John DrakeCybersecurity PM| Insight Global/ Houston MethodistSugar Land, Tx, United States
Just a little background on me... I have been a PM &/or a PO for over 20 years. I decided to make the jump into the recruiting world because I have always had a passion for helping people get work.
My question for any recruiters out there: What seems to be the best tools to use to get legit PM talent?
On a side note, if you are a PM in the Houston area & are looking for work or a change, please feel free to contact me: [email protected]
Good recruiters have excellent networks and will make a point of staying in touch with their contacts on a regular basis even when those contacts aren't actively looking to move.
Kiron
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1 reply by Vincent Guerard
Oct 19, 2018 10:03 AM
Vincent Guerard
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Kiron, In my experience most recruiter don’t know about staying in contact that most simple point.
Vincent
Saving Changes...
Tamer Zeyad SadiqAssistant Cost Manager| Turner & TownsendRiyadh, Ar Riyad, Saudi Arabia
Linkedin is the best one!!! Saving Changes...
John A. WilliamsOwner| JAW Consultancy | The PragmaticionerNootdorp, Zuid-Holland, Netherlands
There is a where and a how to your question. As a recruiter, you know that networking is your prime tool and LinkedIn is a good place t do that online. As to the how I use a proprietary self-assessment tool before the interview. Gives me a handy start off for the interview. Saving Changes...
Anish AbrahamPrivacy Program Manager| University of WashingtonAuburn, Wa, United States
Networking is the best option, so I concur with Kiron on this. Saving Changes...
Great, as a job seeker, am here to learn from the various POV. I like to also state that am open to volunteer roles in PM to everyone here, as a way to keep developing my expertise and grow my experience while I await my next job employment. Saving Changes...
Lenka PincotChief of Staff to the CEO| Project Management InstituteParis, France
Hi, I’m not a recruiter but I hired people for my teams and I what I liked the most is to give case studies. I had a short, half page or one page max situation description based on real situation but not too specific. I asked them to prepare their recommendation on how to approach the situation, what they see as priorities etc.
You learn the most from how people react, how would they approach the problem, which methods would they choose etc. it may indicate their leadership style. Also it is very important to see how do they formulate their findings and persuade you that their solution is the right one.
Otherwise I totally agree with importance of networking and LinkedIn is really great but not all people are really active there so you may miss them. This forum is also very good to search for talents. At least you know it is project managers here. Saving Changes...
Good recruiters have excellent networks and will make a point of staying in touch with their contacts on a regular basis even when those contacts aren't actively looking to move.
Kiron
Kiron, In my experience most recruiter don’t know about staying in contact that most simple point.
Deepesh RammoorthyICT Project Manager ( PMP®AgilePM®Certified ScrumMaster® (CSM®))| Australian Red Cross Blood ServiceTarneit, Vic, Australia
LinkedIn recommendations give a good insight into the candidate . However, interviewing the candidate and assessing how they apply practical project management techniques to their day to day work is also valuable. I like Lenka's suggestion of giving them a case study and see how the candidates use their PM techniques as well as soft skills. Saving Changes...
