Practice of Electronic Human Resource in SPACE Recruiting

SPACE (Superior Placement And Comprehensive E-recruiting) is, without question, the best, comprehensive company recruiting program on the market today. It combines the best cuttingedge Internet/web technology and classic search procedures and enables any company to have a recruiting program that works fast and provides a choice of top candidates.

Top Three Features of SPACE Recruiting: Recruitment Descriptions

A unique feature designed to attract the ideal candidate. It provides a very powerful way to sell your firm and the open position. There Internet Resume Service which does a customized search of nearly 13 million resumes finding exactly the candidates you need. Individual and customized options for any and all recruiting needs you may have.

SPACE Recruiting Package Features are More information about there Recruiting Services non-refundable Posting of customers job description on the top internet sites and 500 other sites. Recruitment ad written for newspapers. Broadcast faxing or emailing of job description to schools, colleges, associations and outplacement firms. Search of more than 22 million passive job seekers. Searching out and contacting the best-suited candidates from over 12 million active resumes Phone interview with decision makers before recruitment description is developed Recruiting and sourcing strategy outlined in writing. Phone coaching to person receiving the resumes/calls.

 HR Store Associate receives calls/resumes and screens candidates. If they take the calls Emailing and calling directly into companies where the perfect candidate may be placed. On/Off-site Recruiting Manager and Team to handle every aspect of the recruiting process. Meeting to clarify positions duties and expectations, but also your companys values to assure successful long term placement. Candidates strengths, weaknesses and behavioral tendencies verified through references. Behavioral profile on new hire during orientation process. Follow-up interview during orientation to make sure the placement has been successful for both the company and candidate. Basic professional development program to support the candidate for the first year after hire.

SPACE Guarantees that they will replace the original candidate if that person leaves within 90 days of being hired, for any reason.

SPACE (Superior Placement and Comprehensive E-recruiting) combines cutting-edge Internet/web technology with classic search procedures and enables any company to have a

recruiting program that works fast and provides a choice of top candidates locally, nationally and internationally.

Top Three Features of SPACE Recruiting:

Recruitment Descriptions
A unique feature designed to attract the ideal candidate. It provides a very powerful way to sell your firm and the open position.(Check out a sample Recruitment Description) Our Internet Resume Search does a customized search of nearly 13 million resumes to find exactly the

candidates you need. Individual and customized options for any and all recruiting needs you may have. Read more about our services.

SPACE Recruiting.com
A division of The Human Resource Store, Inc. the One-Stop Shopping Place for All Recruiting Needs

Whats Unique about SPACE Recruiting?

Unlike Internet recruiters, headhunters, employment agencies, temporary firms, etc. it only represents us the positions our firm and sells our opening in an "extremely powerful way."

Here's a sample recruitment description for one of the client, Manager of Engineering of SPACE recruitment.

Do you want a key position on our core management team?

Varied new projects related to motorcycle design?

A close working relationship with our owner/president?

To work for the so and so company worldwide in custom designed motorcycle equipment?

If so, let's talk. We are a growing, privately owned manufacturer (62 years in the business) located in a near western Chicago suburb, that designs customized motorcycle equipment for clients worldwide. We are currently searching for a Manager of Engineering with the innovation

And executive ability to help us bring projects to timely completion. This position may appeal to you if you want a leadership position in which youre technical, managerial, coaching, engineering and project skills will be utilized to their fullest. They offer: A management position leading a team of 5 engineers in taking customized projects from inception to completion. A key role as a member of core team working directly with there President/Owner and other core team members. An opportunity to make a difference in an interesting and rewarding field and to work on unique new projects that will utilize all there skills An opportunity for growth with a company that is leading edge in developing products for an industry that is growing by leaps and bounds. A casual, innovative, fast-acting, customer driven manufacturing environment with an entrepreneurial management team and owners who are passionate about the motorcycle field A financially stable company, with an excellent reputation, that is #1 in the worldwide market and in most European markets. Standard benefits plus free individual HMO insurance and low-cost family insurance, dental insurance, free life insurance, credit union; vacation plan: 1 week after 1 year, 2 weeks after 2 years, 3 weeks after 10 years, plus 3 personal days and career potential, that correlates directly to your performance.

They require: A person who understands and aligns with our values and mission. Key values
include: a serious work ethic, ownership/responsibility, achievement/results oriented, a commitment to quality/continuous improvement, honest, credible, open, straightforward communication and

an interest and/or positive predisposition to the motorcycle field.

A proven, experienced, hands-on engineering manager with strong project and technical skills, a proven history of growing high-performance teams and strong communication skills. Preferred experience includes: validating and executing product designs; knowledge of

Auto CAD, G-code programming, CNC machining, 3D solid modeling, and surfacing; background in stampings, tubing, assemblies, well-meant, metals and thermoplastics. A motorcycle enthusiast is preferred but optional. A leader with firepower and the self-confidence and strength of personality to work for a driven entrepreneur who is passionate about his business. Someone with drive, intelligence, initiative, persistence and a coaching, mentoring style of management. The ability to manage multiple projects to timely completion with close attention to quality and detail; creative and flexible problem solving and conceptual thinking abilities; someone who can respond quickly and with an open mind in a fast-paced environment. If you want a company on the move, the motorcycle field and a position where your drive, leadership and impact will be seen and felt. Call/fax/email 24 hours

What Is A Working Interview?

When you have personnel opening you may choose, as many of our clients have, to fill the vacancy by hiring a temporary who is looking for a full-time position. This new hiring practice is called a "Working Interview." Many people prefer this method of hiring because positions are filled faster. With the Working Interview there is little, if any up-front interviewing? The hiring decision is made after the temporary has demonstrated satisfactory performance on the job. There are several reasons why the Working Interview may be feasible for your personnel needs. With the Working Interview, mistakes can be easily fixed. If a candidate is not working out, that candidate can be immediately replaced. We don't have to live with a hiring mistake. Other benefits include the fact that recruitment costs are amortized over a longer period of time, advertising costs are reduced, we have more

flexibility than with a full-time hire and we enjoy non-employer status. Our staffing service is the employer and, thus, is responsible for taxes, unemployment claims, etc. Once you have identified what kind of candidate you're looking for, call us and ask if we have any available candidates who would be willing to work as a temporary with the goal of eventually converting (if both parties are satisfied) to full-time. Once a prospect is identified and agreed upon, a start date is worked out. Then the two parties try each other out and, at any time after the start date, providing both parties mutually agree, the employment can become full-time. After 90-days, usually we can hire the candidate at no charge.

Typical Applications:

Typical applications for the Working Interview are entry-level positions, positions that need to be filled immediately, problem positions where turnover has been costly, bosses who prefer testing their compatibility with a candidate before hiring a full-time employee, questionable areas that need to be tested and, generally, companies in the state of major organizational change or uncertainty. Working Interviews also occur at higher levels and are sometimes referred to as contract hires. Whether or not this particular program fits into our overall recruitment strategy, you should be aware of it. As it is said over and over, we should know also our recruitment options and implement the one that fits our individual recruitment need on a case by case basis.

They also perform various functions which is mentioned in the table below.

Item
We have the belief that it is possible to fill all our open positions in 30-60 days and within budget. We have results from previous searches that prove we can do that. We have taken the time to accurately position our company and to create a generic recruitment description in writing. We know how to gather input from all people involved in a recruiting search and translate that information into a powerful recruitment description that will attract exactly the kind of candidate we need. We are able to broadcast fax our recruitment descriptions to all major outplacement firms, colleges, and support groups.

We have an internal, computerized Internet research program that will scan almost 13 million resumes in 72 hours, email a job description to candidates and download the appropriate resumes to us. We know how to place our recruitment description on over 500 Internet sites including the 2 most popular sites. We have a database of alumni placement offices and trade and professional associations to request resumes and to have them post our position on their website or in their publication. Our managers and/or recruiters have all the time and training they need to properly recruit, pre-screen, interview and close on candidates to achieve our hiring goals. Our managers and/or interviewers:

(1) know how to qualify candidates without asking illegal questions, (2) understand behavioral strengths and weaknesses and, (3) have effective techniques to determine if a candidates values align with ours. We have an open posting system to help fill our openings internally and a referral system to encourage employees to promote our firm to others. We know the Internet sites, including the top sites, where candidates are available. We have access to recruitment advertising specialists who write effective ads and help us penetrate the right geographical market. We have access to or know how to secure personalized SIC lists for sourcing specific industry competitors.

We have access to researchers to source the competition and related industries. We have access to on and off-site contract recruiters available to do specific projects. We know how to do employment verification, reference checking and background screening, and we do it prior to making an offer to any candidate. We have investigated outsourcing our recruiting function to increase speed and efficiency and to support our internal efforts.

They have given a detailed version on how to recruit in the organization.

Step 1: "Position" yourself

assess your pluses and minuses of your company, then answer the question, "Why should anyone work for our firm?" Write down the reasons and include them in your employee handbook and in each of your job descriptions. You will then be in a better position to attract the candidates you want.

Step 2: Create a recruitment description for each opening and make sure all involved parties agree to it up-front
To create a powerful recruitment description you must first gain agreement and understanding among all parties involved in the hiring process about the compensation, duties, and expectations you have for the position. This description should include the preferred start date so you can

determine the recruitment methods that will be necessary. Don't proceed to step 3 until complete agreement has been reached.

Step 3: Create and implement a recruitment strategy on a case-by-case basis:

Don't be locked into a single approach for all your company employment needs. You need to customize a sound recruitment strategy for each hiring situation. This will help you find suitable candidates within your time and budget restrictions.

Commit to creating a leading-edge recruitment. The Human Resource Store can help provide you with whatever you need to make your world-class recruiting department a reality.

How did these teams achieve these headlines?

They knew how to find Impact Players that fit into their style of play! They got players producing or they cut them from the roster!

Now, they Can Help Make our Human Resource Program A Winner By:
Giving us a proven recruiting system that will find star team players that fit in with our Way of Doing Business Locally Nationally & Internationally) Giving our managers a legal and compassionate way to replace nonperformers.

Special offer - Call and receive:

A free evaluation of our recruiting program or

An onsite mini-workshop (55 minutes) for our managers on The 3 Steps of Recruiting and How To Interview Legally or Outplacement Made Simple (compassionate and legal) 1950 - 2001

A Personal, True Story:

Around 1950 in states they had 3 stations from which to choose: ABC, CBS and NBC. Now purchased a satellite dish and now receive more than 100 stations and a TV guide that is almost an inch thick. With that vast variety came a concept known as "targeted" advertising.

Is There a Point to This?

In the recruiting industry something similar has happened due to the amazing growth of the Internet. Not long ago, there was one major source for Chicago-area employers to look for a candidate, The Chicago Tribune. Now, with the advancements of the Internet, there are numerous places to search for candidates and post job openings. This allows you to do "targeted" advertising of our position. And now what is there from 2002 - ???? It can hardly be predicted.

What the Future Holds?

Internet recruitment continues to grow by leaps and bounds (or should that be bytes and megabytes?). There are thousands of sites where jobs are posted for specific industries and/or geographical locations. Candidates from every corner of the world have access to job openings that meet their requirements and, similarly, employers/recruiters have access to candidates from across the globe. There are millions of candidates placing their resumes on the Internet, and the number grows daily. Its exciting, its dynamic, and its confusing as hell. It is possible to scan over 12 million resumes, Email the appropriate candidates on job description and download those resumes within few seconds. As part of The Human Resource Store, SPACE recruitment site in 1998 they partnered with a Store Associate who has created and implemented customized software which searches and

saves resumes of qualified candidates for specific job openings. Through this service and our alliances with employment-oriented web sites, we can promptly search more than 12 million resumes, email the recruitment description to qualified candidates and download their resumes within 72 hours. We also can post your job description on more than 500 general and industryspecific web sites. In other words, we can do a targeted Internet search customized to your companys needs.

What to Know More?

Learn more about the cost and time saving advantages of internet recruiting Go to free human resource bulletin, which gives details about SPACE Call us and talk to our SPACE Manager for details on SPACE, the costs and how it works. Call us and ask us to visit and explain SPACE to you and your managers.

Managers and supervisors are often confronted with problems in human resource management which they are not prepared to resolve. Why? Not because they are incapable of finding the solution, but because they have not been given the appropriate training. The first step in getting a handle on what may seem to be an overwhelming general personnel problem is to recognize that you are dealing with at least three distinct challenges. A successful manager must develop approaches for resolving each of these three challenges. Three Key Managerial Challenges The Manager Lacks Basic Interviewing Know How. This must be the first challenge confronted. The manager who is not a skilled interviewer does not have the tools to learn which candidate has the background and abilities, interest and

commitment best suited for the job. Remember, making the right hiring decision is the best guarantee that you will minimize problems later. The Manager Is Unfamiliar with the Fundamentals of Human Behavior

Do you have managers who expect everyone to do things exactly the way they themselves do? This kind of inflexibility usually creates difficulties classified as "communication problems." The best manager has an awareness of both his or her own behavioral style and those of others.

Inconsistent Values:
this is the most difficult challenge to deal with. Inconsistent or conflicting values frequently lead to an atmosphere both demoralizing and confusing. Recently, popular attention has been focused on this area by books such as In Search of Excellence and by groups such as The Disney institute. The consensus is that emphasis on making your company's values clear and concise will effectively reduce frustration and energize productivity. Spend time from the initial interview onward, explaining the values and attitudes important to your company. This way, you create a better possibility that your employees will become advocates of the firm's basic beliefs.