Recruiting Services

Specializing in recruiting high performers in various industries and disciplines. Industries include: Manufacturing (Steel, Aluminum, Chemicals etc.), Oil & Gas, Legal, Consumer Products, Information Technology & Computer Software, Aerospace, Automotive, Supply Chain, Nanotechnology

Our searches include confidential openings, difficult skill sets and specialized industry.


Sunday, July 27, 2014

4 Reasons why using multiple recruiters could hurt your business

Being in the recruiting business for over 18 years, I have come across many companies who feel they benefit from using multiple recruiters to work on their job openings. In talking with Hiring Managers and CEO's, a common theme on their goal when hiring is to find the best talent out there to help them build an industry leading organization.

A company feels they benefit from using several recruiters for a variety of different reasons. For example, they believe that having staffing companies competing against each other, will result in getting better service and a more aggressive search. Another reason is the client feels they will receive a better array of available candidates.

Here's an inside look on what goes on when a company has say, four or more recruiters working on their opening and how it could be harming the business.
  1. Recruiters know that when a client has several other recruiters working on the position, there's not much of a commitment on the clients end. What makes you think that the recruiter is going to be committed to working that position? When recruiters are competing against each other, there's a lack of commitment as well as poor quality of service given to the client.
  2. This important hiring decision becomes based on speed verse quality. Clients will get a number of resumes thrown their way very quickly because the recruiters are racing to send a piece of paper at you and hope their candidate sticks. If none of their candidates stick and they now have to actually source and recruit top talent, they will disappear and the resumes will stop coming.
  3. The talent most clients are looking for, usually are not on the job boards and not actively looking for a job. When recruiters are racing to get you resumes, they are pulling from the candidate pool that's the low hanging fruit. You end up making the best decision from the worst talent pool.
  4. Your company brand and image could be looked down upon because candidates become suspicious if the job is represented by multiple recruiters.
There are several companies that believe they benefit from using multiple recruiters and may have so much hiring going on, that it would be too much for just one staffing company. If it's working for you then great! If on the other hand, you don't feel it's been beneficial and would like to discuss the option of working with a recruiter on an exclusive basis, please, by all means, reach out to me.
I would love to discuss my recruiting services with you and help you build a world class team, so you can be the best in your industry.

Cori Swidorsky
Executive Recruiter
cori@sarammi.com
724-327-6804

Sarammi Recruiting and Headhunting Services
www.sarammi.com

LinkedIn Company Page
http://tinyurl.com/sarammirecruitingspecialists

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4 Reasons why job postings are not attracting the talent you are looking to hire

There is a lot of information available to active and passive job seekers about finding their dream job and how to be creative to beat their competition. A common theme I have seen lately with the advice given, is that applying to job postings are a waste of time, that it’s a black hole and not the best way to find a job.
If you are a company looking to hire and spend money on job postings, you may not only be wasting your time, but a lot of money too! Here are a few reasons why your job postings are not attracting the talent you are looking to hire:
  1. Job postings are becoming one of the least effective ways to finding the right candidate for job openings. A majority of the resumes received from job postings are from candidates not qualified for the position. They don’t have the skills, experience or education that the position requires. This results in a ton of wasted time going through hundreds of job applications and zero hires.
  2. LinkedIn is a highly desirable way for candidates to find their next position. With all the hype on how recruiters and companies are using LinkedIn to find high quality people to fill openings, less people are looking at job postings and spending more time connecting on LinkedIn and updating their profiles.
  3. There’s a large amount of people who are interested in seeing what’s out there, but don’t have the time or desire to look at job postings. These candidates rely on networking, referrals, and getting calls by recruiters and headhunters, to tell them about job openings.
  4. Candidates are being persuaded by career coaches and information on job searching out on the web, to be cautious of job postings. They are learning that their chances of having their resume seen is very slim, that companies post jobs because it’s protocol and the position is already filled and that sometimes job postings are for positions not even open yet and only to gather resumes. So, candidates are spending less time looking at job postings and more time working with recruiters and trying to talk with people instead of relying on the computer.
I would say that 95% of the positions I have successfully filled with clients, has been from me actively looking for candidates, using various resources to search for skill sets, competitors and having conversations with people. Companies, who are not interested in paying recruiting fees, don’t realize how much time and money they are wasting by using job postings and going through piles of unqualified resumes.
Not able to pay recruiting fees? There are other ways to get the benefits of using a recruiter without having to pay high fees. Sarammi Recruiting and Headhunting Services offers contract recruiting as well as recruiting training to internal recruiters, human resources and whoever else gets involved in the recruiting process. We also work directly with companies offering full service recruiting and headhunting on an exclusive basis.
To discuss your hiring challenges and learn more about how I can help you find the talent you are looking for and save you money, contact:

Cori Swidorsky
Executive Recruiter
cori@sarammi.com
724-327-6804

Sarammi Recruiting and Headhunting Services
www.sarammi.com

LinkedIn Company Page:
http://tinyurl.com/sarammirecruitingspecialists

Like Our Facebook Page:
http://tinyurl.com/sarammifacebookpage

Friday, July 11, 2014

Is your career goal to move into a Plant Manager role?



A well-known manufacturer in the steel and metals industry is looking for a Manager who is motivated, determined and focused on becoming a Plant Manager.  

Location of the position is in Kentucky and relocation assistance is offered.

The position is for a Manufacturing Manager in steel processing that will be responsible for providing direction to shift managers as well as directing masonry activities in steel-making.

You will be working in an office environment, making frequent trips to the shop floor where the employees and equipment are located. You must be willing to be exposed to hot metal areas.

The successful candidate is required to have at least a Bachelor’s Degree, preferably in Metallurgy or Material Science, an understanding of the steel-making process and previous experience working as a shift manager or similar role.

For more information contact Cori Swidorsky - cori@sarammi.com


Cori Swidorsky
Executive Recruiter
724-327-6804

Sarammi Recruiting and Headhunting Services
LinkedIn Company Page:

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Wednesday, June 25, 2014

Software Developers - Pittsburgh and Kentucky

A leading manufacturer is looking to hire Software Application Developers to work at their facility in the Kentucky area and Pittsburgh area.


Relocation Assistance is Offered

This role will be responsible for: supporting existing custom applications and development of new applications, computer programming and some system administration skills, design process control systems and making enhancements/changes to process control systems already in place.
Requirements include:
  • Bachelor's degree in Electrical Engineering or Computer Science or comparable experience.
  • System administration experience with a variety of operating systems (OpenVMS, Linux and Windows).
  • Development experience with a variety of programming languages (FORTRAN, C, Java, SQL, PHP, HTML, CSS, JavaScript, jQuery).
  • Experience with web-based applications.
  • Knowledge of PLC programming is a plus.
U.S. Citizenship Required

Cori Swidorsky
Executive Recruiter
724-327-6804

Sarammi Recruiting and Headhunting Services

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Thursday, June 19, 2014

Process Control Engineer - Kentucky

A leading manufacturer is looking to hire a Process Control Engineer to work at their facility in the Kentucky area.
Relocation Assistance is Offered

This position will be accountable for software engineering including software/hardware interface in support of process computing systems. You will design process control systems within the operations and make enhancements/changes to process control systems already in place.

Requirements include:
  • A Bachelor's degree in Computer Engineering or Electrical Engineering (with computer orientation).
  • Proficiency in Fortran, C or Assembly languages and understanding of operating systems is required.
For more information contact Cori Swidorsky: cori@sarammi.com



Cori Swidorsky

Executive Recruiter
724-327-6804

Sarammi Recruiting and Headhunting Services
LinkedIn Company Page:

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Plant Controller - Ohio

A manufacturer of diagnostic healthcare solutions is looking for a Plant Controller to work in their research and manufacturing facility in Ohio.  
Relocation Assistance Offered

This position is responsible for controlling the financial activities for manufacturing and development. You will be responsible for the facilitation of the annual operating plan, revisions to forecasts and supervision of the cost accounting function for the plant. You will also be responsible for all financial analysis of operating results and working closely with the senior managers to provide financial information and data analysis.

This position requires the ability to work with external and internal auditors and facilitate information for SOX 404 internal controls compliance.

The ideal candidate will come from a small manufacturing/production environment, have strong management and leadership skills and a thorough understanding of generally accepted accounting principles, general ledger accounting and financial reporting.

Requirements

Bachelor’s degree in accounting or business related field, or equivalent education, with 5 to 10 years relevant experience. Certified Public Accountant designation is a plus.

For more information contact Cori Swidorsky: cori@sarammi.com



Cori Swidorsky
Executive Recruiter
724-327-6804
Sarammi Recruiting and Headhunting Services
LinkedIn Company Page:

Like Our Facebook Page: