15 New Messages
Digest #1473
14
Business Analyst - Business Intelligence/Business Analytics - Danbur by "Ian Kennedy" ibkennedy47
Messages
Thu Feb 21, 2013 5:54 pm (PST) . Posted by:
"Marty Latman" martylatman
All,
Please contact Janelle Razzino and use my name if you are interested and QUALIFIED.
Good luck.
Marty
Do you know a tax professional who has 1040, 1065 and 1120s background who can be a final reviewer for one of my CPA clients? Their client base is small, entrepreneur and middle markets clients.
4) Must have Pro System CCH
5) $50-55 p/h plus OT. Location is Kinnelon NJ.
Thank you,
Janelle
Janelle Razzino
Razzino Associates, Inc.
220 Kinderkamack Road
Suite E-1
Westwood, New Jersey 07675
(O) 201-722-3111
(c) 201-925-6086
(f) 201-722-3113
Janelle@razzinoassociates.com
Please contact Janelle Razzino and use my name if you are interested and QUALIFIED.
Good luck.
Marty
Do you know a tax professional who has 1040, 1065 and 1120s background who can be a final reviewer for one of my CPA clients? Their client base is small, entrepreneur and middle markets clients.
4) Must have Pro System CCH
5) $50-55 p/h plus OT. Location is Kinnelon NJ.
Thank you,
Janelle
Janelle Razzino
Razzino Associates, Inc.
220 Kinderkamack Road
Suite E-1
Westwood, New Jersey 07675
(O) 201-722-3111
(c) 201-925-6086
(f) 201-722-3113
Janelle@razzinoasso
Thu Feb 21, 2013 7:39 pm (PST) . Posted by:
"Keith Bogen SPHR" hrslugger2002
Reply to jgitlin@choiceco.
Our Long Island based client is looking for an Assistant Textile Stylist/Artist in a temp to perm capacity, reporting to the Studio Director. They need someone to start immediately. Candidates should be a recent
grad with a relevant degree (preferably Textile or Surface Design).
Must be proficient in Photoshop and Illustrator. Candidates needs to be organized and posses good communication skills. The Assistant
Stylist/Artist must be able to work on original designs as well as do
repeats and color-ways in the computer. There will also be hand
painted artwork. Hourly will be between $11-12/hr and once perm we expect the role to pay between $35-40K BOE.
Thu Feb 21, 2013 7:41 pm (PST) . Posted by:
"Keith Bogen SPHR" hrslugger2002
JGitlin@choicecofashion.com
Our NYC based TV Development and Production Company is looking for an Executive Assistantin a temp (potentially to perm capacity) for the two
founders/co-owners/executive producers of the company. This company
also seeks an executive assistant for its COO, so there are actually
two possible positions. Both positions are becoming available due to
internal promotion. Those with a desire to be in an environment like
WME or CAA are encouraged to apply. Candidates need to be smart, mature, ambitious, but also interested in an opportunity to work at an
entrepreneurial start-up environment. Candidates with prior experience should have a skill set, either with video/editing or with excel, etc
and have interest in developing and producing shows. These executive
producers have a known track record with nurturing and promoting their
support, so this could be a great opportunity for someone wanting to
break into the business. We're expecting hourly to fall around $12-15/hr BOE
Our NYC based TV Development and Production Company is looking for an Executive Assistantin a temp (potentially to perm capacity) for the two
founders/co-
also seeks an executive assistant for its COO, so there are actually
two possible positions. Both positions are becoming available due to
internal promotion. Those with a desire to be in an environment like
WME or CAA are encouraged to apply. Candidates need to be smart, mature, ambitious, but also interested in an opportunity to work at an
entrepreneurial start-up environment. Candidates with prior experience should have a skill set, either with video/editing or with excel, etc
and have interest in developing and producing shows. These executive
producers have a known track record with nurturing and promoting their
support, so this could be a great opportunity for someone wanting to
break into the business. We're expecting hourly to fall around $12-15/hr BOE
Thu Feb 21, 2013 7:42 pm (PST) . Posted by:
"Keith Bogen SPHR" hrslugger2002
JGitlin@choicecofashion.com
Our global retail client is looking for a junior levelAllocations Assistant working with the domestic allocations and merchandising team. Candidates need
to have a can-do attitude, willing to roll with the punches, and need
minimal hand holding. We need high energy dynamic individuals that are
excited to eat breathe and sleep a solid global brand that is growing
rapidly in the US. Candidates need experience allocating/planning in a
retail environment as well as being an EXCEL guru. The role will start
immediately with hours 9-5. We are expecting hourly to be around
$15/hr BOE
JGitlin@choicecofas
Our global retail client is looking for a junior levelAllocations Assistant working with the domestic allocations and merchandising team. Candidates need
to have a can-do attitude, willing to roll with the punches, and need
minimal hand holding. We need high energy dynamic individuals that are
excited to eat breathe and sleep a solid global brand that is growing
rapidly in the US. Candidates need experience allocating/planning in a
retail environment as well as being an EXCEL guru. The role will start
immediately with hours 9-5. We are expecting hourly to be around
$15/hr BOE
Thu Feb 21, 2013 7:42 pm (PST) . Posted by:
"Keith Bogen SPHR" hrslugger2002
JGitlin@choicecofashion.com
Our client, a well recognized catalog and now ecommerce retailer, is looking for a strongFreelance Web Designer. The role will be based in the Advertising department reporting directly to the Web Art Director, working closely with the entire team, including
art director, store manager & production to determine and
prioritize requests and deadlines. The role will be responsible for
design of all assets related to e-commerce site, including homepages,
splashpages, online lookbooks, emails and banner ads while also
maintaining brand look & feel. The hours are 9-6 in a business
casual environment. There is a chance this may go perm at $45-55K.
Hourly rate will be $20-24/hr.
JGitlin@choicecofas
Our client, a well recognized catalog and now ecommerce retailer, is looking for a strongFreelance Web Designer. The role will be based in the Advertising department reporting directly to the Web Art Director, working closely with the entire team, including
art director, store manager & production to determine and
prioritize requests and deadlines. The role will be responsible for
design of all assets related to e-commerce site, including homepages,
splashpages, online lookbooks, emails and banner ads while also
maintaining brand look & feel. The hours are 9-6 in a business
casual environment. There is a chance this may go perm at $45-55K.
Hourly rate will be $20-24/hr.
Thu Feb 21, 2013 7:43 pm (PST) . Posted by:
"Keith Bogen SPHR" hrslugger2002
JGitlin@choicecofashion.com
Our NYC based fashion company (vertical retail) is looking for anAssociate Production Manager for their Sweater division in a temp to perm capacity. Candidates need to have 2-3 years experience in a similar production capacity. The
client wants to have a phone screen tomorrow until 2:30pm or
Monday/Tuesday. A background check will be required. Knits are a plus
but not required. Full time would be a $55-60K range- must be the right DNA fit. We expect the hourly pay rate to be $22-30/hr based on experience.
JGitlin@choicecofas
Our NYC based fashion company (vertical retail) is looking for anAssociate Production Manager for their Sweater division in a temp to perm capacity. Candidates need to have 2-3 years experience in a similar production capacity. The
client wants to have a phone screen tomorrow until 2:30pm or
Monday/Tuesday. A background check will be required. Knits are a plus
but not required. Full time would be a $55-60K range- must be the right DNA fit. We expect the hourly pay rate to be $22-30/hr based on experience.
Thu Feb 21, 2013 7:44 pm (PST) . Posted by:
"Keith Bogen SPHR" hrslugger2002
JGitlin@choicecofashion.com
Our full-service graphic design/development client based in NYC is looking for dynamic Web Developers to help on several exciting new projects. Candidates need to be
"pixel perfect" in generating and executing the client's vision. The
client will want to see strong portfolio pieces that show ability to
develop on WP and convert PSD to HTML. Candidates must be experienced
with Wordpress and Responsive Web Design. Strong communication skills
are a MUST. Our client expects accuracy in estimating the amount of
hours it will take to complete a project based on initial project specs
so they can accurately respond to their clients' needs in a timely
manner. Pay rate will likely fall between $45-50/hr.
JGitlin@choicecofas
Our full-service graphic design/development client based in NYC is looking for dynamic Web Developers to help on several exciting new projects. Candidates need to be
"pixel perfect" in generating and executing the client's vision. The
client will want to see strong portfolio pieces that show ability to
develop on WP and convert PSD to HTML. Candidates must be experienced
with Wordpress and Responsive Web Design. Strong communication skills
are a MUST. Our client expects accuracy in estimating the amount of
hours it will take to complete a project based on initial project specs
so they can accurately respond to their clients' needs in a timely
manner. Pay rate will likely fall between $45-50/hr.
Fri Feb 22, 2013 4:48 am (PST) . Posted by:
"Ian Kennedy" ibkennedy47
Dear Friends,
Please respond directly to the recruiter.
Cheers, Ian
Ian Kennedy
President
[cid:image001.png@01CE10D0.D0DDC580 ]
ikennedy@schegggroup.com ikennedy@schegggroup.com >
www.schegggroup.com
203-538-8802 (w) 203-225-0893 (f)
[cid:image002.jpg@01CE10D0.D0DDC580 ]http://www.linkedin.com/in/ibkennedy >
We are a proud founding member of the [cid:image003.png@01CE10D0.D0DDC580 ] Global Outplacement Alliancehttp://www.globaloutplacementalliance.com/ > with more than 200 offices throughout the U.S. and affiliate offices worldwide.
For information on our outplacement programs click herehttp://www.schegggroup.com/outplacement >.
We conduct searches across a broad spectrum of industry and service sectors and to fill diverse positions.
We currently have several searches underway. Please click herehttp://www.schegggroup.com/search-practice/search-openings/ > to see the open positions.
Please click herehttp://www.schegggroup.com/search-practice/submit-your-resume/ > to upload your resume to our database.
For information on our coaching programs click herehttp://www.schegggroup.com/coaching/ >.
***This information may be confidential and/or privileged. Use of this information by anyone other than the intended recipient is prohibited. If you receive this in error, please inform the sender and remove any record of this message. ***
Please consider the environment before printing this e-mail
CABO is a business organization comprised of Connecticut's lesbian, gay, bisexual and
transgender business owners, corporations, professionals and their allies. CABO's mission is to
create, identify and enhance business opportunities for its diverse members, thereby fostering a
more inclusive and vibrant Connecticut economy. Twice in its short five year history, CABO has
been recognized nationally for its work. In 2009, CABO was named the Rising Star Chamber
and, just two years later, in 2011 it received the top honor of National Chamber of the Year - the
youngest LGBT chamber to ever win that honor. Now, as it embarks upon it journey through the
second half of its first decade, CABO is searching for a new leader to take the reins and
continue to grow the successful, young chamber of commerce.
The Executive Director serves as the chief operating and administrative officer of CABO,
reporting directly to the Executive Board. In that role, the E.D. is expected to carry out all
functions necessary to continue the successful operation of the chamber in a manner that is
consistent with the mission and vision of the organization, including:
1. supporting and growing the current membership;
2. partnering with current and new sponsors;
3. executing and implementing the strategies adopted by the board for events;
4. knowing and understanding the challenges that our business members face and offering
innovative ideas and solutions;
5. being an advocate for the members; and
6. leading the organization through a growth and transition period.
Qualifications:
A successful Executive Director must possess the following qualities:
1. Evident passion for the mission of CABO;
2. Impeccable integrity;
3. Proven leader;
4. Detail oriented but without losing sight of the big picture;
5. Excellent verbal and written communication skills;
6. Proficient computer skills;
7. Ability to multi-task and work with limited oversight but also able to collaborate;
8. A strong understanding of social media and its use to promote and organization;
9. Four-year college degree in business, marketing, public relations or related field or at
least four years of experience in management or business ownership;
10. Must be willing to travel to events throughout Connecticut; and
11. Must see challenges as opportunities - that's how CABO was born.
Please contact Jenn T. Grace at JGrace@TheCABO.org or 203-903-8525 for more details or to
express interest.
Please respond directly to the recruiter.
Cheers, Ian
Ian Kennedy
President
[cid:image001.png@
ikennedy@schegggrou
www.schegggroup.
203-538-8802 (w) 203-225-0893 (f)
[cid:image002.jpg@
We are a proud founding member of the [cid:image003.png@
For information on our outplacement programs click herehttp://www.schegggr
We conduct searches across a broad spectrum of industry and service sectors and to fill diverse positions.
We currently have several searches underway. Please click herehttp://www.schegggr
Please click herehttp://www.schegggr
For information on our coaching programs click herehttp://www.schegggr
***This information may be confidential and/or privileged. Use of this information by anyone other than the intended recipient is prohibited. If you receive this in error, please inform the sender and remove any record of this message. ***
Please consider the environment before printing this e-mail
CABO is a business organization comprised of Connecticut&#
transgender business owners, corporations, professionals and their allies. CABO's mission is to
create, identify and enhance business opportunities for its diverse members, thereby fostering a
more inclusive and vibrant Connecticut economy. Twice in its short five year history, CABO has
been recognized nationally for its work. In 2009, CABO was named the Rising Star Chamber
and, just two years later, in 2011 it received the top honor of National Chamber of the Year - the
youngest LGBT chamber to ever win that honor. Now, as it embarks upon it journey through the
second half of its first decade, CABO is searching for a new leader to take the reins and
continue to grow the successful, young chamber of commerce.
The Executive Director serves as the chief operating and administrative officer of CABO,
reporting directly to the Executive Board. In that role, the E.D. is expected to carry out all
functions necessary to continue the successful operation of the chamber in a manner that is
consistent with the mission and vision of the organization, including:
1. supporting and growing the current membership;
2. partnering with current and new sponsors;
3. executing and implementing the strategies adopted by the board for events;
4. knowing and understanding the challenges that our business members face and offering
innovative ideas and solutions;
5. being an advocate for the members; and
6. leading the organization through a growth and transition period.
Qualifications:
A successful Executive Director must possess the following qualities:
1. Evident passion for the mission of CABO;
2. Impeccable integrity;
3. Proven leader;
4. Detail oriented but without losing sight of the big picture;
5. Excellent verbal and written communication skills;
6. Proficient computer skills;
7. Ability to multi-task and work with limited oversight but also able to collaborate;
8. A strong understanding of social media and its use to promote and organization;
9. Four-year college degree in business, marketing, public relations or related field or at
least four years of experience in management or business ownership;
10. Must be willing to travel to events throughout Connecticut; and
11. Must see challenges as opportunities - that's how CABO was born.
Please contact Jenn T. Grace at JGrace@TheCABO.
express interest.
Fri Feb 22, 2013 6:28 am (PST) . Posted by:
"Keith Bogen SPHR" hrslugger2002
The Power
of Interview Preparation
By Bill Radin
Fundamentals
of a Successful Interview
hollyschick@hotmail.comTo
a large degree, the success of your interview will depend on your ability to
discover needs and empathize with the interviewer. You can do this by asking
questions that verify your understanding of what the interviewer has just told
you, without editorializing, or expressing an opinion. By establishing empathy
in this manner, you'll be in a better position to freely exchange ideas, and
demonstrate your suitability for the job.
In addition
to establishing empathy, there are four intangible fundamentals to a successful
interview. These intangibles will influence the way your personality is
perceived, and will affect the degree of rapport, or personal chemistry you'll
share with the employer.
[1]
Enthusiasm --- Leave no doubt as to your level of interest in the job. You may
think it's unnecessary to do this, but employers often choose the more
enthusiastic candidate in the case of a two-way tie. Besides, it's best to keep
your options open -- wouldn't you rather be in a position to turn down an
offer, than have a prospective job evaporate from your grasp by giving a
lethargic interview?
[2]
Technical interest --- Employers look for people who love what they do; people
who get excited by the prospect of tearing into the nitty-gritty of the job.
[3]
Confidence --- No one likes a braggart, but the candidate who's sure of his or
her abilities will almost certainly be more favorably received.
[4]
Intensity --- The last thing you want to do is come across as "flat" in your
interview. There's nothing inherently wrong with being a laid-back person; but
sleepwalkers rarely get hired.
Since
interviewing also involves the exchange of tangible information, make sure to:
• Present
your background in a thorough and accurate manner;
• Gather
data concerning the company, the industry, the position, and future growth
opportunities;
• Link your
abilities with the company needs in the mind of the employer; and
• Build a strong
case for why the company should hire you, based on the discoveries you make
from building rapport and asking the right questions.
Both for
your sake and the employer's, try not to leave an interview without exchanging
fundamental information. The more you know about each other, the more potential
you'll have for establishing rapport, and making an informed decision.
The Short
and Long of It
There are two ways to answer interview questions: the short version and the
long version. When a question is open-ended, I always suggest to candidates
that they say, "Let me give you the short version. If we need to explore some
aspect of my answer more fully, I'd be happy to go into greater depth, and give
you the long version."
The reason
you should respond this way is because it's often difficult to know what type
of answer each question will need. A question like, "What was your most
difficult assignment?" might take anywhere from thirty seconds to thirty
minutes to answer, depending on the detail you choose to give.
Therefore,
you must always remember that the interviewer is the one who asked the
question. So you should tailor your answer to what he or she needs to know,
without a lot of extraneous rambling or superfluous explanation. Why waste time
and create a negative impression by giving a sermon when a short prayer would
do just fine?
Let's
suppose you were interviewing for a sales management position, and the
interviewer asked you, "What sort of sales experience have you had in the
past?"
Well, that's
exactly the sort of question that can get you into trouble if you don't use the
short version/long version method. Most people would just start rattling off
everything in their memory that relates to their sales experience. Though the
information might be useful to the interviewer, your answer could get pretty
complicated and long-winded unless it's neatly packaged.
One way to
answer the question might be, "I've held sales positions with three different
consumer product companies over a nine-year period. Where would you like me to
start?"
Or, you
might simply say, "Let me give you the short version first, and you can tell me
where you want to go into more depth. I've had nine years experience in
consumer product sales with three different companies, and held the titles of
district, regional, and national sales manager. What aspect of my background
would you like to concentrate on?"By using this method, you telegraph to the interviewer
that your thoughts are well organized, and that you want to understand the intent
of the question before you travel too far in a direction neither of you wants
to go. After you get the green light, you can spend your interviewing time
discussing in detail the things that are important, not whatever happens to pop
into your mind.
of Interview Preparation
By Bill Radin
Fundamentals
of a Successful Interview
hollyschick@
a large degree, the success of your interview will depend on your ability to
discover needs and empathize with the interviewer. You can do this by asking
questions that verify your understanding of what the interviewer has just told
you, without editorializing, or expressing an opinion. By establishing empathy
in this manner, you'll be in a better position to freely exchange ideas, and
demonstrate your suitability for the job.
In addition
to establishing empathy, there are four intangible fundamentals to a successful
interview. These intangibles will influence the way your personality is
perceived, and will affect the degree of rapport, or personal chemistry you'll
share with the employer.
[1]
Enthusiasm --- Leave no doubt as to your level of interest in the job. You may
think it's unnecessary to do this, but employers often choose the more
enthusiastic candidate in the case of a two-way tie. Besides, it's best to keep
your options open -- wouldn't you rather be in a position to turn down an
offer, than have a prospective job evaporate from your grasp by giving a
lethargic interview?
[2]
Technical interest --- Employers look for people who love what they do; people
who get excited by the prospect of tearing into the nitty-gritty of the job.
[3]
Confidence --- No one likes a braggart, but the candidate who's sure of his or
her abilities will almost certainly be more favorably received.
[4]
Intensity --- The last thing you want to do is come across as "flat" in your
interview. There's nothing inherently wrong with being a laid-back person; but
sleepwalkers rarely get hired.
Since
interviewing also involves the exchange of tangible information, make sure to:
• Present
your background in a thorough and accurate manner;
• Gather
data concerning the company, the industry, the position, and future growth
opportunities;
• Link your
abilities with the company needs in the mind of the employer; and
• Build a strong
case for why the company should hire you, based on the discoveries you make
from building rapport and asking the right questions.
Both for
your sake and the employer's, try not to leave an interview without exchanging
fundamental information. The more you know about each other, the more potential
you'll have for establishing rapport, and making an informed decision.
The Short
and Long of It
There are two ways to answer interview questions: the short version and the
long version. When a question is open-ended, I always suggest to candidates
that they say, "Let me give you the short version. If we need to explore some
aspect of my answer more fully, I'd be happy to go into greater depth, and give
you the long version."
The reason
you should respond this way is because it's often difficult to know what type
of answer each question will need. A question like, "What was your most
difficult assignment?" might take anywhere from thirty seconds to thirty
minutes to answer, depending on the detail you choose to give.
Therefore,
you must always remember that the interviewer is the one who asked the
question. So you should tailor your answer to what he or she needs to know,
without a lot of extraneous rambling or superfluous explanation. Why waste time
and create a negative impression by giving a sermon when a short prayer would
do just fine?
Let's
suppose you were interviewing for a sales management position, and the
interviewer asked you, "What sort of sales experience have you had in the
past?"
Well, that's
exactly the sort of question that can get you into trouble if you don't use the
short version/long version method. Most people would just start rattling off
everything in their memory that relates to their sales experience. Though the
information might be useful to the interviewer, your answer could get pretty
complicated and long-winded unless it's neatly packaged.
One way to
answer the question might be, "I've held sales positions with three different
consumer product companies over a nine-year period. Where would you like me to
start?"
Or, you
might simply say, "Let me give you the short version first, and you can tell me
where you want to go into more depth. I've had nine years experience in
consumer product sales with three different companies, and held the titles of
district, regional, and national sales manager. What aspect of my background
would you like to concentrate on?"By using this method, you telegraph to the interviewer
that your thoughts are well organized, and that you want to understand the intent
of the question before you travel too far in a direction neither of you wants
to go. After you get the green light, you can spend your interviewing time
discussing in detail the things that are important, not whatever happens to pop
into your mind.
Fri Feb 22, 2013 6:31 am (PST) . Posted by:
"Keith Bogen SPHR" hrslugger2002
The insiders guide to competitive interviewing
by
Peter Leffkowitz
What
Employers Look For In Talent
· Employers don't care about
what you did between 9-5 PM
everyday at your job.
· Employers want to see a
progressive track of how you moved from one position of responsibility to
another position of greater responsibility and what results you had
accomplished to garner those promotions.
· Employers don't care about
problems you faced, they want to know the solutions you created for those
problems.
· Employers want see precisely
how your contributions improved the way things are done; caused cost savings or
saved money; and increased revenue or productivity.
Five
Steps To A Successful Interview
1. Proper Attitude – Must know who you are and what you bring to the table.
2. Arm yourself with info about the company and position.
3. Rehearse, Rehearse, Rehearse.
4. Let the meeting flow.
5. Follow up.
Why
You Are Seeking This Organization and This Position As A Next Step
The
proper way to handle why you are evaluating a new organization and a new
position can be challenging and bit tricky. You must demonstrate why it is important to you that you are moving
forward and not backwards. Moving
forward with right organization and the right position for you are dependent on
your ability to define and articulate your motivations.
· Make sure you are leaving
your job because you are being magnetized towards something stronger instead of
leaving your position because of the negatives.
· If you are not employed,
approach the interview in a way that shows you are attracted to something that
provides you the challenges to build your career. Also, demonstrate that you have a sincere
interest in the organization and believe that your contributions will make the
organization (or department) stronger or better than it is now.
Breaking
The Ice
Breaking
the ice at the beginning of an interview with someone you've never interacted
with can be difficult. Chemistry is a
significant factor (if not the most important factor) in making or breaking an
employer's choice to accept you into the organization. So, establishing rapport is critical. These options can be utilized to get the
meeting started the right way.
· Find something in the office
you can talk about. Picture of golf,
sailing, kids, etc.
· Humor (Careful with this
one. Not everything you say can be
construed as humorous.)
· Gentle flattery. "I've been looking forward to meeting with
you", "I am enthusiastic about meeting with you today", "I'm very interested to
hear more about your role in this company and how it relates to this
opportunity."
· Recent industry
trend/news. Open with a quick tidbit of
information about what's going on with the organization.
Common
Question Asked From Employers
Employers
will start an interview in many different ways. It is important to identify what is important to the employer as soon as
possible. This will permit you to
quickly begin addressing hot points that will lead you down the right path.
Question: "Tell me something about
yourself?"
Answer: "I would
love to, where would you like me start?"
By saying this you get the employer to tell you
where he really wants you to start. This will let you know what they are most
interested in. If they ask about
education, family, work, you can conclude what is important to them as well.
Words
And Phrases You Can Utilize As They Relate To Your Work Experience
During
an interview you will be describing the experiences, background and skills you
have as a professional. By incorporating
these types of words/phrases you will be able better define yourself and what
you have done. You should practice
incorporating these into your responses.
Action Words
Planned Created Originated Initiated
Conceived Implemented Formulated Developed
Leadership Words
Organized Directed Lead Supervised
Guided Managed Responsible for Presided over
Coordinated Built Gave direction to
Results Phrases
Lead to Saved Achieved Supervised
Contributed to Reduced Provided for Evaluated
Demonstrated Collected Increased
Three
Types Of Presentations To Prepare
The
employer may ask you to go a few jobs back and bring him/her up to speed. This is the easiest question to prepare
for. The three following presentations
can be prepared by you to clearly and concisely address this question asked by
the employer.
1. Short synopsis: 30 to 60 second overview of your career. Prepare a one page summary that covers your career in a 1, 2, 3 fashion. Memorize and rehearse the presentation so you can comfortably talk about the experience clearly and concisely. Example: "I started at ABC company and then moved up the ladder there before moving on to XYZ company where I did this and that, etc."
1. Dialogue about individual jobs: After the short synopsis you must also be prepared to discuss each job individually. To prepare for this, take a full page for each job and write down all the pertinent facts. Discuss roles, responsibilities, accomplishments, and impact on company within each job.
1. Exploration of technical qualifications: This is where the interviewer is going to ask very pointed questions about each position and how you performed technically. Prepare information about what you know from a specific technical standpoint. This will help you give precise answers.
Additional
Interview Preparation
· On a sheet of paper, write down a T account. On the left hand side write down the new
responsibilities that are going to be required for the job you are interviewing
for. On the right side of the T account
write down the similar experiences from your work history that match. This will give you a correlation to refer to
as you describe how you are a good match.
· Rehearse all answers and presentations so it will flow well during the
interview. This will set you apart from
the rest of candidates.
· Remember, you're only as good as your last job. So, be sure that you can demonstrate and
convey that your recent experiences relate well to the new position.
· Be yourself and let your personality and style show during the
interview. If you are not yourself
during the interview, they decide to hire you, and two weeks later on the job
your true personality comes through as one that does not work well within the
employer's culture, you won't last long.
· Listen carefully to each question the interviewer asks and don't cut
off their sentences.
What
You Should Relate Your Experiences To
Just about everything you tell the employer should
relate to how you helped the organizations you've worked for. You must be able to show how your
contributions helped save money or reduce costs; generate revenue/income;
increase work-flow, productivity or efficiency.
Ask
Quality Questions
Candidates
are also judged by the quality of questions they ask. It is important to ask good, business-related
questions that, when asked, help set you apart. Employers will not only judge you by the impact of your accomplishments
and contributions, but also by the intellect of your questions. Sample questions:
· What are the major short and long-range goals of the company? Of the department/group?
· What are the characteristics that the company feels are attractive
about itself?
· What outside influences affect company growth?
· What business areas does the company excel at or has limitations in?
· What are some of the common denominators in the successful employees
with this company? (This is a great
question because then you know what they are really looking for in a
candidate. You can capture what qualities
the employer is looking for and then utilize the information for your next
interview.)
· What areas within the company could use more developing?
· What would you add to or attract from the last person that had this
job?
· Based on what you have heard from me so far, where do you think I could
contribute?
· What is your greatest challenge right now?
· Please discuss the leadership style of the organization?
Concluding
The Interview And Follow Up
· After you've asked and had your questions answered, let the employer
conclude meeting.
· Ask about timing of feedback and what the next steps are.
· Thank the employer for the time and attention. Send out thank you notes as soon as the
interview is done!
· Organize your thoughts on how the meeting went and be prepared to
present your thoughts to your recruiter.
Questions To Ask Employer
What are the major short and long-range goals of the
company? Of the department/group?
What are the characteristics that the company feels
are attractive about itself?
What outside influences affect company growth?
What business areas does the company excel at or has
limitations in?
What are some of the common denominators in the
successful employees with this company? (This is a great question because then you know what they are really
looking for in a candidate. You can
capture what qualities the employer is looking for and then utilize the
information for your next interview.)
What areas within the company could use more
developing?
What would you add to or attract from the last
person that had this job?
Based on what you have heard from me so far, where
do you think I could contribute?
What is your greatest challenge within the
company/department/team right now?
Please discuss the leadership style of the
organization?
Please discuss the creativity/innovation levels of
the team?
When the chips are down, how does the team react?
by
Peter Leffkowitz
What
Employers Look For In Talent
· Employers don't care about
what you did between 9-5 PM
everyday at your job.
· Employers want to see a
progressive track of how you moved from one position of responsibility to
another position of greater responsibility and what results you had
accomplished to garner those promotions.
· Employers don't care about
problems you faced, they want to know the solutions you created for those
problems.
· Employers want see precisely
how your contributions improved the way things are done; caused cost savings or
saved money; and increased revenue or productivity.
Five
Steps To A Successful Interview
1. Proper Attitude – Must know who you are and what you bring to the table.
2. Arm yourself with info about the company and position.
3. Rehearse, Rehearse, Rehearse.
4. Let the meeting flow.
5. Follow up.
Why
You Are Seeking This Organization and This Position As A Next Step
The
proper way to handle why you are evaluating a new organization and a new
position can be challenging and bit tricky. You must demonstrate why it is important to you that you are moving
forward and not backwards. Moving
forward with right organization and the right position for you are dependent on
your ability to define and articulate your motivations.
· Make sure you are leaving
your job because you are being magnetized towards something stronger instead of
leaving your position because of the negatives.
· If you are not employed,
approach the interview in a way that shows you are attracted to something that
provides you the challenges to build your career. Also, demonstrate that you have a sincere
interest in the organization and believe that your contributions will make the
organization (or department) stronger or better than it is now.
Breaking
The Ice
Breaking
the ice at the beginning of an interview with someone you've never interacted
with can be difficult. Chemistry is a
significant factor (if not the most important factor) in making or breaking an
employer's choice to accept you into the organization. So, establishing rapport is critical. These options can be utilized to get the
meeting started the right way.
· Find something in the office
you can talk about. Picture of golf,
sailing, kids, etc.
· Humor (Careful with this
one. Not everything you say can be
construed as humorous.)
· Gentle flattery. "I've been looking forward to meeting with
you", "I am enthusiastic about meeting with you today", "I'm very interested to
hear more about your role in this company and how it relates to this
opportunity."
· Recent industry
trend/news. Open with a quick tidbit of
information about what's going on with the organization.
Common
Question Asked From Employers
Employers
will start an interview in many different ways. It is important to identify what is important to the employer as soon as
possible. This will permit you to
quickly begin addressing hot points that will lead you down the right path.
Question: "Tell me something about
yourself?"
Answer: "I would
love to, where would you like me start?"
By saying this you get the employer to tell you
where he really wants you to start. This will let you know what they are most
interested in. If they ask about
education, family, work, you can conclude what is important to them as well.
Words
And Phrases You Can Utilize As They Relate To Your Work Experience
During
an interview you will be describing the experiences, background and skills you
have as a professional. By incorporating
these types of words/phrases you will be able better define yourself and what
you have done. You should practice
incorporating these into your responses.
Action Words
Planned Created Originated Initiated
Conceived Implemented Formulated Developed
Leadership Words
Organized Directed Lead Supervised
Guided Managed Responsible for Presided over
Coordinated Built Gave direction to
Results Phrases
Lead to Saved Achieved Supervised
Contributed to Reduced Provided for Evaluated
Demonstrated Collected Increased
Three
Types Of Presentations To Prepare
The
employer may ask you to go a few jobs back and bring him/her up to speed. This is the easiest question to prepare
for. The three following presentations
can be prepared by you to clearly and concisely address this question asked by
the employer.
1. Short synopsis: 30 to 60 second overview of your career. Prepare a one page summary that covers your career in a 1, 2, 3 fashion. Memorize and rehearse the presentation so you can comfortably talk about the experience clearly and concisely. Example: "I started at ABC company and then moved up the ladder there before moving on to XYZ company where I did this and that, etc."
1. Dialogue about individual jobs: After the short synopsis you must also be prepared to discuss each job individually. To prepare for this, take a full page for each job and write down all the pertinent facts. Discuss roles, responsibilities, accomplishments, and impact on company within each job.
1. Exploration of technical qualifications: This is where the interviewer is going to ask very pointed questions about each position and how you performed technically. Prepare information about what you know from a specific technical standpoint. This will help you give precise answers.
Additional
Interview Preparation
· On a sheet of paper, write down a T account. On the left hand side write down the new
responsibilities that are going to be required for the job you are interviewing
for. On the right side of the T account
write down the similar experiences from your work history that match. This will give you a correlation to refer to
as you describe how you are a good match.
· Rehearse all answers and presentations so it will flow well during the
interview. This will set you apart from
the rest of candidates.
· Remember, you're only as good as your last job. So, be sure that you can demonstrate and
convey that your recent experiences relate well to the new position.
· Be yourself and let your personality and style show during the
interview. If you are not yourself
during the interview, they decide to hire you, and two weeks later on the job
your true personality comes through as one that does not work well within the
employer's culture, you won't last long.
· Listen carefully to each question the interviewer asks and don't cut
off their sentences.
What
You Should Relate Your Experiences To
Just about everything you tell the employer should
relate to how you helped the organizations you've worked for. You must be able to show how your
contributions helped save money or reduce costs; generate revenue/income;
increase work-flow, productivity or efficiency.
Ask
Quality Questions
Candidates
are also judged by the quality of questions they ask. It is important to ask good, business-related
questions that, when asked, help set you apart. Employers will not only judge you by the impact of your accomplishments
and contributions, but also by the intellect of your questions. Sample questions:
· What are the major short and long-range goals of the company? Of the department/group?
· What are the characteristics that the company feels are attractive
about itself?
· What outside influences affect company growth?
· What business areas does the company excel at or has limitations in?
· What are some of the common denominators in the successful employees
with this company? (This is a great
question because then you know what they are really looking for in a
candidate. You can capture what qualities
the employer is looking for and then utilize the information for your next
interview.)
· What areas within the company could use more developing?
· What would you add to or attract from the last person that had this
job?
· Based on what you have heard from me so far, where do you think I could
contribute?
· What is your greatest challenge right now?
· Please discuss the leadership style of the organization?
Concluding
The Interview And Follow Up
· After you've asked and had your questions answered, let the employer
conclude meeting.
· Ask about timing of feedback and what the next steps are.
· Thank the employer for the time and attention. Send out thank you notes as soon as the
interview is done!
· Organize your thoughts on how the meeting went and be prepared to
present your thoughts to your recruiter.
Questions To Ask Employer
What are the major short and long-range goals of the
company? Of the department/group?
What are the characteristics that the company feels
are attractive about itself?
What outside influences affect company growth?
What business areas does the company excel at or has
limitations in?
What are some of the common denominators in the
successful employees with this company? (This is a great question because then you know what they are really
looking for in a candidate. You can
capture what qualities the employer is looking for and then utilize the
information for your next interview.)
What areas within the company could use more
developing?
What would you add to or attract from the last
person that had this job?
Based on what you have heard from me so far, where
do you think I could contribute?
What is your greatest challenge within the
company/department/
Please discuss the leadership style of the
organization?
Please discuss the creativity/innovati
the team?
When the chips are down, how does the team react?
Fri Feb 22, 2013 6:34 am (PST) . Posted by:
"Keith Bogen SPHR" hrslugger2002
Column from the Wednesday, 9/24/03, Wall
Street Journal re Telephone Interviews:
". . . With ever-greater numbers
of resumes piling up on their desks, many hiring managers are relying on
telephone interviews to weed out candidates. Some job seekers take comfort in
that, since it seems less nerve-racking than a face-to-face interview. But the
comfort is deceptive. It's actually quite a bit tougher to make a good
impression, and stand out from other candidates, as a voice on the other end of
a phone line.
"'The telephone interview is
probably the most tricky and difficult interview to do because you're
eliminating one of the key parts of the interview, which is body
language," says Kevin Dolan, a senior vice president in the New York office of
outplacement-consulting firm Right Management Consultants.
" 'For that reason, careful
preparation is crucial -- as much as it is for an in-person meeting. Be sure to
know the latest on the company and know how you're going to present your
strengths and qualifications. Dress professionally -- you'll feel more
confident than if you're running around the house in shorts and a T-shirt --
and find a quiet room in which to conduct the interview.
" 'The telephone interview
calls out the skill set and lets us know if the person has the technical skill
to do the job," says Joanne Wagner, manager of corporate recruiting at
Staples Inc., the Framingham, Mass., office-supplies retailer. "Bringing
them in lets us know if they're a cultural fit.' "
"Since the interview starts as
soon as you pick up the phone, have your "interview voice" ready. You
have only about 10 minutes to make a good impression, says Lois Frankel,
president of Corporate Coaching International, a Pasadena, Calif.,
consulting firm. Smile while you're talking and stand up -- you speak louder
and more concisely when doing so.
"Take advantage of your ability
to use reference materials during the interview. Have your resume on hand so
you can talk about your job experience. But avoid the temptation to write
things down in advance and read from a prepared script. "It impedes the
flow of conversation," says New York career coach Carol Kanarek. Indeed, listening
and responding to what is said is absolutely vital in a phone interview.
"In addition, have a list of
questions ready. Don't wait until the end of the interview to ask them, or else
the interviewer may feel interrogated as you rattle them off. Instead, ask them
sporadically throughout the interview, giving the discussion the air of a
casual conversation. It will set the hiring manager at ease and help you feel
more in control.
"The interviewer will most likely
have made a decision about you as a candidate by the end of the conversation.
So it is OK to ask about the next step and when second interviews will take
place, as well as what else you can offer. You can also find out if it is
acceptable to call or e-mail if you haven't heard from the hiring manager by a
certain date.
"One more thing: If you have call
waiting, ignore it as long as you're in an interview -- even consider disabling
it. Keeping someone on hold is almost a guaranteed kiss of death."
Street Journal re Telephone Interviews:
". . . With ever-greater numbers
of resumes piling up on their desks, many hiring managers are relying on
telephone interviews to weed out candidates. Some job seekers take comfort in
that, since it seems less nerve-racking than a face-to-face interview. But the
comfort is deceptive. It's actually quite a bit tougher to make a good
impression, and stand out from other candidates, as a voice on the other end of
a phone line.
"'The telephone interview is
probably the most tricky and difficult interview to do because you're
eliminating one of the key parts of the interview, which is body
language," says Kevin Dolan, a senior vice president in the New York office of
outplacement-
" 'For that reason, careful
preparation is crucial -- as much as it is for an in-person meeting. Be sure to
know the latest on the company and know how you're going to present your
strengths and qualifications. Dress professionally -- you'll feel more
confident than if you're running around the house in shorts and a T-shirt --
and find a quiet room in which to conduct the interview.
" 'The telephone interview
calls out the skill set and lets us know if the person has the technical skill
to do the job," says Joanne Wagner, manager of corporate recruiting at
Staples Inc., the Framingham, Mass., office-supplies retailer. "Bringing
them in lets us know if they're a cultural fit.' "
"Since the interview starts as
soon as you pick up the phone, have your "interview voice" ready. You
have only about 10 minutes to make a good impression, says Lois Frankel,
president of Corporate Coaching International, a Pasadena, Calif.,
consulting firm. Smile while you're talking and stand up -- you speak louder
and more concisely when doing so.
"Take advantage of your ability
to use reference materials during the interview. Have your resume on hand so
you can talk about your job experience. But avoid the temptation to write
things down in advance and read from a prepared script. "It impedes the
flow of conversation,
and responding to what is said is absolutely vital in a phone interview.
"In addition, have a list of
questions ready. Don't wait until the end of the interview to ask them, or else
the interviewer may feel interrogated as you rattle them off. Instead, ask them
sporadically throughout the interview, giving the discussion the air of a
casual conversation. It will set the hiring manager at ease and help you feel
more in control.
"The interviewer will most likely
have made a decision about you as a candidate by the end of the conversation.
So it is OK to ask about the next step and when second interviews will take
place, as well as what else you can offer. You can also find out if it is
acceptable to call or e-mail if you haven't heard from the hiring manager by a
certain date.
"One more thing: If you have call
waiting, ignore it as long as you're in an interview -- even consider disabling
it. Keeping someone on hold is almost a guaranteed kiss of death."
Fri Feb 22, 2013 6:41 am (PST) . Posted by:
"Keith Bogen SPHR" hrslugger2002
"The reality is people make assessments about us, including our competence, confidence and even experience, in about 2.2 seconds. That's not nearly enough time to really get to know us, see what we can deliver or even read our whole profile, for that matter," notes LinkedIn'
http://www.cbsnews.
By Amy Levin-Epstein / MoneyWatch/ February 21, 2013, 12:20 PM
LinkedIn: Choosing the perfect profile pic
(MoneyWatch) These days, few recruiters won't read yourLinkedIn page before they call you in for an interview. Because of this, your first
impression happens when they click on your profile and see your photo,
not when you meet face-to-face. "The reality is people make assessments
about us, including our competence, confidence and even experience, in
about 2.2 seconds. That's not nearly enough time to really get to know
us, see what we can deliver or even read our whole profile, for that
matter," notes LinkedIn'
CBS MoneyWatch: What qualities make a great profile photo?
Nicole Williams: An effective profile photo conveys energy. Sit up straight, set your
shoulders back, smile, open your eyes and think of something you really
enjoy -- hopefully that's your job -- and voila! You're non-verbally
communicating that you're confident and competent.
* LinkedIn: 3 ways to use it much more efficiently
* LinkedIn: 3 resolutions you should make
* LinkedIn: Is quality more important than quantity?
MW: What makes a bad profile photo?
NW: The worst thing is to have no photo at all. It's a lot like when you're
online looking for a house, a car or a date -- if there's no photo, it's like 'there must be something wrong.' Your LinkedIn profile is seven
times more likely to get viewed if you have a photo.
MW: Any other poor choices you see people make too often?
NW: Other photos you want to avoid are those that include both you and your baby
(unless you're a pediatrician) or your dog (unless you're a vet). Also,
don't use an old photo even if you're concerned about your age. At the
end to the day, your goal is a professional relationship which is hard
to build when you're basing it upon a false identity.
MW: How important is your industry in determining what type of shot to use?
NW: It's definitely a consideration. The more quickly and pervasively you
can convey "fit" the better. Your hair style, the clothes you wear, even the background of the picture can help people to see you in your
professional role.
MW: Do you need to pay to have a professional headshot taken?
NW: If you aren't looking for an on-camera gig then you do not need to
spend extra money on profile shots. Have your photo taken by someone who puts you at ease. Also, people respond better to color photos, which
have more life and energy than black-and-white ones.
Fri Feb 22, 2013 7:44 am (PST) . Posted by:
"john sampson" jcsspike
Reply to the Horizon BCBS web site
Job Summary:
Subject matter expert in a business domain and working in a matrix environment, to understand, help define, analyze, design, implement and maintain business process and IT capabilities to support HHI pilots. Maintain a comprehensive understanding of the current IT and business process capabilities in their assigned business domain, as well as, external best practices and vendor offerings. Partner with the innovation teams and pilot capabilities managers to identify, document, analyze and prioritize pilot needs in their particular business domain. Partner with a Capabilities Domain Manager and Horizon domain expert in the business and IT to develop, short and long-term strategies to design, implement and maintain pilot technical and business process capabilities that may either be integrated with Horizon-BCBSNJ or be unique to HHI.
Responsibilities:
Provide guidance to the Capabilities Analyst I position.
Facilitate and document meetings to capture requirements, assess solution options, develop recommendations and capture action items.
Analyze risks, identify trigger events, and establish contingency plans and risk mitigation actions.
Track progress of work tasks and report on status and issues.
Guide and support Capabilities Analyst I with their assignments.
Assess merits of implementing automated vs. manual or semi-automated solutions
Document, analyze and development current and future state business processes
Work with counterparts and stakeholders in Horizon and with vendors and partners aligned to other departments and initiatives.
Understands pilot objectives, stakeholders and business rationale
Conducts detailed research in specified domain area (and related areas) to understand Horizon, external best practice, competitor and vendor business processes and IT capabilities
Acts as Subject Matter Expert in business domain and associated technologies to help influence pilot blue printing and pilot high level requirements
Contributes to and facilitates business requirements gathering process across pilots, including the creation of deliverables; review of BRD and TRD.
Leads and owns the analysis and resolution of complex issues and coordinates the documentation of business needs
Assess short and long term options to meet pilot and cross pilot needs considering an appropriate balance between value delivered to pilots against the cost and complexity of capability delivery.
Support HHI pilot teams in the selection and implementation of tools and manual workarounds to support pilot models
Document pros and cons of various options and present a recommended solution
Contribute to short and long term capabilities development strategy in assigned business domain
Engage all necessary internal and external parties to resolve gaps in processes, system integration, reporting required to implement the pilot(s).
Understand and leverage best practices for delivering viable technical solutions
Ensure pilot needs are appropriately documented in BRD/TRD and author documents when necessary.
Ensure designs are cost effective and scalable
Partner with IT and other Horizon departments to develop capabilities required to support the pilots
Create and revise and maintain workflows/work instructions to support pilot operations
Develop training materials and ensuring the training is administered to necessary population; coordinate training and communication activities as required to assure successful transition of project deliverables to ongoing operations
Monitor coding and configuration of systems to ensure capabilities are delivered accurately and timely.
Participate in User Acceptance Testing (UAT) for projects, implementations, system fixes and enhancements; creates and executes UAT cases.
Develop and maintain pilot operations manuals
Participates in the complete system development life cycle
Partner with appropriate HHI and Horizon resources to respond to issues by analyzing the request, establishing a resolution and where possible, implementing a procedure to eliminate future issues of the same nature.
Act as SME for HHI specific applications in specified domain area to track and monitor application performance relative to pilot objectives
Provide ongoing support and maintenance to ensure new processes and other capabilities meet SLA and pilot objectives. Assess opportunities and develop recommendations to enhance pilot operations.
Education:
Bachelor's Degree strongly preferred (equivalent work experience may be considered)
Graduate studies and/or professional development activities a plus
Experience:
Minimum of 5-7 years of related IT work or business process (analysis) required; preferably in the health insurance industry
Demonstrated experience in a key contributor role in company initiatives
Demonstrated track record of roles with increasing responsibilities
Consulting experience preferred
Programming experience a plus
Strong ability to apply structure to loosely defined medium to complex problems required
Demonstrates understanding of core business functions and systems
Business process analysis and documentation
Business and systems claims processing knowledge, preferred
Understanding of IT processes, tools, cost and effort estimation, delivery cycles
Knowledge of business and technical requirements gathering and documentation
Requires knowledge of system development life cycle and implementation methodologies, required
Strong Microsoft Office Suite knowledge, required
Requires the ability to interface with internal and external customers along with strong ability to influence, gain commitment and follow up
Requires skillful project execution experience and knowledge
Demonstrated ability in negotiation and conflict resolution.
Requires ability to multitask and handle multiple projects simultaneously
Strong customer focus, adaptability and passion for learning and initiating action.
Demonstrated ability to work in a matrix environment
Requirements:
Education Bachelors
Job Level Individual Contributor
Expertise Information Technology
Job Type Full Time
Location Newark, NJ, -- Penn Plaza
MIS Ntwk Assoc Mtg Dates
Feb 19th - Tuesday - No Mtg
Feb 26th - TUESDAY - Combined Dinner Mtg - Recruiter Night Out - Holiday Inn - Totowa
Mike Szot - Moderator - KPMG - Rich Zaziski Henderson Harbor - Mike Petronaci J Heart - Cindy Grider Skyline Staffing - Judy Onystok QPharma - Lori Nadolny Avaya
Mar 5th - Tues - Reg Mtg - 6 pm Offices of Berman Larson Kane - Bring 10 copies of your resume -Don't use GPS for Dir to BLK Offices - Go to BLK site for directions
Job Summary:
Subject matter expert in a business domain and working in a matrix environment, to understand, help define, analyze, design, implement and maintain business process and IT capabilities to support HHI pilots. Maintain a comprehensive understanding of the current IT and business process capabilities in their assigned business domain, as well as, external best practices and vendor offerings. Partner with the innovation teams and pilot capabilities managers to identify, document, analyze and prioritize pilot needs in their particular business domain. Partner with a Capabilities Domain Manager and Horizon domain expert in the business and IT to develop, short and long-term strategies to design, implement and maintain pilot technical and business process capabilities that may either be integrated with Horizon-BCBSNJ or be unique to HHI.
Responsibilities:
Provide guidance to the Capabilities Analyst I position.
Facilitate and document meetings to capture requirements, assess solution options, develop recommendations and capture action items.
Analyze risks, identify trigger events, and establish contingency plans and risk mitigation actions.
Track progress of work tasks and report on status and issues.
Guide and support Capabilities Analyst I with their assignments.
Assess merits of implementing automated vs. manual or semi-automated solutions
Document, analyze and development current and future state business processes
Work with counterparts and stakeholders in Horizon and with vendors and partners aligned to other departments and initiatives.
Understands pilot objectives, stakeholders and business rationale
Conducts detailed research in specified domain area (and related areas) to understand Horizon, external best practice, competitor and vendor business processes and IT capabilities
Acts as Subject Matter Expert in business domain and associated technologies to help influence pilot blue printing and pilot high level requirements
Contributes to and facilitates business requirements gathering process across pilots, including the creation of deliverables; review of BRD and TRD.
Leads and owns the analysis and resolution of complex issues and coordinates the documentation of business needs
Assess short and long term options to meet pilot and cross pilot needs considering an appropriate balance between value delivered to pilots against the cost and complexity of capability delivery.
Support HHI pilot teams in the selection and implementation of tools and manual workarounds to support pilot models
Document pros and cons of various options and present a recommended solution
Contribute to short and long term capabilities development strategy in assigned business domain
Engage all necessary internal and external parties to resolve gaps in processes, system integration, reporting required to implement the pilot(s).
Understand and leverage best practices for delivering viable technical solutions
Ensure pilot needs are appropriately documented in BRD/TRD and author documents when necessary.
Ensure designs are cost effective and scalable
Partner with IT and other Horizon departments to develop capabilities required to support the pilots
Create and revise and maintain workflows/work instructions to support pilot operations
Develop training materials and ensuring the training is administered to necessary population; coordinate training and communication activities as required to assure successful transition of project deliverables to ongoing operations
Monitor coding and configuration of systems to ensure capabilities are delivered accurately and timely.
Participate in User Acceptance Testing (UAT) for projects, implementations, system fixes and enhancements; creates and executes UAT cases.
Develop and maintain pilot operations manuals
Participates in the complete system development life cycle
Partner with appropriate HHI and Horizon resources to respond to issues by analyzing the request, establishing a resolution and where possible, implementing a procedure to eliminate future issues of the same nature.
Act as SME for HHI specific applications in specified domain area to track and monitor application performance relative to pilot objectives
Provide ongoing support and maintenance to ensure new processes and other capabilities meet SLA and pilot objectives. Assess opportunities and develop recommendations to enhance pilot operations.
Education:
Bachelor's Degree strongly preferred (equivalent work experience may be considered)
Graduate studies and/or professional development activities a plus
Experience:
Minimum of 5-7 years of related IT work or business process (analysis) required; preferably in the health insurance industry
Demonstrated experience in a key contributor role in company initiatives
Demonstrated track record of roles with increasing responsibilities
Consulting experience preferred
Programming experience a plus
Strong ability to apply structure to loosely defined medium to complex problems required
Demonstrates understanding of core business functions and systems
Business process analysis and documentation
Business and systems claims processing knowledge, preferred
Understanding of IT processes, tools, cost and effort estimation, delivery cycles
Knowledge of business and technical requirements gathering and documentation
Requires knowledge of system development life cycle and implementation methodologies, required
Strong Microsoft Office Suite knowledge, required
Requires the ability to interface with internal and external customers along with strong ability to influence, gain commitment and follow up
Requires skillful project execution experience and knowledge
Demonstrated ability in negotiation and conflict resolution.
Requires ability to multitask and handle multiple projects simultaneously
Strong customer focus, adaptability and passion for learning and initiating action.
Demonstrated ability to work in a matrix environment
Requirements:
Education Bachelors
Job Level Individual Contributor
Expertise Information Technology
Job Type Full Time
Location Newark, NJ, -- Penn Plaza
MIS Ntwk Assoc Mtg Dates
Feb 19th - Tuesday - No Mtg
Feb 26th - TUESDAY - Combined Dinner Mtg - Recruiter Night Out - Holiday Inn - Totowa
Mike Szot - Moderator - KPMG - Rich Zaziski Henderson Harbor - Mike Petronaci J Heart - Cindy Grider Skyline Staffing - Judy Onystok QPharma - Lori Nadolny Avaya
Mar 5th - Tues - Reg Mtg - 6 pm Offices of Berman Larson Kane - Bring 10 copies of your resume -Don't use GPS for Dir to BLK Offices - Go to BLK site for directions
Fri Feb 22, 2013 9:40 am (PST) . Posted by:
"Ian Kennedy" ibkennedy47
Dear Friends,
Please respond directly as indicated and mention my name.
The hiring manager is Tom Brickey, Sr. Director of IT and he can be contacted at tbrickey@zotos.com tbrickey@zotos.com >.
Please no phone calls.
Good luck, Ian
Ian Kennedy
President
[cid:image001.png@01CE10F9.C4F53B30 ]
ikennedy@schegggroup.com ikennedy@schegggroup.com >
www.schegggroup.com
203-538-8802 (w) 203-225-0893 (f)
[cid:image002.jpg@01CE10F9.C4F53B30 ]http://www.linkedin.com/in/ibkennedy >
We are a proud founding member of the [cid:image003.png@01CE10F9.C4F53B30 ] Global Outplacement Alliancehttp://www.globaloutplacementalliance.com/ > with more than 200 offices throughout the U.S. and affiliate offices worldwide.
For information on our outplacement programs click herehttp://www.schegggroup.com/outplacement >.
We conduct searches across a broad spectrum of industry and service sectors and to fill diverse positions.
We currently have several searches underway. Please click herehttp://www.schegggroup.com/search-practice/search-openings/ > to see the open positions.
Please click herehttp://www.schegggroup.com/search-practice/submit-your-resume/ > to upload your resume to our database.
For information on our coaching programs click herehttp://www.schegggroup.com/coaching/ >.
***This information may be confidential and/or privileged. Use of this information by anyone other than the intended recipient is prohibited. If you receive this in error, please inform the sender and remove any record of this message. ***
Please consider the environment before printing this e-mail
Business Analyst - Business Intelligence / Business Analytics
Reports to:
Sr Director IT
Department:
Information Technology
Date:
May 2012
FSLA:
Exempt
EEO Class:
Professionals
Class:
FT-Salaried
Job Summary:
Interfaces with Application Business Owners, Vendors, Domain Experts, along with other Zotos application and infrastructure team members in the development of new requirements and specifications; the development of scope statements for enhancements and modifications; assist in the development and execution of testing; and provides overall project management assistance for new releases and changes as defined by the Zotos development methodology.
Essential Functions:
* Primary interface with Application Business Owner for departmental systems. Works with Business Owner and their representatives to monitor system performance, make recommendations, and assist in upgrades and testing of releases.
* .Primary Vendor interface for departmental systems. Acts as technical advisor to the business owner in meetings. Translates business requirements into appropriate technical specifications for the vendor.
* May be required to develop data analysis models to support business needs. This may include the development of OLAP / GPS cubes or Microsoft Excel pivot tables and data extracts.
* Will be asked to provide training on departmental systems on an as-needed basis. Much of this training will be one on one and will require a strong understanding of the business rules and processes for the department.
* Coordinates closely with the infrastructure team for middleware issues.
* Coordinates with departmental application vendors for the installation and maintenance of their applications.
* Provide level one DBA support functions for Microsoft SQL Server. Primary coordinator for level two support and consultants related to Microsoft SQL Server DBA support functions.
* Zotos level one support for departmental systems including Enginuity Clarity, IA, GPS, Sugar CRM, Documentum, Business Objects and any replacements of these applications.
Essential Functions - Project Management:
* Oversee and coordinate resources internally and externally for execution of projects with documentation status and audit trail.
* Develop project scope, timelines, budgets and resource requirements. Keeps project documents up to date and provides management reports.
Education and Experience:
* B.S. Degree, preference in Computer Science or related fields, or equivalent of 3-4 years of hands-on experience in this or a related field.
* Considerable exposure to the operation and analysis of relational database software and standards, as well as data retrieval methodologies, including OLAP (Cube) databases.
* Strong communication, organizational and interpersonal skills, with a solid background in conducting training and education for the user community.
* Experience working in a team environment.
* Some travel may be required (10%).
Physical Activities:
* The worker will be climbing, stooping, kneeling, crouching, reaching, standing, walking, pushing, pulling, lifting, grasping, talking and repetitive motions. In addition the worker should be able to perceive attributes of objects such as size, shape, temperature or texture by touching with skin, particularly fingertips.
* The worker must be able to communicate ideas and instructions with clarity and good control of language by means of the spoken word, and must be able to perceive the nature of sounds at normal speaking levels with or without correction In addition, they must have the ability to receive detailed information through oral communication and making fine discriminations in sound.
Physical Requirements:
* Physical activities involve exerting up to 50 pounds
.
* Sedentary work for long periods of time throughout the day.
Working Conditions:
* Work is performed in an office setting. Working extended hours may be required as needed.
Regular attendance is required. Employee may be subject to noise, hazards such as electrical
current and working in narrow aisles or passageways.
[cid:image004.png@01CE10F9.C4F53B30 ]
Reviewed and Approved by:
_________________________________ ____________________________
Department Manager Human Resources Representative
Nothing in this job description restricts management's right to assign or reassign duties and responsibilities to this job at any time.
Please respond directly as indicated and mention my name.
The hiring manager is Tom Brickey, Sr. Director of IT and he can be contacted at tbrickey@zotos.
Please no phone calls.
Good luck, Ian
Ian Kennedy
President
[cid:image001.png@
ikennedy@schegggrou
www.schegggroup.
203-538-8802 (w) 203-225-0893 (f)
[cid:image002.jpg@
We are a proud founding member of the [cid:image003.png@
For information on our outplacement programs click herehttp://www.schegggr
We conduct searches across a broad spectrum of industry and service sectors and to fill diverse positions.
We currently have several searches underway. Please click herehttp://www.schegggr
Please click herehttp://www.schegggr
For information on our coaching programs click herehttp://www.schegggr
***This information may be confidential and/or privileged. Use of this information by anyone other than the intended recipient is prohibited. If you receive this in error, please inform the sender and remove any record of this message. ***
Please consider the environment before printing this e-mail
Business Analyst - Business Intelligence / Business Analytics
Reports to:
Sr Director IT
Department:
Information Technology
Date:
May 2012
FSLA:
Exempt
EEO Class:
Professionals
Class:
FT-Salaried
Job Summary:
Interfaces with Application Business Owners, Vendors, Domain Experts, along with other Zotos application and infrastructure team members in the development of new requirements and specifications; the development of scope statements for enhancements and modifications; assist in the development and execution of testing; and provides overall project management assistance for new releases and changes as defined by the Zotos development methodology.
Essential Functions:
* Primary interface with Application Business Owner for departmental systems. Works with Business Owner and their representatives to monitor system performance, make recommendations, and assist in upgrades and testing of releases.
* .Primary Vendor interface for departmental systems. Acts as technical advisor to the business owner in meetings. Translates business requirements into appropriate technical specifications for the vendor.
* May be required to develop data analysis models to support business needs. This may include the development of OLAP / GPS cubes or Microsoft Excel pivot tables and data extracts.
* Will be asked to provide training on departmental systems on an as-needed basis. Much of this training will be one on one and will require a strong understanding of the business rules and processes for the department.
* Coordinates closely with the infrastructure team for middleware issues.
* Coordinates with departmental application vendors for the installation and maintenance of their applications.
* Provide level one DBA support functions for Microsoft SQL Server. Primary coordinator for level two support and consultants related to Microsoft SQL Server DBA support functions.
* Zotos level one support for departmental systems including Enginuity Clarity, IA, GPS, Sugar CRM, Documentum, Business Objects and any replacements of these applications.
Essential Functions - Project Management:
* Oversee and coordinate resources internally and externally for execution of projects with documentation status and audit trail.
* Develop project scope, timelines, budgets and resource requirements. Keeps project documents up to date and provides management reports.
Education and Experience:
* B.S. Degree, preference in Computer Science or related fields, or equivalent of 3-4 years of hands-on experience in this or a related field.
* Considerable exposure to the operation and analysis of relational database software and standards, as well as data retrieval methodologies, including OLAP (Cube) databases.
* Strong communication, organizational and interpersonal skills, with a solid background in conducting training and education for the user community.
* Experience working in a team environment.
* Some travel may be required (10%).
Physical Activities:
* The worker will be climbing, stooping, kneeling, crouching, reaching, standing, walking, pushing, pulling, lifting, grasping, talking and repetitive motions. In addition the worker should be able to perceive attributes of objects such as size, shape, temperature or texture by touching with skin, particularly fingertips.
* The worker must be able to communicate ideas and instructions with clarity and good control of language by means of the spoken word, and must be able to perceive the nature of sounds at normal speaking levels with or without correction In addition, they must have the ability to receive detailed information through oral communication and making fine discriminations in sound.
Physical Requirements:
* Physical activities involve exerting up to 50 pounds
.
* Sedentary work for long periods of time throughout the day.
Working Conditions:
* Work is performed in an office setting. Working extended hours may be required as needed.
Regular attendance is required. Employee may be subject to noise, hazards such as electrical
current and working in narrow aisles or passageways.
[cid:image004.png@
Reviewed and Approved by:
____________
Department Manager Human Resources Representative
Nothing in this job description restricts management&#
Fri Feb 22, 2013 12:16 pm (PST) . Posted by:
"mgrey" maurenegrey
Looking for 2 life guards, 1 yoga instructor and 1 Pilates instructor.
Contact information:
Yaron Globus
Director of Facilities
NYS Pool Management
yglobus@nyspools.com
845 596 6194 (cell)
917 558 8222 (office)
Contact information:
Yaron Globus
Director of Facilities
NYS Pool Management
yglobus@nyspools.
845 596 6194 (cell)
917 558 8222 (office)
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