RecruitingBrains.com

Sometimes Fun Trumps Work

2009-11-20T06:25:00.002-06:00

Thanks Fireballs for letting us Dads in on the fun (and the 4th Championship in a row).

Manager, CAPA (St. Jude Medical - Neuromodulation Division) Plano, TX

2009-11-10T11:36:00.003-06:00

This position is available in St. Jude Medical's Neuromodulation Division and is responsible for creating and supporting a Quality culture across functional areas by driving compliance activities around the CAPA Program.

The manager will be responsible for managing continuous process / quality improvements and demonstrating compliance during internal and external audit / inspection opportunities.

Check out the detailed job description here: http://www.tinyurl.com/CAPAMgr

And, email Dennis @ sjmjobs@gmail.com

Sr. Electrical Engineer (St. Jude Medical - Neuromodulation) Plano, TX

2009-11-09T14:50:00.002-06:00

St. Jude Medical develops medical technology and services that focus on putting more control into the hands of those who treat cardiac, neurological and chronic pain patients worldwide. The company is dedicated to advancing the practice of medicine by reducing risk wherever possible and contributing to successful outcomes for every patient. Headquartered in St. Paul, MN, St. Jude Medical employs more than 15,000 people worldwide and has four major focus areas that include: cardiac rhythm management, atrial fibrillation, cardiovascular and neuromodulation.

We currently have the following position available in our Neuromodulation Division.

Electrical design of low-power, mixed-signal embedded systems for implantable medical devices.

5-10+ years of experience with microcontroller-based hardware design and C programming in an interactive/collaborative environment.

Major, On-Going Responsibilities:
Detailed electrical hardware and firmware design

Modification and maintenance of implantable medical devices, using best engineering practices for low-power, mixed-signal embedded systems.

Create, edit, and maintain documentation related to design controls and quality system guidelines.

Experience & Training:
BS or MS in an engineering discipline related to embedded systems design.5-10+ years of experience with mixed-signal hardware design and firmware development related to embedded systems (preferably TI MSP430-based design).

5+ years of C programming experience a must.

email resume to: sjmjobs@gmail.com

Director, CAPA (St. Jude Medical - Neuromodulation) Plano, TX

2009-11-09T09:21:00.003-06:00

HOT Job @ St Jude Medical in Plano, TX - Director, CAPA

This job will have complete responsibility for for all CAPA activity and the global complaint management process. Check out the full details on the St Jude Medical career site, HERE!

Then, email your resume to Dennis @ sjmjobs@gmail.com

My Best Tweet of the Day

2009-10-09T13:59:00.001-05:00

One of a kind in the recruiting industry...I call him, "Working Man"
http://tinyurl.com/slouchdavis

Executive Assistant - Mandarin/English (Huawei Technologies) Richardson, TX

2009-10-02T10:19:00.002-05:00

...and speaking of recruiting, I'm looking for a little intelligence for a new role we just opened at Huawei's North American HQ (Richardson, TX).

We are searching for an Executive Assistant that is fluent in both Mandarin and English to join our team. Feel free to email me dennis.smith@huawei.com or call, 925.405.JOBS.

Tom Hyde, LinkedIn Pro - RecruitingBrain

2009-10-02T06:21:00.005-05:00

Meet Tom Hyde - President, Management Recruiters of Murfreesboro-Nashville, TN (MRINetwork).

Tom just sent me an invitation to connect on LinkedIn, and now I know two things about him. He appears to be running a great recruiting business out of Nashville, and, he's written the best "LinkedIn Invitation" I've ever read.

Recruiters, take note:

Hello Dennis,

My name is Tom Hyde, and in viewing your profile, thought
you might be interested in connecting here on LinkedIn.
I am very interested in making worldwide connections, and
I think together we could both greatly extend our networks.
Here is what I have to offer if you were to choose to
accept my invitation:

1. You would have access to nearly 2.4 million
new, viewable LinkedIn members.

2. I am always adding new and valuable connections worldwide.

3. I would be open to forwarding requests if it adds value
to direct connections.

4. If you reach out, I'll try to add value.

With over 2,000 direct connections to share, I would be
able to connect you to a previously untapped network filled
with a large variety of professionals coming from every
strata of the business world.

If you would like to connect, just click here:
http://tinyurl.com/linktotom then click you are
a new friend and use linkto.tomhyde@gmail.com when asked.

Best Regards,

Tom Hyde (LION)
President
Management Recruiters of Murfreesboro-Nashville, TN

I understand that Tom most likely sends the same note to other recruiters/colleagues with whom he wishes to connect. But that doesn't bother me. He took the time, initially, to put together a meaningful request and it easily states how it would be of value for us to connect.

That tells me a few things about Hyde's personality, and the way he conducts business. That's also the kind of recruiter I'd want working on my behalf.

Nice job, Tom

ありがとうございます

Life = Risk

2009-09-30T08:15:00.002-05:00

Failure doesn't make you great. But if you get back up on the horse, the lessons learned will put you in a better position to succeed.

Top 100 Influencers (in the recruiting biz)

2009-09-29T10:44:00.006-05:00

John Sumser is on a tear with his Top 100 Influencers posts (on RecruitingBlogs.com), and they contain features that highlight the best brains in the recruiting business.

When John's finished working his way through the top 100, we'll have to find a way to get him noted as #101. Actually, John just might be sitting in the pole position.

Here's the link to the articles - check' em out: Top 100 Influencers (in the recruiting biz).

Caveman Recruiting | Social Media World

2009-09-12T10:36:00.002-05:00

Here's a copy of my presentation from the TalentNet Live! conference yesteday at the Frito-Lay campus in Plano, TX -

Caveman Recruiting | Social Media World

View more presentations from Dennis Smith.

Recruiting Intelligence on Steroids

2009-09-03T16:59:00.004-05:00

Looking for a bit of recruiting intelligence? Have I got a deal for you. No, really, I do! Just click the banner and you'll find more recruiting smarts in one place on one day than should be allowed by the law:

4 Ways to Find the Best Employers

2009-09-02T22:42:00.002-05:00

"How can I find the best companies to work for?"

That's a question most job seekers ask almost daily.

It's hard to answer ... because it's the wrong question.

Here's the real issue beneath that question: "I don't want to have to think hard about finding the best companies to work for."

Admit it. You -- like me and all humans -- hate to think.

It takes time. You have to pick and choose. You might make a mistake. And it can give you a headache.

But unthinking behavior is a sure way to stay unemployed.

So, let's re-phrase the query, because a well-phrased question is half-answered.

If you've been job hunting for more than 4 weeks, ask this question instead: "What have I NOT been willing to do to find the best companies to work for?"

That's better. And easier to answer. In fact, here 4 things you can do TODAY to find the best employers to work for ...

1) Look at your connections on LinkedIn.

I mean really look. Pick 5 people you admire, view their profiles, and look for the following:

* Where do they work now? (Could you work there?)
* Where did they work before? (Could you work there?)
* Who are their clients? (Could you work there?)
* Who are their competitors? (Could you work there?)
* Who are their vendors? (Could you work there?)

Do this for 5, 10, or more people, and you'll surely find 5-20 prospective employers.

2) Make connections at your last employers.

Specifically, think about everyplace you've worked before. Now ask yourself the following questions:

* Could you work there again? (Could you work there again? Don't snicker -- getting re-hired happens every day.)
* Could you work for your former clients?
* Could you work for your former competitors?
* Could you work for your former vendors?

3) Find companies in the news.

Spend 15-20 minutes researching the Business section of your local newspaper, looking for fast, smart, growing companies. Can't find any? Consider moving (or looking harder).

4) Ask 5 people you admire.

I saved this for last, but it really ought to come first. Because, the more conversations you have, the more people will know about your job search -- and the faster you'll get hired.

So, ask the 5 most-connected people you know for advice.

Tip: Take them all out for coffee, bring a legal pad, take notes. In 30-45 minutes, you'll surely come away with answers that will shorten your job search. Total cost: Less than $30.

[Article by Kevin Donlin, Co-Creator of the Guerrilla Job Search System.]

If you're in the job market and want to try something new, you can see Guerilla Job Search secrets caught on video and learn more here.]

The Guerrilla Guy is a Recruiting Brain

2009-08-31T12:54:00.012-05:00

I can get on the phone with David Perry and learn more in less than 3 minutes than I can with most any other recruiter. I don't say that lightly...I have a lot of recruiting friends.

Since it doesn't take me long to learn from David, I'll honor him here with a "recruiting brains" award by tootin' his horn in less time than it takes me to get my kids through the drive-through at Wendy's (yes, that's 2 small vanilla frosty's and 3 medium chocolate).

In 2008, I had the privilege of sitting through David Perry and Kevin Donlin's 10-week "live" Guerrilla Job Search Bootcamp. Hands-down, it was the best job-search material I'd ever seen - heard - read. I was blown away with David's wisdom and his ability to clearly communicate exactly what job hunters need to know to get a job --- fast.

There's a reason David's known as the rogue recruiter, and in the bootcamp, he basically taught the same principles that have made him one of the most successful recruiters in the world (fact is, in 22 years, David's completed 991 searches for jobs paying roughly $170 million in salaries - not too shabby).

Simply put, David Perry is a recruiting brain. And, on the flip side, the most recent version of his book, Guerrilla Marketing for Job Hunters 2.0 is a no-brainer. Get it fast. Put it to practice. And get ready to have more fun than you ever thought possible in job search.

twtBizCard :: Twitter Business Card for Dennis Smith, Founder / President / Recruiter at WirelessJobs.com

2009-07-25T00:38:00.001-05:00

twtBizCard :: Twitter Business Card for Dennis Smith, Founder / President / Recruiter at WirelessJobs.com

Posted using ShareThis

Michael Homula - RecruitingBrain

2009-07-15T05:51:00.008-05:00

Michael Homula lives big. That's why I like this guy. With Homula, there's no holding back - on opinions...expertise...life. But here's the double-whammy on this guy. He's also smart. And that's why I follow his lead when it comes to recruiting. He's a RecruitingBrain.

Google Michael Homula's name and you get 13,000 results. But unless you read every link, you'll never get a feel for how this cat has impacted the recruiting community over the past decade.

Since I'm late for work and don't have the time to wax on forever about the big guy, you can read up on him HERE; listen to him HERE; find him on LinkedIn HERE; and follow him on Twitter, HERE.

And finally, here's a post from last year that was one of my faves (and not just because I was a fan of 300)

Almost forgot - you can read his bio HERE.

Well, that's all the recruiter-worship I can muster for the day as the Dallas traffic is calling my name.

Just do yourself a favor. Read this guy. Whether you agree with him or not, Homula will make you think.

Now, say it with me: thinking is good.

Job Search and Bad Traffic

2009-06-15T09:07:00.003-05:00

Smart recruiters don't put all of their job-search brains into one basket.

Neither should smart-jobseekers.

Great Big Hairy Recruiting Brain

2009-05-08T10:53:00.020-05:00

A few years ago, I was lucky enough to get picked by Jason Davis (RecruitingBlogs.com) to be on a panel at the Kennedy Info Recruiting Conference. The topic: blogging. The night before the conference started I sat at a table and shared a meal with Jason, John Sumser, Steve Rothberg, and Jim Durbin.

Truth be known, I felt a bit like the cabin-boy listening in on the conversation in the Captain's quarters. Not that anybody made me feel like the cabin-boy...on the contrary, if you've had the privilege of sharing a meal with any of these sailors, you know just how gracious they are.

Although I'd been interacting with and reading Sumser's thoughts for some time, I'd never met him. I just knew he was smart - that he oftentimes aggravated recruiters who are easily provoked - and that I wasn't deep enough to grasp the gist of his articles in one, fell swoop. John made me slow down. In a world of quick-fixes and fast talkers, Sumser's thoughts required that I down-shift and begin the process of "thinking" anew.

Now, introductions, food and drinks aside, fast-forward to the end of the meal. Our plates are cleared and we've gradually worked our way around the table turning the world of recruiting on its ear (at least I thought so). Prior to the meal, I would have summed up John Sumser in two words: Recruiting Brain. But as I sipped the after-dinner coffee I decided to add three additional words: Great Big Hairy (as in Great Big Hairy Recruiting Brain).

The latter description has nothing to do with John being a big, hairy beast. Although, you must admit, he's got a pretty cool head of hair. Rather, it has more to do with the fact that my respect for John's involvement within the recruiting community exploded after meeting him in person.

Yep, he's one sharp cat. He's also amazingly gracious, inclusive, and genuinely concerned with the health of the recruiting community (more so than most recruiters who are actually doing the job of recruiting each day). And the questions...holy smokes! John keeps us real by asking questions. Questions aren't easy. They make us squirm - sweat - THINK. And that's all good. Because that's what helps us grow. If we are open to it.

In the pure joy of the moment, I love giving an unscripted high-five to a teammate whose only thought is, "We did it! Great job!" It's very clear - it's not about them; their focus is on the team, and they derive pleasure in knowing they've done something to further the team's cause.

That's how I feel about Sumser. In a world where 'personal branding' efforts have taken on a life of their own, it feels good to acknowledge a teammate who continues (over the long haul) doing his part to prod us on - encourage us in the fight - ask the hard questions (without the expectation of pay-back or retweet).

If you don't believe me, just read his latest post.

That's right. He's a Great Big Hairy Recruiting Brain.

There, I said it.

Meet Brett Kopf: College Student | Jobsearch Brain

2009-04-28T17:03:00.016-05:00

I met Brett Kopf today. On Twitter. Kopf is a senior at Mic higan State and like many college students, he has a LinkedIn profile, a social network (that he created), and a blog.

What's different about Brett Kopf is that he's currently a Digital Media Intern @ MSU, and smart enough to have a Twitter account that he uses to connect with people like...me. No, not dorks, recruiters.

Brett piqued my interest so we exchanged a few tweets. I asked how he was approaching his job search in light of the recession and constant bad news about jobs for pending grads.

Brett's response: (reading from the bottom up)

That's good jobsearch advice - straight from the college student's mouth.

It's great to have a strong network. Brett and his peers certainly have a much stronger support network than most of us in our 40's. Brett, however, creatively sets himself apart by seeking out and connecting with the community of recruiters (generational diffs aside) currently engaged in the world of social media.

Smart move, Brett. We might have 20+ years of grey hair separating us, but we both certainly dig technology and know that tools like Twitter allow us to make connections with people (geography aside) that otherwise might be impossible.

My hat's off to Brett Kopf (jobsearchbrain). Reach out and connect with him on Twitter @BrettKopf while he's still in job-search mode.

I've got a hunch he's about to make a great hire post-MSU.

Recruiting Brains StayUp!

2009-04-23T09:30:00.003-05:00

I've never met Christopher McCann. But I read his post called StayingUp! and I like him already. And while we might not share the same taste in music : ), we do share the same ideology when it comes to recruiting: attitude is everything.

If you don't think so, do a quick comparison of the most successful recruiters you know. My bet is that the majority have a killer attitude (as in, they get knocked down but they don't stay down). They claw their way back up in spite of what's going on around them. And they keep at it - keep at it - keep at it (David Perry's a perfect example and my constant source of encouragement).

McCann seems to be cut from the same cloth. And anybody that's been in this business (with the same company) as long as he has, is doing something right. In fact, he just might be a recruitingbrain.

You decide - check out his 10 ideas for Staying Up! that's posted on his blog (CMCSource).

You just might call him a recruitingbrain.

Kevin Donlin and David Perry - RecruitingBrains

2009-04-14T13:29:00.005-05:00

With their Wall Street Journal interview behind them, Kevin Donlin probes David Perry with questions like, "Should job hunters rent billboards?"

While this video is just a short look at their take on some issues, these guys are doing more to help job hunters than most recruiters I know.

Yep, they are recruitingbrains.

Watch their video, HERE.

Kelly Dingee - RecruitingBrain

2009-04-09T14:37:00.015-05:00

recruitingintelligence is easy to find at Fistful of Talent - today I spotted some low-flying intel via Kelly Dingee, Technical Writer/Sourcing Researcher for AIRS.

Kelly's article, Build It and They Will Come: TwitterJobSearch, ponders the question: "Is TwitterJobSearch the new "IT" site?"

While not everything that's "free" is worth the trouble, I'm siding with Kelly - "maybe." And my maybe is based on the fact that, as a recruiter, you've got the ability to post your jobs for free and have them indexed by TwitterJobSearch (and it really is simple).

This pic is tough to read, but it show you how simple it is to tweet your job and have it show up on TwitterJobSearch:

Just tweet your job - keep it to less than 120 characters (save room for retweets), include key information and a link to the job posting. Pretty simple.

Kelly's main question is this: "Does TwitterJobSearch have the attention of JobSeekers?"

I'd have to say "no." The been a lot of twitter talk lately, but the average person is still pretty Twueless (that's "clueless about twitter") not to mention the fact that there's even a lot of recruiters who had no idea that TJS existed. If that's the case, then TJS is probably behind the curve in terms of what they are doing to drive jobseekers to their site.

However, I think the recent stat's that allude to Twitter's metoric growth will help take care of some of that. I mean, wow, they are all over the stinkin' internet. Check out the results on Google with just a simple search on the word "Twitter:" 324 million results. How 'bout a quick search on "twitter" using Google's "news" tab: 57k (and that's just for the last hour!). For cryin' out loud, there's an article posted less than 1 hour ago about a car wash that's embracing Twitter! Say what?!

Thanks Kelly, for pointing the recruiting community to TJS! Now, if enough recruiters will ask the same questions, maybe the good folks at TwitterJobSearch will not only keep up the good work, but also tell us what they are doing to drive the attention of the jobseeker!

Why Should I Hire You?

2009-04-06T09:08:00.002-05:00

Ok job seekers, Chris Russell has a little experiment for you. As some of you know he runs the career advice internet station http://JobRadio.fm.

Chris invites job seekers who are unemployed to "pitch" themselves to potential employers. He will then publish selected pitches on the station and through his podcast feed. Its your chance to stand out in a crowded job market.

Here's how it works

1. Come up with a 1 minute pitch for yourself. It should start with "My name is......I'm looking for a job as....You should hire me because...."

2. Call the JobRadio comment line at (206) 888-9910 and leave us the message in a voicemail.

Speak clearly and be creative!

You only have 1 minute to record it. If you mess up, call again.

At the end of the week he will publish the audio.

My DailyMugShot

2009-04-02T13:35:00.001-05:00

It seems vain (and I suppose it is), but it's really kind of fun.

Daily Mugshot

Telonu (as in, tell-on-u)

2009-03-28T09:59:00.003-05:00

Telonu (Tell-on-u) is the latest site dedicated to the task of truth, justice, and the American way (a little love the the Superman fans).

A victim of recent layoffs? Love your company? Hate your company? Telonu lets you "Rave, Rant, Rate" your company, your school, and all the people in between.

You can post as "anonymous" or with a nickname - your choice.

I've already searched a a few companies and haven't found much info (it seems people are being nice in the recession). Will it last?

It's Fun Being Five on Friday

2009-03-27T11:17:00.005-05:00

Personal Information Alert

This post and attached picture have nothing to do with hi-tech, wireless, or Twitter (yeah, believe it).

I just thought the picture was too cute to pass up.

So...what is it?

A work of art? Kind of.

Sunglasses? Sure.

Or, it could be what's left of my 5-year old's Blueberry Bagel topped with Peanut Butter & Honey. Oh, baby.

Yep, there's nothing like the imagination and fun of being five.