Friday, April 30, 2010

[CNG] Digest Number 1965

Messages In This Digest (6 Messages)

1.: FW: Project manager for Repo Area in NYC From: Tom Bley

2.: An interesting article from the Wall Street Journal From: Alex Freund

3.: Manager of Pharmaceutical Sales Training - Parsippany, NJ From: Abby Kohut

4.: CNG -Job Searching 2010 -- How to Play and Beet the Odds"; speaker i From: CareerNetworkingGroup@yahoogroups.com

5.: FW: Human Resources - Senior Workforce Analytics Specialist Opening, From: Mike Palestina

6.: Helpful Article From: Mike Palestina

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Messages

1.: FW: Project manager for Repo Area in NYC

Posted by: "Tom Bley" tombley@hotmail.com pierres1010

Thu Apr 29, 2010 11:31 am (PDT)

Please contact the recruiter directly. Good luck.

Kind Regards,

Tom Bley, PMP

Project / Program Manager

Cell (973) 919-1252

<http://www.linkedin.com/in/thomasbley> btn_myprofile_160x33

From: brionna@sgainc.com [mailto:brionna@sgainc.com]
Sent: Thursday, April 29, 2010 2:11 PM
To: tombley@hotmail.com
Subject: Project manager for Repo Area in NYC

Hi,

My name is Brionna Glenn and I am a senior technical recruiter with Software
Guidance & Assistance (SGA). I came across your profile and wanted to let
you know about an opportunity we have that I thought you might be interested
in. I have attached the description below. If you are interested, please
send me over your updated resume along with any questions you might have. If
this position is not something you are interested in, but you know of
someone who may be a match, please do let me know as we pay referral fees. I
hope we can work together on this.

One of SGA's major clients is seeking a IT Repo Project Manager in New York
City for a contractor role. The candidate will be responsible for managing
the full SDLC to deliver projects on time, on budget and of high quality.
The candidate will build and manage the relationship between the business
and technology, will be responsible for overall project communication and
delivery to the satisfaction of the executive oversight committee. The
candidate should have a proven track record of using best practices and
common project management tools to successfully deliver high risk projects,
cross-departmental projects.
Requirements

* Experience managing global projects with team members outside of the
primary IT location in NY (e.g., Singapore, London, Raleigh)
* PMP Certification -OR- Agile/Scrum background
* Development background -OR- background as a technical BA (must be
tech savvy). Required to effectively work with development teams.
* Some experience managing a project portfolio -- either PMO
environment or just managing multiple projects simultaneously.
* Investment Bank experience particularly running high risk,
cross-divisional projects
* Effective management reporting
* Ability to multi-task
* Must be able to work well in a team environment and willing to work
extended hours when necessary
* Excellent written and verbal communication skills
* Excellent interpersonal skills
* MS Project skills

Desirable

* Experience in Investment Banking Repurchase (Repo) full cycle
processing is a very big plus
* Knowledge of Fixed Income trading systems including front-to-back
office processing is a plus

Please send resumes today.

Regards,
Brionna Glenn
Software Guidance & Assistance
Sr. Technical Recruiter
brionna@sgainc.com

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2.: An interesting article from the Wall Street Journal

Posted by: "Alex Freund" alex@landingexpert.com freundalex

Thu Apr 29, 2010 11:33 am (PDT)

Here is a (not recent) article from the Wall Street Journal that may be very
apropos for people in transition

Alex

A Rare Look Inside A Career-Marketing Firm

Should you sign up with an advance-fee career-marketing company?

These organizations can promise to connect candidates with high-level
positions that haven't been advertised in return for receiving large fees
charged at the beginning of the process -- from $2,000 to as much as
$30,000. The companies' sales pitches may suggest that candidates will find
good jobs in a few months. Disappointed customers who don't receive the job
leads they're expecting rarely get back the money they paid.

But what really happens after candidates pay their fees? What do the firms
deliver? To what degree are the employees at such organizations involved in
the deception?

A former career counselor offered to give us a rare glimpse into the inside
practices at one such firm. The company has offices in multiple cities. This
professional resigned her job because she feared her reputation would be
damaged if she stayed with the company.

She has a master's degree and more than a dozen years' experience in the
field. She asked that her name and the name of her former employer not be
used.

* What did you do for this firm?

I was a career consultant. I evaluated clients' education and work
background, personal and professional situation and goals. I then worked
with them individually to develop their written materials, presentation,
communication, and interviewing skills. We also developed personal marketing
plans and worked on such issues as getting a prospective employer's
attention and interest. Other topics included determining their market value
and negotiating employment packages. Each client presented a unique set of
circumstances and problems, which made the work interesting.

* How much did this firm's services cost?

To my knowledge, prices varied depending on the length of services a client
could select. I believe this translated to a choice of contracts of between
one and three years' length at a cost of between $5,000 and $10,000.

* What made customers unhappy with the services?

Clients were unhappy whenever there was a discrepancy between their
expectations and the services that were outlined. For example, some clients
seemed to expect access to a special network of insiders in companies or to
unadvertised jobs. At first, some comments sounded like nonsense or wishful
thinking, but different customers at different times mentioned similar
themes. As time went on, the comments became more common, and complaints
escalated about the differences between the promises made during the sales
process and the reality of the services that we were able to deliver.

* What were the salespeople saying to customers that made them expect this
special access?

Since I was never at any of the sales meetings, I don't know firsthand what
promises were made. I suspect it varied depending on what the salesperson
thought the client wanted or needed to hear. The salespeople seemed to be
consistently inconsistent in exactly what they said, so it was confusing for
clients as well as counselors. In my initial meetings with clients, I would
go through a checklist of activities and information that we would be
covering. Later in the process, clients would sometimes verbalize some
previously unstated expectations and the timing of results they had been
promised. By this time, the salesperson was usually out of the loop, so it
seemed like either the counselor wasn't performing or the client had
erroneous perceptions.

When I first asked a salesperson what was said, I was reprimanded and shown
a sample dialogue that the salespeople were supposed to follow, informing
clients about our services. The reality was that whatever occurred in sales
meetings went on behind closed doors. I was told that it wasn't my place to
question this part of the organization if I hoped to keep my job. The best I
could do was help clients as much as possible. The vast majority were
unemployed and needed a lot of help. Most clients' written and verbal
communication skills were surprisingly inadequate.

* How did this firm find or attract potential customers?

The sales and counseling personnel were distinctly separate departments, so
for a while I didn't know how customers were acquired. As time went on, I
noticed a couple of small ads in the help-wanted section of the newspaper
that included names of two of the sales people in our company. The ads were
recruiting "Executive Talent" with the salesperson's name and our fax
number.

I later learned the firm collected resumes from Internet job-bank sites and
then sent e-mail messages to the resume addresses. Another method was a
referral technique. The company hired someone off-site to make the initial
e-mail contact. They would say something like: "I've seen your resume, and I
know someone who might be interested. You should call 'so and so' (a
salesperson at the given phone number) and mention my name." The off-site
person's name was fictitious, but the company and the salespeople knew how
the lead was generated.

* Why do unemployed executives seem to be sitting ducks for these types of
sales pitches?

The average working adult is never more vulnerable than when they have lost
a job. For men, work is a primary source of identity. Women base their
identity on relationships, and often their job and workplace is a source of
emotional support and enhanced self-esteem.

Without a job and steady income, the things we take for granted come into
question and jeopardy. Fear can run rampant. Relationships are under
magnified stress during unemployment as spouses and families struggle with
lack of control and can't help in a meaningful way.

* Why did you leave?

Upper management was not responsive to my questions or sympathetic to any
dissatisfaction customers expressed. Eventually, some clients would tell me
what exactly was said in the sales process. This obviously created many
tricky customer-service problems that I could not fix.

I felt top management's choices regarding customer service were not
consistent with professional career practices as well as my values and
ethics. I also feared for my professional reputation in the community, as
well as eventual and possible implication in legal action by clients
(although I was not directly responsible for the complaints and charges).
The risks of staying outweighed the returns.

* What percentage of clients found jobs successfully within the time frame
they expected?

It's impossible for me to calculate. I would estimate approximately 30% to
40% of my clients found jobs within a year.

* Can a customer get his or her money back? Why or why not?

It seemed to me that the contract was a device used to paralyze clients if
they became dissatisfied. The company would fall back on the response, "you
signed a contract, no refunds." Some clients were successful in getting
their money back if they were incredibly insistent and persistent and didn't
give up, regardless of the company's rhetoric.

The company seemed to provide as many delays, miscommunications and stalling
tactics as it could. I thought their business practices in this regard were
particularly unprofessional, unethical and demeaning. Only when clients
threatened serious legal action would it capitulate. In return, the client
would have to sign a nondisclosure agreement that would effectively hush the
matter and protect the company from future negative publicity.

* What red flags should candidates look for when seeking career-counseling
services?

Be suspicious whenever you are asked to pay a large sum in advance for
professional services. Be wary if you're contacted by someone you didn't
seek out. Also be aware of salespeople who use pressure tactics. Question
everyone's motives. Pay attention to your initial impressions. Don't believe
everything they hand you.

I think it's important to do comparison-shopping and become informed
consumers about the types of career firms and services in your area and the
qualifications of their professionals.

You should get three to four personal references and run an Internet search
about a potential service. Don't make impulsive decisions or respond quickly
to pressured sales techniques. Ask lots of questions and write down the
answers. Find out where the company got your name. The Internet is a
free-for-all zone, and unscrupulous people can get access to materials you
distribute that way. Consider a company's overhead and how it manages to
keep the lights on. You can always hire a professional on an hourly basis
rather than having to pay a large fee in advance.

Finally, share your situation and questions with people you know well,
respect and can trust.

* Are there ways to find out if a career-services firm is reputable? Is
checking with the Better Business Bureau sufficient?

Word-of-mouth is a worthwhile source. A highly reputable individual or firm
will provide references of satisfied customers. Salespeople at my former
employer rarely asked me to give names of satisfied customers to them for
use as references. The reason was that customers were shown a big book of
written testimonials from clients. These comments were solicited after a
client's initial meeting with a career counselor when their enthusiasm and
energy were high. Most prospective clients never thought to question these
testimonials.

Find out what professional local organizations the firm is affiliated with.
As for the Better Business Bureau, my employer managed to get all customer
complaints to the BBB sent to the office in the city where the headquarters
was located. That way, complaints about some offices were never registered
with that city's BBB, and customers checking up on the firm there wouldn't
know of them.

-- Ms. Capell is a senior correspondent for CareerJournal.com. She can be
reached at frances.capell@dowjones.com.

Alex Freund

(609)333-8866

Email: <mailto:alex@landingexpert.com> alex@landingexpert.com

Website: <http://www.landingexpert.com/> www.landingexpert.com

Blog: <http://www.landingexpert.posterous.com/>
www.landingexpert.posterous.com

LinkedIn: <http://www.linkedin.com/in/alexfreund>
linkedin.com/in/alexfreund

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3.: Manager of Pharmaceutical Sales Training - Parsippany, NJ

Posted by: "Abby Kohut" abbykohut@yahoo.com abbykohut

Thu Apr 29, 2010 3:15 pm (PDT)

Manager of Sales Training

LEO Pharma is one of the world's leading companies in
dermatology. We maintain a strong focus
on developing, manufacturing and marketing safe and efficacious drugs for
treating psoriasis and other skin diseases. LEO Pharma is an independent pharmaceutical company 100 % owned by the
LEO Foundation and represented in more than 100 countries with 3,000+ employees
around the world.

Being successful in a market place is all about knowing the
products, the market and the stakeholders. This is a lesson that we have learned and lived by since 1908. Our work is about people and having the
right people on board is the basis for our success. We currently have a variety of positions open due to our
expansion into the U.S. market.

Leo is currently searching for a Manager of Sales Training
who will report directly to the Vice President of Sales & Marketing. As the
first Learning & Development professional hired into the organization, you
will have an opportunity to create the first set of footprints for the
position.

Position Overview:

The Manager of Sales Training will lead the development of
training programs and materials for the entire salesforce. Major
responsibilities will include, but not be limited to:

· Develop,
lead, and manage the sales and product training for the company.
· Develop
and design pharmaceutical sales / product training programs for new and
experienced sales professionals.
· Develop,
design, and manage sales training and curriculum design – and coordinate the
delivery / execution of these programs.
· Develop,
plan, and implement agendas, training workshops, and reference guides for all
pre-POA and POA meetings.
· Manage the
development of all levels of training targeted toward existing and new product
introductions.
· Visit the
field regularly to ensure in-depth understanding of market, individual/local
needs and training is aligned with market/customer needs
· Manages
both internal team and external vendors.

Requirements/Qualifications
· BA/BS
degree in one of the Life Sciences
· 5+ years of
progressive sales / sales training and development experience in a
Pharmaceutical or Biotechnology company
· Sales
management experience is strongly preferred.

Would you enjoy being part of our success in the US? Please
forward resume, cover letter & salary requirements to: Recruitment.US@leo-pharma.com (Attention: STMY)

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4.: CNG -Job Searching 2010 -- How to Play and Beet the Odds"; speaker i

Posted by: "CareerNetworkingGroup@yahoogroups.com" CareerNetworkingGroup@yahoogroups.com

Thu Apr 29, 2010 3:26 pm (PDT)

Reminder from: CareerNetworkingGroup Yahoo! Group
http://groups.yahoo.com/group/CareerNetworkingGroup/cal

CNG -Job Searching 2010 -- How to Play and Beet the Odds"; speaker is Abby Kohut
Thursday May 6, 2010
6:30 pm - 9:15 pm
(The next reminder for this event will be sent in 5 days, 3 minutes.)
Location: Bernards Township Library, Basking Ridge, NJ
Street: 32 South Maple Ave
City State Zip: Basking Ridge, NJ 07920

Notes:
"Job Searching 2010 -- How to Play and Beat the Odds"

Speaker: Abby Kohut.....aka....Absolutely Abby

TOPIC

In 2010, you can no longer find a job by applying to positions on Monster & CareerBuilder. There are far more candidates applying for the same positions, so you have to differentiate yourself. The days are gone when having a resume printed on special paper with a fancy font on it will get you noticed. In today�s job market, you have to network your way into companies using face-to-face connections and social media.

Abby Kohut will discuss a variety of networking methods and will also offer unique ways to get your resume in front of the hiring manager. She will also discuss ideas for different kinds of employment beyond a 9-5 job.

SPEAER

ABBY KOHUT: Abby Kohut, known as Absolutely Abby is the Lead Consultant and President of Staffing Symphony, LLC, a staffing consulting and expansion company. For 15 years, Abby has held positions such as Senior Director of Recruiting for Kaplan, Inc., Interim Director of Recruiting for Continuum Health Partners, and Manager of Global Recruiting for Alpharma, Inc.

An active member of the HR community, Abby is the Strategic Growth Advisor for Whine & Dine Networking and recently won a Pinnacle Award from the Society of Human Resources. Abby appeared on Career Corner on SOMA TV and was a guest speaker on "Jobs For Candidates over 50" on WTOD Radio Station in Toledo.

Abby's blogs on AbsolutelyAbby.com and her bi-weekly Career Wake Up Calls inspire job seekers to stay motivated as they continue their search for their ideal job. Her recent book, "Absolutely Abby's 101 Job Search Secrets" teaches candidates secrets about the job search process that other recruiters won't tell you. Abby is an open networker on Twitter, Facebook & LinkedIn and invites anyone looking to grow their networks to connect with her.

POLLS

Please let us know if you are going to come to this CNG meeting. This helps us make sure we have the rig

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5.: FW: Human Resources - Senior Workforce Analytics Specialist Opening,

Posted by: "Mike Palestina" m.palestina@verizon.net mikedaria

Thu Apr 29, 2010 8:53 pm (PDT)

FYI.

Best Regards,

Mike

Michael Palestina
ICF Certified Executive Coach / Leadership Consultant
Black River Group, Inc.
973-534-8685 Cell
973-543-7950 Fax

Attitude Is Everything

We provide executive coaching and leadership consulting services to
employers of all sizes and industries.

To learn more about me, please review my profile at
<http://www.linkedin.com/in/mikepalestina>
http://www.linkedin.com/in/mikepalestina

Human Resources - Senior Workforce Analytics Specialist
NY.NY
Base $130k plus bonus

ROLE SUMMARY:
Designing, developing, and delivering workforce reporting and analytics
Managing client relationships and developing new ones
Helping to support and developing the AskHR service delivery centre team

This role is responsible for WFA for the Americas region and provides
support for IB. It is one of a team of analysts (one in each region).

THE ROLE INVOLVES:
Manual data manipulation to produce OneBank dashboards and other regular
deliverables.

Leadership / Management:
Senior resource managing specialist staff and workload distribution in
support of multiple locations
Monitor output quality and volumes and adherence to agreed service levels
Evaluate requests for data, and assesses validity of the information that
will form the basis for reporting
Determine systems data security access and workflow requirements from a HR
business user perspective

Client / IT / HR Relations:
Manage client requirements through initiatives or upon request
Serve as main point of contact for all reporting capability in the region
Drive relationship with external functions and regulatory bodies
Utilize Technology Delivery to introduce efficient production of reports

Functional / Process Group:
Provide timely workforce data in forms as required (pre defined or to
custom)
Deliver ad hoc workforce reports in accordance with agreed service levels
Provide end user training to users on reporting tools
Deliver monthly WFA reporting to senior management
Blend data from various sources to a user friendly whole
Responsible for the processes surrounding the finalisation of HC Statistics

Broad objectives for 2010:
Continue to support WFA T2 within agreed parameters. Help to identify
training issues and provide qualitative feedback on T2 agent performance
with the aim of improving client service.
Foster a team environment and work together on BAU and special projects.
Review the WFA subject area, dashboards and reports
Proactively meet with potential key clients already identified, leveraging
HRBP network
Proactively assist in the development and delivery of metrics/analytics

TO QUALIFY, YOU MUST POSSESS:
Substantial HR reporting, analytics and systems experience
Masters relevant technological tools/ applications/ methods or is quickly up
to speed (PeopleSoft, business intelligence tools, MS Access, MS Excel, SQL
preferred, SPSS - statistics - or similar tool desirable)
Strong data management skills
Good statistical skills
Well organised and able to organise and motivate others
Strong consulting skills
Good interpersonal skills
Sound judgement
Attention to detail
Human Resources and Financial Services knowledge desired
Knowledge of Credit Suisse organization, its divisions and main businesses
Ability to work accurately, reliably and with attention to detail
Ability to research and analyze confidential data, find relationships, and
clearly present findings to others
Strong team player
High integrity and ability to maintain confidentiality at all times
Ability to drill down on important issues and be directly involved in
day-to-day execution
Ability to manage own time effectively, work independently, and take
accountability for actions while still maintaining a collaborative team
environment
Strong analytical and quantitative skills
High energy level and passion with the ability to work effectively and
thrive in a fast-paced, dynamic environment
Creative problem-solving skills and proven track record of gaining
confidence, respect, and trust from all levels of management
Appropriate education to enable effective performance in a WFA role

PLEASE SEND A WORD RESUME TO:

Jeff Mass
Executive Recruiter
Bond Street Group, LLC
1601 Broadway- 11th Floor
New York, NY 10019
*212-378-1643
* jmass@bondstreetgroup.com
www.bondstreetgroup.com <http://www.bondstreetgroup.com/>

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6.: Helpful Article

Posted by: "Mike Palestina" m.palestina@verizon.net mikedaria

Thu Apr 29, 2010 8:53 pm (PDT)

FYI.

http://jobsearch.about.com/b/2010/04/29/organizing-your-job-search-2.htm

Best Regards,

Mike

Michael Palestina
ICF Certified Executive Coach / Leadership Consultant
Black River Group, Inc.
973-534-8685 Cell
973-543-7950 Fax

Attitude Is Everything

We provide executive coaching and leadership consulting services to
employers of all sizes and industries.

To learn more about me, please review my profile at
<http://www.linkedin.com/in/mikepalestina>
http://www.linkedin.com/in/mikepalestina

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