Month: <span>March 2013</span>

Several purposes of the Qualification Matrix:

1. Clarify the position with Management, Manager, Team, Recruiter on the target

2. Communicate position requirements externally - Vendor, Referral Sources, Postings, etc.

3. Define position for applicants/potential candidates

Qualifications

Required Qualifications:

• BS manufacturing or Mechanical Engineering or Industrial Technology

• Minimum of 3 years directly related experience (welding, fabrication)

• Experience with ERP systems

• Autocad, CAM works and SolidWorks (or ProE) experience

• Physical ability to do the job (50lbs occasional lifting)

• Prior experience in working with floor, quality, sales, cost reduction

• R & D experience

• Project management skills

• Cross functional work and team experience

• Design, 3D drawing ability

• Microsoft office experience/p>

Other Qualifications:

• Strong oral and written communication skills; can adapt message and style to meet the audience

• Team player and ability to build teams; "on the floor mentality"

• Well organized; ability to prioritize; flexibility

• Handles multi-tasking and fast paced environment; willing to work the hours necessary to get the job done

• Excellent problem solving skills

• Assertive; get it done approach; goal oriented; responsive; hands on; willing to get hands dirty

• Quick study, digs in, self sufficient and investigative; a go-getter

• Personable; likable to wide range of people; approachable; not arrogant; sense of humility

• Smart enough; blue collar engineer

What site do Americans frequent the most to search for a job? Turns out it’s a job aggregator named Indeed.

Last month, says comScore, the web traffic measurement company, 17.3 million different visitors from the U.S. clicked into Indeed to look for a job. That translates into a 29% increase over December’s job search count.

Overall, January saw a 24% increase in the job search category, ranking comScore’s broader Career Services category among the fastest growing of all website groupings.

Jeff Hackett, executive vice president of comScore, noted that in addition to big jumps in tax and travel sites, “We also saw a very seasonal spike in the Career Services category, including Job Search, Training and Education, and Career Resource sites, as Americans looked for ways to grow their careers and expand their skill sets in 2013.”

CareerBuilder, Monster and SimplyHired also saw big increases in their job search traffic. CareerBuilder was up 20% to 9.6 million visitors; Monster grew 32% to 9.1 million, and; SimplyHired was up 40% to 4.7 million.

Source: http://bit.ly/12IW2A0

1. Define the requirements carefully. This sounds ridiculously easy, but it's amazing how many business owners will embark on a search without determining exactly whom they want to hire. It's important to detail the specific job requirements and desired personal characteristics, creating a "hiring scorecard" that can be used in screenings and interviews to determine if a candidate can fulfill the requirements of the job. Needless to say, it's also critical to determine if the candidate will be a cultural fit as well.

2. Look for repeated patterns of success. Don't just look for tactical job responsibilities and skills--find the applicants who have repeatedly made a mark and exceeded expectations, time and time again. Drill down in the interview to ask those questions; find out how they measure their own success and whether their employment history tells a story of a superstar.

3. It's the network. With so many resumes flooding in for each open position, you should rely on inbound candidates even less than you ever have. Your friends and their friends know the fantastic players who are searching for their next opportunity; tap into them and save yourself a lot of paper time.

4. Find a recruiting platform that allows for pre-screening. When you do need to wade through resumes, use a recruiting system with pre-screening questions and candidate rating capabilities. This allows you to focus on the exact capabilities you need and only review the candidates who have passed the initial screening, saving yourself massive amounts of time.

5. It's still about the passive seekers. I personally recently hired a VP of Marketing for my company, but when I first came across him, he was already installed at another company. I courted him for months, persuaded him and eventually he came to work for me. In essence, I treated this executive search as though it was occurring during a gangbusters economy where talent is scarce. The reality is, the truly premium talent is still scarce, and always will be. If your bar for talent is as obscenely high as mine, passive seekers can make or break your search.

6. Don't settle. Almost every tip I've provided works in both a good and lousy economy. But let's be honest: When the good times roll, it's easier to find someone and say "good enough." But in a down economy, you should never do this. Take the time you need to find the right candidate, either active or passive, and make the right hire.

Source: http://bit.ly/pkbpwX