Two Trends Tesla is Spearheading in Nevada

tesla

Here’s a bit of wisdom for your Wednesday.

In a recent Yahoo! Finance article, Tesla was given credit for two major trends it is inspiring in Northern Nevada due to impact the factory is already having on the region’s economy.

“…Tesla is amplifying the two biggest labor trends in the US right now: Wage growth is coming, and companies can’t find enough qualified workers.”

With the best in the industries already working, Northern Nevada businesses are going to have to get creative to attract and retain their key talent. Elon Musk recognizes that “We have a workforce that will have to be upgraded.”

See the article here.

Want to know how much Tesla plans to pay? Find out here.

What are your thoughts on securing and keeping the best in the workforce?

Support Miracles at Montreux on Monday, June 1, 2015

Montreux-PhotoOur friends at Renown Children’s Hospital, our only local Children’s Miracle Network Hospital will be hosting the ‘Miracles at Montreux’ Golf Tournament on Monday, June 1, 2015 at the Montreux Golf and Country Club.

CVirtual is proud to be a Hole Sponsor for this event and invites our local business friends and family to participate with us.

Donations from the event will assist with the purchase of two Hamilton C2 Ventilators for premature babies in the Renown Neonatal Intensive Care Unit (NICU). The NICU is a 39-bed unit, created specifically for treating newborns. Whether entering the world too soon or suffering complications at birth, the babies treated in this unit rely on Renown’s highly trained staff and access to the latest technology to provide the specialized care they need.   CVirtual recognizes the importance of a non-profit hospital in our community and we all know a little person or two who has required newborn intensive care.  Kiss your kids and grandkids and we’ll see you at Montreux on June 1!

See the link below for more info.
https://renown.thankyou4caring.org/miraclesatmontreux

-Susan Moreno
CEO, CVirtual

Manufacturing Foreman Opening in Reno!

manufacturing (1)

If you are thinking about a change of career or scenery, think Reno! We’re experiencing explosive business growth and we need YOUR TALENTS now!

 Experience Reno you will understand why so many people and companies are moving here; The Amazing Quality of Life! Nestled at the base of the Eastern Sierra Nevada Mountains and 30 minutes from beautiful Lake Tahoe, Reno boasts world-class outdoor activities, beautiful scenery and Big City conveniences all wrapped in a small town feel.  Give yourself an immediate pay raise with no State (NV) Income Tax and a cost of living well below the national average. Enjoy San Francisco and the Pacific Coast just 3 hours nearby. Find out why we say that Reno is the Biggest Little Land of Opportunity!!!

Reno is quickly becoming the fastest growing city in the United States! A surge of new high technology, advanced manufacturing and engineering companies moving into Reno is bringing high-paying jobs faster than we can find professionals to fill them!

CVirtual is a National Recruiting Firm based in Reno.  We are working with local businesses to bring the best and brightest talent to our area.

Visit our careers page to see this and other open jobs NOW at http://careers.cvirtual.com/

 Our Advanced Manufacturing Recruiting Division is currently looking to fill a position for:

Field Foreman – Metal Fabrication & Welding

This position is a lead man position responsible for managing daily job site activities.  This position is expected to make project decisions, manage and motivate personnel effectively and efficiently.  This position requires a hands-on, lead by example manager with strong communication skills.

 Principal Responsibilities:

Review each daily work order with the field manager for details in order to plan the daily workload.
Ensure the truck is loaded with the necessary materials, tools, equipment and personnel to complete the daily tasks.
Delegate and manage the daily workload and personnel.
Review the project with the customer to ensure the scope of work is correct and communications are clear.
Ensure project progression is in accordance with the time allotment documented on work orders.
Provide communication with field manager of daily workload.
Responsible for the appearance, inventory and organization of trucks, tool cart and equipment carts maintenance that are assigned to you and your crew.
Responsible for your crew’s performance evaluation within company guidelines and conflict resolution with the field manager.
Ensure daily time records and workloads are clearly and accurately documented on work orders.
Responsible to make accurate and thought-out decisions throughout the project as issues arise.
Responsible to motivate, provide training techniques and mentor your field personnel.
Responsible for the on-going 7-minute training of your crew and ensuring your crew is following all safety policies of the company throughout daily activities.
Other duties as assigned.

 Essential Requirements:

PUNCTUALITY – must have the ability to arrive to work on time!
Current and valid OSHA 30 hour certification completion card*
MSHA 24 hour certification.
Valid driver’s license.
Efficient operation and certification of all man-lift and forklift equipment.
Advanced welding skills and certification in M.I.G. & stick welding processes.
Advanced mechanical and fabrication knowledge/background.
Advanced knowledge and certification of equipment rigging and capacities.
Advanced knowledge and certification of crane hand signals.
Advanced knowledge of machinery and equipment moving with hoists, dollies, skates and trucks.
Intermediate to advanced T.I.G. welding skills.
Advanced skills in fabrication, layout and design.
Advanced personnel and daily project management skills.
Advanced ducting, spouting, pipe layout and installation.
Advanced communication and documentation skills.
Positive attitude to motivate and teach fellow employees.
Strong decision making and problem solving skills.
Working knowledge of industrial related software programs for project management scheduling.
Ability to continually lift up to 100lbs.
Frequently work at heights.

 Preferred Qualifications:

Minimum of 5 years experience in industrial maintenance, welding and fabrication and job site experience.
Basic classes on project management and personnel management training classes.
First aid and CPR certifications.
High School Diploma, or G.E.D. highly preferred.

New positions are opening and closing constantly, get in touch with us and one of our recruiters will reach out to you right away!

Bring your Future to Reno, we won’t disappoint you!

Careers ==> http://careers.cvirtual.com/

  —only paid— <a href=http://careers.cvirtual.com/>Careers with CVirtual</a>

 

 

How to Compare Recruiting Firms: Apples and Oranges

Apples and Oranges: Comparing Recruiting Firms

Unfair Comparisons

What’s the best way to compare recruiting firms?

Here are two measuring sticks to help you:

  1. Your experience with them during the process and
  2. The final product—your new hire.

With these two measuring sticks you’d be able to identify whether or not you’ve made a wise decision.

The Problem

The problem with that, is that you’re also stuck.

You’re forced to choose a recruiting firm prior to knowing what your experience will be with them or the quality of the final product. You have good measuring sticks to help you decide if you ever want to use them again, but nothing to help you beforehand.

Not all recruiting firms are created equal. They don’t follow the same sourcing and recruiting processes to help you find your next hire.

While some are a little better than just sending over every resume they can get their hands on, others are light years beyond that. The better ones use technology to help lighten your load when hiring. They allow for you to review candidate’s virtual interviews prior to inviting them for a live interview. While virtual interviews help the process run smoother and save time, they still don’t ensure that you’re seeing the most qualified candidates. There’s a LOT of work that needs to go into finding those perfect candidates beforehand.

The Solution

Here’s what we do for our clients to ensure that you have a great experience and hire the best candidates the market has to offer. Notice that the first 10 steps are performed before any contact is ever made.

Virtual Interviews are only a part of what we do for you. Let me share with you what goes on behind the scenes to identify and engage the best candidates. 

  1. Seek First to Understand. We spend time understanding your company’s culture and desired requirements for your new hire.
  2. Magnetic Job Descriptions. We create an appealing job description that is behavior-focused and highlights the bigger vision of the position.
  3. People Connectors. We share your job opening in the most qualified places in order attract only top talent.  We’re not job posters, but people connectors.
  4. Geographically Targeted. We can search as narrowly or globally as your company requires.
  5. SWOT Analysis. This is where the real work begins. We create a target list of competing products and companies. We will perform a Strength, Weakness, Opportunity and Threat (SWOT) Analysis to strengthen the position of your offering in the market place.
  6. List Building. We dig deep into our databases, alumni networks and scour the internet employing complex Boolean searches to find qualified candidates that meet your hiring criteria.
  7. Corporate Culture and Professional Matching. We will study the candidates’ professional online presence to see if each candidate is a professional fit or not.
  8. Virtual Water Cooler. We will join some of the candidate’s online groups and engage with some of the same professional peers online.
  9. Value Fitting. We become a part of the candidate’s world. We seek to build a professional relationship in order to truly identify that each candidate is the right fit for your company.
  10. Poser Detector. We become well enough acquainted with each candidate to know whether or not they’re the real deal or have simply peppered their resumes and online profiles with just enough industry key words to stand out.
  11. First Contact. Once we have identified a top candidate, we will engage them and pique their interest in your company.
  12. Welcome Guest vs Pesky Pest. We have done all of our homework up front and have a working professional relationship with each candidate so that our messages are welcomed while those from other recruiters are regarded as SPAM.
  13. Strategic Positioning. Your CVirtual team doesn’t sift through resumes hoping for someone to stand out. We embrace communities to identify the movers and the shakers in your industry.
  14. The CVirtual Difference is Our People. CVirtual’s network of experienced professional Recruiters and Sourcers are committed to finding your company the most qualified candidates the market has to offer.

Let us help you hire the best and experience the CVirtual Difference for yourself. Call 877.300.1950. 

5 Most Costly Hiring Mistakes

Presentation Transcript
1. The 5 MOST Costly Hiring Mistakes Companies Can Make Newly Developed Technology Exposes Why… You’re MISSING the BEST Talent for Hire

2. Sound Familiar? • AreYou Seeing More 
 Less Qualified Applicants? • Is It Taking Longer to Fill the Right Position with the Right Person? • AreYou Experiencing Interview Fatigue Trying to Fill AllYourVacancies?

3. I’ll show you how to reduce this by up to 78%, but first…

4. Times Have Changed… • 20Years Ago a Single Ad 
 Would Bring in 5-7 
 Résumés a Week • Because of Certain 
 Hiring Breakthroughs,Today, a Single Ad Can Bring in As Much As 200 New Résumés a Week!

5. Hiring Breakthroughs • 1994: Robert McGovern was the First to Host a Job Posting Online1 • 1995: LATimes, Boston Globe, ChicagoTribune, NewYorkTimes, San Jose Mercury and Washington Post Create CareerPath.com2 • 2003: LinkedIn Launched3 • 2013: CVirtual IntroducedVideo Interviews Sources:
 1. Peter Behr, David Segal, “High-Tech Turks Lure Big-Buck Backers; Outside Investment Grows but Trails Other U.S. Centers”, The Washington Post, Nov. 4, 1996, pg. F05! 2. Jesus Sanchez (1995, October 18), “THE CUTTING EDGE: COMPUTING / TECHNOLOGY / INNOVATION; 6 Papers Launch On-Line Help-Wanted Classifieds; Advertising: With 23,000 entries, employment service initially will be free to job-seekers :[Home Edition]”, Los Angeles Times ,p. 4. Retrieved December 18, 2008! 3. http://www.linkedin.com/about-us

6. Where’s the Market at Today?

7. I know this looks like my kids scribbled all over it, but it actually is very important because job market problems today lead to hiring problems tomorrow.

8. The Beveridge Curve Source:” http://en.wikipedia.org/wiki/Beveridge_curve • “A graphical representation of the relationship between unemployment and the job vacancy rate.” • “Higher levels of unemployment… imply decreasing efficiency in the labor market.” • “Inefficient labor markets are due to mismatches between available jobs and the unemployed.”

9. In Other Words… Many of the Current Job Seekers Do NOT Have the Skills Necessary to Be Hired for the Jobs They’re Applying for

10. US Job Market Snap Shot • 119,335,000 Employed Workers Currently Seeking Better Employment Source:” http://www.recareered.com/blog/2012/03/13/just-how-many-job-seekers-are-looking-for-work/

11. 27.1% Searching for Employment Passive Job Seekers

12. Job Market Snap Shot • 12,806,000 Currently Unemployed Searching for Work Source:” http://www.recareered.com/blog/2012/03/13/just-how-many-job-seekers-are-looking-for-work/

13. More Than 5.5 Million People 
 Have Been Unemployed for 
 6 Months or Longer!!

14. Job Market Snap Shot 119,335,000 US Employed Workers Currently Searching for Better Employment 12,806,000 Currently Unemployed Searching for Employment Source:” http://www.recareered.com/blog/2012/03/13/just-how-many-job-seekers-are-looking-for-work/ + 132,141,000 People Currently Competing for Employment

15. For Every Job Opening Available There Are 2.6 People Competing for That Position

16. • 7,600,000 Applied for 65,000 Starbucks Jobs • 1,000,000 Applied for 2,000 Proctor and Gamble Openings • 2,000,000 Applied for 7,000 Google Openings Source: http://knowledge.wharton.upenn.edu/article/why-the-job-search-is-like-throwing-paper-airplanes-into-the-galaxy/

17. Source:” http://www.dailymail.co.uk/news/article-2352011/Up-160-graduates-chase-job-Leading-firms-increase-number-applications-role.html

18. Does Competition… • Bring Out the Best? • Meaning: Does the cream rise to the top? • Bring Out the Worst? • Meaning: Does it take longer than normal to find the right candidate because they’re getting lost in all the clutter?

19. Source:” http://career-advice.monster.com/job-search/company-industry-research/despite-unemployment-many-jobs-hard-to-fill-hot-jobs/article.aspx

20. Technology: Blessing: Now More Than Ever an Employer Can Reach Hundreds, If Not Thousands of Job Seekers or… Curse: The Same Employer Can Have Their Post Overlooked Because of Every Other Competing Job Post Out There

21. Source:” http://www.craigslist.org/about/factsheet

22. Source:” http://www.careercast.com/career-news/employers-craigslist-job-postings-contain-hidden-cost

23. Sound Familiar? • AreYou Seeing More 
 Less Qualified Applicants? • Is It Taking Longer to Fill the Right Position with the Right Person? • AreYou Experiencing Interview Fatigue Trying to Fill AllYourVacancies? • NowYou Know Why!

24. What No One Is Willing to Talk About

25. The True Costs of a Bad Hire

26. Source: ” http://www.nbrii.com/resources/infographics/nbri-infographic-thecostofabadhire.png Average Hiring Costs Total = $32,500 $500 Advertising Expense $2,500 Interview Costs $7,500 Hiring Costs $22,000 Training Costs

27. What About… What Will All That Cost You? • Loss Productivity Costs • Disruption Costs • Missed Opportunities

28. Source:” http://www.forbes.com/sites/mikemyatt/2012/09/27/the-1-reason-companies-make-bad-hires/

29. Are You Settling?

30. What isYour Hiring Process Like? • You’re Presented with 8 
 “Qualified” Candidates • You Choose to Interview 6… • After 6 Hours of Interviews 
 No One Stands Out • Interview Fatigue Begins to Set In • What DoYou Do? • DoYou Settle for Good Enough?

31. Source:” http://www.forbes.com/sites/mikemyatt/2012/09/27/the-1-reason-companies-make-bad-hires/

32. Source:” http://www.inc.com/tom-searcy/the-problem-with-being-good-enough.html

33. AreYou Accidentally Building a Good Enough Organization?

34. WouldYou Agree?

35. Source:” http://www.forbes.com/sites/mikemyatt/2012/09/27/the-1-reason-companies-make-bad-hires/

36. You Can Hire the Best, But FirstYou Need to Watch Out for…

37. 5 Hiring Mistakes Companies Make 1. Overusing the Same Job Boards 2. Not Utilizing Facebook 3. Relying Too Much on LinkedIn 4. Ignoring Twitter 5. Not LeveragingVideo Interviews

38. 1. Overusing the Same Job Boards • Problem:
 Going After the Same Hiring Pool

39. Source:” http://blogs.hbr.org/cs/2013/03/why_employers_arent_filling_th.html

40. Job Boards Only Target Active Job Seekers • You’re Missing Out On the 
 Hidden/Passive Job Seekers • You’re Not Finding the Ones
 Who Are Not Looking

41. 2. Not Using Facebook • Problem:
 Not Using the “Facebook Stalk” to FindTopTalent

42. Source:” http://techcrunch.com/2011/11/16/social-recruiting/

43. 3. Relying Too Much on LinkedIn • Problem:
 Using LinkedIn asYour Go-To Hiring “Silver Bullet”

44. Source:” http://www.fastcompany.com/1815993/fast-talk-meeteor-facebook-stalk-job-you-want

45. LinkedIn’s Main Goal is for People to Network How Many Business Professionals
 DoYou Know Who Are Still Not 
 on LinkedIn But Are on Facebook?

46. 4. Ignoring Twitter • Problem:
 #NotKnowingHowToUseTwitter

47. Source:” http://www.cbsnews.com/8301-505143_162-40245242/how-to-use-twitter-to-find-amazingemployees/

48. 5. Not Leveraging Video Interviews • Problem:
 WastingTOO MuchTime Interviewing

49. Spending All Day or Several Days Interviewing? Video Interviews Reduce the 
 Amount of TimeYou Spend
 Conducting Face-to-Face 
 Interviews

50. Who ALREADY Uses Video Interviews… You?

51. Source:” http://www.businessweek.com/smallbiz/news/coladvice/book/bk981106.htm

52. Source:” http://www.perfectlaborstorm.com/2012/recruitment-2/how-many-job-applicants-does-it-take-to-find-one-qualified-candidate/

53. The BEST Way to Find Top Talent FAST!

54. Virtual Interviews… …Create a Faster Time-to-Hire …Reduce Travel Expenses …Produce a Sustainable Hiring Model

55. Virtual Interviews… …ExpandYour Candidate Pool …Can BeViewedVirtually Anywhere …Reduce Interview Fatigue …Are Easy to Use

56. Source:” http://www.businessweek.com/smallbiz/news/coladvice/book/bk981106.htm

57. Source:” http://staffingtalk.com/are-video-interviews-becoming-the-norm/

58. Easy As 1-2-3 3. Review Recorded Interviews at Your Leisure 1. Choose and RecordYour Questions 2. Send OutYour Virtual Interview Link + +

59. Recording Your Questions • RecordYour Own • Choose from a List of Pre-Recorded Questions

60. Post an Interview Link • Send OutYour Interview Link to Their Applicant Pool or • HostYour Link on a Job Board or Social Media Site

61. Review AtYour Leisure “Can you see how much easier it will be to find the right person for the job?”

62. Streamlined Process • OnceYou’ve Found the Right Candidate for the Right Position… • Invite Them in for Live Interview

63. CanYou Do This OnYour Own? Of CourseYou Can! BUT…

64. and • You’ll Still Have to 
 Coordinate Schedules • Eliminates Reviewing at 
 Your Leisure • Hope that Technology 
 Works Properly • Can’t Be Recorded or Shared

65. But There’s Still 
 One Problem… LiveVideo Interviews Are 
 Nothing More Than an 
 Untested Resume

66. • You Can Review atYour Leisure • BUT Their Interview 
 Is Also Scripted • You Only See What They WantYou to See “Take 57”

67. What This Hides… • All the Non-Verbal 
 Communication They 
 Don’t WantYou to See • 93% of All Communication is 
 Non-Verbal • 55% is Physiological • 38% is Tonal • Only 7% Are the Words Used Source:” Mehrabian, Albert (2009). “”Silent Messages” – A Wealth of Information About Nonverbal Communication (Body Language)”. Personality & Emotion Tests & Software: Psychological Books & 
 Articles of Popular Interest. Los Angeles, CA: self-published. Retrieved April 6, 2010.

68. Step Backwards… • Your Job is to Find the 
 BEST Possible Candidates 
 and Hire Them • Trying to Figure Out New 
 Technology Only Adds to 
 Your Already Overwhelming 
 List of Duties

69. A Tale of Two Hiring Managers

70. A Day in the Life of… Traditional Tom Savvy Shaye

71. Hiring Decisions… Traditional Tom Tries to Find His New 
 Hire on His Own Shaye Uses a Recruiter who Uses Virtual Interviews to Help Her Find Her New Hire

72. Weeding Out Process… • Both Tom and Shaye’s Recruiter Receive Résumés from 200 “Qualified” Candidates • 150 of the Applicants Don’t Meet Their Needs

73. Finding the Best… • 50 Candidates is Still Too Many • Both Parties Narrow it Down to the 
 Exact Same 20 Applicants

74. No Substitutes… • Tom Interviews Who He Feels
 Are the Top 6 Candidates • Missed the Real Winner • Screening Will NEVER 
 Replace a Live Interview

75. Tom’s Interviews… • After 6 Hours of Interviews 
 Tom is Ready to Call it Quits • On Paper Each Applicant 
 Looked Like They Were the 
 “One” • Not Only is Tom Tired BUT He’s Now Behind on His Normal Work Load • Late Night for Tom • Does Tom Settle?

76. TheVirtual Interview Difference • Shaye’s Recruiter Sends Over 20 
 Résumés Accompanied with 20 
 Virtual Interviews • More Choices atYour Disposal • More Really is Better

77. Shaye’s Interviews… • In the Time it Took Tom to Perform 2 Live Interviews, Shaye Reviewed All 20Virtual Interviews • Shaye Spots 2 that Tom Missed • She Interviews Them and Hires the 
 Better of the Two • She’s the Office Hero! • Now That’s Working Smarter

78. 3 Kind of Recruiters 1. Résumé Mill 2. Knowledgable Partner 3. Knowledgable Partner Plus

79. Let Me Introduce You To…

80. • Recruitment Agency Specializing
 inVirtual Interviews to Make 
 Your Hiring Easy • As a Knowledgable Partner Plus 
 We’ll Seek to UnderstandYour 
 Position • We’ll Find and Invite All Qualified Candidates the Market Has to Offer to Take aVirtual Interview

81. Best of All… • You’ll Be Like a Kid in a 
 Candy Store • You’re Only Job is to 
 Chose Which One of the 
 Qualified CandidatesYou 
 Want to Invite in for Live Face-to-Face Interview • Then,When Ready We Repeat the Process for You Again as Often asYou Desire New Hires

82. Is Right forYou? • Let Us Take on All the Risk • We’ll SendYou QualifiedVirtual 
 Interviews • IfYou Like WhatYou See,You Can Contract for Our Services • Standard Contract Rates are 25% of Annual Salary

83. Let Us Start 
 Working forYou! • Set Aside 20 Minutes to Let Us Understand the PositionYou Want to Fill • We Guarantee ALL 
 Placements Up to 180 Days • We’ll Replace Any Placement 
 Who’s Been Fired or Quits 
 within 6 Months of Placement for FREE! • If After 45 Days We’ve Not Been Able to HelpYou,We’ll Gift You 3 Months Use ofVirtual Interviews

84. Click to Begin…

http://www.cvirtual.com/new