Job search cartoons courtesy of Teena Rose and Resume to Referral
Job search cartoons courtesy of Teena Rose and Resume to Referral
"I've spent the past three years researching Millennials, writing about them, conducting seminars about them for corporations ... so I know first hand the power of this young generation and the impact they are making, and will continue to make," said Orrell in a recent press release.
Orrell's monthly podcast, "Millennials in Motion," debuted in October with a candid interview with Ryan Healy, the co-founder of Brazen Careerist. Orrell will showcase a different successful Millennial each month, in an effort to inspire and motivate members of her Gen Y audience who may be feeling discouraged by unsuccessful job searches or disengaged with unfulfilling jobs. She will focus on interviewing Millennials involved such pursuits as in philanthropy, entrepreneurship, business, entertainment, sports, music, politics, and entertainment, and she will also interview young people who have
overcome substantial personal obstacles to achieve their goals. In addition to her new podcast series, Orrell also has a new book, scheduled for release later this month, Millennials Into Leadership.
Sometimes the only thing a young college student or recent graduate needs inspire him to keep pursuing his dreams is to hear how his peers have made their own dreams come true.
]]>10. Do not bring your boyfriend, best friend or children to an interview. This is horrible interview behavior. I once had a candidate bring her entire family - there were seven very rowdy people in our lobby. You can imagine what we were thinking.
9. Do not curse or use profane language during an interview. Absolutely someone has done this before and they were promptly removed from the running. Using profanity during an interview is unprofessional.
]]> 8. Do not chew gum or smoke during an interview. Again this goes back to professionalism and smacking gum during an interview = not professional.7. Do not argue with the employer. Even if you know you are right beyond a shadow of a doubt about something it is just bad manners.
6. Do not put your briefcase, purse, pocketbook, handbag, etc. on the employer's desk. This is more subjective than the rest but it goes along with their personal space and professional etiquette. You would not go to a stranger's house and prop your feet on their dining room table... same theory here.
5. Do not gossip or tell jokes. Jokes have no place in an interview even if it is related to the job and gossip certainly doesn't either.
4. Refrain from bad mouthing your previous employer. This is like an epidemic. I think people get trapped because the employer wants to know why you left your last position. Even if you left because so and so was a horrible manager, they were misappropriating funds, Sheila was sleeping around, or Joe was sexually harassing you. It does not matter, the employer does not want to hear it. If you speak negatively about a prior employer your potential employer will assume that you will bad mouth him as well. Zip your lip, my friend, and instead use one of these: "I am looking for growth opportunities, advancement or a better opportunity", "We had new management and they restructured the organization", or "The company went through a layoff." Only use what is truthful. If something bad happened and you left because of it, then obviously you are in search of a better opportunity.
3. Do not accept refreshments. Drinks spill and food makes a mess. Enough said.
2. Do not say ANYTHING negative about yourself, colleagues, previous employers, competitive organizations and do not tell them about your personal or financial troubles. Most importantly do not express your NEED for the job. We are all human and as humans, desperation is a turn off. You know this... remember dating during your high school years?
1. During the first interview do not discuss wages, benefits, vacations, perks, etc. This is a tricky one because what do you do if the employer brings it up? Here is a general rule of thumb; do not bring up salary, benefits, vacation, perks etc. If the employer brings it up there are two ways to respond. If he brings it up at the beginning of the interview and he would like to know your salary requirements, you could say something like: I would really like to hear more about the opportunity before I could say what my salary requirement would be; OR you can give him a range. I typically do not like to commit to a number. I like to share a range. For example, if you were interviewing and were asked what are your salary requirements you could say mid-to-high $50's. This gives them AND you some wiggle room. Often times you find that during an interview employers will share with you what the budgeted salary is for the position. If it is within your range and they ask you about it, you can share with them that it is within your range. It is perfectly OK to negotiate salary - but NOT during the initial interview. In fact, most experts will advise you to shy away from talking about it during the initial interview and instead leave it for when the employer brings it up during future meetings. Also, when you are asked at the end of the interview if you have any questions, do not ask about benefits, vacation or PTO policies. These questions make you seem only interested in the perks and not in the position.
This is simply a basic list for your next interview. I assure you there are many more points to consider however, these are the most common mistakes I have seen. Review this list frequently and make sure you are not making the same mistakes at your next interview. Best wishes in your job search!
Jessica Holbrook is a former Executive Hiring Manager for Fortune 500 companies and President/CEO of Great Resumes Fast. She creates powerful, customized, and targeted resumes that are guaranteed to get her clients interviews. For a free resume analysis visit http://www.greatresumesfast.com, email your resume to info@greatresumesfast.com or for a free phone consultation call 1.877.875.7706.
Courtesy of the Recruiting Blogswap, a content exchange service sponsored by CollegeRecruiter.com, a leading site for college students looking for internships and recent graduates seeking entry-level jobs and other career opportunities, and posted on The Daily Recruiter.
]]>Thanks to an amazing membership with Career Directors International, I had the distinct pleasure of hosting a booth at the most recent National Careers Job Fair. Three hours of job seekers pouring in through the doors and my assistant and myself providing free resume analyses. I spoke to 100+ job seekers and found one common thread among them all--they had no idea who they were ... on paper.
I must have repeated the phrase, "What do you want to do?" a hundred times. I know I asked all but two job seekers that question. I remember the two I didn't ask because their resumes stood out from the rest. They had professionally branded themselves, and it was obvious to me exactly who they were and what they wanted.
]]> Do you know who you are on paper? When I look at a resume, the first third is what is most important to me. Why? Because it contains all of the information I need to know:I can gather all that from the first third of your resume. Scary, isn't it? I'll bet it makes you wonder what your resume is saying ... doesn't it?
Listen, if you look at your resume right now, and you have an objective on there, and it reads: To obtain a position with an organization that utilizes my experience and education, then you have no idea who you are or what you want. At least that is what your resume is telling me.
Do you have a one-line introductory/positioning/branding statement on your resume? Is it immediately qualified by keywords in the text that follows? No? ... Well, that's probably why you're not getting any interviews. People like me (HR managers, recruiters, hiring managers, decision makers) have no idea where to put you, what you're applying for, what you want to do, or what you are qualified to do.
Enter: Professional branding statement. Get one!
As an expert resume writer, my job is twofold. Firstly, to help you figure out what your unique professional brand and value proposition are and how they align with your talent, passion, and vision. Secondly, to gather all of the above stated information and strategically position you as a leader and make you stand out in the crowd of thousands of other job seekers vying for the same position.
Jessica Holbrook is an expert resume writer, career and personal branding strategist, author, speaker, and president/CEO of Great Resumes Fast. She creates high-impact, best-in-class resumes and cover letters that win interviews. For a free resume analysis, visit http://www.greatresumesfast.com. Or, for a free telephone consultation, call 1.877.875.7706
Courtesy of the Recruiting Blogswap, a content exchange service sponsored by CollegeRecruiter.com, a leading site for college students looking for internships and recent graduates seeking entry-level jobs and other career opportunities, and posted on MN Headhunter.
]]>"I would say that the phrase 'being likable' implies that you are easy to get along with and that you respect other people, whereas, 'being nice' denotes a lack of sincerity," said Holly Stokes, author of "Train Your Brain, Get Results."
]]> Melody Brooke,author of "Oh WOW, This Changes Everything," agrees that nice people seem insincere and untrustworthy. "Being likable is a personality thing ..." she said. "There is something about the person you feel warmly toward. Likable definitely gets you further than being nice."Mark Stevens, president of MSCO and author of "Your Marketing Sucks," is also in support of being likable instead of nice, if forced to choose. "Nice people are often treated disrespectfully. Is this fair? Of course not. But human nature isn't always fair. Boy by a long shot," said Stevens. "On the other hand, people are often 'likable' because they are self-confident, exude charm and power. They may or may not be 'nice' but they are 'liked' because they are interesting or exhilerating to be around. You don't have to choose between nice and likable, you can be both, but push come to shove, take the latter. It's a lot more fun."
"If you work to be kind, the people who are worth their salt will like you," said Dick Cheatham of Living History Associates, Ltd. "Thus, you get both ... being kind and being liked."
Psychotherapist, Dr. Nancy Irwin gave a broader perspective, pointing out that each has its benefits in the professional world. "Each quality has its place. There is not one that is better than another, inherently. Different businesses and jobs have different qualities that are needed. [For example], public speakers should come across as likable, as should most performers. Yet, being nice (authentic, real), is more important for teachers, health professionals, etc."
Truly, the best way for any new employee to work well and get along with his coworkers is to first be himself, whether it's his nature to be nice or to be likable. In time, his colleagues will see for themselves who he really is and any preconceived notions they may have had about "nice" vs. "likable" will go right out the window ... at least in his case.
Article by Candice Arnold
Courtesy of the Recruiting Blogswap, a content exchange service sponsored by CollegeRecruiter.com, a leading site for college students looking for internships and recent graduates seeking entry-level jobs and other career opportunities, and posted on HR Search Marketing.
]]>Commis Chef
Most chefs begin their careers as a humble apprentice, or commis chef, assisting the line cooks and chefs de partie by peeling vegetables, practicing knife skills, and learning the skills needed to succeed in the culinary world. This entry-level position offers a chance to experience the fast-paced restaurant business firsthand. Many well-known and respected chefs began their careers as lowly commis chefs.
]]>Chef de Partie
The majority of chef jobs are found in this level of employment. Also referred to as station cooks or line cooks, chefs de partie are divided into a number of categories depending on their particular specialty. Not all restaurants staff each of these positions; often two or more jobs are incorporated into one individual's responsibilities. The elements of a full brigade in the kitchen are:
Sous Chef
By demonstrating competence and culinary skill as a chef de partie, a chef can achieve the status of sous chef, the second-in-command in the kitchen. The sous chef oversees the daily running of the kitchen, combining the skills of a manager, a teacher, and a quality control technician. Sous chefs are usually responsible for ordering the stock for the restaurant and ensuring that all foods are of the highest quality.
Head Chef
The pinnacle of any chef's career is achieving the rank of head chef in a prestigious restaurant. The head chef assumes complete control and responsibility for the food produced in his or her kitchen, and designs the menu and the recipes used by the chefs de partie. This position is usually the culmination of years of experience and hard work, and offers rewards commensurate with the high level of responsibility.
Guest post was contributed by Christiana Kim who frequently writes about Online Culinary Arts Degrees and college related topics for Online College Guru, an online college directory and comparison website.
Article courtesy of Carl Chapman, Founder, CEC Search, LLC and Confessions of an Executive Restaurant Recruiter
Fired Due To Error In Background Check, Carroll Woman Still Jobless
Eschol Amelia Studnitz lost her $58,000 accounting job July 31 because a government background check deemed her "unsuitable" for a low-level security clearance. She was stunned. She had no criminal record.
"I kept thinking, 'What could I have done?' " said the 59-year-old Carroll County resident, who goes by the name Amy.
Her shock was warranted: Her firing was based on a mistake. And within days, her employer, Corporate Mailing Services of Arbutus, heard from the Social Security Administration that she could, in fact, work on a new contract handling mail for the agency.
But three bewildering months after her dismissal, Studnitz has not been rehired or found other work in this tight job market. A single woman who's relying on her $405 weekly unemployment checks, she says she is behind on the mortgage for her Manchester home and has a shut-off notice from Baltimore Gas and Electric Co.
"I'm in a jam, a real jam," she said, "and I didn't do this to myself." She wants to regain the job she landed in April 2008, but the company now says it won't rehire her due to supposed performance shortfalls. She would like to sue the government for thousands of dollars of lost income, but could face long odds.
Article by, Jason Morris and courtesy of EmployeescreenIQ
As this topic is rather broad, for the purposes of this web site, we will limit the discussion to recruiting and hiring employees or staffing up a business.
Can You Really Effectively Outsource Human Resources?
The short answer is yes but it depends on the size of your company. HR outsourcing is an effective option for small to medium small but growing companies.
It can come in different forms. For instance maybe you only need some part time consulting. You can outsource specific task, such as developing a recruiting plan or helping with the review of resumes. Whatever your need it can be customized to your budget and the size of your company.
]]> Examples where companies may consider bringing in outside help.There are more but in each of these cases, outside help from an HR professional would be a tremendous benefit to a company.
Other examples outside of the recruitment process may include using an HR consultant for contract recruiting or possibly a benefits administration. Alternatively, as another option, you can use an employee leasing company where you bring in a company to take over the entire HR function. Or you can look at HR consultants where you can bring someone on sight part time.
It is up to you. For the purposes of finding and recruiting employees, you need to verify that your solution has the credentials and knowledge to recruit for you or at least knows how to locate a good service partner they can work with you to fulfill your hiring and staffing needs.
After 20+ years as an engineer in the R&D world, Tom Tassinari found himself in the recruiting world. By adapting the problem solving and process discipline skills of engineering to the recruiting world, he now works with companies on locating and hiring top talent...with his own techie twist.
This means you would interview a CFO differently than a line manager or billing clerk. So let' begin with the best way of how to conduct an interview. Well there are elements that should go across demographics of the positions. While there is more at risk when hiring a CFO than a billing clerk, you still want to hire the best candidate possible.
The Process
Assuming you have done a good job of screening your candidates, you have some notes, a resume and some reference checks, the next few steps might look like this;
Skills/Personality Testing
The skills or personality testing is always done before the interview as it can factor into the interview. Different companies have different philosophies on the topic of personality testing.
My personal opinion is that there may be some value in certain kinds of personality test for specific jobs but on the whole they don't offer much a skilled interview can ascertain. One example where there may be some value is for a sales position where you need to know a person has the personality to take rejection and press on. It is up to you and your company whether this is valuable to you.
Note: The one thing I will suggest is that if you use this type of testing, do it for all candidates. Do not selectively administer tests. It is bad policy and could subject you to a lawsuit if you are not careful!
The Interview
The actual interview can take shape in a number of ways, you can have 1 person sit down with a candidate and just ask a bunch of interview questions (and make sure they don't ask the illegal interview questions as well). Another possibility is have a series of people involved in the process like managers, peers and HR. This can take place in a panel interview or in a series of one on one interviews. As mentioned in the section on the employee selection procedure, having a team approach can yield an excellent overall measure of a candidate.
The Assessment
Finally before making a decision, there is often an interview assessment. This assessment is where the information gathered at the interview along with testing results is collected and reviewed resulting in a selection. If you have done the up front work, this will be simplified significantly.
The only thing left is to make an offer and get that diamond on board and integrated into your team!
After 20+ years as an engineer in the R&D world, Tom Tassinari found himself in the recruiting world. By adapting the problem solving and process discipline skills of engineering to the recruiting world, he now works with companies on locating and hiring top talent...with his own techie twist.
Hiring employees is the single most critical aspect of recruiting. Poorly handled, the whole thing could blow up faster than you can imagine. What could be worse than getting to a job offer and having the candidate say no thanks.
Reason for the No
There are a few common reasons why a candidate might say no,
The good news is that much of this can be handled or avoided with proper planning and screening.
Elements of a Good Hiring Process
The following are elements of a good offer/hiring process.
It does not have be a fast process. What it needs to be is predictable. This means you need to lay out for the candidate the time frame and meet that time frame. When is the decision going to be made? Once made, when does the offer letter come? How long to take a physical and/or drug test? To the extent that you can meet the time line as described, it will inspire confidence in the candidate that this is just your process.
Other Ideas
Once the time and resources have been invested in making a hiring decision, often times it comes down to a couple small items. As I mentioned earlier, too many times I've seen things blow up for the smallest of reasons. Without exception, once the damage is done, it can't be repaired.
For example, we had a client who spent 3 months interviewing candidates until they found someone that was perfect. The sticking issue was a start date. The candidate had a bonus due in 30 days and wanted to make sure there was enough time to transfer his responsibilities to another person. He really needed the 30 days to transfer his responsibilities.
The client offered a signing bonus in their offer letter and asked him to start in the traditional 2 weeks. When they consented to the 30 days, they withdrew the signing bonus because they said it was in lieu of the bonus he was not going to get. This connection was not specifically spelled out in the offer letter.
The mistake the client made was not listening to the candidate. He needed the 30 days to make sure his responsibilities were properly transferred. It was a matter of integrity, a great quality for an employee. Instead they focused on the bonus money.
The Big Picture
In the end, they spent 3 months of time and resources interviewing dozens of candidates only to lose their prize candidate because of a difference of 10 working days.
The lesson here is when the deal comes down to finally hiring employees, don't lose sight of the big picture. I does not mean you have to roll over on everything but make sure you understand what is important to a candidate.
Final Thought
There is one last part of the hiring employees process. Once you have made the offer, it is accepted and your candidate has passed all the conditions of employment, don't forget about the candidates who did not make the cut. Send them a rejection letter letting them know of your decision. Nothing fancy but it should be professional. This just ties up all the loose ends and makes you company stand out from the rest!
After 20+ years as an engineer in the R&D world, Tom Tassinari found himself in the recruiting world. By adapting the problem solving and process discipline skills of engineering to the recruiting world, he now works with companies on locating and hiring top talent...with his own techie twist.
Best Free Records
The best ones to use are the federal, state and county records. There are a number of records available for free and easily found online. Examples include,
As you can see there is a wealth of information available. It often depends on your state or county if the records are online.
Proper Use of Records
While it is good to look at free online records, it is important to remember they are free, therefore, should be taken as a verification of information already in possession. For example, if a candidate claims to be a registered professional engineer, but the candidate's name is not listed on the state's online database. This does not mean the candidate does not have a PE. It means you should find another way to verify the PE.
Court Records
One should proceed with caution when examining court records. For example in Orange County, CA, the superior court records are available online. Before entering the site there is a disclaimer that warns the user the record is only a public service and subject to errors and omissions. This means if you use these records they are for reference only and should not be assumed as factual.
The end result is that you should read all disclaimers and warnings about the information being provided. Use your information to add to your knowledge of a candidate. Verify what you know. Be sure to seek other means of verification if the information gathered raises questions and you have a great free resource.
After 20+ years as an engineer in the R&D world, Tom Tassinari found himself in the recruiting world. By adapting the problem solving and process discipline skills of engineering to the recruiting world, he now works with companies on locating and hiring top talent...with his own techie twist.
Who Gets Tested
To be safe it probably has to be every candidate. You should have a workplace drug policy that backs up the testing of candidates.
When To Test
Once you decide to make an offer to a candidate then, like taking a physical, you make the offer contingent on passing the drug test. Never give a candidate too much time to get into the clinic. Make the offer contingent on getting to the clinic and passing the test within a reasonable time frame like 24 to 48 hours. If there is any hesitation or stall, it could be a sign of a problem.
]]> Test AdministrationThere are do it yourself drug testing kits. The up side is they are relatively cheap and you get the results almost instantly. There are however a number of downsides. Here are some things you may want to consider before trying it yourself.
I'll leave the decision to you but I think you know where I stand on this...
Outsourcing Your Drug Test
Most clinics these days will do an employment drug screen for less than $30. As an employer it would be good to have a designated occupational health clinic in case an employee gets hurt.
Tip - Often if you sign up with one of these clinics they will give you special pricing on a drug screen.
Finally these occupational health clinics are well versed in the procedures and issues noted above. You usually have your results in less than 24 hours and if there are any questions, they already have testing labs they outsource to in case of a false positive.
After 20+ years as an engineer in the R&D world, Tom Tassinari found himself in the recruiting world. By adapting the problem solving and process discipline skills of engineering to the recruiting world, he now works with companies on locating and hiring top talent...with his own techie twist.
Acing the Interview - Another article from our friends at About.com, this article provides an overview of what you need to do to "Ace the interview". In addition to the basic steps, the article includes links to interview questions, company research (via About.com) and detailed responses. Following the article is an amazing list of additional resources including how to dress and additional related articles.
How To Master Telephone Interviews - Telephone interviews have become more popular over the last few years and have almost become a standard "first" before the "in person" interview. The skills required for a telephone interview certainly overlap with the "in person" interview, but there are a number of things you may need to do differently. This article, provided by Worktree.com, provides important points on the What, When and How of telephone interviews. There are advantages to a telephone interview, you can have materials available that would not be possible in an "in person" interview. This article covers what to have and what to do.
Preparing for a Job Interview (like your future depends on it) - Another great article, Top-sales-jobs.com does and excellent job of listing the important aspects of a job interview - questions, mock interviews, interview answers, attire and more. The best part of the post (in addition to the content) is that each sub-topic title has an additional link to more in depth information on that particular topic (just click the subtitle).
How to Prepare For A Successful Interview - This article, from the Spinstrategy.com blog, provides what you need to know about preparing for an interview. This is an excellent article and supports the overall process laid out in some of the other links listed above, the difference is that this article provides some additional insight and steps not included in other interview preparation articles. Best of all, download their Sip Strategy straight from the blog.
Job Interviewing Do's and Don'ts - Last, but not least, you do need to know what not to do (and reinforce "what to do"). This article, provided by Quintcareers.com, provides some points not covered in the other articles. Of course, it is a bit worrying if you have to be told "don't chew gum". The list is somewhat long, but the overall article is short. Don't forget to check out some of the links embedded within the article as they provide additional support to the overall process.
Good luck in your search.
Article by Career Alley
Courtesy of the Recruiting Blogswap, a content exchange service sponsored by CollegeRecruiter.com, a leading site for college students looking for internships and recent graduates seeking entry-level jobs and other career opportunities, and posted on MN Headhunter.
]]>The employment background check is often one of the last things done before hiring a person. In fact often employers make an offer contingent on passing a background check. The decision is up to you.
Disclaimer: As with all matters that pertain to legal issues you should always seek legal counsel when considering the ramifications and liabilities of having employees with criminal records or anything related to liabilities you may be exposing you or your business to. I'm not a lawyer and I don't pretend to be giving legal advice. Check with your own lawyer who knows your business and your local laws.
]]> That said, I am presenting this information so that when you do have a conversation with your legal counsel, you have a starting point for the conversation and a list of some of the issues to consider.1) As part of the screening, let the candidate know up front that there will be an employment background check and what will be included in that check.
2) When you get to the interview section, have the person fill out an employment application complete with dates of employment, education and ask if the person if they meet your hiring criteria with respect to criminal backgrounds.
Be sure there is a statement in your application along the lines that the candidate understand that falsification of information in the application is ground for termination. Point it out and make sure they know what they are signing. It not only protects you but the extra emphasis shows the candidate you take this matter seriously.
Note: There are limits on what is legal to ask a candidate about their criminal background. Consult an employment lawyer to understand what can be asked as part of the hiring process in your state or locality.
You will find that most people will fess up if you handle it with dignity and sincerity. Just tell them there will be an employment background check. Then let them know, before both you and the candidate spend time and energy in an interview process, is there anything you should know in this regard. More times than not, if there is something they will tell you.
Types of Employment Background Checks
There are numerous things that can be legally checked. Some you can do on your own some you need to pay a company to do them for you. I highly recommend you find a reputable company and pay for this service. The reason is that an employment background check company will be able to give some guidance as to what is legal and what is not legal to know as part of a background check. Plus these days with online databases it is quite cheap.
Here are some of the records available through employment background check companies;
This is just a partial list but it covers most of what an employer might want to know. You will need the written permission of the candidate to do these record checks and I would suggest that you always encourage the candidate to ask for copies of the records.
Using Free Public Records
There are some free public records available online. Use them at your own peril. I say this because employers and business have legal responsibilities when it comes to accessing information about candidates. You must be very careful about how you handle these records, what you do with the information etc. You really really really need to talk with a lawyer if you are going down this road.
Once you have talked with a lawyer and you are convinced that you understand and accept the liabilities there is data available. For example, the superior court records for Orange County, CA are available online. If you know a persons name you can locate if they have been in the court system.
Everything from minor traffic infractions as well as felony convictions is included. As you might guess, there are pitfalls such as;
1) There are disclaimers saying among other things, that the records can not be guaranteed accurate.
2) If the person has a fairly common name, you may not be able to narrow down your search.
3) The person may live and work in Orange County but gotten in trouble in a neighboring county like San Diego or Riverside County.
For these reasons and more, I highly recommend that you pay for a service. These days you can get a lot of information for less than $100 from highly reputable firms.
After 20+ years as an engineer in the R&D world, Tom Tassinari found himself in the recruiting world. By adapting the problem solving and process discipline skills of engineering to the recruiting world, he now works with companies on locating and hiring top talent...with his own techie twist.
Impact to You?
What this means to you or your company only you or your corporate council can be sure. What we have done in practice to develop good habits is to make sure we document everything. To the best of our ability we capture every incoming resume submission, every fax and hard copy submitted. When a candidate is clearly lacking the job skills, we document it. When a candidate does not return a phone call or email, we document it. When the contact information given sends us to a disconnected number (you would be surprised!) we document it. After a short time, it becomes a habit and really does not take too much time or effort.
Finally, please do not assume this does or does not apply to you and wait for something bad to happen. See the advice of a business attorney if you have any questions about whether this applies to you and your business.
After 20+ years as an engineer in the R&D world, Tom Tassinari found himself in the recruiting world. By adapting the problem solving and process discipline skills of engineering to the recruiting world, he now works with companies on locating and hiring top talent...with his own techie twist.