Catenon Worldwide Executive Search group: International JOB OFFERS, access to our exclusive NEWSLETTER and more.

Catenon Global Search is the firm able to find a professional in any part of the world, introduce this professional to a client located anywhere across the globe, and realise this search through consultants located worldwide, working as a single office on a worldwide scale (ONE PLANET-ONE OFFICE).

In order to take full advantage of what we offer, we invite you to join the Catenon Worldwide Executive Search Group at http://www.linkedin.com/groups?home=&gid=1965657&trk=anet_ug_hm and visit our website www.catenon.com to find out exactly how you can benefit from our unique services.

By joining our exclusive group at LinkedIn you can take advantage of our weekly international job offers; have easy access to our exclusive new project, The Catenon Newsletter; not to mention become a fundamental part of our daily discussions which will centre on global trends and statistics focusing on the international movement of top executives such as yourselves.

Be part of something new and exclusive!

Catenon Worldwide Executive Search - Rushit Shah's new Employer

Catenon Worldwide Executive Search is the Executive Search firm that has solved the integrated international search of professionals in more than 35 countries. We offer solutions to our clients' business problems, stemming from the current competitive business environment, to global searches for professional talent.
Catenon Worldwide Executive Search has a team of professionals from over 35 countries, all of whom participate in domestic and international search processes in different countries and cultural settings (United States, Asia, Latin America, Eastern Europe and others). They couple their local expertise with advanced information systems, assessment methodologies and Cátenon's knowledge management process to ensure homogeneous quality and successful search results on a global scale.
For this reason, the Catenon Worldwide Executive Search team performs searches for top professionals, either for one position in several countries simultaneously, or to create local teams for the implementation of strategic outsourcing decisions.


Specialties

Staffing, Recruiting, Head Hunting, Search, Job, Opportunities, Business, Expatriates, Work, Hiring, Recruitment, Executive Search, Career, Research, RRHH, RH, Human Resources, Freelance, Experts, International, Worldwide, Manager, Management, Staff

Contact Me for Discussing your International Hiring Needs
Rushit shah
rshah@catenon.com

Source with your Mobile

A new mobile sourcing application is having its coming out party tomorrow. AutoSearch Mobile for the iPhone and iPod Touch became available on the iPhone Store a month ago, but Wednesday marks its official debut at $4.99.

AutoSearch Mobile, like its full-featured — and more expensive — PC and Mac version, makes it a snap for on-the-go recruiters to search much of the public (and some of the private) web without having to know all that complicated Boolean stuff.

That sound you just heard was the collective gasp of every sourcer in the world sucking the oxygen from the atmosphere. So that we may all resume breathing, let me hasten to say every recruiter ought to know how to write a Boolean search string.

But when you’re on the train commuting to work, or on the L circumnavigating the Loop or in a carpool on the 101 freeway, it’s way easier to use a pulldown menu and a few keywords to look for candidates for that new req. Behind the scene AutoSearch Mobile converts your keywords into Boolean, then searches the web for public resumes and a handful of key business networking sites for matches.

The results can be scrolled, the first few lines of the resume showing. Find something interesting and you can expand it to read more. You can email yourself the search results right from the app.

Lori Fenstermaker, principal of AutoSearch, told me the mobile search is slicker to see than to describe. “People are usually quite surprised,” she said, when they actually try it. “It’s really easy to use.”

Like the full version, AutoSearch Mobile will find matching candidates who have posted public resumes. It also searches LinkedIn, Twitter, Jobster, and ZoomInfo. Unless you have a connection, you’ll need to do a little sleuthing to track down a candidate from those sources, but then that’s why it’s called sourcing, and not compiling.

Fenstermaker sort of stumbled into the software business. The Grand Rapids, Michigan, resident was operating a boutique talent acquisition firm when she took a class in online sourcing.

“Pretty soon I found myself spending more time writing complex Internet search strings than I was calling candidates,” Fenstermaker admits in a post on the AutoSearch website. She turned to her husband who owned a software development company and AutoSearch was born.

It proved so popular with her search clients that they began asking to license it. Now AutoSearch is a separate company and, says Fenstermaker, it occupies most of her time.

AutoSearch for the PC or Mac has plenty of competition. There’s eGrabber and TalentDrive among others.

However, mobile search utilities are still relatively rare. Most of the leading job boards have iPhone applications to help job seekers search listings. But the only direct competition for AutoSearch Mobile I’ve found is Search On the Go, which is $9.99 in the iPhone store. It’s interface isn’t quite as simple, but it does save and display search strings, a feature that AutoSearch Mobile lacks. Both apps access only a single, generic search engine: Yahoo for AutoSearch Mobile, Google for Search on the Go.

ERE.NET - Talent Acquisition Strategies 2009:

Talent Acquisition Strategies 2009: Cutting Through the Clutter and Proactively Managing Quality Candidates

With the unemployment rate heading toward 10% in both the United States and European Union, millions of formerly employed workers are vying for a limited number of available jobs. Best-in-Class organizations are looking opportunistically at utilizing the down economy as a time to develop and cultivate a deeper, higher-quality candidate pipeline.

This study of over 420 human resource (HR) executives reveals that 43 percent of companies anticipate their talent acquisition efforts will increase in the next six months. In the meantime, HR professionals are using the recession to develop high-quality talent in preparation for the economic recovery. Tools such as contact management are instrumental in helping companies build rapport with top talent in today’s market and are required to effectively manage their candidate relationship process.

Best-in-Class companies:

• are 2.3 times more likely than Laggards to hire their top choice candidate
• have increased their quality of candidate to nearly 10 times more than Laggard organisations
• have increased their first year employee retention 5 times greater than Laggard organisations

Source and Author

Quick Training - Recruiting Edge Lesson 1

I welcome you all to the lessons of Internet Recruiting Edge, as i said earlier i will be starting with recruiting tips for freshers and experts in recruiting and hiring. Though my knowledge is just from sources and from my gurus like Shally and Jim.

First lesson would be Finding Candidates before anyone else.

Finding people from Job boards, advertising or job oriented websites are fast and easy but you cannot get fresh candidates in the market as all the leads are rusted by each and every recruitment corporate companies. Also there is no benefit of selling candidates from job portals as even your clients would have seen them. So the solution to this is,come along with Linkedin.com.

Linkedin is booming totally, and all the recruiters and sales came in and started taking advantage of the site with the help of cheat sheets(will tell you more about cheat sheet on my later posts). So candidates started using other networking sites like xing, marzar, plaxo and many more. Gradually every professional networking site came to an end, but people at lower recruitments are still having fruits, but what about people like us, who sell most unique and most saleable candidates in the market to make our brand name look bigger. Then comes Facebook. Facebook has the second highest online database of people around the globe. People started targeting social network sites to get fresh candidates. It was difficult but was possible to get people sharing there social life online.

Facebook with over millions of users, users slowly got frustrated with people bugging them on there social life so stopped entertaining people on social networking sites. So when all resources were getting rusted blogging came into action.

Blog is a short form of Web Blog which means live journal. People started Blogging and started sharing there thoughts, there ideas and there profile which was very important. It is now easy to search blog with the help of google search engine. You can easily find candidates and their profile on google blog search, but as millions and millions of people are blogging, it was kind of hectic to find a profile on the blog.

Finally every resources were crunched and some were rusted and some were so large that it was impossible to search candidates, to this also then came a solution called "Name generation" OR "Name development".

95% of the world’s active employees in today’s workforce cannot be identified using traditional or internet sourcing methods. Instead of the usual “you find us” method used by the majority of recruiters “name generation or name sourcing” identifies an untapped pool of candidates using the “we’ll find you” method.

If you want to Lean more about Name Generation email me at Rushit_shah@gmail.com OR you can call me +91 9371076634. You can find my online profile on linkedin.

So friends you have got yourself on the path of learning to search candidates.

Few of the methods are:

1) Name Generation
2) Blogs
3) Social networking sites
4) Professional Networking sites
5) Job Portals
5) Job Oriented Sites.

I would be interested to learn more of the path if you can share on here for my visitors. If you people are lazy and don't want to type my website address but still want my Training post then subscribe me to get the post in your email account.