Executive Talent Acquisition: Riviera Advisors Sponsors Industry Insights from the 2010 IACPR Global Conference
Green Jobs for Engineers: GE Energy And A Whole Lot More!
HireVue's Video Job Interviewing Platform Available to Taleo Business Edition Customers
The "A Players" in Business Can Now Receive The Same Quality of Talent Representation Enjoyed by the Hollywood A List
Communications Coach Jean T. Brown: Critical First Impressions When Onboarding a New Executive
To Create Jobs, America Can Learn from China - According to Economic Trends Expert, Dr. Stephen Leeb
NEW YORK, NY October 21, 2011 -"America needs to learn from the example for future growth and long-term sustainability being set by China, and build the infrastructure and invest in the education and development of talent in growth industries, such as renewable energy and electronics, to achieve long-term growth and the continuation of the whole American experience," according to Dr. Stephen Leeb, a recognized authority on finance, investing and economic trends. Leeb spoke with Peter Clayton, producer/host of TotalPicture Radio, a popular career and leadership development podcast.
Realizing the tremendous career and growth opportunities in "green" industries and technology, Clayton regularly features experts in the field on his program.
However, the picture Dr. Leeb paints in his interview is troubling. China is gaining ground as a superpower and attaining competitive advantage over other developed countries, especially the United States, by using its profits to globally invest in and control mineral commodities such as coal, oil, zinc, silver, and gold. In his latest book Red Alert: How China's Growing Prosperity Threatens the American Way of Life, Leeb argues that access to rare earth resources will determine the standard of living for future generations.
Contingency Hiring is on the Rise and Recruiters Are Benefiting from the Job Surge in Specialty and Senior-Level Placements
According to BountyJobs CEO Michael Hard, interviewed on TotalPicture Radio, Headhunters Can Positively Impact Their Bottom-Line, While Corporate Recruiters Can Fill Open Positions Faster Using Web-Based Job Tools and Solutions
NEW YORK, NY, October 4, 2011 - - Despite the high unemployment rate and the ups-and-downs of the current job market, there is a war for talent. Headhunters, working in industry verticals, are looking to recruit for many niche, highly specialized and senior-level corporate positions. Hiring in start-ups and Fortune 500 organizations continues to rise in specific industries and within certain professions. "Contingency recruiters are reaping the benefits of this upturn, and strong competition for highly desirable passive candidates through the use of unique Web-based tools and services," according to BountyJobs CEO Michael Hard.
In an exclusive interview with Peter Clayton, producer/host of TotalPicture Radio, a popular career and leadership development podcast, Hard stated by using BountyJobs, "The best headhunters can easily add approximately 30 to 40 percent to their bottom-line. And hard-pressed, short staffed corporate recruiters with limited resources can hire for critical positions in half the time it would normally take using traditional recruiting methods, by leveraging online job markets and networks."
TotalPicture Radio Launches Innovative Human Resources and Talent Management Podcast Series with Rivera Advisors
New "Insights: Amplified" Podcasts Put the Spotlight on the Movers and Shakers in Talent Acquisition, Staffing and Corporate Human Resources
WESTPORT, Conn., Sept. 28, 2011 - To help HR, talent acquisition, and staffing professionals successfully navigate today's complex market for talent, TotalPicture Radio has introduced a new monthly human resources and talent management podcast series in association with Riviera Advisors, a Long Beach, California-based global corporate human resources consulting firm.
Called Insights: Amplified - a name derived from Riviera's blog, "Insights from the Riviera" - the podcast series features interviews with proven industry leaders in talent acquisition, staffing and corporate human resources. Featured guests on the initial Insights: Amplified podcasts include:
Melissa McMahon, senior director, Talent Acquisition, CDW;
Frank McKay, manager, Recruiting and University Relations, Schlumberger Limited; and
Paul King, corporate director, Talent, Caesars Entertainment.
"Through this podcast series, Riviera Advisors is taking the lead in sharing leading practices and delivering real, actionable content that can elevate the ability and competencies of the entire HR and talent management industry and profession," said Peter Clayton, producer/host of TotalPicture Radio. Clayton has conducted more than 600 podcast interviews with business leaders, VCs, entrepreneurs, and innovators.
Least Effective Job Search Method Requires Strategic Approach
Chicago, September 29, 2011 - While job fairs are considered to be among the least effective job search methods, thousands of frustrated and desperate job seekers across America attend these events in the hopes of landing a position. While the odds are stacked against the typical job-fair attendee, one employment expert says there are steps one can take to improve his or her chances, albeit slightly.
"The allure of the job fair is that you have a large number of employers under one roof; presumably, all with open positions to fill. However, the number of job seekers at the fair is likely to far exceed the number of available jobs. You are basically taking a leap of faith that you will stand out in the sea of candidates flowing by the recruiter's booth" said John A. Challenger, chief executive officer of global outplacement consultancy Challenger, Gray & Christmas, Inc.
"Even if you do manage to make an impression on a recruiter, in most cases, it simply gets you to the next stage of the recruiting process, which most likely involves further screening of the selected candidates to determine the 10-15 individuals to bring in for a more formal interview at the company."
Forbes.com Contributor Shares Critical Interview and Onboarding Tactics of Top CEOs and Senior Executives
"The Focus Should Be on One's Strengths, Motivation and Fit When Interviewing or Filling Executive-Level Positions,"
- States Executive Onboarding Guru and New Leaders Playbook Contributor George Bradt on TotalPicture Radio.
Stamford, Conn., May 11, 2011 - - "The actual job interview comes down to three key areas - Strengths, Motivation and Fit - and three questions related to those areas determine whether or not a job is a good match for the potential employee and a good hire for the employer," according to George Bradt, managing director of PrimeGenesis, Forbes.com and Huffington Post contributor. In an exclusive interview with Peter Clayton, producer/host of TotalPicture Radio, a popular career and leadership development podcast, Bradt points out that executive recruiters like Kevin Kelly, CEO of Heidrick & Struggles, whom Bradt recently featured in his Forbes.com column, agree that there are ONLY three true interview questions: "Can you do the job? Will you love the job? And, can we tolerate working with you?" said Bradt. "I would suggest any question anybody has ever asked or responded to in an interview was either a subset of one of these three questions or a way to probe a little more into a candidate's responses."
"People do a lot of interview training. They do practice and get coached on all sides. They come in and think they're on stage and want to perform," stated Bradt. "I've got to tell you, I think that interferes because I don't think there are winners and losers in interviews. It is really about finding the right match for both the job seeker and employer." Bradt said that if job seekers as well as hiring managers "stop the posturing," open up and treat the interview process as a "rational conversation" looking to make a connection, the whole process would be much more effective and productive for both parties.