Career Report October 2016 Issue 200

Posted by boblarson on
Best Staffing Options
Best Staffing Options

BERMAN LARSON KANE

Career Report

October 2016

 

 

Feature Story

WHAT MILLENNIAL EMPLOYEES REALLY WANT

Despite struggling with debt, recession, and the jobs crisis, millennials—who will account for 75% of the workforce in 2025— are not motivated by money. Rather, according to an article in Fast Company, they aim to make the world more compassionate, innovative, and sustainable.

In fact, more than 50 percent of millennials say they would take a pay cut to find work that matches their values, while 90 percent want to use their skills for good.

Clearly, the future of work lies in empowering millennial talent, points out the article’s author Adam Smiley Poswolsky, who wrote the book The Quarter-Life Breakthrough: A Guide For Millennials To Fined Meaningful Work. From interviews with numerous millennial entrepreneurs, intrapreneurs, and leaders with both for-profit, social enterprise, and nonprofit backgrounds, millennials want to work with purpose, and they want their workplace to be aligned with their values.

So how can companies deliver on meaningful employee engagement? Here are a number of ideas offered by the author on ways to attract, retain, and empower top millennial talent.

  1. Don’t Just Talk About Impact, Make An Impact – Many companies use words such as impact and purpose without seriously moving the needle on major social and environmental problems. Millennials want to work for organizations that are transparent on how they’re using their technology, resources, and talent. They also want to create shared value, make positive social and environmental changes, and increase opportunities for disadvantaged populations. Recruiting the top talent of tomorrow begins with making a difference today.
  1. Create Opportunities for Mentorship, Skills Acquisition, and Co-leadership – A common critique of millennials in the workplace is they are impatient, entitled, and not willing to put in the time and hard work needed to succeed. “Delayed gratification” doesn’t apply to them; they want change to happen fast.

This doesn’t mean millennials aren’t hard workers. On the contrary, millennials will work hard when you get serious about investing in their skills development. Young talent wants the opportunity to learn from someone with expertise; they want that on-the-ground experience to happen today, not tomorrow—and certainly not in five years.

Companies need to empower millennials by offering co-leadership opportunities, offering young talent a chance to manage and develop a new project—preferably of strategic importance—that excites them. They need to be paired as project-lead with a senior executive, or someone with 15-plus years of experience, giving them an opportunity to learn from a mentor. It also builds on the assumption that millennials can teach something to their more senior colleagues. For example, when it comes to technology and social media, the person with the most innovative idea in the room may happen to be the youngest.

  1. Give Young Talent A Voice – Everyone wants to feel valued at work, especially millennials. There is nothing worse for a millennial than feeling as if your supervisor thinks you have nothing to offer because of your age or inexperience.

In their new book, When Millennials Take Over: Preparing For The Ridiculous Optimistic Future Of Business, authors Maddie Grant and Jamie Notter recommend creating fluid decision-making and organizational structures. They highlight companies such as Medium and Zappos, which have embraced Holocracy, a new organizational and management system that spreads decision-making responsibilities among a set of roles and teams, rather than a hierarchy of people.

A fluid structure empowers more staff—especially new staff—to make decisions and take ownership of solutions. It’s hard to value your employees if you don’t listen to their voice, or give them a seat at the table.

  1. Make HR the New Life Coach – The average millennial is staying at their job less than three years. This might be shocking to corporate America, but the truth is the average American of any age is staying at their job for about four years.

Due in part to rapid changes in technology and a volatile economy, millennials aren’t the only ones job-hopping. How do human resources departments invest in their talent if much of that talent is going to leave the company in several years? Embrace that the workforce of the future is going to be in flux. Currently, some 53 million Americans—or 34% of the workforce—are freelance, and the number of remote and part-time workers is expected to increase.

Companies can no longer expect their employees to be loyal enough to stay for 10 or 20 years, and maybe that’s a good thing. HR departments should design training programs that invest in skills development, while helping their employees prepare for whatever is next in their career two, three, or five years down the line. A future HR professional will look less like Toby Flenderson’s drab character from the TV show The Office, and more like a beloved life coach, who will design personal learning plans for each young staffer based on what they want to accomplish during their stint at the company, and understand their values and interests enough to ensure a smooth landing at their next job.

Looking forward, to remain innovative, impactful, and financially competitive, the Fast Company article points out, companies will most definitely need to go outside their corporate comfort zone to design roles for a purpose-driven millennial workforce.

NEWS FROM BLK

Proud to report that having attended the National Association of Personnel Services NAPS360.org  annual convention in September that  the over view is that hiring will continue to increase over the next 12 months. Many NAPS members complained of the lack to quality candidates in many niches.  With overall competition for this talent increasing daily.

We at Berman Larson Kane continue to also witness shortages in numerous niches and our talent discovery staff find challenges in discovery of top talent.

As we enter the final quarter of 2016 we look forward to assisting our client s with on-boarding the best talent that the market has to offer.  Thanks for your support we so greatly appreciate it as we celebrate the 200 addition of our employment  newsletter.

Saying Goodbye to a Job Gracefully

Posted by boblarson on
Bob Larson, CPC
Bob Larson, CPC

Career Report

February 2016 Issue #192

 Feature Story

Saying Goodbye to a Job Gracefully

As the unemployment continues to go down and new jobs are being created it is estimated   the percentage of job-seekers will continue to increase rapidly. In fact, one recent survey, by consulting firm Right Management, revealed that as many as 60 percent of workers say they are planning to leave their jobs as the economy continues to  improve. And while it may be tempting to give the boss an earful if you do land a new job, workers need to keep in mind that the way they quit can have a long term impact on their career.

Here are some tips from the newspaper article on how to resign from a job on good terms:

  • Be prepared. Review your employee handbook or employment contract before announcing your decision, so you know what your company policy is regarding resignations, severance, return of company property, and pay for unused vacation time. Also, find out the company’s reference policy to see what information will be disclosed to a prospective employer. If you have another job lined up, be sure to have your offer in writing before you resign.
  • Use it or loose it. If you haven’t used vacation time and will lose it if you quit, you might want to use your time before leaving or link it to your resignation date. But if you don’t want to burn any bridges, don’t take vacation and announce your departure just after your return.
  • Make an appointment. “Be formal and make an appointment with your boss,” recommended Tanya Maslach, a San Diego, Calif., career expert who specializes in relationship management issues. “Be prepared and engaging—and be transparent,” Maslach said. She also recommends asking your boss how you can help make the transition easier. After the discussion, put your resignation in a hard-copy letter that includes your last day and any transitional help you’ve offered.
  • Give Two weeks Notice. Two weeks advance notice is still standard but experts recommend offering more time if you’ve worked at a company for more than five years. Importantly, though, you also need to be prepared to leave right away—some companies require it.
  • Don’t take the stapler. “It’s not worth it,” said Michael J. Goldfarb, president of Northridge, Calif.-based Holman HR. “If there are security cameras or coworkers with a grudge, stealing from the company doesn’t look good.” In some cases, you could also end up getting billed for the missing equipment—or even taken to court, he said.
  • Scrub your digital footprint. Clear your browser cache, remove passwords to Websites you use from work, such as your personal email or online bank account and delete any personal files on your work computer that aren’t relevant to work. Don’t delete anything work related if you’re required to keep it.
  • Be honest but remain positive. Be helpful during the exit interview, but keep responses simple and professional. Don’t use the session to lay blame or rant about the workplace. “Whatever you do, don’t confess about how much you disliked working there,” said Maslach.
  • Stay close. Consider joining an employee alumni association, which often serves as a networking group for former employees. It can be a good way to keep up with changes in the company and industry—and find leads to new jobs down the road. Lastly, make an effort to keep in touch with coworkers you worked with; they may end up in management roles.

News from BLK

We continue to see an increase in hiring across numerous sectors with scientific leading the charge.  Numerous clients are looking at adding to staff during the 2nd quarter.  We at Berman Larson Kane continue to be very optimistic for the remainder of 2016 and beyond.

One major observation is that contract-to-hire appears to be the preferred model by several clients.  So job-seekers should be open to various employment arrangements besides direct hire.

In our continuous cycle of quality improvement we have adjusted our ATS system to better track your career progress and service our clients needs.

 

 

 

Technical Applications Training Specialist, Butler NJ

Posted by boblarson on

Technical Applications Training Specialist

Summary: Develops and conducts training programs for Internal and External customers for the complete line of reagents, ancillary products and systems, giving the customer the highest level of understanding and operation.

Job Duties:
Participate in annual review of department material to update the program and ensure continuous improvement.
Work with TSS II to evaluate the course material as well as train the TSS II to be back up Trainer.
Maintains Department Training records as needed.
Lectures class on safety, installation, programming, maintenance, troubleshooting and operation of Medical equipment, following outline, handouts, and texts.
Demonstrates procedures being taught, such as programming ,troubleshooting and repair.
Observes trainees in classroom and answers trainees’ questions.
Administers written and practical examinations and writes performance reports to evaluate trainees’ performance.
Participates in meetings, seminars, and training sessions to obtain information useful to training facility and integrates information into training program.
Manages needs for customer class from printouts to functioning analyzers.
Travel in field with Technical Support Specialist to observe both customer and TSS to improve training programs.

Education/Experience:
BS degree in related field from an accredited four year college or university
required; (MT) Certification or equivalent preferred; Minimum of 2 to 4 years medical hardware experience or 3 to 5 years related outside experience required. Knowledge of Hemostasis and some training experience preferred.

Skills:
Knowledge of database software, Microsoft Office Suite. All company usable software.
Ability to read, analyze, and interpret general business periodicals, technical
procedures, or governmental regulations.
Ability to write reports, business correspondence, and procedure manuals.
Ability to effectively present information and respond to questions from groups of managers, clients, customers, and the general public.
Demonstrated typing/keyboarding skills

Resumes to jobs@jobsbl.com

Does Job Interview Dress Code Still Matter?

Posted by boblarson on
Bob Larson, CPC
Bob Larson, CPC

Career Report

Feature Story

DOES JOB INTERVIEW DRESS CODE STILL MATTER?

In today’s office environment, it is increasingly common to see office managers abiding a lax dress policy and employees taking advantage of the right to wear polo shorts or even blue jeans, as opposed to the more formal attire of yesteryear. Consequently, many job applicants may wonder: Are conventional dress standards still expected for the job interview itself?

According to an article published by business2community.com and authored by Amanda Clark of Grammar Chic, Inc., this has indeed become a muddy issue.

For example, you may apply to a company that you know has a loose, lax dress policy, as the company may proudly advertise on its website that all of its employees wear jeans every day. If you feel totally comfortable arriving for an interview dressed casually, by all means, go for it.

But remember, the article pointed out, that you do so at your own risk: Clearly, showing up underdressed for an interview can backfire big time.

Why Dress Still Matters

 The need to dress appropriately—which, in most cases means formally—still does exist. Among hiring managers, the article noted, the following perceptions are far from uncommon:

  • Wearing work attire makes a person more productive and more focused on accomplishing the tasks at hand.
  • True leaders/managers need to dress better than the people they are leading/managing.
  • Casual dress goes hand-in-hand with a lackadaisical attitude about work.

Minding Your Appearance

Given that these attitudes still exist—whether rightly or wrongly—it is important for interviewees to put some thoughts into their dress. It’s not just dress, though, but overall appearance.

For men, according to the article, basic pointers and reminders might include:

  • Making sure your hair is well groomed.
  • Arriving either clean-shaven or with a well-manicured beard—not a scruffy or shaggy look.
  • Having clean fingernails!
  • Wearing a business suit that fits you well, and making sure it is neatly pressed/wrinkle-free.

If you don’t have a suit, get one—but until you do, nice slacks, a nice shirt, and a tie can suffice.

And for the ladies:

  • Again, paying attention to grooming—including fingernails, and makeup.
  • Remembering that business suits are a great choice for projecting confidence and professionalism.
  • Keeping jewelry to a minimum.
  • Making sure perfume isn’t overpowering.

One final suggestion from the article for both men and women: Wear a watch to your interview—because there is no better way to give the impression that you care about making good use of your time.

News from BLK

US jobs  reports for September showed a weakening of job creation numbers and a change in percentage in work force participation. We at Berman Larson Kane have also experienced a slow down in new job searches.  Although several niches seem to continue to heat up as competition for talent intensifies.   So our prediction for Q4 is a continuous need for employee both contract and direct hire with a shift in skill set demand.

In our cycle of improvements we have introduced stand-up desks as a way to improve health since many studies have reported that sitting at a desk for 8 hours per day is the equivalent of smoking a pack of cigarettes….watch your email for a BLK video demonstrating the new desks.

 

 

 

 

 

 

 

Tips for Loving Your Job

Posted by boblarson on
Bob Larson, CPC
Bob Larson, CPC

Feature Story

RECHARGE YOUR BATTERIES AND LOVE YOUR JOB

Burnout is one of the biggest problems in the workplace, especially for older workers, and is a major reason many people retire earlier than they projected, according to an article in AARP The Magazine. But for people in their mid-to-late 50s and into their 60s, these are generally peak earning years, so staying on the job allows for continued retirement-account contributions and a delay in filing for Social Security benefits to qualify for a higher payout.

That said, with more people wanting—or needing—to work well past their 50s, generating new enthusiasm on the job is critical, the article pointed out.

“We are rewriting the map of life,” said Marc Freedman, the CEO of Encore.org, a nonprofit organization that’s building a movement to tap the skills and experience of those in midlife and beyond. “In the past, if you were 56 or 57, it might be only a year or two before you were ready to slip into early retirement. Now you’re thinking about another 10- or 15-year working career. That changes the entire equation.”

Here from the article, adapted from the AARP book, Love Your Job: The New Rules of Career Happiness, are eight tips to help older workers reengage.

Seek Out New Duties — If you’re constantly doing the same set of tasks each day, the monotony alone can drag you down. Step things up. Scrutinize your current position to pinpoint a new responsibility you can add that will refresh your focus, and maybe even scare you a bit. Ask to be assigned a signature project you’ve always wanted to launch, or volunteer for a new role. At this stage, it’s easy to coast, but this is the time to try something different.

Get up to Speed — It’s easy to become complacent about staying current with the trends in your field. Set up a Google Alert to notify you when your employer is in the news or when a competitor is making waves or beginning a new venture. Follow industry thought-leader blogs, join relevant groups on Linked In, and participate in the discussion.

Connect with your coworkers — Subtle changes in your behavior each day can have a huge impact. For example, practice listening to coworkers and celebrate their successes. It’ll make you feel good and build esprit de corps. Reach out to new colleagues, or those you don’t know well, to grab lunch and learn about what they do and their backgrounds. Stop by someone’s office to talk about something unrelated to work. Instead of emailing a reply, have a face-to-face chat.

 Fine-tune your relationship with a difficult boss — Lots of people quit their bosses, not their jobs. No matter how impossible your supervisor is, keep your side of the street clean. If your unhappiness with him or her affects your productivity, this will come back to bite you, not your boss. Most supervisors do want you to succeed; this reflects on their performance, too. You might just need to gently show your boss, by demonstrating that you’re engaged in your job, how you can help each other.

Find joy around the edges — Many companies provide the opportunity to do volunteer work right within the organization. Find a volunteer gig that can help build relationships with coworkers (even your boss) and forge bonds across departments that you might never have had otherwise. Get involved with a mentoring program. Participate in employee activities. Join or organize a company team sport. Or create a walking, biking or running group.

 Clean up your office — When people feel sapped of energy, often they’re not clearing out as they go. Their in-box is overflowing, their desk is a disaster, and their file drawers are bursting. De-cluttering is liberating and empowering. You’re saying, “This is valuable; this is not.” It’s a physical way to be involved in making decisions about your life and what you want to do with it.

 Be happy in your work — A recent Gallup poll found that the more that employees use their strengths at work and are engaged in their jobs, the happier and more enthusiastic they are. You’ll discover that your enthusiasm will not only trickle down to the quality of your work but that people will want to have what you have. You’ll be the one they seek to have on their team. To quote Maya Angelou, “If you don’t like something, change it. If you can’t change it, change your attitude.”

 Upgrade your skills — This is especially true with new technology. Learn what computer programs your employer values, and take a class or a refresher course at your community college, or participate in a workplace workshop or training program. That hands-on approach can open doors to a promotion or lateral move. But more than that, it can ramp up your enthusiasm for your job and push it in new directions. Boredom is often at the root of unhappiness at work. If you persistently add worth to what you bring to the job, chances are your boss will notice and reward you for it, and that can do wonders for your attitude.

NEWS FROM BERMAN LARSON KANE

Labor Day is the celebration of the American worker and this September we are starting with the lowest unemployment numbers in 7 years.

We at Berman Larson Kane continue to see a steady increase in hiring, however wages remain flat.  Pockets of skilled hiring continue in media, technology, pharma and technical scientific.  Our projects for the fall are positive, but concerns remain with the stock market and the effects of unfavorable global growth numbers.

Bob Larson, CPC is looking forward to the fall convention schedule and learning from talking with attendees across the nation.

SETTING RECORD STRAIGHT ON SWITCHING JOBS

Posted by boblarson on
Bob Larson, CPC
Bob Larson, CPC

BERMAN LARSON KANE

Career Report

August 2015

 

Feature Story

 

SETTING RECORD STRAIGHT ON SWITCHING JOBS

With job seekers appearing to now hold more power than employers, the best advice that was true about switching jobs is necessarily gospel anymore, according to an article from the Harvard Business Review’s HBR.org/Blog.

Indeed, as more positions become available and fewer look for work, especially as Baby Boomers retire, many experts describe the current labor market as “candidate-driven.” So does this mean when switching jobs the job seeker is in the driver’s seat? Not necessarily so. But it does, in fact, mean you may no longer be able to rely on “age-old” guidance in your job search.

That said, the publication asked readers (and its own editors) what advice they hear most often about how to switch jobs and then talked with two experts to get their perspectives on whether long-held advice holds up in practice and against recent research and job trends. Here from the article are excerpts with insights on the topic:

  1. “Never tell your boss that you’re looking for another position.”

It may seem logical that you want to have a job in hand before you reveal you’re leaving. After all, you don’t want your boss to be mad at you or stop investing in you. But things have changed. Not only is there less risk in letting your manager know you’re looking than there used to be, but there may be upsides too, said Claudio Fernández-Aráoz, a senior advisor at executive search firm Egon Zender. Foremost among them, your boss may want to figure out how to keep you.

And if employees are intent on leaving, companies are making more effort to be sure people leave on good terms. They recognize that former employees are out there on social media, and they don’t want to “risk being disparaged on Glassdoor, Yelp, Facebook, or Twitter.” said John Sullivan, an HR expert and professor of management at San Francisco State University. Many companies now also have programs that keep the door open in case employees want to return.

  1. “Stay at a job for at least a year or two — moving around too much looks bad on a resume.”

“This is a popular piece of conventional wisdom,” said Sullivan, and it’s simply not true anymore. First of all, it’s not always realistic. “There are many times when you really need to leave your job without anything else,” said Fernández-Aráoz. For example, you may need to relocate because of your spouse’s job or quit to take care of a family member.

Second, short stints no longer hurt a resume. Sullivan said that employers have become more accepting of brief periods of employment. As many as 32% of employers expect ‘job-jumping.’ “It’s become part of life,” he added. In fact, people are most likely to leave their jobs after their first, second, or third work anniversaries, with Millennials especially prone to short stays at jobs. Sullivan’s research shows that 70% quit their jobs within two years. So the advice to stick it out at a job for the sake of your resume is just no longer valid.

Gaps in job history aren’t the sticking points they once were either, said Sullivan. You just have to show that your time off wasn’t a waste of time. Employers just want to know that you made use of the time either to gain a new skill, have a life-changing experience, or learn something new. Still, said Fernández-Aráoz, you should avoid jumping around if you can, not because of any potential damage to your future job prospects, but because of the emotional drain.

  1. “Don’t quit your job before allowing your current employer to make a counter offer.”

If you’re a valuable employee, Sullivan said that smart companies will try to convince you to stay. “If you’re on their priority list, it would be considered ‘regrettable turnover’ for them and they’ll do what they can to keep you.” Counteroffers, in fact, have become much more common, especially in industries where there’s talent scarcity, Fernández-Aráoz pointed out.

But be careful, he warned: “In my three decades of experience, I’m genuinely convinced that most counteroffers are bad for all parties.” He gives two reasons: First, there was a reason you started to look for another job and that’s unlikely to change despite your employer’s promises. Second, you’ve made a commitment to the new company and you should honor it. But, on the other hand, he added, you should analyze both alternatives and make a sound decision based on the unique situation you are in. Which opportunity will give you what you want in the future?

  1. “Never make a lateral move — a new job is your only chance of making a big leap in title and compensation.”

“That’s so last year,” said Sullivan. “Yes, the old model was that you were Assistant VP, then VP, then Senior VP. But that’s GM in the 1980s, not today’s organizations.” He said given how flat companies are today, there’s often nowhere to go in your current job or in another one. Focus instead on finding interesting work rather than worrying about lateral moves. Fernández-Aráoz agreed: “If you are going for title and compensation, think again!” More money and a better title rarely are what make you happy, he said. Instead, look for autonomy, mastery, and purpose.

  1. “You should always be looking for your next job.”

You want to be happy, not constantly searching, said Fernández-Aráoz. When you have found a job you love, looking for your next one is unnecessary. But, even if you’ve found a role that keeps you happy, you should still be learning and growing, added Sullivan. He points out that this doesn’t have to be a new role with a new company, but can be a different role or challenge in your existing job.

NEWS FROM BERMAN LARSON KANE:

July continued with a steady increase in contract hiring across several disciplines.  “It is our pleasure here at BLK to assist our clients with interim staffing augmenting skill and talent gaps” , comment Bob Larson, CPC  president BLK.

As the job creation numbers continue to improve and unemployment continues to decrease we are very optimistic about hiring projects over the last 4 months of the year.  We continue to experience an increase in talent shortages across various disciplines.

 

 

 

 

 

 

Business Analyst Piscataway NJ 35% US Travel

Posted by boblarson on

Business Analyst

Job Description

Interface with customers to understand user business processes and gather their functional requirements needed to configure and customize their new Laboratory Information Management Systems (LIMS). Document system processes and procedures for customer requirements and functionality needs. Working either independently or with other members of the Professional Services team, to analyze and resolve technical project issues, surrounding functional and design requirements.

Primary Job Objectives

  • Gather, develop, and document functional business requirements for customer projects. Transform the users’ requirements in to functional requirements leveraging the both the architecture and functionality.
  • Interfacing with Configuration Designer and, if necessary, Applications Programmer to ensure the functional requirements and solutions are properly transferred for configuration / development. Review project construction efforts / development.
  • Interface with Project Management to insure strong communication regarding timelines, deliveries, project issues and changes are addressed.
  • Provide assistance and guidance to the customer in adding master data to the configuration prior to or during the implementation.
  • Administrative responsibilities.

Business Analyst responsibilities include the following: This is not an exhaustive task list and other duties may be assigned as deemed appropriate or warranted by immediate manager.

  • Generate consulting revenue coupled with the requirements of ensuring that each system configuration is delivered with a high degree of quality and within the required time frame.
  • Developing and implementing appropriate methods for capturing and documenting customer business requirements for system development, third party software integration and external database interfaces.
  • Conducting and facilitating customer workshops for information gathering.
  • Collaborating with Application Designer and Application Programmers to implement customer’s solutions.
  • Preparation of functional requirements specification (FRS).
  • Ensure that proposed FRS and corresponding design is line with the number of consulting days that have been ordered by the customer for this engagement.
  • Collaborating with Project Management on project issues, concerns, schedules of deliveries and completion estimates.
  • Provide day-to-day contact for the customer during the implementation.
  • Orchestrate system reviews and gather feedback from the customer on required changes
  • Provide input to the Project Manager on any change orders that may be requested by the customer
  • Execute the Acceptance Test Plan (ATP) with the customer, and document all exceptions, and coordinate a resolution plan with the designer/application programmers.
  • Work with the Project Manager to ensure that the developed configuration is handed off to the support team.

Job Qualifications Necessary

  • Business Analyst must have at least a Bachelors degree, 3-5 years of experience interfacing with customers in a consulting environment
  • 2-3 years of experience in performing business analysis and/or process re-engineering

Able to Travel 75% mostly domestic

  • Must possess strong technical documentation and organizational skills.

Forward Resumes to jobs@jobsbl.com

 

 

Link to Radio Appearance by Bob Larson, CPC

Posted by boblarson on

It as truly an honor to appear for 30 minutes on this radio program….hopefully was able to articulate the relationship between 3rd party recruiter – hiring authority – and job-seeker … it is a complicated dynamic changing relationship … if you have a few moments listen and I welcome hearing about your experiences…

You can listen to podcast clicking  HERE

http://webtalkradio.net/internet-talk-radio/2015/06/22/job-search-radio-finding-the-good-recruiters/

Thanks for your support over the years I am truly honored to serve….Bob

 

Project Manager, Somerset NJ

Posted by boblarson on

Job Description Objective

Serving as primary liaison, between the company and multiple concurrent customer projects having primary responsibility for all project management tasks. This role will also encompass developing, managing, and communicating detailed project plans to ensure that tasks are completed on time, within budget, and meet or exceed specifications.

B. Primary Job Objectives
The table below gives the primary duties/ responsibilities for this position. It shows the expected allotted time over an extended period for the areas supported by the position as well as the Description of those areas.

Rank of Importance % Allocation Description

#1 30% Develop and maintain project timelines and resources during length of project according to corporate plan. Ensures that billable projects remain on schedule and within budget. Remains aware of any potential problems and works to mitigate risks; facilitating change order procedures as needed. Monitors project deliverables and progress through continuous communication with project members.

#2 30% Establish effective communication with other departments in order to ensure that projects are completed in a timely and effective manner. Interface with customer and internal project resources to convey project issues and gain status. Maintain customer satisfaction with consistent communication with all external and internal project resources.

#3 25% Compile monthly invoicing reports for each assigned project and associated resources. Compile monthly project status reports and distribute to the associated customer, Manager and central files. Maintain constant communication with the sales team regarding the status of the implementation and the overall satisfaction of the customer. Ensure a thorough and successful hand-off of projects to support, post implementation and acceptance.

#4 15% Interface with Professional Service Managers on project issues including timelines, resource allocations and project issues.

Project Manager responsibilities include the following: This is not an exhaustive task list and other duties may be assigned as deemed appropriate or warranted by immediate manager.

• Develop and implement communication programs to ensure expectations and deadlines are clearly
understood from initiation through delivery.
• Identify system and human resource requirements by working with managers and individual
departments to ensure availability of required resources.
• Manage day-to-day project communication with clients and project team members, develop and maintain positive working relationships with clients and manage project-related expectations.
• Assist with customer site audits in gathering the necessary project information.
• Collaborating with customers and communicate to the project team on project issues, concerns, schedules of deliveries and completion estimates.
• Development and maintenance of a Microsoft project plan for each assigned project concentrating on milestones.
• Providing project documentation, including meeting agendas, monthly reports, meeting follow-ups, and any other identified communication documentation deemed necessary in the project
• Instigating and following change order procedures as needed.
• Maintaining the communication channels between the internal project team and the customer project team.

C. Job Qualifications Necessary
• Bachelors degree in Business, Project Management, Management Information Systems, Computer Science, or related area. 3-5 years of experience interfacing with customers in a project management role, 2-3 years of IT project management experience.
• In depth knowledge of Microsoft Project. Project management experience to include project planning
and initiation, risk management, critical success factors, project change control, issues management,
status reporting, and post-project assessment.
• Must possess strong communication, documentation and organizational skills
• Other desirable skills include: Client-Server application experience, Oracle and SQL Server administration, Database Design, domain knowledge of laboratory practices and experience in a programming environment.
• PMI Certification is also desirable.

Forward resumes to jobs@jobsbl.com

Network Guru, Bergen County NJ

Posted by boblarson on

Title: Network Guru

Job Description: Are you creative, love technical challenges, confident enough to support a network utilized by technical computer geniuses …have the drive and ability to think out of the box, deal with technical temperamental creative users, confident to believe in your convictions yet present them in a political acceptable venue?  If so our client is the challenging exciting non-conformist job you have been searching for…

If you are a recent college graduate or a 10 plus year veteran your knowledge, learning curve and implementation skill will be put to the challenge.

Skill Required:

Technically bright, creative, a free confident thinker.

Know you can add value to a small growing creative extremely bright technical team.

Have knowledge and experience with Linux, VMware, Python, Cloud Migrations, Data / Network Security, designing and implementation of network back up systems….

If you are not scared, no challenged  by the unconventional nature of this job and lack of job description .. then forward your resume to jobs@jobsbl.com