As a Sr. Technical Recruiter, I partner with various managers to understand their staffing needs and develop a strategic plan to hire the most qualified candidates in a cost effective and timely manner. Responsible for developing and managing a network of recruiting resources – i.e. Sourcers, Recruiting Coordinators, Industry Conferences (GPU Technical Conference, CVPR – Computer Vison Pattern Recognition, Blackhat, Siggraph, etc.), external postings and talent marketing (meetup’s, happy hours, tech talks). As the talent business partner I continually seek improvements and efficiencies in the full cycle of the recruiting process.Key Responsibilities:• Responsible for full life-cycle recruiting (req creation, screening, negations, offers, onboarding)• Build relationships with hiring managers and stakeholders to support hiring initiatives• Develop staffing strategies with the hiring manager via various tools• Manage the requisition process and validates data quality• Act as a business partner consulting and advising managers in regards to hiring needs and trends in the market place• Work with other staffing team members to make sure the staffing process is effective and meets the needs of the company• Stay apprised of industry news concerning organizational changes, layoffs, and any other situation where talented individuals may find themselves seeking employment• Meet with hiring managers on a regular basis to analyze future workforce plans, effectiveness of staffing strategies and management of resources Roles RecruitedSr. System Software Engineer GPUComputer Vision Engineer EngineerDefensive Security Lead, GPU SWSr. Software Quality Assurance Test Engineer Sr. D3D Software EngineerMetal and OpenGL Software EngineerDeep Learning EngineerSr. Manager of System Software (Imaging)Senior System Software Engineer - DirectX PerformanceTegra Sr. System Software Engineer - (Linux Kernel) Sr. Graphics System Software Engineer (GL/VK)
    
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About us

  NVIDIA’s invention of the GPU in 1999 sparked the growth of the PC gaming market, redefined modern computer graphics, and revolutionized parallel computing. More recently, GPU deep learning ignited modern AI — the next era of computing — with the GPU acting as the brain of computers, robots, and self-driving cars that can perceive and understand the world. Today, NVIDIA is increasingly known as “the AI computing company.”


      NVIDIA
  

Internal Career Planner for NVIDIA. Working with all internal employees to facilitate the next steps in their careers. 


Cloud Services Sr. Staffing Partner Responsible for full life cycle recruiting services for NetScaler application delivery networking,Cloud Bridge WAN optimization, Cloud Networking, Cloud Platforms, Mobile and Security Engineering.Development Skills: C, C++, Java, JavaScript, XML, Perl, Python, Unix, Linux, Android and iOSNetworking: TCP/IP, HTTP, SNMP, PKI, LDAP, SSL VPNTypical positions we recruit for: . Senior Product ManagerProduct ManagerDevOps EngineerSysadminFull-Stack EngineerDirector of EngineeringMachine Learning Software EngineerSenior Data ScientistSenior Data Software EngineerSenior Platform EngineerSenior Python Data EngineerCitrix Cloud is the easiest and fastest way to design a broad set of workspace services, including apps, desktops, device management and data allocation.Citrix is a market leading cloud infrastructure company that enables mobile workstyles – empowering people to work and collaborate from anywhere, securely accessing apps and data on any of the latest devices, as easily as they would in their own office. With over 330,000 active customers, over 100,000,000 users, and market-leading products such as Netscaler, XenMobile, CloudPlatform, XenDesktop, XenApp, XenServer, GotoMeeting, Sharefile, and GotoAccess, Citrix is the critical partner of delivering the next generation IT solution stack and operates one of the largest true-SaaS businesses on the planet
    
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      Citrix
  

Hands-on full life-cycle sales and engineering staffing partner. Sourced, recruited, interviewed and closed professionals across a wide range of roles within the Sales organization.Customized talent search designed to meet the sales hiring needs.Targeted direct sourcing from Saas and/or applications software companies.Sourced top sales talent using innovative recruiting techniques.Talent ambassador for the company and responsible for articulating our value proposition to our talent pool and the marketplace.
    
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      PagerDuty
  

Recruited for VMware's End User Computing & Cloud Virtualization - sourcing, cold calling interviewing, evaluating, scheduling interviewing teams, composing and extending offers, presenting relocation options and preparing Visa/Immigration DocumentationFocus was with Software Engineering, Application Engineering, Cloud Virtualization, Network Security Engineering, Application Security Architects, Senior System EngineersMain Focus was on Solution Architects, Systems Engineers (Pre/Post Sales), Service Delivery Consultants, Application Engineers, Security Engineers & Senior Technical Consultants candidatesHires in this group required deep skills with protocols/software including Citrix, SMS, Altiris, Thin clients,  DNS, NTP, NFS, SMTP, HTTP, syslog, SSH. Extensive knowledge in Ruby, Python & Shell  Software experience in Open Source, Virtualization, AWS, Azure, Rackspace.
    
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At VMware, we believe that software has the power to unlock new opportunities for people and our planet. We look beyond the barriers of compromise to engineer new ways to make technologies work together seamlessly. Our compute, cloud, mobility, networking and security offerings form a digital foundation that powers the apps, services and experiences that are transforming the world.

Since our founding over two decades ago, our 24,000+ employee community and ecosystem of 75,000 partners have been behind the technology innovations transforming entire industries – from banking, healthcare, and government to retail, telecommunications, manufacturing, and transportation. 

Every day, we work to solve our customers’ toughest challenges through disruptive technologies like edge computing, artificial intelligence, blockchain, machine learning, Kubernetes and more – to define the digital foundation that will accelerate the next wave of innovation.


      VMware
  

Sr. Technical Recruiter/ Recruiting Team Lead/ Campus Recruiter/ Talent Acquisition/ University Recruiter (Contract then converted to full-time employee) 08/05 to Present – Hewlett PackardSourcing Lead & Full-Cycle Recruiter responsible for the entire passive candidate search process. Recruited for Hewlett Packard Enterprise Solutions Group.  Duties included: Partnering with hiring managers to source, recruit and hire senior level Sales Reps, Engineers & Developers. A very high focus on Diversity Recruitment efforts involving local and national participation. Created and implemented multi-channel recruiting campaigns. Developed and maintained excellent working relationships with managers. Acted as a resource to advise and assist hiring managers to insure the recruiting process is equitable and in compliance with all state and federal regulations. Prescreening candidates, resume searches, internet job postings, “Headhunting”, making candidate offers. Maintained an employee/candidate database and confidential employee/candidate files. Provide employee support and consultation regarding HR policy and procedure. Created and coordinated candidate interview schedules with hiring managers/interviewers. Client Groups Supported: R&D Storage,  Marketing, Software and Development, Hardware Group, Sales, Business Development, Global Enterprises.Accomplishments: Staffed 2 new HP Call Centers in Rio Rancho NM, & Conway AR. As well have been key in meeting the Americas Diversity Goals for FY 07, 08 & 09. Types of Positions Filled:  VMware virtualization and cloud computing, Electrical Engineers, Product Marketing, Application Engineering, IT/IS Specialists, Inside Sales, Java Developers Hardware Engineers.Req Load: Consistently carry 70+ reqs at any given point.
    
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About us

  In 1939, Bill Hewlett and Dave Packard, college friends turned business partners, started the original Silicon Valley startup in the space of a rented Palo Alto garage. Starting with audio oscillators, the friends built the foundation for a company that would grow to become a global leader in enterprise technology.
 
More than 75 years later, our success is exemplified through our employees’ drive to advance ideas that bring meaningful innovations to life for our customers and partners around the globe. We are guided by our mission to help customers use technology to turn ideas into value, and empower them to transform industries, markets and lives. We simplify Hybrid IT, power the Intelligent Edge and provide the expertise to make it all happen.


      Hewlett-Packard (EDS)
  

Sales Recruiter (Contract) 11/02 to 09/03 – Hewlett Packard Full-cycle Recruiter responsible for the entire hiring process. Recruited Hewlett Packard Sales Professionals for the Public Sector Business Unit (Government, Education & Medical Services). Also in charge of recruiting all of Hewlett Packard’s Finance and Accounting Dept to include all of HPshopping.com openings. Duties included: Partnering with Managers to source, recruit and hire senior level employees. Measure and analyze performance against standard recruiting metrics. Established and maintained local and national contacts. Created and implemented multi-channel recruiting campaigns. Filled positions within acceptable time frames. Developed and maintained excellent working relationships with managers. Acted as a resource to advise and assist hiring managers to insure the recruiting process is equitable and in compliance with all state and federal regulations. Prescreening candidates, resume searches, internet job postings, radio advertising, “Headhunting”, making candidate offers and attended all HP job fairs and open houses. Maintained an employee/candidate database and confidential employee/candidate files. Provide employee support and consultation regarding HR policy and procedure, disciplinary action, employee termination and employment law. Created and coordinated candidate interview schedules with hiring managers/interviewers.
    
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EG&G Defense Materials Inc. (Division of URS Corp) (Contract then converted to full-time employee)Serving as the EG&G Defense Materials point of contact with all staffing matters. Provided professional support to the Human Resource function in all HR related matters.  Duties consisted of a combination of Generalist tasks with emphasis primarily focused on recruitment, compensation planning, employee relations, Equal Employment Opportunity and Affirmative Action, and program development.  Assisted management in establishing policies, procedures, and practices relating to Human Resource matters to include hiring, disciplinary actions, employee complaints, compensation, benefit administration, and other related matters. In addition managed DoD (Department of Defense) staffing requirements to include proper background checks and completion of all federal clearances.
    
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About us

  URS Corporation operations are now affiliated with AECOM. Please follow AECOM on LinkedIn to learn about the great things we are doing. 

AECOM is a premier, fully integrated professional and technical services firm positioned to design, build, finance and operate infrastructure assets around the world for public- and private-sector clients. With nearly 100,000 employees — including architects, engineers, designers, planners, scientists and management and construction services professionals — serving clients in over 150 countries around the world, AECOM is ranked as the #1 engineering design firm by revenue in Engineering News-Record magazine’s annual industry rankings, and has been recognized by Fortune magazine as a World’s Most Admired Company. The firm is a leader in all of the key markets that it serves, including transportation, facilities, environmental, energy, oil and gas, water, high-rise buildings and government. AECOM provides a blend of global reach, local knowledge, innovation and technical excellence in delivering customized and creative solutions that meet the needs of clients’ projects. A Fortune 500 firm, AECOM companies, including URS Corporation and Hunt Construction Group, had revenue of approximately $19 billion during the 12 months ended March 31, 2015. More information on AECOM and its services can be found at www.aecom.com.

URS Corporation, An AECOM Company

Staffing Specialist- Orientation Presenter (Contract) 06/02 to 11/02 - TSA (Transportation Security Agency) via NSC Pearson.  Position entails 100% travel, Seven day workweek interviewing and processing Airport Security Personnel at Airport throughout the USA. Orientation presenter and forms manager for several sessions that consisted of over 600 plus new hires. Conduct behavioral based interviews for security sensitive positions. Train new consultants in all areas of the Government based applicant processing phases. Responsible for the team’s proper documentation of Government based forms including the Questionnaire for Public Trust Form (SF85P). Responsible for proper knowledge of business rules in all areas of the processing cycle. Tremendous amount of flexibility and an average of 14+ hours per day were required.  Acted as Team Leader. Supervised a staff of 40+ people.
    
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NCS Pearson

SR. Technical Recruiter (Contract) 6/2000 – 03/2002 Cadence Design Systems Inc San Jose, CA Full–cycle recruiter responsible for the entire hiring process from cold calling & sourcing resumes to setting up interviews and extending the offers. Recruited Operations and Synthesis Place & Route Engineers, Embedded Software Engineers, Design Center Director, ASIC Business Managers, ASIC Project Mgr’s and Marketing Managers. Logic Design, Physical Design, Chip Level, RTL, Coding, Floorplanning, Timing, Verification, Synthesis, Place & Route, DRC, LVS, ERC, Silicon Ensemble, Avanti, Synopsys tools, Verilog, VHDL, Shell Scripting, Real-Time, LAN, WAN, C, C++, Wireless, and Java Types of skills sets that were recruited: Integrated Circuit Design and Testing (IC Design and Test), Product Validation Engineers, Flow Testers, Timing Analysis, VHDL, Verilog, RTL Entry & Design, ES Level Entry & Design, Formal Verification, Acceleration & Emulation, IC Place and Route, Floor Planner, FPGA Tool Set, SPICE Simulation, Gate-Level Simulation, Mixed Signal Simulation, Library Design, DRC, Analog Simulation, Digital Simulation, Fault Simulation, Dracula, Hercules, Frame, UNIX, Synopsys
    
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About us

  Cadence is a leading provider of EDA and semiconductor IP. Our custom/analog tools help engineers design the transistors, standard cells, and IP blocks that make up SoCs. Our digital tools automate the design and verification of giga-scale, giga-hertz SoCs at the latest semiconductor processing nodes. Our IC packaging and PCB tools permit the design of complete boards and subsystems. 

Cadence also offers a growing portfolio of design IP and verification IP for memories, interface protocols, analog/mixed-signal components, and specialized processors. And reaching up to the systems level, Cadence offers an integrated suite of hardware/software co-development platforms. In short, Cadence® technology helps customers build great products that connect the world.


      Cadence Design Systems
  

Prospecting, screening and interviewing of contract engineers and professional management. Duties include: Personal reference checks, police record checks, Background investigations, testing, screening, negotiate rate ranges and bill rates, and employee retention to include raises and renewal of customer agreements. Provide employee support and consultation regarding HR policy and procedure, disciplinary action, employee termination and employment law. Technologies recruited for are: Mechanical, Electrical, Chemical Engineers, Software Testers, Traffic Engineers, Software Engineers, E/M Technicians, Technical Writers, Help Desk Technicians, Hardware/Software Technicians, Drafters of all disciplines
    
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About us

  Established in 1992, CDI Systems is a leading software technology company based in Jerusalem and managed by experienced and successful e-publishing professionals. 
 
NetIS™ – the company core technology – is a comprehensive ecommerce end-2-end platform that includes every aspect of online publishing. NetIS presents the first ecommerce platform that integrates DRM (Digital Rights Management), WCM (Web Content Management), information retrieval and e-commerce tools into a single, seamless platform for the secure distribution and sale of premium content and ebooks, allowing a full array of “never seen before” sales models. The engine also includes a proprietary embedded SEO set of algorithms which pull extremely high ranking on giant search engines. 

Among others, CDI Systems has enabled Takdin to become Israel's leading provider of legal content with a database of over 1.8M documents. Takdin is a "must have" among more than three thousand law offices, Ministries, The Court system and 30,000 private & State Attorneys.

The digital revolution is impacting every industry that relies upon the written word to convey information - financial, medical, academic, research or any content owner turning to the internet for the distribution and sale of their digital assets. 

CDI Systems offers solutions to support virtually any e-publishing requirement and is focused on, and well positioned to assist Publishers and Content Owners to move from traditional publishing to e-publishing and build their own B2C ecommerce operations. The company has increased its business by partnering with SI in different countries.

On 2013 CDI Systems established a subsidiary in China and is operating in Z-Park innovation and technology center in Beijing. Since then the company has signed several agreements with large publishing houses in China to transform their traditional business into e-business, enabling the distribution and sales of their digital assets across all forms of digital media.

CDI Systems


      United States Marine Corps
  

Utah Valley University is a teaching institution with a unique focus on "engaged learning,"​ or the combination of traditional academic and hands-on education. This mode of teaching goes back to UVU's roots as a vocational school at its inception during World War II and persists today across the institution's full array of university-level programs.

In 2008, the prestigious Carnegie Foundation classified UVU as a "community engaged"​ institution. This elective classification reflects UVU's curricular emphasis on engaged learning and longstanding role as a community problem-solver.

Among other things, this means that we place a great emphasis on "learning by doing."​ As a result, there are many opportunities for students here to get involved in activities in and out of the classroom that will not only deepen their understanding of the subject matter they are studying but will also give them some vital real-world experience. We are finding this makes our graduates some of the most sought after in today’s competitive workforce.

Located near the Wasatch Mountains, many students choose UVU for its ideal location. Others come for access to a dynamic economy, employment and career opportunities. Known for its high moral climate, campus is recognized as one of the safest colleges in the country and is home to the largest LDS Institute program in the world. Within 20 miles, students enjoy winter sports, hiking, mountain biking, water recreation and more.

Whether you enjoy outdoor adventures or prefer staying indoors, you can find it all in Utah Valley. Located in Orem, just 41 miles south of Salt Lake City, UVU is nestled between the beautiful Wasatch Mountains and Utah Lake. That means you can go skiing (water OR snow) year round. If outdoor activities are not your taste, there are two major malls just minutes away from campus as well as a vibrant local art and music scene.

So come see for yourself how UVU's unique indoor campus makes the engaged l...

Utah Valley University

Mentor Students connect students with a hiring manager in a conference call, and helps students with their job/internship search. 

Students:
1)      build professional network while at school, i.e. consider it as a prequel to Linkedin;
2)      learn how various career paths fit with their interests and skills;
3)      get guidance on how to groom themselves for their chosen career path;
4)    increase their job prospects. Students understand job expectations, deliverables, skills needed, and work culture from a hiring manager. With this understanding, students can better outline job-relevant projects and courses in a cover letter.


Hiring managers:
1)    promote job/internship opportunities across multiple universities at the same time without leaving office;
2)    save time in shortlisting, since students are rank-ordered based on cover letters and profiles;
3)    get the gratification of mentoring students and making an impact on their career;
4) can increase the application pool by engaging promising students through the system.


      MentorStudents.org
        
  

A Premier Academic Institution started in 1882 from Lahore, reestablished in Chandigarh after Independence is now forth oldest University in India having International name and fame. Panjab University is situated mainly in Sector 14 and Sector 25 of the City beautiful, Chandigarh but it has three regional centres in Hoshiyarpur, Ludhiana and Muktsar in Punjab for Oriental Studies and Law courses and research.
The University Institute of Pharmaceutical Sciences, University Business School, Bio Sciences, humanities,  Dental College, Arts Faculty, Languages, Pure and applied science are par-excellence and have fame over the Globe.

Panjab University

Coworker titles & Effective work strategies

Sr. Technical Recruiter (GeForce Now , System Software), NVIDIA

Job responsibilities, Challenges & Overcoming strategies

Sr.Technical Recruiter, Talent Acquisition, Recruiting Team Lead, Campus Recruiter - FTE, Hewlett Packard Enterprise

Program's best parts & Career preparation

Bachelors of Science, Behavioral Science, Utah Valley University

great question, but just started beginning to give you a little context I've been in recruiting. This is now my 29th year in recruiting. I started out as a military recruiting revolving. Some was in the U. S. Moons and I was assigned as a military. And I did that for approximately four years. And at the end of my stint, um, I was given that opportunity that become a career recorder in the military or, you know, go out and find my way in the saloon. What I ended up doing was taking that that that military, it's minutes not recruiting knowledge and and parlaying that into, you know, a sort of the civilian environment and start without in employment agencies and, uh, the rest of kind of history. I have been in corporate recruiting for 23 years now, 2023 years now, Andi. Through that time, there's been a real evolution in regards to how staffing has has taken place are least our practices. And I think that that's true of any organization out there that are any. Any function is that you know that the job and is going to evolve, so you give you a little bit of context. I when I first started corporate with Pretty this is before the Internet. And so uh, uh, what we would do is we had actually post ads in the newspaper and tell people, Hey, you know, if you're interested in this particular position, fax or or or send your resume to, you know, on address, we would host our roles, not Lamb. We would receive resumes, and what we would do is we've actually put him into a folder and read residents, and that's how we would find candidates. Obviously that is, you know, it's so antiquated way no longer do those six of things. Everything is, uh, via keywords. And what I'm forecasting next is what I would call a I recruiting, you know, and what I mean by that is there will be more of almost artificial intelligence off of screening and vetting off resumes in candidates as as time goes on, who notes? But that's started seeing a shift in in in the function off of staffing attorney

it's a there's to give you some context, you see a little bit of both. Um, over my career, I've probably the longest developer was working about working from outside of cove. It I was with you a Packard for close to a decade. And during that whole time, I waas, uh, remote and up a t kind of back things up a little bit, you know, are still to work hours on those sorts of things. It could be further consistent. Andi, think that's I mean by that? Yes, It's not just a, you know, 95 sort of job there. There are moments where, especially as we've shifted toe global support being available, you no offense. Our again, it's it's relatives of the work that you're doing. But it's warm in a 40 hour hurt. A decides in my experience, most of my career. But there are those opportunities, Steve be on site, um, business. Where is it? Or, um, Teoh work from home, which is just kind of nice

It's great. That's a great question. So, as you say before, there's been an evolution of, of of the tools that we've utilized over the years. I was actually when the Internet first tomatoes, one of the first recruiters to ever use a, you know, a a resume database. And it was actually a it would set a database that monster actually purchased. And that was how we did recruiting for a very long time, Aziz. Time has gone on. We've gotten away from things like a monster or HotJobs sort of things, and it's evolved into these. He's job search engines such as Last door indeed, and now even it's of that is a big one. It's linked. And jobs. Even Google has served about their own resume search system of database service of Google. Resume research that's out there as well. But it internally, you're gonna Most organizations have a a napkin tracking system of some sort, and some are good. Some of that the big ones are Taleo brass brass, me resin mix, you know, ice ums. And, um, I know this is one, but they're basically all the same right now. We here in video, we utilize work

well, there's There's almost off of challenges. I probably look at him as more of excellent offered opportunities of engagement. And what I mean by that is your balance. See a and in internal customers such as, you know, hiring manager or a team that is counting on you to help deliver, you know, applicants and and, you know, present even someone actually fill the role. And you know what? The students know? Uh, this little secret when you're selected for an interview and you get an opportunity this I want to remember, believe it or not, the higher that the company actually wants to hire there. They're hoping that you're the solution to their t the gaps that they have. And so it's something we can keep in mind in regards to challenges. There's always a whole host of challenges. What's great about this role is you're dealing with humans in with humans. There's there's no you're gonna run into all sorts of off off, you know, issues and opportunities where you're gonna be doing. It's a very cerebral role, and what I like about it is it's never the same thing, even though the process and you know what we're trying to do is ultimately the same. You're dealing with human beings, you know, And you could be doing with things with, you know, gaps in sir functions or cost availability. Um, you know, compensation, timing, all sorts of things. And it's a fun role to be in because you kinda you get a lot coming at on. Wished I enjoyed that. You know, some people, it's a headache, you know, it's not for everyone, but the challenges said Get here am a problem solver and at least I like to become myself into that. But all in all, there are many challenges there there. They haven't impact, so I enjoy.

Well, there's a whole host If that you know what's great about my role is really do get to touch almost every function in an organization. You know, whether it be engineering, whether it be sales, whether it be marketing, whether the you know human resource is whether the ah, you know, solution architect, say anything there, See you get you get a vast idea of whatever what business is doing out there and it's exciting in regards to, you know, working with him on the outside, or what sort of tools, or at least how do I engage them and relate with him is Ah, a few tips and tricks that I usually like when I like to figure out what does the function you know, What does a compensation manager do and or what does a marketing? You know, a business. You do what is financed Dio and you learned that. Believe it or not, I love me data from reading job descriptions. You know, it's just reading, you know, looking up a I haven't heard of a job. Oh, our particular business style before. One of my favorite things to do is to go out to indeed or class store and look it up. Do a little bit of reading about. And secondly, some of the tools that I'd like to your wise are you what you signed in in. But then why? I call business sources. You know I love, you know, watching Bloomberg or CS NBC understanding. Uh, you know what other organizations air doing? Tech podcasts? You know what's great is you really about this role is you get to expand your overall business knowledge, and then you can start to see how everything is connected and why an organization needs the different, you know, support elements within it in order to do business in 20 Funny.

This is my own personal opinion. I think every everybody looks for something a little bit and probably have a different answer. Um, what I'm looking for are folks that are curious, you know, floats that I understand that you haven't overall curiosity about the role they're going in with their eyes wide open. They're being thoughtful about it. And what I mean by that is there asking you no questions around. You know what's what pitfalls everywhere into one of the biggest challenges went into the world's, but also having an appreciation of those challenges and knowing that it's, uh uh, certain rules are not for the faint of heart. And, you know, to my point earlier, yes, employers want to hire you. They're hoping you're gonna be the the answer to their problems. Yet at the same time, it's good to keep in mind that it that it's one thing to get the job. It's another thing to do the job, and I think those that are honestly thoughtful and you want to take their career of serious will do that self assessment in either qualify themselves or disqualify themselves out of it and believe it or not, I have the highest regard for those that actually say, You know, it looks like a fantastic role, but it's probably not a match for me because I don't think I could deliver or be successful in in the context of this of this position, and that, to me is good. But how do you get there? And I guess it's it's asking a lot of questions. But the same time I love interviewers, I, like you've been interviews, asked me questions and want toe toe pull as much from from the job in the function that the day to day aspects of the rock as possible that that, to me, is great. So my bottom line advice thing in, you know, least the qualities in what's going to keep in mind, you know, talk shop, you know, talk about the role of the function and just talk about you, the challenges the assesses in what unit median with just it that to me, I think we'll give you the most data on both ends

um I get this question quite often, and, uh, I'm going, Ted, I'm gonna give me a at least my thoughts around This is a little different than most. As I said before, I've seen the evolution of how we go and find candidates. No, back that talk about the always to post resumes our post job openings in newspapers. Well, there's been an evolution of that sort of things in the state before. What I'm seeing coming up is the new AI of recruiting and staffing and the artificial intelligence of A are staffing. We'll let you know on a little secret. Most recruiters and hiring managers don't read your resume. Not to that, to the degree that you think they what they're doing is they're scanning for keywords and ski t he, you know, functions and descriptions of what what you're doing. So you're saying to yourself, especially if I'm a suit. But I have any experience. How did how did I do that sort of thing? So what? My advice is always meant to students is one um e. This will be my approach. I would go out and I would find five rolls out on Indeed, or are glass store that look, you know, really fascinating that are in my function, or at least in my field with stuff. So say it's, you know, software engineer. Okay, well, I'm gonna polls, you know, five job descriptions of software engineering. And I'm gonna look at the key knowledge, skills and abilities, and I'm going toe start taking those copying from those job descriptions of and the way I repose job descriptions is doing. Hey, I do that. I don't get that. Hey, I do that. I do that. I do that. You start pulling those things in in putting into resident. Secondly, as as you start looking up in keeping in mind that these air key works, these are things that recruiters are are in hiring managers are looking for What? What do you want to do is mixture, You start putting in that the key languages that that the tools, the things that that we need, our recent describing the job descriptions and circling there Now, where I get a lot of, uh, who's back from students, especially in STS, they started Crafter resonates or put some things together here. They may be a little confused by that first approach. So I say, Actually, what I would do is I would start going over your course descriptions and going over your syllabus. I would hold on. It's about sorts of things. And as as you start reading yourself, it's still stuck to see elements that you can start to plug and play into the resident. And if I may, I wanna I wanna bring a There's a mess in recruiting and especially when it comes to, uh, student resumes in those just entering the market. You have to keep your resident to a one page resume. Well, with in a in stating where I came from recently kept one page resumes is we actually had to physically keep your resume on file for six months with Lock, and it still is long in certain respects, so that would actually turn into a real storage problem as time we're not. Well, yeah, everything's, you know, uh, no zeros and ones and zeros. It's data. So, you know, as time goes on, we want to make sure that that you built to maybe a two and three page recipe that's not out of bounds, and you will certainly not be thrown in the trash because resonates to. In fact, that's that's completely incorrect. It always has been incorrect. What it is is it also gives you as you start putting in the right keywords, right, the right no of function descriptions and those sorts phase you're going to, uh you're gonna find that you're getting a lot more phone calls, A lot of doubts. And that's happened. Now it's one thing to build a recipe. There's nothing is too where to post, you know, resident how to be found. So right out of the gate, I would I would make sure that your you're not only do you have, ah, well put together resume You know that that is the way to kind of check it is to go out and do it linked in profile and make sure that they are linked in profiles is gonna bury the resident. Uh, and what you find is, if it's supposed to be on, did start to post your resume, have on blast or are sip. Recruiter are 18. You're gonna start getting traffic coming your way, you know? And what I mean by that is phone calls, emails reach out if you're not getting any email. So if you're not getting in and reach out, I do not mean sound. I do not know Holed up in the in the in the search tree and, yeah, you know it from free. And that, to me, would be a sign of Hey, I need to revisit my resume. And sometimes it was even goes back to put yourself in the in the in the shoes of a hiring manager Ryker, looking for somebody like yourself will have any found. You know, if I have a job description for a software engineer, Well, you know, how would I go out and find it? Hey, I need somebody news that you know it. A application development, you know, So make sure act with issues, developments in the restaurant and, you know, or somewhere out there that these keywords are gonna show up. That's really a that that that's how to be competitive. And I think that the world of AI 1,000,000,000 searches and things were, um okay, I don't know using the word, but it really is those kind of buzzwords. But the same time you put those words in there, make sure that you're, you know, honest id in what your abilities are in Those especially not to speak about because as a technical is, you get into technical interviews about certain things. There's really no, you know, how you doing it are hated that a You know what you want to be honest and up front about Know what? Where your scare little less.

I think there's a fascinating question external, uh, recruiters, agencies there there is a function for them on day, especially if you're dealing with contract printing or, you know, a short term assignments. You know, six months a year. You know the search things. There's an element on need to have those sorts of organizations typically that you know not are not. Other organizations have the ability to have a recruiting, staffing function. And, uh, you know sometimes that they're excellent to partner with there as well. However, they the incurring additional talks so keep cost in mind as well. But you know, I, as you know, we do ensure that they assess and communicate, you know, to our needs. It's no different than a it didn't take and, you know, recruiting intake, meeting with a hiring manager, recruiter rebelling and say, See, you're looking for this. Let's talk about the role. What are you looking for? What's the ideal candidate? What are the top three things that they need to have? What did they need exposed to? And you know what areas should be target or what companies are places where they are most likely to come from a wish your target. That sort of thing is really no different for an agency. Islam's. They've got a really clear description off what is needed for the rope and making sure that everybody is as a real clarity around. Hey, this is this is what we're looking toe Phil here and having them partner with you.

Actually, it's a very radical applicable, because what I have found is my sir genuineness in there. I'll describe a bad practice, and then I'd like toe to show you what is a good practice. Bad practice is, uh, I've seen what they called spam email scheme linked in and glass store. They say, Hey, we got a great opportunity for you and they say, You know, your heart burns near where you're really you know, Ah, program manager that has worked with hardware. And you're not a harbor engineer. And they're just not even just, you know, they're emailing your opportunities where you didn't even, you know, that's not what you do where I have found to be most effective and PASOK units there's actually reading their profiles, getting a little research up front about who they are, where they come from. I mean, is that have been there, what some projects have worked on and within reach outs of those gets you nobody. No, no, I never who you are. I know what you do, and and I would like to discuss on opportunity we have on our team that I think you might be interested in that you're having a real general junior on this as well as what sort of thing. I guess. What? I want us. And if it is almost kind of keep that mind set. If I was being recruited for this role, how would I want people to reach out to me? I want So they know what I do. How long have done it And, uh, it go from there? Yep.

probably the same advice for my job or any job out there and ask you Prepare for an interview. Um, um, some of the key things that I bought this leveraged is one. Read the job. Make sure you get the prescription, but this is a a little known tip and trick that has really helped me in my career is times don't like anything else. Like you need any kind of exercise or anything that you're about to do. You gotta warm up. So how do you warm up for an interview? Well, my advice is always been this, but half on hour before your interview on your way over there, you get somebody to hop on the phone with you and start peppering me with questions, even things like Tell me a little about school. Tell me about your program. Tell me about your and get you answering questions and believe it or not, get in your mind. Just used to answering your questions. And this it gets warmed up to the interview, you know, because you're gonna be good, Pepper, and all of a sudden you're gonna be a flatfoot and cold, and that's that's not a way to go into an interview. Second week I get is a As as you go to those interviews. Uh, you only got a little bit of research off you, if possible. If you know of the universe, just understand where people have come from any kind of research up front and studying. I never thing is especially if they say, What do you know about your organization? You know that company? Um, a lot of people go to the website looking, you know, they about us sort of thing. My, my advice would be actually the opposite. I would go Teoh news organizations knew that. Talk about what sort of challenges with the acquisitions they've done, or or the the foods of Elena environments that there, you're gonna find a whole husbands And, you know, sometimes even, you know, doing a little bit of research on class, star on and understand the or from the comments, you know, giving the sense of of the the culture, these are all useful, useful things. But I think more than anything is warming up for the interview. I can't say enough good things about it.

great question. Well, again, I think there's been a change of career. So what I've seen in years, uh, kind of a stepping stone of different roles in the search planes. So, you know, if you're just coming into recruiting, you know, specifically, uh, what a lot of people start out is is interview coordinator, You know, whether they're starting out working with recruiters, setting up interviews, you know, gauge can index. It really teaches out toe talk. Teoh not only hiring managers, but you can. It's dealing with, you know, quick changes, uh, schedules. And you know all the challenges to come with that. But on top of that, I would probably say, as is you developing in your program, you should always be looking for the next role in the next thing. What I have found works really well is identified as your existing and in particular position. You say you get rolling. Before Tamir, I, you know, wanted to become a recruiter. I would shadow recruiter. I would shadow what it's like to go into a You know, I am a manager and shadow going into thes these interviews on interviewing benefits. I would definitely take every opportunity when about compensation, How to extend it off. How to close a cannon, Having one negotiate and really kind of get you know you're learn are do what you want to do it I have you is you'll see those opportunities. But every time we have an opportunity to learn something ask something, do something Hopefully you're working in In a climate where that's encouraged you ask questions you can learn about those scenes. And if you're right and learn that you have, you know, leaders that believe in deference in developed and, you know, did you never know if a if things change down the road Number seven The Recruiter Pagano's is done to another organization. Waiter, why have you have somebody in your function that can step up and start covering those um stole, uh, Rose Rose to say such things. Me personally. I'm also will need her in continuous education. Insert specifications, whether it be getting PHR spohr learning, you know, top staking them in a conversation. Professional happy. Those are they. They also serve you well

rare. There's there's there's too many toe list out. I think everybody can against to a a you know, a particular higher challenge. The Germans gonna have that where I probably it may be. This is showing my experience. I don't really look at, you know, you have been able to help, you know, what sort of problems have I been ableto solve and who have? I've been ultimately been able to impact in our hearts to developing their career, making sure that they've been able to step up and seeking opportunities in and being a space of opportunity. I give space of opportunity those but that that, you know, starting out and say, You know, I can think of one example right now where we had a recruiter court leader. Now she's the VP of staffing from Micro. You know that that's that's phenomenal, you know, And to know that you've had at least a handed in doing that. That's where I can take my successes

you know, there's all sorts of things. I guess it's a big challenges, at least with work with you to a pack of something different than anywhere else. With a lot of university hiring out of intern hiring, there is a certain cycle that comes in with university highly. So there's basically two large chunks of the year that you're doing a lot of McCurdy Ah, lot of it is right up front during the fall recruiting season. It's getting out what we call our university hires. You know that your interim C that confirming previous in terms into full time new college grad roles in those states that those offers go usually out in in the fall on get depending on uncertain challenges with the universities that be working with, you know, they there's timelines and could strength that you have to. You have to manage the the rules of the university with the needs of the business, looking to know whether or not this student is going toe Teoh except row other parts. There's the intern hiring what's usually also takes place in in part of the fall. But there's a huge chunk of it right there, beginning this spring at this in it, it's being ableto stay on top of that, a swell, and then it zits managing other questions that, coming from interns, hiring managers, everything and it's it's really almost medication that so the challenge is not a thing.

Actually, I add that there's so many ways, I think, ultimately is working in groups. You know, it was a lot of off collaboration working magnitude schedules, you know, getting, you know, presenting in projects. Those sorts of dates, I think prepared me pretty a swell as, um there getting to know other human beings, you know, other, other other other people and understanding how they tick. You know what their motivations are, but also not, you know, checking your own humans and making sure that you're you're kind of doing your best to understand your fellow man and make sure that you know that your consideration you taking almost everything into consideration and coming up with the best intentions. And sometimes that may not be your idea of what the best solution is, but it could be best solution. So, you know, that's a hard question.

It's the life lessons, I think, always doing the almost on a daily basis and assessment and beef, yet debrief of sorts. You know, if you've haven't something particularly well or if you know something didn't go well, this stranger really kind of honed down on the stand with that. It's also having the you know, it's you know, whether he certain stories will be negotiation or executing and, you know, being either too quick Teoh say yes, sir. Or are waiting to Mom to say yes. Our, uh, well, I want to make sure a little clearer every time you you're doing something that has an impact on the business, there should be a your own deep roots, and if possible, you're surround yourself with intellectually honest people that can help you debrief us. Well, that will give you honest feedback and really, but let feelings get hurt that I think, you know, nobody wants take criticism, but sometimes feedback is a gift. And take that gift, do something with it and make yourself better. So those of the life lessons. But by the way, sat this thing sadly, never goes away. You never stop doing this. It's not on the best of my career. I have nothing to worry about. Yeah, you're dealing with people again. And there you gonna have toe to be prepared for some gut hunches from time to time and accept.

How did you get to where you are today? What is your story? What incidents and experiences shaped your career path?

What responsibilities and decisions does one handle in a job like yours? What are the top three priorities? What are weekly work hours like?

What responsibilities and decisions does one handle in a job like yours? Tell us about weekly work hours, including the time spent on work travel and working from home.

What tools (software services, websites, data sources, and programs) do you use at work? Do you prefer certain tools more than the others? Why?

What are major challenges and pain points in a job like yours? What approaches are effective in overcoming them? Discussing examples will help students learn better.

What are the challenges in a job like yours? What approaches are effective in dealing with these challenges? Discussing examples will help students learn better.

What are the job titles of people who someone in your role routinely works with, within and outside of the organization? What approaches are effective in working with them? 

What skills and qualities do you look for while hiring? What kind of questions do you typically ask from candidates? 

How can a candidate with no reference get shortlisted? Can you provide tips and discuss examples of good resumes for students, and candidates changing careers?

When and how do you work with external recruiters or agencies? How do you ensure that they find, assess, and communicate to candidates as per your needs?

What strategies have you found to be effective in discovering, reaching out to, and convincing passive candidates, if applicable?

What helped you to stand out in your hiring process? How should someone prepare for an interview for a job like yours?

What starting job and jobs after that can lead students to a position like yours? How many years does it typically take at each of these jobs?

Can you discuss career accomplishment(s) that you feel good about? Please discuss the problem context, your solution, and the impact you made.

What responsibilities and decisions did you handle? What were the top three priorities and pain points? What strategies were effective in dealing with challenges?

What responsibilities and decisions did you handle at work? What were the challenges? What strategies were effective in dealing with these challenges?

How did the school prepare you for your career? Think about faculty, resources, alumni, exposure & networking. What were the best parts?

What three life lessons have you learned over your career? If any, please also discuss your experiences facing adversity, or trying something unusual.

What three life lessons have you learned over your career? Please discuss the stories behind these lessons, if possible. Stories could be yours or observed.