Archive for December, 2009

Oracle OBIEE Developers*2 – United Kingdom – Contract

Origin Forward Solutions Experts in Oracle Business Intelligence Recruitment.

Oracle is the leader in Enterprise Performance Management (EPM), unifying Performance Management and Business Intelligence (BI), supporting a broad range of strategic, financial and operational management processes. Oracle provides a complete and integrated system for managing and optimizing enterprise-wide performance. This allows organizations to achieve a state of management excellence – being smart, agile and aligned – which provides competitive advantage and leverages their operational investments.

Oracle Business Intelligence Suite Enterprise Edition Plus (Oracle BI EE Plus) is a comprehensive suite of enterprise BI products that delivers a full range of analysis and reporting capabilities. Featuring a unified, highly scalable, modern architecture, Oracle BI EE Plus provides intelligence and analytics from data spanning enterprise sources and applications—empowering the largest communities with complete and relevant insight.

Oracle BI EE Plus also bundles key Oracle Hyperion reporting products for integrated reporting with Oracle Hyperion financial applications. OBIEE stands for Oracle Business Intelligence Enterprise edition
(Formerly known as siebel analytics).

Origin Forward Solutions currently has an 2 open engagements for OBIEE Developers. My client will be looking for a Presentation layer expert someone who not only has knowledge of designing reports but of consulting business users on their exact requirements and knowledge of extracting information from the source database.

This role will involve functional business analysis work as well as modifying the standard OBIEE package and tailoring to the clients specifications depending on the initial functional work.

For more information in regards to exact location in the UK, rates and other information pelase send your CV to: oraclebusinessintelligence@originforward.com or send your CV directly to me at: richard.twumasi@originforward.com or richard@originforward.com.

Feel free to follow up sending your CV with a telephone call.

Local candidates will be given preference however outstanding candidates with multiple implementations in Siebel Analytics and OBIEE will be treated favorably.

Best of Luck

Richard Twumasi
Business Development Director
Origin Forward Solutions – Leaders in Oracle Resourcing

richard@originforward.com
+44 (0) 7772 562 565
+44 (0)20 3249 5450
http://www.originforward.com

Oracle Retail Recruitment – Origin Forward Solution – Leaders in Oracle Recruitment

Origin Forward Solutions are key players in the Oracle Retail market. When it comes to providing solutions both permanent and contract we have an unparalleled wealth of experience and knowledge delivering within this area.

We currently have a number of Oracle Retail vacancies open, to find our vacancies please navigate on the right hand side of this page and under categories click on “Jobs and Opportunites” in this section a number of roles will be listed in this section. We try to list as many vacancies as we can but sometimes dut to the turnaround time of some roles there is no time to list a vacancy to make sure you are kept up to date on all vacancies and up coming projects please get in touch with us on +44 20 3239 5450 and send your profile and resume to oracleretail@originforward.com

First when it comes it Oracle Retail Recruitment.

A Snapshot of some of our open Oracle Retail vacancies are below:

1. Oracle Retail RMS/RPM Solutions Architect – Australia – Contract
2. Oracle Retail SIM/RIB Developer – UK – Permanent or Contract
3. Oracle Retail SIM Architect – UK – Permanent or Contract
4. Oracle Retail POS Developer – UK – Permanent or Contract
5. Oracle Retail RDW Project Manager – US – Permanent
6. Oracle Retail SIM Consultant – US – Permanent
7. Oracle Retail RPAS Functional Consultant – Eastern Europe – Contract
8. Oracle Retail POS Consultant – Middle-East – Permanent or Contract

There are currently a number of other vacancies to find out more please e-mail your CV to oracleretail@originforward.com and follow up with a telephone call.

Oracle Retail RPAS Functional Consultant – Eastern Europe – Contract

Oracle Retail Merchandising is the market leading integrated merchandising solution for retailers of all sizes. This solution enables many of the best retailers in the world to better manage, control and perform crucial day-to-day merchandising activities with ease. From new product introduction to financial inventory valuation, Oracle Retail Merchandising provides retailers with a complete end-to-end solution and is the most comprehensive and integrated solution for global retailing.

Oracle Retail Merchandising System is part of Oracle Retail’s Merchandise Operations Management solution group.

Origin Forward is delighted to introduce an Oracle Retail opportunity in the Eastern European market. The details of the requirement are below.

Position: Oracle Retail RPAS Functional Consultant
Type of Role: Functional
Length of Experience: 3 -5 years, maybe 7 years
Primary Module: Oracle Retail Predictive Application Server
Secondary Modules: Oracle Retail Demand Forecasting (Oracle Retail RDF), Oracle Retail Merchandise Financial Planning, Oracle Retail Regular Price Optimisation (RPO), Oracle Retail Replenishment Optimization, Oracle Retail Category Management.
Expenses: Covered – Includes a Per Diem which covers, Flights, Accomodation, Daily Travel and Food.

To find out more information about the above role such as the exact location, rate, length of contract, start date and the exact knowledge needed then please get in touch.

Local candidates will be given preference however all candidates will be considered it will be a huge benefit if you have worked in the region before.

To apply for the above position or to find out more information please send your CV to oracleretail@originforward.com.

Feel free to follow up your e-mail with a telephone call, please make sure you send your CV initially as this speeds up the process for both of us.

My details are: Richard Twumasi – Oracle Business Development Director – +44 20 3239 5450 – richard@originforward.com.

Good Luck and I look forward to speaking with you shortly.

To find out more information about our organisation please visit our website: http://www.originforward.com

Oracle Retail RMS & RPM Business Architect – Eastern Europe – Contract

Oracle Retail Merchandising is the market leading integrated merchandising solution for retailers of all sizes. This solution enables many of the best retailers in the world to better manage, control and perform crucial day-to-day merchandising activities with ease. From new product introduction to financial inventory valuation, Oracle Retail Merchandising provides retailers with a complete end-to-end solution and is the most comprehensive and integrated solution for global retailing.

Oracle Retail Merchandising System is part of Oracle Retail’s Merchandise Operations Management solution group.

The Eastern European markets have been identified as one of the fastest growing markets in the IT world. Origin Forward Solutions being at the forefront of identifying Oracle Retail opportunities is happy to introduce the below freelance engagement.

Position: Oracle Retail RMS and RPM Business Architect
Skills: Business & Functional
Length of Experience: 8 – 10 Years+
Retail Merchandising Systems, Retail Pricing Management
Expenses: Covered – Includes a Per Diem which covers, Flights, Accomodation, Daily Travel and Food

To find out more information about the above role such as the exact location, rate, length of contract, start date and the exact knowledge needed then please get in touch.

Local candidates will be given preference however all candidates will be considered it will be a huge benefit if you have worked in the region before.

To apply for the above position or to find out more information please send your CV to oracleretail@originforward.com.

Feel free to follow up your e-mail with a telephone call, please make sure you send your CV initially as this speeds up the process for both of us.

My details are: Richard Twumasi – Oracle Business Development Director – +44 20 3239 5450 – richard@originforward.com.

Good Luck and I look forward to speaking with you shortly.

To find out more information about our organisation please visit our website: http://www.originforward.com

Oracle Retail POS (ORPOS) 360 Commerce – Opportunities – United Kingdom – Permanent & Contract

Oracle Retail Merchandising is the market leading integrated merchandising solution for retailers of all sizes. This solution enables many of the best retailers in the world to better manage, control and perform crucial day-to-day merchandising activities with ease. From new product introduction to financial inventory valuation, Oracle Retail Merchandising provides retailers with a complete end-to-end solution and is the most comprehensive and integrated solution for global retailing.

Oracle Retail Merchandising System is part of Oracle Retail’s Merchandise Operations Management solution group

As Origin Forward Solutions Business Development Director I have been developing business and I pleased to announce 2 new confirmed Oracle Retail Point of Sale/360 Commerce opportunities in the United Kingdom, England.

Details of the knowledge needed for both requirements are below:

Position 1: ORPOS Architect
Skills- Techno-functional – Lead
Years – 5 +
Extensive experience/knowledge in
1) Retail / Footprint Industry Knowledge
2) ORPOS Architecture
3) Large ORPOS Rollout experience/ Ghosting
4) ORPOS Best practises
5) ORPOS Framework knowledge / Customisation
6) ORPOS Data model
7) ORPOS Touring engine
8) ORPOS Module expert (Loyalty etc)
9) Device Management and Integration (eg: CHIP& PIN, Printer, Scanner etc)
10) Integration of ORPOS to external systems (Web services / others)

This role should be capable of articulating solutions around POS and related retail modules – Should have experience in large/complex rollouts.- Should be the spokesperson for our POS practice.

Position 2: ORPOS Developer
Years 3+
Skills- Hands on experience/expertise in.
1) Core Java
2) ORPOS Swing based framework
3) ORPOS Tour design
4) ORPOS custom screen design and development (complex screens)
5) Integrating multiple complex web services with POS
6) Device Management and Integration (eg: CHIP& PIN, Printer, Scanner etc)
7) ORPOS data model
8) DTM and JMS
9) PL/SQL and SQL

If you are actively seeking a new engagement and either of the above opportunities match your skills and/or previous experience than I would like to speak with you.

To apply for either of the above positions e-mail: oracleretail@originforward.com, please state which job applying for and whether you are interested in the role on a permanent or contractual basis. Please include your CV in the initial e-mail as this speeds up the process and enables us to give you feedback immediately and verify how suitable you are for the position.

I look forward to receiving your response. The Origin office contact number is +44 20 3239 5450 and ask for Richard.

Good Luck and I look forward to hearing from you.

Oracle Retail SIM & RIB Opportunities – UK – Permanent & Contract

Oracle Retail Merchandising is the market leading integrated merchandising solution for retailers of all sizes. This solution enables many of the best retailers in the world to better manage, control and perform crucial day-to-day merchandising activities with ease. From new product introduction to financial inventory valuation, Oracle Retail Merchandising provides retailers with a complete end-to-end solution and is the most comprehensive and integrated solution for global retailing.

Oracle Retail Merchandising System is part of Oracle Retail’s Merchandise Operations Management solution group

Origin Forward Solutions currently has 2 new engagements which arrived in our office late last week. Both these opportunities are primarily for permanent members of staff but our client will happily consider contractors with extensive experience and implementation knowledge in these specific modules.

SIM = Store Inventory Management
RIB = Retail Integration Bus

If you didn’t know the above these positions probably aren’t for you. Both the below engagements are to start as soon as possible.

Position 1: ORSIM Architect*1
Skills- Techno-functional – Lead
Years – 5 +
Extensive experience/knowledge in
1) Retail/Footprint Industry Knowledge
2) Store operations business processes (Kitting, Counting, Receipting etc)
3) ORSIM/RIB Architecture
4) Large ORSIM Rollout experience/ Ghosting
5) ORSIM Best practises
6) ORSIM Framework knowledge / Customisation
7) ORSIM Data model
8) ORSIM – Integration with 3rd party wareshouse management systems.
9) ORSIM Module expert (Loyalty etc)
10) ORWMS Knowledge
11) Extensive RIB experience. (Retail integration Bus)

This role should be capable of articulating solutions around SIM and related retail modules – Should have experience in large/complex rollouts.- Should be the spokesperson for our SIM practice.

Position 2: ORSIM /RIB Developer
Years 3+
Skills- Hands on experience/expertise in.
1) Core Java/Swing
2) ORSIM framework development
3) ORSIM customisations
4) Integrating multiple complex web services with SIM
5) Integration of CHIP& PIN, Printer, Scanner , handhelds etc
6) ORSIM data model
7) ReSa Knowledge
8) RIB / Retail Service layer (RSL) Development for Integration
9) PL/SQL and SQL
10) Knowledge of WMS systems
11) LDAP integration
12) JVM/Presentation layer/Navigation layer/Business Logic Layer/Integration Layer

If either of these positions match your skillset than get in touch with Origin immediately. We will be arranging interviews asap. Interview process will involve an initial pre-screen conversation with Richard Twumasi, following this we will confirm your sutiability for the role. Your CV will then be sent to the client and a second telephone conversation will be arranged. If this goes well and depending on location you will then have a second telephone interview or a face-to-face interview and a decision will be made at this point. The whole process will take 2 weeks in total.

Send your CV to : oracleretail@originforward.com

If you have any questions you can contact Richard Twumasi at: richard@originforward.com

Feel free to chase your CV with a telephone call. The Origin office can be contacted on +44 20 3239 5450.

Good Luck

Farmers, Fishers or Hunters? The 3 Types of Recruitment Company

The recruitment industry in the UK is a billion pound industry. In 2006 in the UK alone there were 10,426 separate recruitment organisations generating circa £26 billion pounds worth of revenue and that has continued to rise year on year with the exception maybe of the last 12 months.

However, this post isn’t about the size of the industry and its effect on the economies we operate in but more about how recruitment companies operate themselves.

You see, I was on the way home from the office this week and as always on the London underground there were inevitable unforeseen delays and I ended up being stuck for about 15 minutes on the Metropolitan Line (the Brown line on the underground map) in between Baker Street and Finchley Road.

I had already finished my Evening Standard (free newspaper) and since I haven’t changed the songs on my Ipod for the last 6 months this rendered my Ipod unplayable, unless I wanted to listen and recite every word of the latest Jay-Z song Empire state of mind. So I ended up staring into thin air thinking about recruitment metaphors, strategies and philosophies and so on.

This brings me to the latest theory that I have conjured up.

Recruitment companies operate in 100’s of different markets, you have recruitment companies for IT professionals, you have recruitment companies for Nurses, recruitment companies for social workers, Engineers, Train Drivers, Teachers etc. The list goes on. However, to be successful in different recruitment markets requires different ways of operating or a combination of methods.

The 3 ways that recruitment companies operate in are either as Farmers, Fishers or Hunters.

Farmers

Types of Recruitment Companies: Specialist, Niche

Traits: Small market, limited skill set market, hard to find skill-set and/or markets that move quickly

Method: In such a market a recruiter would try to get to know all the candidates  or, as many top candidates as possible, within their market and create a talent pool. This type of recruiter will keep in touch and develop relationships with their candidates and keep them updated whether they had opportunities at the time of speaking to their candidates or not.

Recruiters in these types of markets would usually have high knowledge of the market they work in and would be able to advise their clients on recruitment issues. Job Adverts and advertising in these markets may provide poor results in the very niche or specialist markets or if in a fast paced market by the time you get response from an advert the opportunity may have already gone.

When a recruiter gets a job from a client in this type of market they will go back to their talent pool and talk to the candidates they have relationships with (farming) and keeping warm while they didn’t have no roles.

Fishing

Types of Recruitment Companies: Generalists, Low Entry Level Recruiters (Also Bad Recruiters)

Traits: Non-Specialists, Easy to find skills, large amount of candidates, low barrier to entry jobs, mid-pace markets

Method: In a market where a recruiter does not specialise in one particular area and/or is happy to take any requirement from a client, whether it is a financial accountant role or a software developer role they would be a fishing recruiter. Also in markets where the jobs barrier to entry is very low and there are a high number of applicants for every position.

This type of recruiter will have no talent pool or an out-dated talent pool. This means they’ll have to begin every search for a requirement from the beginning. They will have to go fishing for candidates and place job adverts.

These recruiters are unlikely to have strong market knowledge as they are generalist and you’ll know this type of recruiter as most of the time when they call you up with an opportunity it will be the first time they would have got in touch with you and if the opportunity doesn’t work out it will be the last time you hear from that recruiter.

However a recruiter like this may have a lot of opportunities and a lot of the large recruitment organisations who are first tier suppliers to blue chip companies operate in this way, although they like to think they do not.

In this type of model client relationships is king and candidates are not treated as highly or as well as they should be this is because there are often a lot of candidates in these types of markets and also sometimes because of a lack of specialism it’s unlikely the candidate will bump into the recruiter again so there are no repercussions for treating a candidate badly.

Hunters

Types of Recruitment Companies: Head-Hunters, Senior Appointments, Executive-Search

Traits: High-Salary Positions, Slow Pace markets, Directorship or Senior Positions, Business Critical Roles

Method: In this type of market, knowledge is also very important especially when speaking to your clients, however instead of building up a candidate pool and selling the skills or attributes of the candidates in your network you are more likely to sell your credentials.

When a client gives you a requirement in this type of market it is very likely that there will be very few potential candidates who could do such a role. This is the market of the retained search, you will have to identify the candidates, short-list candidates, meet and maybe wine or dine your candidate and you will have to do a lot of research even before you first solicit each perspective candidate. This is the hunt. Job Searchs in this type of market could take as long as 12 months. In markets where you have to hunt their are usually high rewards. Candidates often tend to be more difficult in these types of markets and Clients tend to be easier to liaise with.

That’s my new theory I will be teaching to all new recruits and I’ll be using when interview potential employees. The theory is still a work in progress as I am well aware Fishers may do some Hunting and Hunters may do some Farming and the Farmers may Fish and Hunt. However, I still believe each recruitment company has an embedded culture which the majority of staff work to.

What type of recruitment company do you work for or work with?

Cheers

Richard

Oracle Retail Solutions Architect – RMS, RPM – Australia

Oracle Retail Merchandising is the market leading integrated merchandising solution for retailers of all sizes. This solution enables many of the best retailers in the world to better manage, control and perform crucial day-to-day merchandising activities with ease. From new product introduction to financial inventory valuation, Oracle Retail Merchandising provides retailers with a complete end-to-end solution and is the most comprehensive and integrated solution for global retailing.

Oracle Retail Merchandising System is part of Oracle Retail’s Merchandise Operations Management solution group

Origin Forwards is happy to present an opportunity in a beautiful part of the world, a place well known for their surfers, 6ft Blondes, love of a drink, kangaroos and generally open culture, the place where no body grows old, Australia.

Our requirement is for a Solutions Architect with extensive knowledge and experience of core Oracle Retail systems inparticular modules areas RMS (Oracle Retail Merchandising Systems) and RPM (Oracle Retail Price Management).

The position is offering a competitive daily rate and the end client will be seeking someone to begin on this project in 2010 for a confirmed 6 month engagement.

To find out more about this opportunity in terms of the scale of the project, where the project is, city location, exact rate and other interesting details please get in touch. If possible  can you send your CV first and then follow that up with a phone call or just give me call.

So to round all this up:

Oracle Retail Solutions Architect – RMS & RPM – Australia – Contract – Competitive Rates – Janauary 2010 Start.

I await your response.

Cheers

Richard Twumasi – Oracle Business Development Director – richard@originforward.com

Origin Forward Solutions – www.originforward.com

 +44 (0) 20 3239 5450 or +44 7525 055 380

What’s wrong with IT Recruitment and IT Recruiters? Part One

When you’ve worked in a market for a certain amount of time you begin to learn the trends of that market place and the things you love and hate about that market. This is blog post is a rant all about the things I hate about the market place I work in. The IT recruitment market.

As a fresh grad, graduating in Computing and Economics with a 2:1, whom hated coding but was good with people, had good communication skills and a strong sales background, IT recruitment seemed like a no brainer for me especially when I heard about the lucrative on target earnings (OTE).

However to say I had my eyes opened when I took this career path is an understatement, let’s be honest here, Recruiters are like Estate Agents I don’t really believe anybody actually likes us which is one of the first things I figured out.

Then there’s the  candidates especially contractors who think we don’t really do much except act as a gatekeeper to job opportunities and then take a chunk of their daily rate for simply introducing them to a client. Lastly we have the clients who sometimes see us as no more than a CV forwarding service who are trying to extort large amounts of cash from their yearly budget.

So the perception of what recruiters do is seen as more of an necessary evil rather than a valued service which actually helps put candidates and clients together. So of course it’s now our job to sell our service and educate our candidates and clients alike about what it is that we actually do in our job.

However even taken the above into account I had to learn even more again because out of all the recruitment sectors there are, the sector with the worst reputation is definitely the IT recruitment sector with maybe construction market a close second.

The IT recruitment sector is seen as the worst in terms of level of service, professionalism, knowledge of ones vertical specialism and with little to no business practices.

Can I shoot that consultant through the PC? He Knows Nothing!!!

The worst thing of all is having worked and seen how companies operate inother recruitment sectors such as Financial Services and Accountancy and Professional Services I think it’s probably fair to say the IT recruitment agencies deserve the reputation they have. The general consensus is IT Recruiters are just a bunch of wild cow boys chasing a cheque with a range of blagging techniques talking about technologies that we don’t really understand with business implications we couldn’t really give a toss about.

So how has it got this bad? And is it really as bad as I’m making out.

Well first why do I think that IT recruiters are seen to offer less value than say Accountancy or Legal recruiters?

My opinion comes from the fact that one of my previous companies I worked for was a multi-sector recruitment organisation which offered the same level of service across all their sectors. All the consultants who joined this organisation went through the same training and had similar targets. However, when we were on a PSL for a certain well known banking client our Legal team charged a margin of 30% for roles over 50K while the IT team worked at a margin across the board of 7%. So as an IT recruiter I was expected to deliver the same service for a quarter of the reward.

So how did this happen?

Well to put it simply IT recruiters got lazy, we started offering a shoddy service, cut out all the consultancy from our roles and replaced consultants with lemons. The multi-sector recruitment company I talk about above developed their recruitment practices in the legal sector so they had a committed training programme engineered to not only train consultants on entry but focus on continual development on weak areas to make sure consultants learnt the job properly and also practiced and got involved in their markets they recruited in. This enabled their consultants to be  talk to clients and have educated business discussions and make valued recommendations and also advise candidates and give them an insight into the market so they can better position themselves for a job. Far cry from the average IT recruiters call of have you got any jobs or have you been on any interviews.

Compare the above training with the IT recruitment company who bled me into recruitment and you wouldn’t believe it was the same industry. There was no training!!! They gave me 1 generic pitch for candidates, another generic pitch for clients and on my first day they told me to get on the phones and find out where the candidates are interviewing and then find someone better then the candidate who gave me the lead and present them to the client. The training in this IT recruitment firm was non-existent; poor at best needless to say I didn’t stay with them for long.

To make matters worst, they didn’t even give me a market to work in, they just said go on to Jobserve see what people are advertising for then place an advert in the same sector as there’s obviously someone recruiting in that sector. Is it any wonder that with such a reduction in service our margins are getting hammered?

The short sightedness of this company and I’m afraid a lot of IT recruitment companies has led to this.

So what’s wrong with IT Recruiters?

1)      IT recruiters cut corners, why research your market when you can lead generate? Why meet a candidate even if he’s around the corner? Why phone a candidate and see if  they’re interested in a job, just send their CV first and if the clients interested then speak to the candidate. Why prepare a candidate for an interview, they’ve got a job spec it’s not like it’s their first interview. Why write an advert for this new clients job just cut and paste the one I wrote last week. Why Look through the database the advert will bring some flesh blood in. IT Recruiters are lazy.

2)      IT Recruiters don’t actually learn a market, one phone call they’re a database specialist, the next call they’re a network specialist and after that they’re a support specialist. So if they don’t specialise you can’t offer any value.

3)      IT Recruiters don’t last – As IT recruiters don’t specialise they have no knowledge to consult in. This has created a hard core sales environment in IT recruitment companies and as with all hard core sales environments the turnover of staff is high so clients get no continuity and therefore a reduced service.

4)      IT Recruiters don’t deliver – IT Recruiters do not know how to deliver once they have won a client their training is all about winning business not keeping business. This means they lose clients just as quickly as they win clients  and then they have to sell hardcore again to get another client which in turn they’ll fail to deliver to again.

5)      IT Recruiters can only sell on price – If you have no value in your service the only negotiating tool you have is price. Is it any wonder we have market leading companies in our sector delivering resources at 7%? I’ve also heard lower than 7% but I don’t even want to think about it.

6)      IT Recruiters don’t want references – They’re too busy to research their market they’d rather speak to a candidates manager and see if he’s looking for anything new. Most of them will chuck the reference they took for you in the bin. Thats why they’ll probably ask for your references everytime you speak to them.

I’ll think I’ll leave it here; I could go on all night about what is wrong with IT Recruitment companies. It’s impossible to be an IT recruitment specialist there are just too many markets in IT to just specialise in IT. This is by no means a reflection of the whole industry but there are a large amount of companies who I believe fall into this category. Hopefully this recession will whittle away these IT recruitment companies I talk of and only leave the ones who actually truly deliver a valued service.

Social Media – LinkedIn – Lets Not Ruin a Good Thing – Etiquette

Social media business networking sites are a big thing here at the Origin Forward office every consultant who joins our company is immediately told of the benefits of Social Media and how it can be used to build your candidate pool of passive candidates and also to identify potential clients. It’s fair to say that the Social Media sites, such as LinkedIn, Xing, Viadeo, Naymz, Ryze and the list goes on, have had a big effect on the recruitment market as a whole.

The king of the business network sites in the UK is definitely LinkedIn and like all good things that arise word has spread quickly across the recruitment world about the potential a networking tool like LinkedIn can do for your business. The result is a swarm of recruiters joining LinkedIn approaching candidates on a mass scale, joining groups with the sole aim of advertising  at the same time trying to build a network. To some people it has now got so bad that the feeling is that there are now more recruiters than candidates on LinkedIn. Sometimes I’ve tried putting in a search for a candidate and the first 2 pages are filled with recruiter profiles. I’ve also heard people stating that for every recruiter there are only 4 candidates. Well that’s not true the official statistic is that there 91 candidates for every recruiter but how long it stays that way nobody knows. But at those ratios I still think LinkedIn is a great tool for attracting passive candidates.

The primary reason for writing this LinkedIn article is not tell of the benefits of LinkedIn but because I have recently read a number of comments from candidates angry and upset about the behaviour of recruiters on LinkedIn.

Heres a snippet of the article I read from Jessica the link to the whole article is at the bottom of this blog post. “….In the past week I have had several people I do not know try to connect with me on LinkedIn and on the invitation they put an untrue connection. Meaning, they said we worked together at ABC company and I never worked there or we’re affiliated through XYZ organization and I’ve never even heard of the organization. People, it is NOT OK to lie about how you know someone just to gain a connection on LinkedIn…”

So the bottom line is Recruiters lets not ruin a good thing as when one recruiter does something wrong the person effected tends to tar the whole industry with the same brush. So what can we do, I have written a list of rules which I think all recruiters should follow when using LinkedIn.

(1)    Don’t send invitations to people you do not know

(2)    If you’re not going to follow rule number one, at least when you invite that person don’t send the standard invitation, write some blurb about why you want to connect and who you are so the connectee can choose whether they would like to link with you or not.

(3)    Do not lie to get an additional connection, if you’ve never worked with a person before do not say you have. If a relationship is built on a lie you will get found out and that connection will probably disconnect with you.

(4)    Do not join groups with the sole aim of advertising jobs, try to add some value to the group

(5)    If you do not believe in rule 4, then at least post your jobs in the jobs section, not the discussion section. LinkedIn have given you a section in the groups to post jobs, why not use it?

(6)    Don’t send messages asking people to invite you, the fact is if you have to do this you have been banned from sending invites which means you’ve probably been using LinkedIn in the wrong way anyway and are probably not a connection worth having.

(7)    Don’t get all your recommendations from your colleagues, having your colleagues recommend you are a good thing, but having only your colleagues recommend you means nothing. If I recommend you will you recommend me, we can all see it, nobody cares.

I’ll leave it at that if we all follow the above rules we can at least keep our candidates happy which will make for happier head hunting for years to come.

On another note I saw a great funny video about LinkedIn last week, it is done from the candidates perspective and I think there is an element of truth to the whole comedy. I’ve always thought if a candidate is not looking for a job what does LinkedIn actually do for them?

Enjoy the video below. Link to Jessicas article and another article on LinkedIn Etiquette are below.

http://greatresumesfast.wordpress.com/2009/11/19/a-big-linkedin-no-no/

http://greatresumesfast.wordpress.com/2009/11/05/linkedin-invitation-etiquette/

Linked In… To What?

Vodpod videos no longer available.

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Origin Forward Solutions is leading Oracle recruitment company. We resource Oracle ERP and Oracle Business Intelligence professionals for projects across the world. This blog is to give an insight into the recruitment world, the oracle market and any other factor that impacts the prior. Enjoy reading the blog and don't be shy to leave comments

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