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Available Candidate Alert! Experienced Technical Director with Strong Creative and Development Skills He is a seasoned Technical Director with a proven track record in leading creative and technical teams. With a strong foundation in game development, mobile app design, and programming, he has successfully delivered innovative and engaging solutions. Key Skills and Experience: Creative Concepting: Developing innovative and engaging concepts for digital products. Mobile App Design: Designing user-friendly and visually appealing mobile applications. Unity Game Development: Creating interactive and immersive game experiences. Technical Leadership: Overseeing development teams, setting standards, and ensuring project success. Automation: Implementing efficient workflows and automating repetitive tasks. AI Integration: Exploring opportunities to incorporate AI into products for enhanced functionality. Awards and Recognition: HARMONY (AstraZeneca): 2013 MarCom Platinum 2014 Hermes Platinum 2013 Horizon Gold 2014 Communicator Silver 2014 Summit Bronze iPREP (AstraZeneca): 2015 Hermes Platinum 2015 Horizon Gold 2014 Davey Silver Education Technology: Developing educational training websites and interactive games. Let's Connect He is eager to discuss how his skills and experience can contribute to your organization's success. Please feel free to contact him to schedule a meeting or learn more about his qualifications.
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Skills Mapping: Bridging the Gap Skills mapping is a valuable technique used to compare a candidate's skills and experience against the requirements of a specific job. By systematically aligning the candidate's qualifications with the job description, employers can quickly assess their suitability and make informed hiring decisions. Key Benefits of Skills Mapping: *Accurate Candidate Assessment: Identifies the precise match between a candidate's skills and the job's demands. *Time-Saving: Streamlines the hiring process by focusing on relevant candidates. *Objective Decision-Making: Provides a data-driven approach to evaluating candidates. *Enhanced Candidate Experience: Demonstrates a thoughtful and personalized approach to the hiring process. How Skills Mapping Works: *Analyze Job Description: Break down the job requirements into specific skills and qualifications. *Review Candidate Resume: Identify the candidate's skills, experience, and accomplishments. *Compare and Contrast: Match the candidate's skills and experience to the job requirements. *Evaluate Fit: Assess the overall alignment between the candidate's profile and the job description. By effectively mapping skills, employers can identify candidates who are not only qualified but also likely to excel in the role. This leads to better hiring decisions and ultimately, a more productive and engaged workforce.
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Focus on Skills, Not Titles Rather than solely relying on job titles to assess candidates, we should prioritize understanding their specific skills and experience. Job titles can be misleading as they vary widely between companies and often don't accurately reflect a candidate's full capabilities. By delving deeper into a candidate's work history, we can identify their strengths and weaknesses, ensuring they're placed in roles that best align with their abilities. This approach not only increases the likelihood of finding the right fit but also boosts employee satisfaction and productivity. For instance, a candidate might hold a "graphic designer" title but excel in production-focused tasks like resizing and asset management. By recognizing this skill set, we can position them in a role that maximizes their contributions. Investing extra time in the hiring process to uncover a candidate's true potential is worthwhile. It leads to more engaged employees and stronger teams. Let's shift our focus from job titles to skills and experience to build higher-performing teams.
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Finding qualified candidates in today's job market requires a strategic approach. Here are some key steps to ensure your job postings effectively attract the right talent: 1. Develop a Clear Candidate Profile: Analyze past hires (successful and unsuccessful) to identify commonalities. Look beyond resumes - consider personality traits, career goals, and soft skills. This targeted approach allows you to tailor your posting's language and highlight relevant aspects of the role. 2. Prioritize Clarity and Conciseness: Include all essential details: job title, qualifications, responsibilities, benefits, and salary range. Use clear and concise language - avoid jargon or overly technical terms. Highlight key skills and company culture to give candidates a comprehensive overview. Seek feedback from current employees in the role and other departments to ensure clarity. Optimize your posting for search engines by incorporating relevant keywords in the title and description. 3. Showcase Your Company Culture and Values: Explain why someone would want to work for your organization beyond the position itself. A strong company culture fosters employee engagement and retention. Emphasize your mission, values, and unique work environment to attract candidates aligning with your culture. 4. Stay Competitive in the Market: Research similar positions advertised by competitors to understand their requirements and offerings. Analyze required skills and salary ranges to ensure your posting is competitive. Adjust your offer if necessary to attract top talent and stand out in your industry. 5. Explore Innovative Recruitment Strategies: Analyze competitor postings to identify valuable insights and potential omissions in your own. Consider incorporating problem-solving scenarios within the job description to attract creative thinkers. Look beyond traditional skills - self-starters, strong communication, and customer service experience are valuable assets. Expand your reach by attending industry events, job fairs, and educational seminars to connect with passive job seekers. Consider a comprehensive recruiting strategy encompassing multiple channels beyond just job postings.
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For those of us in the people business, the services world, or sales in general...the past couple of years have proven to be more difficult as it relates to executing sales process. For us ... it's simply been "PHONE - MEETING - ORDER." Conceptually speaking, the recruiting business or success therein is predicated exclusively on relationships. Tough to build relationships without having the opportunity to meet people eye to eye. Well thankfully that seems to be changing for the better as our team has been able to secure more meetings over the past 4 weeks than we had in the previous 2 years combined. My crew hasn't worked remotely for even a day. All through COVID we were in the office together banging away. We are all beyond eager to once again get out and MEET people. And I know, having done this for 25 years, that the ONLY way we can differentiate ourselves from any of the other firms is by having our team meet your team. We aren't perfect, but we care deeply about the relationships we have built over the past 6 years and we look forward to the ones on the horizon that we aim to build. That said, if you have occasion to speak with someone from our young but growing firm, take the meeting. We won't waste your time and you'll have the opportunity to meet someone who genuinely cares about earning AND keeping your business.
