Renewable Energy Recruitment Agency in London having specific industry data base.

The renewable energy sector is experiencing an unprecedented increase in competition, with a rise in activity across the onshore and offshore wind, energy from waste, hydrogen, carbon capture, solar tidal and wave power. Careers in this sector mainly consist of engineering and management roles that involve implementing and evaluating strategies to improve the use of renewable energy. Understanding the various career paths and skills associated with this sector can help you identify a job that suits you. Top Renewable Energy Recruitment Agency in London having good access of UK. Reviewing the careers and job types available within the renewable energy sector can help you determine the right role for your short- and long-term goals. You can also compare how these roles align with your skills, interests and passions. You can pursue Renewable energy consultant career by applying for an undergraduate degree in renewable energy, energy management, energy engineering, sustainable development, architecture, surveying or environmental management.

#RenewableEnergyRecruitmentAgencyinLondon #BestRenewableEnergyRecruitmentAgencyinLondon #TopRenewableEnergyRecruitmentAgencyinLondon

[impeccablehr]

Due to rapid technological advancement across all industries, particularly the automotive sector, vehicle production is rising, and skilled professionals are in demand. Due to talent crunch, the industry wants to hire the best by partnering with automotive recruitment consultant. What strategies does the auto industry use to recruit and retain skilled workers for these positions? In today's competitive job market, automotive hiring strategies are crucial because the industry struggles to attract and retain top talent. This article will discuss everything about automotive companies' job market and how to hire the best one with the help of an HR recruitment consultant.

Impeccable HR offers the best services:

Impeccable HR is more than just a recruitment agency; they are your strategic partners in this age of critical expertise. They become your go-to recruiting partner for electric vehicle (EV) tech, lithium-ion battery (LIB) innovation, and semiconductor (SIM) manufacturing because we know how much demand there is for experts in these fields. They are experts in our field and can help you succeed as a company by guiding you through the complex and ever-changing industry landscape.

They are experts in

1) Automotive OEM

2) Vehicle part

3) EV

4) Power Source: Lithium-ion

5) Engineering and research centers

6) Transportation, Aircraft, and Military

7) Mining and Construction Tools

8) Consumer Goods

Excellent Talent acquisition specialiasts go beyond the limits of conventional hiring practices. With expertise in all areas of operation, they are actively influencing organizational trajectories in the dynamic automotive sector.

Recruiting Strategies for the Automotive Sector

Get in Touch with Prospective Employees and Have Conversations

Knowing a candidate and building rapport early in the automobile hiring process is a smart move. Understand their industry knowledge, goals, and whether they want to learn on the job. Stay in touch before, during, and after the interview to keep them engaged during the whole process of hiring.

#Talent Acquisition Firms #automotive recruitment consultant

[johnrnelson]

Mining recruitment agencies in Canada?

Hays' Resources & Mining recruitment agency in mining, forestry, oil & gas, and energy can help you find permanent, temporary, or contract employees. Our recruiters have extensive knowledge of the Canadian resources and mining jobs market, from rural British Columbia to Northern Alberta and Ontario, and will develop a thorough understanding of your requirements.

#Heavy Industries #Automotive Headhunters #mining industry recruitment agency #oil and gas recruitment #agriculture recruitment agencies

[bizknnect]

5 Effective Candidate Sourcing Strategies that Every Recruiter Should Know

Recruiting the best talent is not a piece of cake for recruiters. It's like finding a diamond in coal mines, requiring extra effort and hard work. However, every recruiter has their own strategy for candidate sourcing. Some excel at their work, adept at finding top candidates. They possess the skill to identify talent, much like an eagle spotting its prey from the sky. Yet, many recruiters face confusion and lack proper guidance. In this blog, we'll share the five best ways to source the best candidates as a recruiter:

Plan your  Candidate Sourcing Strategy

Effective planning stands as the cornerstone of any task. Whether it involves sourcing candidates or any other endeavor, meticulous strategy crafting beforehand helps avoid confusion and ensures a clear direction in your approach. Top human resource consulting firms in India always do thoughtful planning that helps them in finding better candidates. By outlining a well-structured strategy, you pave the way for smoother operations. 

Utilize Niche Job Boards and Specialized Platforms

Explore niche job boards and specialized platforms catering to specific industries, skill sets, or demographics. These platforms often attract highly qualified candidates seeking roles within their niche. Posting job openings on these platforms can yield a pool of candidates with specialized expertise and passion for the field. 

Develop Talent Pools and Communities

Build and maintain a database or talent pool of candidates who might not be suitable for current openings but possess valuable skills and experience. Engage with these candidates periodically through newsletters, webinars or networking events. Cultivating relationships with potential candidates ensures a pipeline of talent when positions become available.

4. Use the power of Social Media Platforms

Use the power of social media platforms for candidate sourcing like LinkedIn, Twitter and Facebook to reach a vast pool of potential candidates. Craft compelling job postings, engage with industry groups and actively participate in relevant discussions to increase visibility and attract passive candidates. Using social media's networking capabilities can significantly expand your reach.

Employee Referral Programs

Establish robust employee referral programs to tap into your existing team's networks for candidate sourcing. Encourage employees to refer suitable candidates by offering incentives or rewards for successful hires. Candidates referred by employees often align well with company culture and values, enhancing retention rates.

Conclusion 

Implementing a combination of these strategies can significantly enhance a recruiter's ability to identify and attract top-tier candidates. Tailoring these methods to align with your company's culture and values can further amplify their effectiveness.

Remember, sourcing top talent is not just about finding the right skills; it's also about discovering individuals who resonate with the company's ethos, mission and vision. Our company, Bizaccenknnect, one of the best human resource consulting firms in India assists businesses and job seekers in finding each other. The best part about us is that we have a team of experienced recruiters who shortlist the best resumes for your job profiles. For more information, please visit our website.

Source URL- https://bizaccenknnect.com/blog/5-effective-candidate-sourcing-strategies-that-every-recruiter-should-know/

Related Tags- best hr staffing agencies, recruitment agencies near me, hr consultancy near me, hr consultancy near me, hr consultancy

#hr consultants in india #best hr consultants in india #best hr staffing agencies #best hr consultant in noida #hr recruitment #top hr consultants in india #hr consultant #hr consultant in india #hr consultants in delhi #hr consultancy near me

[rosswarner-human-resource]

4 Countries Where Overseas Job Consultants In India Are Active

The steady progress on the continent of Africa is quite evident. This progress in the business sector is attracting employees from all over the world. The need for trained workers has grown tremendously as new enterprises and other industries flourish. In this blog, we will look at five nations where career consultants for Africa operate. We will also talk about the best overseas job consultants in India that help African companies find ideal candidates that can help grow their businesses.

Nigeria

Nigeria, one of the most populated nations in Africa, is a centre for employment possibilities. There is a significant need for qualified professionals in Nigeria due to the country's flourishing oil industry and other industries like finance and agriculture. As a result, there are many India-based African Recruitment Agencies, including Ross Warner, that focus on placing workers in Nigeria. To help job seekers in Nigeria obtain visas, these career consultants provide services including resume writing and interview coaching.

South Africa

Another African nation with a significant demand for qualified workers is South Africa. There are many expat jobs in South Africa due to the country's thriving tourism industry and other industries like mining and banking. Numerous foreign employment consultants in India focus on finding employees' jobs in South Africa and provide services including job placement, visa support, and relocation assistance. Healthcare, engineering, and finance are three industries in South Africa where Indians might find employment.

Ghana

Ghana, a nation in West Africa, is quickly becoming a centre for employment possibilities. Ghana has a significant demand for qualified workers due to its flourishing agriculture sector and other industries like mining and tourism. This has led to a demand for qualified employees that can help them take their business to a new level. Ross Warner finds the best candidate that ticks all the boxes for their clients. They use their wide network to find the best possible candidate.

Kenya

Another nation in East Africa with a strong need for qualified workers is Kenya. There are many career prospects in Kenya due to the country's thriving tourism industry and other industries like healthcare and agriculture. Numerous overseas job consultants in India focus on hiring candidates for positions in Kenya and provide services including job placement, visa support, and relocation assistance. In Kenya, the fields of engineering, IT, and healthcare are in high demand for Indian workers.

Aside from these countries, Ross Warner provides its services in other African countries. For example, if there are jobs in Tanzania for Indians, they use their network to find the best candidate who is not only qualified but also has no problem adjusting to Tanzania.

About Ross Warner

Ross Warner HR Solution is a reputable recruitment agency that values the trust that their clients invest in them and works hard to consistently go above and beyond their demands while upholding a variety of service standards. The company's growth and success depend on selecting the best applicants because the right personnel can open new doors. One of the most sought-after expat recruitment services, Ross Warner HR Solutions, takes pleasure in being knowledgeable about the African market. Along the way, they have developed durable relationships and seen client happiness backed by word-of-mouth recommendations. In the event that you require assistance with technical interviews, background checks, profiling, or recruitment, Ross Warner HR Solutions is the ideal HR services partner for you.

Conclusion

There are now more international job consultants in India and other nations due to the demand for skilled workers in Africa. Leading jobs provides a range of services to people looking for employment prospects in Africa, including job placement, visa aid, and relocation support. India, Nigeria, South Africa, Ghana, and Kenya are the top 5 nations where job consultants for Africa are active. These nations provide plenty of job chances for people looking to pursue a career in Africa and have a strong demand for experienced experts across a range of industries.

Visit Ross Warner HR Solutions to learn more about their HR services.

#recruitment agencies for jobs in africa #africa recruitment agency in india #recruitment

[alliance75]

Top Benefits of Hiring a Physician Staffing Agency for Your Hospital and Clinic

Staffing is becoming a huge point of administrative overload, budget overruns, talent gaps, and a constant source of worry for hospitals and clinics. No wonder, physician staffing services have become essential for UAE-wide hospitals for streamlining the hiring process and filling positions on time.

Here are the top benefits of partnering with physician staffing agencies for hospitals in the UAE.

Ability To Identify Right-Fit Candidates

Physician staffing agencies have a detailed history of each and every physician candidate they source. They are able to dig deeper into talent pools and identify the skills and capacities based on interactions over the years. In comparison, a hospital’s in-house teams can only get as much information as a CV provides.

As medical recruiters gain a wider knowledge of candidates, wider talent access, and a strong understanding of hospital scenarios and job roles, they get more insights to identify the right-fit physician candidates. Employer staff will not have to spend a huge amount of time weeding out misfit candidates.

By partnering with physician staffing agencies, you can rest assured that you will get a shortlist of top talent for any number of positions you need to fill in your healthcare organization in the UAE.

More Choices For Quality Physician Staffing

The best way to fill physician positions involves getting choices. When you get a scarce number of applicants through a job post, you tend to hire someone who is fulfilling at least some of the hiring criteria.

But physician staffing agencies provide you with a shortlist of only the best-fit candidates who have not only all the skills and experience required for the position but also the potential and training to meet higher goals. Whether it is for full-time, part-time, or locum tenens doctor staffing, getting a choice of best-qualified candidates helps you enhance your reputation and patient base.

Better, Faster Hiring Process

Competent physician staffing agencies have an excellent tech-enabled infrastructure for searching, data-mining, screening, analyzing, and reaching the best-match doctor candidates for the positions listed. They can arrange screening interviews and assessments quickly and generate a pool of doctor applicants – local or international – within days or a few weeks. Also, physician staffing agencies can also scale up resources to meet emergencies or sudden peaks in physician hiring.

Recruiters With Extensive Physician Talent Access

Unlike general recruitment consultants, physician recruiters focus exclusively on doctor talent search, screening, and candidate sourcing. They connect with thousands of doctor candidates every year through passive search. The physician staffing service providers are also approached by thousands of medical graduates and experienced doctor professionals every month.

Also, physician recruiters increase their presence on various medical talent communities and platforms and are able to get responses from a much bigger talent pool for any vacancy that their clients specify. Such extensive physician talent access provides numerous advantages to hospitals and clinics, enabling them to run any kind of health campaign or meet an unexpected influx of patients with efficiency.

Wide Coverage in Global Healthcare Industry

Your hospital need not invest a huge amount of money and time in maintaining a team of international physician recruiters when you partner with a physician staffing agency. Global physician staffing agencies can source medical talent with up to 50% cost savings while providing employers with a diverse, highly-skilled, and inspired physician workforce.

More Flexibility And Reliability in Physician Staffing

There is a huge focus on sourcing medical talent from strategic global locations where talent availability is immense. But hospitals need a highly expensive infrastructure to source and onboard such talent. This is where global physician staffing agencies can offer incredible flexibility, scalability, and reliability. The medical recruiters of these agencies offer international physician talent sourcing in a compliant and secure manner, ensuring transparency and strong adherence to hospital policies when sourcing physician talent.

Huge Savings

One of the biggest benefits of partnering with a global physician staffing agency is their ability to help you boost revenue levels through strategic permanent, contractual, and locum tenens staffing services. Finding dynamic doctor professionals for various public initiatives and expansion moves in a timely, cost-efficient manner enables your hospital to gain significant cost advantages in addition to winning higher patient satisfaction levels.

Final Thoughts

Staffing problems in the healthcare industry are projected to increase. Attracting talent is best left to the expert medical recruiters who can ensure timely placements through qualified talent sourcing. With physician staffing services from a provider like Alliance Recruitment Agency in the UAE, your hospital or clinic can count more advantages and fewer troubles in meeting doctor staffing needs.

About Alliance Recruitment Agency-UAE

We are a global medical recruitment company offering physician staffing services in the UAE and 25+ other countries. Since 2010, our global manpower agency has been making doctor recruitment a successful experience for hundreds of healthcare organizations worldwide. Our wide doctor talent networks help clients find the right medical talent from across Asia, Europe, and North America without hassles. To discover more about our physician talent sourcing services – please get in touch!

View Source: https://www.alliancerecruitmentagency.ae/benefits-of-hiring-a-physician-staffing-agency-for-your-hospital/

[hbsmanpowerconsultancy]

Engineering Staffing Agency in India

Looking for best engineers? 

HBS Consultancy is ready to provide you Design Engineer, CAD/CAM Engineer, Project Engineer, Instrumentation Maintenance Engineer, Aerospace Engineer, Manufacturing Engineer, Electronics Engineer, Electrical Engineer, Industrial Engineer, Petrochemical Engineer, Solar Engineer, Mining Engineer, Mechanical Engineer, Site Engineer, Software Developer, Graphic Designer, Tool Designer, CNC Programmer, Solid Modeler, Parametric Modeler, Drill Operator, Engineering Technician, Turner, etc  for construction, automotive, offshore, plant, mining, EPC, civil, IT and other sectors. As a leading engineering staffing agency,  we source efficient and professional candidates from India, Nepal, Bangladesh, Sri Lanka and the Philippines. As a global manpower consultancy, we always aim to give the best recruitment services for UAE, Saudi Arabia, Qatar, Bahrain, Oman & Kuwait.. 

SO, What are you waiting for?

Choose the Best services from the Best Engineering Staffing Agency for the  Best Client.

That’s why we always say, “Be Best. Be The Best”.

Contact Us:

HBS Manpower Consultancy

Website: https://www.hbsconsultancy.com/

Mail Id: [email protected] , [email protected]

Facebook: https://www.facebook.com/HBS-Consultancy-100659552623862

Linkedin : https://www.linkedin.com/company/hbs-consultancy/

Instagram:https://www.instagram.com/hbsconsultancy/?igshid=ZDdkNTZiNTM%3D     

Youtube:https://www.youtube.com/watch?v=J7DIwk1ITZw&list=PLMAKUcRSfjdmZ79l67Ex5-eGhy5tPVpsT

#engineering recruitment #engineering staffing #engineer recruitment #manpower recruitment #recruitment agency