NoDak
Hotlinking' sonofabitch
- Joined
- Apr 7, 2013
- Messages
- 23,364
Since when do you ask permission to be a dick?Um…can I be a dick here and offer some advice?
Since when do you ask permission to be a dick?Um…can I be a dick here and offer some advice?
Thats why I posted it, asshole.Um…can I be a dick here and offer some advice?
Fine. Jesus Christ, man.Thats why I posted it, asshole.
k thenFine. Jesus Christ, man.
Lookit, it is too fancy, okay?
I can offer my services to rewrite this for you for a small fee.
Salaries are like real estate prices right now. Get’em while you can.So I finally got off my lazy ass and updated my resume and have been toe-dipping.
Based on the interviews I have had, I am getting MASSIVELY underpaid.
You have more confidence in humans than I do.Also most people can do better than Chick Fil A if they really wanted to.
Yeah, I have noticed that recently. It used to be a deal back in the day to demonstrate job stability.Salaries are like real estate prices right now. Get’em while you can.
Thing is, Chick Fil A doesn't hire your average dumb ass.Also most people can do better than Chick Fil A if they really wanted to.
Skid...I love ya like a brother.Recruitment / Retention / Compliance Leader (RRC)
@ Crown Restoration & 1-TomPlumber
Reporting to the Integrator, the RRC will be the across-the-enterprise champion for talent identification and recruitment, talent retention, and compliance with applicable federal, state, and local employment statutes and professional licensing requirements. The successful candidate for this role must have a high-energy and winsome manner with current and future Crown Restoration & 1-TomPlumber employees, must demonstrate meticulous attention to detail in the development of process, policies, and procedures related to talent recruitment, retention, and compliance, and find it thrilling to create and deploy sustainable toolsets and tactics supporting these responsibilities.
The RRC must develop powerful workplace relationships across the enterprise and within production, finance, operational support, and business development verticals towards the end of developing and deploying “insider” knowledge when building recruitment and retention strategies.
Additional responsibilities include enterprise-wide management of professional training and licensures, insurance and fleet management requirements for the corporate vehicle fleet, and primary responsibility for maintain good standing with vendor credentialing services supporting our field business development team.
Minimum Requirements
• College degree, 2-yr or greater completion
• Experience interpreting and explaining legal documents that may include: contracts, employment statutes, health and safety statutes, or other similar controlling documentation
• Advanced computer fluency in: Microsoft Office suite including Word, Excel, Powerpoint;
• Excellent written and verbal communication skills that translate conversations into systems, process, and toolsets
• Highly capable managing multiple workflows with and without interruptions
• Strong commitment bias towards “get the job done, on time”
• Experience managing others with influence, rather than with direct authority
• Strong personal network of professionals from which to recruit
Preferred skills
• History of talent recruitment experience
• Entrepreneurial background in an SME (small to medium sized enterprise)
• Familiarity with CRM or production management software
• LEAN or Six-sigma certification, or similar project manager / process excellence certification
FT available with minimum 40-hour commitment.
Benefits include competitive salary, available bonus / commission structure, flexible hours, health insurance / dental insurance, and potential for remote work for the successful candidate.
So damn important.• Experience managing others with influence, rather than with direct authority
That is not something you put in a job posting unless you want to scare off about 99% of the applicants.So damn important.
Having the verbal skills to resolve or help things by just talking instead of having authority over them is so damn important. Middle management is best at this.That is not something you put in a job posting unless you want to scare off about 99% of the applicants.
Well maybe you're just not winsome enough.That is not something you put in a job posting unless you want to scare off about 99% of the applicants.
Thanks for stating the obvious. It still is not something that is common in job postings.Having the verbal skills to resolve or help things by just talking instead of having authority over them is so damn important. Middle management is best at this.
I am definitely not "winsome".Well maybe you're just not winsome enough.
I did not write it but I fully support it.Skid...I love ya like a brother.
I am going to have a difficult conversation with you and I hope you will not get offended.
First, who wrote this? If it is you, I will be happy to offer you advice. If this is someone who works for you, I suggest you fire them immediately.
There are some words in there like "winsome" that have no place in a job posting.
Jargon that is too company specific turns off applicants in a big way. Your job titles should be vague enough to attract interest and the whole idea is to get as much response as possible and be very specific about how you want to disqualify applicants.
I have no goddamn idea what an "integrator" is.