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June 29, 2014

AnDevCon 2014 - San Francisco, CA: Nov 18-21

AnDevCon, November 18-21 in San Francisco, is the technical conference for software developers building or selling Android apps. It will offer one day of intensive tutorials, followed by three days of technical classes. More than 1,000 software developers, engineers and entrepreneurs are projected to attend AnDevCon and choose from 70+ classes. Exhibits admission is free: visit more than 40 exhibitors! Receive a $200 discount off the prevailing rate of either the 4-day or 3-day pass by inserting the code ANDROID when prompted on the eRegistration page linked from www.andevcon.com

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April 8, 2014

Antenna Systems 2014

Antenna Systems 2014
November 6-7
Green Valley Ranch Resort & Spas
2300 Paseo Verde Parkway
Henderson, NV 89052

Antenna Systems 2014 brings the industry together to evaluate new market opportunities, implement new technologies and discover future applications and technical developments. This symposium, taking place November 6-7 in Las Vegas, NV, will have five tracks to address the antenna market including Antenna Design, Integration & Manufacturing, 4G Developments & Insights, Emerging & Growth Applications, Supporting Technology & Integration, and Short-Range Wireless Technologies. Each track is designed to cover the latest advancements in the applications, technology, materials, and economic development of antennas and antenna systems.

For more information, please visit http://www.antennasonline.com/conferences/

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The 2nd China Carriers Forum Held in Bei Jing

The 2nd China Carriers Forum Held in Bei Jing

The 2nd China Carriers Forum held in Bei Jing, on the 20th March 2014, which is organized by China Genesis Resourcing Consulting China, China Mobile Communication Association and Telecommunication Development Industry Alliance, and sponsored by Neusoft Group and CNLink Networks Limited. The Forum gathered delegates from worldwide carriers, telecommunication equipment, virtual network operator and research institutes to discuss the new development pattern trends of China Telecommunication industry, innovate carriers new business stream and how to overcome the challenges that brought by OTTs etc.

It is the common sense to worldwide carriers that the telecom industry is undergoing the hardest developing period. The carriers are looking for the way out within mobile network era. The Chairman of The 2nd China Carriers Forum Mr. Linzhen Xie, who is the Executive Vice President of China Mobile Communication Association, member of the standing committee of Science and Technology Committee MIIT China (The Ministry of Industry and Information Technology of People's Republic of China), Director of National Laboratory of Optical Communication of Beijing university indicate in the opening remark that according to China Mobile's annual financial report, China Mobile annual income was 6302 billion Yuan in 2013, which increased 8.3% on a year-on-year basis, however the net profit was 1217 billion Yuan, decreased 5.9% year-on-year. "China Telecommunication industry is showing three big trends" Mr. Xie presented:" Firstly the 70% of the increased income stemmed from mobile data and related businesses; Secondly 70% of the increase of traffic come from the application of mobile internet; Lastly the percentage of smart terminals to mobile terminals has taken over 70%. That means online video, VoIP application and social network software have become the main source of incremental of telecom business. But that applications have not yet brought extra income for carriers, most of the profit has gone to the pocket of mobile application suppliers.

In the ear of "Network is the King", carriers are experiencing the pressure of the psychological transformation from " Any network application can not success without carriers" to "Carriers can not do well in core applications", and have to face the severe test of "Transparent pipelined". Nevertheless Mr. Xie believed "Carriers have not got the gene of 'Inevitable Pipelined' and not only limited to do traffic management", he emphasized that "In the following future 10 years, at the same time of that people have enough rich traffic to consume, the human society will achieve subversive breakthrough: one is the mobile finance--currency and capital are existing and growing in circulation, Mobile Internet provides just fertile soil for them, while in China, the Investors' (10 years younger than worldwide average level) acceptance of mobile Internet is very high--- I have no dout that mobile finance will become the huge golden mine in future 10 years". Besides, Mr. Xie indicate that mobile healthcare, wearable devices and mobile smart traffic ( Telematics, Manless driving) etc. Have also big business opportunities. " Carriers can not only to be a traffic provider, and as long as carriers can position right in the market, to achieve high speedy development and large business scale like Tencent and Baidu is not impossible at all".

The advent of the era of the Internet makes all kinds of service based on network application developing rapidly and in geometric growth, no matter from the application type, number of users or number of bandwidth. Therefore, for any type of operation providers' concerning points or being required points, is not only as simple as the operation business is normal or not. Mr. Xiaoyu Zhang, the National Sales Director of Beijing CNLink Network Technology Ltd (As the level 2 carriers, found in 1999), said frankly: "We feel the business is getting harder and harder to to when we do basic telecommunication services". In the past, the data services is relatively easy to sell, "The easy day" when customers would not make more hard requirement disappeared in 2012. "We have a strong feel that customer's requirement are getting higher and higher, the customers want more service that can help them to operate above the basic business services. To face the strong requirement from our customers, we feel deeply that we can not only limited to do basic telecom business, we do not want to be pipelined and be put away." while Sky-E just represent CNLinks' understanding and self-positioning in the era of internet.


It is well-known that internet has make a lot of traffic in China, however carriers never analyze where does this traffic come from? Where will this traffic goes to? And the consumers' behaviour and requirement behind the traffic etc. " In the past, carriers seldom paid attention to data, but now we can design our products according to user behaviour and customs, including traffic management and early warning of network attack etc." while SKY-E is just the right integrated sensing monitoring service platform for all kinds of application operation providers (ICP) to provide multi-level network data flow analysis, risk event monitoring and early warning, monitoring analysis of network application state. Sky-E is an useful attempt of CNLink's transformation at how to avoid being pipelined and how to satisfy the requirement of refinement operations etc.

As the fast development of 4G network business application, the market size of 4G terminals increases dramatically. Recently the three big China carriers have all opened year 2014 terminals' purchasing planning, the price of the hardware has been very low, will the traditional IT hardware equipment manufacturers have future or not? The answer of Dr. Ningning Liu, the Vice President and General Manager of Telecom Business Unit of Neusoft group, is yes: " As the application of cloud computing and SDN in our future life, we will encounter problems that we can never imagine now, especially the information security problems. In addition, big data, which has not been transferred into production materials and reused by carriers. From that view, carriers have to learn from Internet companies. What are the Internet companies doing now? They are thinking about how to convert user and stick customers, how to rank members and charge by different rate. To carriers, even a consumer who by a public card on the street can be your "member", you (carriers) give up billions of members and do not operation well (study big data), only want to learn how to manage members from internet companies, that is really a big paradox."

" To some extent, Information (security) should rise to the level of national strategy," Dr. Liu thought: " Artificial intelligence, cognitive science, psychology and network behavior are driven by the modern science and technology, in the future virtualization society, that matters will produce a new theoretical basis of innovation, that will bring great changes to our lives, and we are far away from being ready to this change. All the paradox and game bring a rare historical opportunity for traditional enterprise. Thus I think there is no need for carriers to study weather being pipelined or not, while carriers should study how to play the right role fitted for themselves." He further indicated " in the information consumption era, rationally monitoring means will have a huge market share."

Mr. Jun Ma, the Deputy Director of Enterprise Research Institute Development Research Center of The State Council of China said that at present there is fierce longitudinal competition in Chinese telecom industry market, carriers faces the pressures from upstream monopoly segment including community and large public facilities, also faces the competition from downstream Internet companies. Internet companies rely on innovation to meet user requirements, so as to grasp the initiative.

During the forum Mr. Lintao JIANG, the Chief Engineer,committee chairman, Ministry of Information Industry and Telecommunications Research Institute. Mr. Huiling Zhao, Professorate senior engineer,Vice President China Telecom Corporation Limited Beijing Institute; Mr. Xiongyan TANG, the Ph.D., Senior Engineer Adjunct Professor of Telecommunication Engineering, Beijing University of Posts and Telecommunications; Guang YANG the Deputy Director, Dr. Professional Communication and Information System, China Mobile Research Institute of Wireless Technology Research, Beijing University of Posts and Telecommunications; Mr. Xueyong ZHOU, General Secretary , China Virtual Network Operator R&D Center; Mr. Kaili KAN, Professor of Policy and Information Industry Development Research Institute of Beijing University of Post and Telecommunication and many other industry gurus have made significant presentations.

In addition, Hua Wei, Potevio, Bewinner Communications, Bus-Online, Sony Mobile, EmiratesTelecommunicationsCorporation, Orange, Deutschen Telekom AG etc. , and many other more Worldwide famous carriers, virtual network operators and telecom equipment companies attent "the 2nd China Carriers Froum", and discussed industry hot topics including the business application of 4G, OTTs, Virtual Network Operators, new technology trends, network construction directions etc.

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March 11, 2014

2nd China Carriers Forum: Beijing, China - March 20-21, 2014

2nd China Carriers Forum: Beijing, China - March 20-21, 2014
Event Website

"In today's challenging market, competition and technology changes are pressuring carriers to adapt. Declining margins and revenues have contributed to the challenging market for traditional communication services that carriers face today. So do China carriers! The fast development of OTTs in China brought more challenges to carriers. In 2013, The China government has issued 4G licenses to China Mobile, China Telecom and China Unicom. The government also issued Virtual Network Operator (VNO) license to 10+ China domestic companies, and more companies will be issued VNO license in the future. In addition, the establish of Shanghai free trade zone provide international carriers business development opportunities in China market. All the changes, opportunities and challenges forced carriers to transform their thinking mode and business models."

The 2nd China Carriers Conference to be held on 20-21 March. 2014 features with 200+ high-level delegation of Chinese telecommunications industry regulators and officials, government researchers, carriers, wholesale carriers, technologies service providers, equipment makers, mobile and fixed line operators, CP, SP, Internet companies to discuss developing prospects of China telecommunication market; Find out the business opportunities of international carriers in China; Map out the future landscape for wholesale carriers; Explore carriers' innovative value-added products and services; Discuss how carriers take advantages of 4G technology and Information Consumption policy superiority to transform from telecommunication operation to information operation business models; Understand how to improve platform operation capabilities based on the strengthening of smart pipe construction; What are the new economic models of Information Consumption; Best practices of business model transform of international carriers' traffic operation strategies; Discuss who is the biggest beneficiary of 4G technology, carriers or OTTs How to improve customer loyalty and increase traffic usages; Learn the case studies on best user experiences; find out the main market drivers of China telecom industry and profitable business cooperation opportunities; Assess the differences of traffic pattern between China and global; Find out how to reduce cost through international collaboration; Innovative Technologies Development etc.

The China Carriers Conference is a unique opportunity for executives from worldwide carriers, equipment, technologies and solutions providers to meet with executives and leaders from China's telecommunications industry to explore new partnerships that spur product and service innovation in China communications industry. This event is also a precious platform to evaluate your own products and services to fit in China market and identify the changing needs of Chinese enterprises to capacity and services and helps you to bring new value-added products to market faster than your competitors. You can not miss out this event that help you achieve success in 2014 and beyond!

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March 14, 2013

Antenna Systems 2013, Green Valley Ranch Resort & Spas, Las Vegas, NV

Antenna Systems 2013
December 12-13 • Las Vegas, NV

Antenna Systems 2013 brings the industry together to evaluate new market opportunities, implement new technologies and discover future applications and technical developments. This symposium, taking place December 12-13 in Las Vegas, NV, will have four tracks to address the antenna market including Antenna Design, Integration & Manufacturing, 4G Developments & Insights, Emerging & Growth Applications, and Supporting Technology & Integration. Each track is designed to cover the latest advancements in the applications, technology, materials, and economic development of antennas and antenna systems.

MobileWirelessJobs Members/Subscribers receive a discounted registration rate of $450.
- Use registration code VEGAS when registering. Register Here.

Antenna Systems 2013 addresses the information needs of these professionals:

- OEMs whose products incorporate antennas: Design engineers, CTOs, advanced technology strategists and analysts with manufacturers who integrate antennas into their products. Serving development professionals whose products depend upon state-of-the art wireless communications technology for optimal and competitive performance.
- Carriers & Operators of Communication Systems: Engineering, technical and operations professionals responsible for communication systems that utilize 4G, LTE, WiMAX, MIMO, WLAN, DAS and other wireless services and technologies. Serving system design, service, test and operations professionals.
- Manufacturers of Antennas & Communications Equipment: Engineering, management, market development and technical professionals with manufacturers of antennas and wireless communications products such as embedded, mini RFID, nanoscale, femtocells, wireless power and near-field communication antennas.
- Suppliers of Components, Materials, Design & Integration Services, Test Equipment

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August 14, 2012

2012 WIMA NFC USA, San Francisco Airport Marriott Waterfront Hotel, San Francisco, CA

2012 WIMA NFC USA

For the 2nd time in the U.S. WIMA NFC USA will bring together many NFC key players coming from all around the world for this unique event!

NFC Technology Developers, Start-up's, Product Manufacturers and global industry leaders will attend this event to network, partner and learn about the many applications and use cases for NFC in Payment, Gaming, Social Media, Ticketing & Loyalty, Access-Control and much more!

WIMA will provide unique conference sessions, whether you are new to NFC or a seasoned industry professional, don't miss this unique educational and inspiring program.

Join us in raising the awareness of NFC in the U.S.!

Visit: www.wima.mc/2012usa

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July 24, 2012

2012 World Telecom Summit, Singapore Marriott Hotel, September 5-7, 2012

Register now for World Telecom Summit 2012 (5-7 September, Singapore) early bird rate ends 31 July 2012

The second annual World Telecom Summit will return on 5-7 September 2012 bigger and better! Expect even more high quality discussion and sharing sessions with similar C-level keynotes, panels and more. World Telecom Summit 2012 will feature two full days of presentations in the Telecom Leaders Summit, CEM Summit and the CTIO Summit, from 6-7 September, the Pre-Summit Workshop, "Transforming Your Customer's Experience", on 5 September, and encompass a 2-day exhibition presenting forefront telecommunications products and technologies on 6-7 September.

Bringing together top level executives and key decision makers of preeminent telecommunications companies from around the world, this is the perfect opportunity to meet the who's who of the telecommunications and mobile industry. It is the summit that addresses the evolving needs of telecommunications and mobile community. Familiarise yourself with the latest innovations and technological advancements in the industry and gain access to the minds of the movers and shakers of the industry.

7 Benefits of Attending:

1. Networking opportunities with senior management of global telecom operators
2. Gain insights into real market strategies from major telecom leaders
3. Connect face-to-face with the who's who of the industry
4. Understand current and future trends and challenges
5. Discover solutions and approaches to telecoms concerns and dilemmas
6. Get up-to-date with the latest telecom innovations and technological advancements
7. Expand your business reach and generate new deal-making leads

Save with Early Bird Rate which ends 31st July 2012. Enquire now!

Contact Name: Vivian Ho
Contact Telephone: +65 6884 6233
Contact Email: vivian.ho@olygen.com
Website URL of event: www.worldtelecomsummit.com

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NTCA 2012 Fall Conference September 16-19, 2012, Baltimore, MD

NTCA 2012 Fall Conference
September 16-19, 2012
Baltimore, MD

Join us in the world-class city of Baltimore for the NTCA 2012 Fall Conference. Baseball Hall of Famer Cal Ripken Jr. will share the philosophies that helped him succeed. POLITICO Co-Founder and Executive Editor Jim VandeHei will give us his insider's perspective on the upcoming presidential election.

These great leaders will join industry experts to give you tools and tactics to grow your business and help you discover innovations you can use to lead your team to success. Other conference highlights include: the NTCA Welcome Reception and Dinner and a Concert. Visit www.ntca.org/fallconference.

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May 2, 2012

2012 4G Latin America Conference & Expo, November 14-15, 2012, Bogota, Colombia

4G Latin America Conference & Expo 2012
November 14-15, 2012
Bogota, Colombia

4G Latin America 2012 is the must-attend event of 2012 - THE place to gain access to the "Movers & Shakers" within the Latin American 4G ecosystem, from industry thought leaders and operators to applications developers, press and analysts. 4G Latin America's unique program attracts more than 400 high-level attendees, over 50 percent of whom are executives and senior leaders. This is the perfect venue to learn what's new in the industry, meet with clients and partners, and expand your business reach through a wide variety of focused and intimate networking opportunities. www.4glatinamerica.com

4G Latin America 2012 son el debe asistir acontecimiento de 2012 - EL El lugar hacer contactos con el "autores & promotores" del ecosistema 4G en America Latina, de la industria pensó líderes y a operarios a reveladores de aplicaciones, la prensa y los analistas. 4G Latin America's programa que extraordinario atrae a más de 400 asistentes de alto nivel, sobre el 50 por ciento de quien son ejecutivos y líderes mayores. Esto es el lugar de actuación perfecto de aprender lo que es nuevo en la industria, la reunión con clientes y socios, y expande su alcance del negocio por una gran variedad de enfocado e insinúa oportunidades que interconexión.

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February 1, 2012

Mobile Antenna Systems 2012, Hyatt Regency Denver Tech Center, Denver, CO

Mobile Antenna Systems 2012
September 18-19, 2012
Hyatt Regency Denver Tech Center
Denver, CO

Mobile Antenna Systems 2012 brings the entire value-chain of antennas and antenna systems together - antenna manufacturers, dealers, integrators, end-users and subsystem suppliers.

This symposium, taking place September 18-19, 2012, is a two-day international conference focused on the latest and most important advancements in antenna systems and technology. If the performance of your product or service depends on an antenna, this conference is for you!

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January 4, 2012

2012 APPNATION Enterprise Summit, The Bentley Reserve, San Francisco, CA

2012 APPNATION Enterprise Summit
Thursday, January 12, 2012
The Bentley Reserve, San Francisco
http://appnationconference.com/enterprise/

The inaugural APPNATION Enterprise Summit will bring together the emerging and expansive app and connected device ecosystem to sift through the reality and hype of this game-changing transition in enterprise IT. The Enterprise Summit will include some of the world's most prominent experts who are redefining application development and delivery in the enterprise. Join the dialog to address the risks, rewards, challenges and opportunities facing CIOs as they struggle to identify the right software, devices, systems and strategies and deliver results for their organizations.

The APPNATION Enterprise Summit is taking place on Thursday, January 12, 2012 at The Bentley Reserve in San Francisco. Use the discount code "MWJ" to get your 40% discount on registration here.

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December 13, 2011

2011 4G World Conference Notes by Carl Schumacher

Recently I attended the 4G World 2011 Conference in Chicago, Il.

Notable keynote speakers at the Conference included Bob Azzi Senior Vice President, Network, Sprint, Osama Bedier, VP, Payments, Google Tom Jasny Vice President, Wireless & Broadband Network Systems, Samsung Telecommunications as well as several other executives from the top players in the 4G market place.

In all close to 250 different companies were represented at the show with many other individual's walking the show. This is my second time attending the show and there was a definite grown in attendance and excitement.

I highly recommend anyone who is looking for a job in wireless to attend this event and others like it. It is a great place to get a pulse on what jobs are currently available in Wireless and Telecommunications along with which roles will be available in the future. As an executive recruiter in wireless I have often found candidates at shows that I have later placed at jobs.

I attended the conference as a press representative for MobileWirelessJobs as the Editor-In-Chief and blogger. I had the opportunity to interview a couple of companies who had booths at the show. Please listen to the podcasts to hear about what they have to say about the 4G job market.

-Carl Schumacher, Editor-In-Chief, MobileWirelessJobs

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November 18, 2011

MobileWirelessJobs Interviews Kimberly Tassin, Director Marketing Communications, Sequans Communications, at 4G World Chicago 2011

Kimberly Tassin - Director Marketing Communications - Sequans CommunicationsMobileWirelessJobs interviews Kimberly Tassin, Director Marketing Communications Sequans Communications at 4G World Chicago 2011

Last week at 4G World Conference 2011 at McCormick place in Chicago, I was fortunate enough to have Kimberly Tassin, Director Marketing Communications, Sequans Communications, take a few minutes for me to ask her a few questions.

Download the mp3 - MobileWirelessJobs Interviews Kimberly Tassin, Director Marketing Communications, Sequans Communications, at 4G World Conference 2011
Download the mp3 - MobileWirelessJobs Interviews Kimberly Tassin, Director Marketing Communications, Sequans Communications at 4G World Conference 2011 - 7.5 MBmp3 - file size: 12.59 MB | Download the MobileWirelessJobs Telecom Careers Employment Podcast Podcast

Be sure to check out the latest job opportunities at Sequans Communcations by visiting: http://www.sequans.com/career/

Here is a live recording of our conversation. Let us know what you think.
-Carl

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September 25, 2011

2011 APPNATION Enterprise Summit, The Bentley Reserve, San Francisco, CA

Join us at the Inaugural APPNATION Enterprise Summit!

Are you ready for the next revolution? The "Consumerization of IT" is hitting the enterprise as more and more CIOs are responding to calls from an empowered workforce seeking lighter, thinner, more easily accessible business software that can be downloaded and deployed on any device, anywhere, anytime.

Just in time, the inaugural APPNATION Enterprise Summit will bring together the emerging and expansive app and connected device ecosystem to sift through the reality and hype of this game-changing transition in enterprise IT. Held in conjunction with the APPNATION III Conference and Expo, the Enterprise Summit will bring together some of the world's most prominent experts who are redefining application development and delivery in the enterprise. Join the dialog to address the risks, rewards, challenges and opportunities facing CIOs as they struggle to identify the right software, devices, systems and strategies and deliver results for their organizations.

The APPNATION Enterprise Summit is taking place on Tuesday, November 29 at The Bentley Reserve in San Francisco. Use the discount code "XXX" to get your 20% discount on registration here.

In one information-packed day, you'll gain critical insight from top enterprise IT executives, developers, carriers, investors and technology product/service providers representing all perspectives within the enterprise app economy. Some of the key topics they will discuss include:

• Roundtable sessions featuring top CEOs from leading app providers, CIOs from pioneering enterprises and the investors driving growth in the emerging enterprise app economy
• In-depth analysis of the impact of the emerging social enterprise
• Choosing between native apps vs. the mobile Web
• Strategic security considerations and emerging best practices
• Strategies for building and managing enterprise app stores
• Lessons learned from B2C
• Outlook for the future from leading visionaries in the enterprise app ecosystem

As an APPNATION event, you can count having the most exciting new companies, forward-thinking enterprise executives and seasoned industry pros at the forefront of this rapidly emerging mobile app/connected device revolution.

Don't miss this exceptional opportunity to be a part of this inaugural enterprise app event. Use the discount code "XXX" to get your 20% discount and register today!

Click here to learn more!

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2011 APPNATION III, San Francisco Design Center - Concourse, San Francisco, CA

Join us at APPNATION III - the place where the app and connected device ecosystem meets.

The signs are everywhere. Mobile technology is taking over the world of interconnected computing, spurring development of an apps universe that is the rightful Internet successor to the World Wide Web.

APPNATION is the first conference to focus entirely on the business of apps and their transformative impact on consumers and enterprise technology, devices, commerce, media and social interaction.

Over three thousand developers, carriers, product/ service providers, buyers and investors attended the first two APPNATION conferences in the Fall 2010 and Spring 2011. Each event brought together the key players representing the diverse app and connected device ecosystem to discuss the evolving business challenges surrounding social and mobile apps across all devices and platforms including smartphones, tablets, social media platforms, internet-enabled televisions, and the unending stream of emerging tools and technologies.

APPNATION III will continue this discussion and drill deeper into the latest opportunities, risks and ever-changing business strategies defining today's mobile app and connected device economy.

Join us on November 30-December 1 in San Francisco for two days of insightful conversation and exceptional networking with the people and companies defining the business of apps. Use the discount code "XXX" to get your 20% discount on registration here.

THE NUMBERS ARE STAGGERING:
• A typical US mobile device contains 18 apps.
• 10% of adult cell phone users have downloaded an app within the past week
• 20% of those under age 30.
• 8 in 10 Americans own two or more mobile devices
• Mobile advertising will cross the $1B mark in 2011 on its way to $2.5B in 2014s

We are experiencing the dawn of the App Economy, an ecosystem of platforms, devices, carriers, content providers, developers and services that is transforming technology, commerce, media and social interaction. In other words, the App Economy is changing the world. Find out what's next and how you can profit from this burgeoning marketplace. Use the discount code "XXX" to get your 20% discount on registration and join us at APPNATION III.

Click here to learn more!

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2011 APPNATION Atlanta, Georgia Tech Hotel & Conference Center, Atlanta, GA

APPNATION is coming to Digital Atlanta 2011!

Join a 'who's who' list of top developers, digital marketers, carriers, product/service providers, buyers and investors driving the burgeoning mobile app economy from the south east region and beyond including representatives from Coca Cola, Turner, Cox, Weather Channel, IHG, Home Depot, Delta, Newell Rubbermaid, and many others. APPNATION is the first conference to focus entirely on the business of apps and their transformative impact on consumer and enterprise technology, devices, commerce, media and social interaction. Over the past two years, APPNATION has quickly become the established go-to conference brand for innovative people and companies seeking new information and key connections in the burgeoning business for mobile apps.

APPNATION Atlanta kicks off this year's Digital Atlanta week and is taking place at the Georgia Tech Hotel and Conference Center on November 7th, 2011. Use the discount code "XXX" to get your 20% discount on registration here.

Key components of the APPNATION Atlanta conversation will include:
• Roundtable discussions with key buyers and rockstar developers
• Drill down session on the impact and direction of social apps
• Point/ counterpoint focused on native apps vs. the mobile Web
• Master class series on building great apps
• Emerging platform spotlight on TV 3.0

Plus in-depth conversations on:
• Leveraging apps to drive brand preference and the bottom line
• How creative directors are redefining app development and usability
• Where apps fit in the drive to mobile commerce
• How apps and connected devices are transforming local marketing

APPNATION is the place where the app and connected device ecosystem meets. Join us at APPNATION Atlanta on Monday, November 7, 2011 for the kick off of Digital Atlanta week and don't forget to use the discount code "XXX" to get your 20% off on registration here.

For more information about the event, click here.

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August 30, 2011

2011 Mobile Marketing Strategies Summit, Marines' Memorial Club & Hotel, San Francisco, CA

Secure Your Seat To The Most In-Depth
Mobile Strategies Summit Of 2011!!

Three Full Days Of Interactive Learning

Learn From Top Thought Leaders How To:
• Define Mobile Marketing for your Organization
• Maximize your Organizations Mobile Efforts
• Implement an Optimized Mobile Marketing Strategy
• Measure and Understand Mobile ROI
• Craft and Implement Innovative Applications
• Increase Customer Satisfaction and Engagement
• Lead the way in the Mobile Revolution

Visit www.mobilemarketingstrategiessummit.com or call 888.409.4418 ex 4 to reserve your seat today.

We hope to see you in San Francisco this December 6-8th!

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August 16, 2011

World Telecom Summit 2011, Marina Bay Sands Singapore, Nov 9-11, 2011

Name: World Telecom Summit 2011
Dates: November 9-11, 2011
Location: Singapore Marriott Hotel
http://www.worldtelecomsummit.com

World Telecom Summit 2011 is the must-attend event of the year. Bringing together top level executives and key decision makers of preeminent telecommunications companies from around the world, this is the perfect opportunity to meet the who's who of the telecommunications and mobile industry.

It is the summit that addresses the evolving needs of telecommunications and mobile community. Get up to date with the latest innovations and technological advancements in the industry and gain access to the minds of the movers and shakers of the industry.

Various Tracks available for selection:
• 4G/LTE
• Customer Experience Management
• Cloud Computing

Take advantage of the Limited Early Bird Rates for Operator Pass!

For further details, please visit http://www.worldtelecomsummit.com or contact Vivian at vivian.ho@olygen.com

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September 28, 2010

Leveraging your Human Network

By WirelessXFactor.com

With the explosion of Social Networking, finding a position in the Wireless Industry or that next step in your wireless career - can be that much closer if you focus on growing your Network.

That requires you to maintain and grow your network both online and off with sites like Linkedin, Jigsaw, Spoke, Facebook and Twitter. In this article and over the next few weeks - I'd like to share my perspectives on how to better utilize LinkedIn, one of the leading social networking sites for the Wireless Industry. We'll follow up with articles on other social networking sites...like Facebook and The Twitter....and probably the most important - live events and trade shows.

With a big assist to Mobile Wireless Jobs - which has become an important representation of our brand, and we are thrilled to have the opportunity to write about how candidates can better market and position themselves for wireless roles. What it means to leverage your network and how to use recruiters instead of them using you. I'll write from the perspective of a Recruitment Consultant who works with 100's of profiles daily.

THE IMPORTANCE OF OUR NETWORK
One point I want to make is that the LInkedin Network is "a fishbowl in the ocean"..as one software sales man put it ... meaning as much business we derive from it - it still just a small segment of who is out there. That being said - it's the starting point for many recruitment drives, and good recruiting firms use Linkedin to generate call lists. Your goal is to be on those call lists when the "search" takes place.

FOCUS ON LINKEDIN
One key for prospective candidates is to leverage all the features within LinkedIn. Although its just one social networking option, for our industry, I'd rank it at the top as the site to be on. You can include Jigsaw, Spoke, Zoominfo and Linksv as good quality sites we utilize to find candidates....but with exponential growth and a database of 50 million profiles - it has become the defacto starting point for recruiters in this industry.

Over the next few blog postings, I'd like to share insight on how to maximize your potential to being "picked" out of the ocean and placed in the fishbowl....by improving your linkedin profile.

LET IT BREATH
Your LinkedIn profile and your network for that matter is a "living breathing thing." You can't put up a profile - never update it, never work for connections and expect your profile to be in demand. When you put up additional recommendations, update your status, add an application (Twitter feed, book recommendations, blogs etc.) it automatically broadcasts these changes to your network. It keeps you out in front of other candidates and will increase your prospects.

Those that understand the power of social networking - really work the network. Your profile has to be dynamic, not static. Make a point to visit your profile once a week - and update what needs to be updated. Otherwise - you can broadcast your latest status, update a blog or add a tweet. All in all, the value is that changing your profile puts you back out on the network - and draws attention. We always try to encourage our recruitment team and candidates to fully leverage their profiles...and we find candidates that work on perfecting their profile for a particular role are much more successful.

I'll give you a good example - If you see a role or company your interested in - don't be afraid to "tweak" your profile to further highlight qualifications and experience to hiring authorities. (i.e. if they are an HSPA Test Measurement vendor - make sure HSPA is in your intro and job history....obviously only if you have that experience.)

Generally speaking, companies/recruiter's are looking primarily at a "perfect match" before moving on to other qualifications....and transferable skills. Our clients don't pay us a fee to find "close" fits...so help us by making sure your profile is complete and up to date.

Finally, work your network. Connect with as many people as you can. Follow up on their messages. Reach out to peers in the industry. If you have your eye on a role at a Vendor - then selectively reaching out and connecting to those hiring authorities is a solid way to grow into a role. Reach out to their competition and try and hit as many employees as you can. Make an effort to get connected.

Finally, keep it current and make it full of information. Have 100% profile completeness, meaning picture, job titles, descriptions and contact info. Nothing is harder that to guess what you've done when all you have is a title and sentence outlining responsibilities.

Update your linkedin from the perspective of the hiring authority. They want Revenue numbers, they want growth, they want quantifiable results. Generalizations and light references are not as effective as pure numbers and strong facts. Its your brand - sell it.

Let's face it - If you are looking then you have to give recruiters a method of contact - provide a solid contact reference either a email or phone. If you are concerned with Spam or giving out a cell - a good alternative email like gmail and/or a skype/magic jack VOIP line...might set you back a few dollars but the contact reference is an important feature to have if you want to be contacted.

To Summarize:

1. Let it Breath - make your profile fresh and update frequently
2. Work the System - Connect, Connect, Connect
3. Keep it Fresh and Full - Get the facts out, update all aspects of your background and strive for 100% profile completeness
4. If you are looking - Give us something to call or email - don't make it hard on us.

Thanks to Mobile Wireless Jobs for giving us the opportunity to help you grow your network. Next week we'll discuss how the Groups feature can bring you closer to your next role....and add connections to your Profile.

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November 3, 2009

2010 NTCA Wireless Symposium and WiExpo - San Antonio, TX

NTCA Wireless Symposium and WiExpo: Connecting in an Unwired World
January 13-15, 2010
The Westin Riverwalk
San Antonio, TX

Wireless technology allows us to communicate in ways once unthinkable and now possible. We are now limitless on the possibilities of how we interact to and from small towns to a global reach. The 2010 Wireless Symposium is where broadband communications gives us the future direction of wireless technology. Tailored to meet the specific needs of independent operators and rural market vendors, this conference covers it all-from marketing strategies to financial planning and case studies to network operations. Register today at www.BuildWirelessNow.com

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October 9, 2009

Prepaid Mobile Summit 2010, January 26-27, 2010, Kuala Lumpur Malaysia

Prepaid Mobile Summit 2010
Date: January 26-27, 2010
Kuala Lumpur Malaysia
www.prepaidmobilesummit.com

The 5th Annual Prepaid Mobile Summit will examine on how to overcome the challenges of prepaid churn through pricing and bundling strategies with the help of micro segmentation. In addition, experiences on successful and unsuccessful campaign and service roll outs and innovative strategies to increase that hard-earned 1% increase in ARPU will also be shared. Join the upcoming 5th annual summit to discuss and solve real issues and challenges which we are facing in the rapidly changing economic climate and demands.

MobileWirelessJobs is an Official Media Partner of this event. As one of our readers, you can enjoy 10% discount on conference packages. To find out more info, please email enquiry@iqpc.com.sg

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June 18, 2009

4G World, McCormick Place, Chicago, IL September 15-18, 2009

Featured Event: 4G World 2009
Date: September 15-18, 2009
Venue: McCormick Place
Location: Chicago, IL

4G World is the first industry conference and expo covering the entire ecosystem for next generation networks supporting high speed broadband and full mobility, anywhere Internet access, mobile content, applications and transactions. 4G World will showcase the first 4G mobile broadband networks being launched in 2009 using mobile WiMAX technologies and the evolution of 3G mobile networks to support mobile Internet using HSPA and LTE technologies.

4G World – The Roadmap for the Global Mobile Internet Ecosystem

4G World™ is the first conference and expo covering the entire landscape of next generation mobile networks from infrastructure to devices, applications and content. To reflect the scope of the 4G ecosystem, WiMAX World™, Mobile Internet World™, and the 15th Annual International Symposium of the Wireless Communications Association International (WCAI) will be co-located at 4G World™.

Yankee Group believes that network evolution strategies toward 4G are not driven by technology but primarily by competition and market demand. As the Anywhere Network™ takes hold in the mature markets of North America, Europe and Asia, operators are grappling with their network migration strategies and business models for mobile broadband services, anticipating massive growth in data usage. Unlike other events that focus on one set of 4G technologies such as WiMAX or LTE, 4G World has no bias for or against any technology, and provides a unique conference and expo venue to support the development of a business case considering multiple advanced 3G and 4G technology alternatives and related scenarios regarding spectrum utilization, network architecture and service revenues.

4G World provides a roadmap for all types of operators planning their 4G technology deployment and business strategies, with a combination of world class keynotes, seminars, training and track sessions. By co-locating with WiMAX World and Mobile Internet World, 4G World covers the entire ecosystem of next generation mobile and broadband networks and strategies for profitably deploying mobile Internet applications and services.

4G World features keynote presentations from industry leading mobile operators who will examine the business and technical challenges of 4G network evolution, including the roles of mobile WiMAX, WiFi, HSPA and LTE technologies, and the rollout of new mobile internet services and applications. 4G World keynotes include Bill Morrow, CEO of Clearwire, Kris Rinne, Senior Vice President—Architecture & Planning, AT&T and Neville Ray, Senior Vice President of Engineering and Operations, T-Mobile USA. Senior executives from leading software and network technology solution providers, and other independent experts, will also present their views on the current state and future of 4G technologies such as HSPA+, WiMAX and long-term evolution (LTE), as well as other key mobile Internet related topics discussed below. The 4G World conference program includes more than 20 case studies of 4G mobile operator deployment strategies.

Mobile Internet World™ will round out the 4G World™ conference agenda by focusing on anywhere Internet access, mobile devices, content, applications and commerce. Media content and advertising promise to drive and sustain revenue growth for 4G mobile operators. While there is only one Web, there is still a significant challenge to optimizing the user experience of mobile Internet access supporting Web 2.0 rich media content and social networking applications from a wide range of Mobile Internet devices. While the Apple iPhone has set the industry standard for enhancing the mobile Internet user experience, Open handsets and applications development are already driving innovation and growth in the mobile Internet marketplace. The mobile Internet also promises to accelerate economic recovery and stimulate growth in key industry sectors of the Anywhere Economy.

The 15th Annual International Symposium of the Wireless Communications Association International (WCAI) will also be co-located on the opening day of 4G World, featuring an opening luncheon keynote addressing the role of wireless broadband infrastructure in the Obama administration’s plans for economic recovery. The WCAI Broadband and Wireless Policy Summit at 4G World will examine opportunities for universal broadband access and other key telecommunications policy and regulatory issues facing the new Obama administration. The WCAI GDC Summit will focus on the fast growing market for wireless broadband networks and services in emerging markets

Register to Attend 4G World - Chicago, IL - September 15-18, 2009


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June 10, 2009

Mobile Entertainment Live! 2009 by Billboard

Mobile Entertainment Live! 2009 by BillboardMobile Entertainment Live! by Billboard
International CTIA WIRELESS I.T. & Entertainment 2009®
October 6, 2009
San Diego Convention Center
San Diego, California

Mobilize Your Music - Music Mobile and Money

Think you know mobile? Think again!

Join Billboard and the CTIA — The Wireless Association to explore how today’s advanced devices and applications have revolutionized not only the mobile industry, but also the way artists, managers and promoters are using mobile to both promote and profit in new ways. Hear directly from music industry innovators as they detail how they’re navigating this exciting landscape, as well as from the device manufacturers, application developers and mobile operators making it all possible.

Register today for only $299! Use promo code: ASSN1 Click Here to register today.

Highlights will include:
• Keynote interviews with the leading mobile, Web 2.0 and entertainment executives driving innovation in this space today
• Intimate conversations with the music industry’s leading superstars, discussing how technology is influencing their relationship with fans and their promotional strategies
• Ask An Expert sessions with the developers behind today’s hottest mobile entertainment applications
• Strategy roundtables on how to best integrate mobile, Internet and traditional media distribution and marketing campaigns
• Case studies detailing recent successful partnerships and product rollouts
• Technology demonstrations showcasing the next generation of innovation
• Open and structured networking opportunities with C-level executives both attending and speaking.

Companies attending or speaking on past events include:
Warner Music Group, MTV Networks, Nokia, Verizon Wireless, Universal Music Group, AT&T, Pandora, NBC Universal, Sony Music, Best Buy, Apple, Disney, Electronic Arts, Ericsson, HBO, RealNetworks, Sling Media, Clear Channel, Fox Mobile Entertainment, and many more.

Don’t miss your chance to be there too!

OFFICIAL MOBILE ENTERTAINMENT EVENT OF CTIA: CTIA Wireless I.T. & Entertainment 2009


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Electronic Search: Regional Sales Manager, North East US Virtual Office

Electronic Search, Inc. - Recruitment for Wireless, Mobile & Telecom

Search Firm: Electronic Search
Job Title: Regional Sales Manager,
Location: North East- Virtual Office

Company Description:
Our client is a mobile communications and onboard computing company.

They Serve the specific needs of fleets with their unique Location Based Products (LBS) all over North America.

Job Description
Due to our clients record setting growth Electronic Search is seeking an Account Manager to develop long-term strategic business relationships with our prospects and customers in the North Eastern Region of the US. As a Regional Account Manager, you are responsible for the growth and development of your assigned territory.

Qualifications:
• You must possess a four year college degree
• Demonstrate a history of successful major consultative sales experience
• Strong communication skills
• Excellent solution demonstration ability
• Closing skills
• Target marketing
• New account development
• Database and expense management

Compensation:
•$150K OTE (salary plus commission)

If you are interested in this role or know someone who please forward resumes to cschumacher@electronicsearch.com

An Equal Opportunity Employer, m/f/d/v.

Please reference MobileWirelessJobs when responding.

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January 21, 2009

Mobile Entertainment Live! Spring 2009

Billboard's Mobile Entertainment Live!

Mobile Entertainment Live! Spring- 2009
March 31, 2009
Las Vegas Convention Center, Las Vegas, Nevada

The official pre-CTIA mobile entertainment conference
Where the Wireless, Entertainment and Advertising Industries Connect

Mobile Entertainment Live! Is the nexus of three industries on a collision course to dramatically change the future of the media market—the wireless industry, the entertainment industry and the advertising industry. Guided by Billboard’s editorial team, this one-day conference - the official mobile entertainment event of CTIA - will convene the leading thinkers in each field to discover how all three can work together to not only create the content that people want to see, but also provide it to them at the right price and in the right way.

Special Rate for Mobile Wireless Jobs subscribers of only $350! Enter Promo Code ASSN1 and save $149 off of the final rate. To Register Click Here. For other questions please call 646-654-4643.

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January 16, 2009

Mobile Wireless Jobs Facebook Group

This Mobile Wireless Jobs Facebook group is for telecom professionals seeking employment, networking, HR advice and recruitment insight to the mobile entertainment and wireless applications industry. Created by Rob Salerno, founder of MobileWirelessJobs.com / Cinnamon Entertainment Group LLC, New York, NY.

You must request to join this group.

http://www.facebook.com/group.php?gid=2241990671&ref=mf

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August 22, 2008

Jupiter Events: Mobile Content & Marketing Expo, October 6-7, 2008, San Jose, CA

Mobile Content & Marketing ExpoMobile Content & Marketing Expo You CAN take it with you!

With faster network speeds, more advanced handsets and a seemingly endless supply of content and services, everyone from business execs to busy teens are dependent on having access to productivity tools, e-mail, music, games, TV shows and more wherever they are - and whenever they want - all from a gizmo that fits in the palm of their hand.

Mobile Content & Marketing Expo aims to help content producers and providers, marketers, advertisers & venture capitalists keep up on important happenings in all parts of the mobile content industry as well as what end users want and are coming to expect from their mobile device. Register today to be a part of this exciting event.
Get face-to-face with hundreds of key decision makers involved in Mobile Content, Applications, Mobile Marketing and Advertising at Mobile Content & Marketing Expo October 6-7 in San Jose, CA!


Check out the updated conference program and register today to save $100 off the Full Conference Pass!  To take advantage of this special offer, please use code: MWJF08

Essential sessions to help you maximize the Mobile opportunity
M-COMMERCE
MOBILE ADVERTISING
MOBILE GAMES
MOBILE MARKETING
MOBILE MESSAGING 2.0
MOBILE MUSIC
MOBILE SOCIAL NETWORKS
OPEN ACCESS
STREAMING VIDEO
TV ON MOBILE

Mobile Content & Marketing ExpoMobile Content & Marketing Expo

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February 8, 2008

Register Now: Billboard's Mobile Entertainment Live! 3/31/08 - Las Vegas, Nevada

Billboard's Mobile Entertainment Live!


MOBILE ENTERTAINMENT LIVE!, produced by Billboard Magazine and The Hollywood Reporter in partnership with CTIA-The Wireless Association, is THE official Mobile Entertainment event of CTIA Wireless 2008. This unique one-day event offers attendees the opportunity to learn from and network with the visionaries defining mobile entertainment! Join over 1,000 VIPs from the mobile, the mobile, entertainment, technology and digital content industries on March 31st at the Hilton Convention Center in Las Vegas. Register today at: www.billboardevents.com
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December 12, 2007

MobileWirelessJobs Candidates To Receive 10% Discount On Mobile Advertising & Marketing USA

Attn: MobileWirelessJobs Candidates!!!

Register Now for

Mobile Advertising & Marketing USA

And Receive 10% Off !!!

Reaching consumers with mobile advertising and taking personalisation to the

mass-market

22nd- 23rd January 2008, JW Marriott, San Francisco, USA

www.informatm.com/mobileads

‘The number of mobile subscriptions worldwide will rise to almost 4 billion by 2011’ Informa Telecoms & Media 2007

‘The US mobile entertainment market will be worth US$2.77 billion in 2007, rising to US$4.63 billion by 2012’ Informa Telecoms & Media 2007

Consumers are spending. Mobile data charges are falling. The bond between consumers and the most personal of devices would appear to be growing all the time – meaning that the potential to tap into the ubiquity and reach of the mobile phone is as great as ever.

v  So what needs to happen to reach consumers with mobile advertising and take personalisation to the mass market? How is the US mobile advertising and marketing industry faring – and to what extent are the possibilities for building big brand equity and generating revenue being capitalised on?

v  Is it just a case of demonstrating the creativity and impact of campaigns rolled out on mobile so far – or do more concrete results need to be produced to convince advertisers and agencies to invest in mobile as an integral advertising and marketing channel?

v  What work is being done successfully on mobile – and which brands and agencies are leading the way with innovative and compelling campaigns that hit the spot?

v  How are carriers progressing in their plans for on-deck mobile advertising – and how will their strategies affect the industry?

v  Social networking, commerce, the mobile web…what are the hottest areas being developed to generate mobile advertising and marketing revenue, who are the companies leading the way and how can everyone monetise these important new channels?

The answers are yet to be defined – but the 2nd annual Mobile Advertising & Marketing USA 2008 promises to debate all the key questions with the people that matter: brands and advertisers, agencies – traditional, digital and mobile, media buyers, carriers, content owners, and solution providers.


Collaborate, create, connect: see you at the most exciting event in the industry calendar – bringing together the worlds of mobile and advertising.

To book your place today, please contact customer services on +44 (0) 20 7017 5506 or email telebookings@informa.com or register online at www.informatm.com/mobileads

 

 

 

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October 19, 2007

Second Life Virtual Recruitment Fair

For the past several months, several clients have approached us about the concept of doing a Second Life Virtual Recruitment Fair. Although the idea of Virtual Interviews has been floating around for some time, there has been a recent deployment of such a campaign in the U.K. While the goal of this particular campaign is to source English spies, there has been quite a few mobile companies recently planning to use similar tactics for their recruitment strategy.

The process is simple. As a Candidate, you create an account on Second Life and in the process - a custom-made avatar. From there, you explore the world of the Employer. You can learn about the company's culture, benefits, job opportunities and career resources. You eventually submit a CV / Resume to a staffing manager (avatar) and wait to be evaluated. If chosen for an interview, you are invited back at a pre-scheduled date / time to conduct a Virtual Interview with the recruiter.

While the pre-screening process does not occur exactly in real-time, the interview is real and live. The use of avatars in recruitment has been growing considerably in the past year, particularly in the UK and Asia, and companies are finding this method of sourcing as a positive, innovative and friendly approach to candidate introduction.

If you're interested in such an HR Online Marketing campaign for your company, please contact Rob Salerno at 646-320-5162 or email rob (at) hronlinemarketing.com

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August 29, 2007

September 8, 2007: Women in Games International, Austin, TX

Women In Games International
Women in Games International

www.womeningamesinternational.org

September 8, 2007: Women in Games International, Austin, TX

Women in Games International was founded in 2005 in response to a growing demand around the world for the inclusion and advancement of women in the game industry. The Women in Games International Conference series was created as a forum to discuss a wide range of issues related to women in games. Women in Games International is managed by a steering committee comprised of like-minded individuals, is supported by corporate and media sponsors, and directed by a global advisory board.

WIGI-Austin
"She Got Game"
September 8, 2007
11 am to 5 pm
Located at the Austin Convention Center
Austin, TX

Register online at: www.womeningamesinternational.org

Produced in conjunction with the Austin Game Developers Conference, this half-day conference will provide useful information for women and men, both new and veteran game developers. The conference consists of an opening keynote address, panels and roundtable discussions with top experts in the field

Conference attendees will learn about the current trends of game developers in their attempts to diversify the industry, as well as offer a lot of information on where we can go from here. This seminar provides useful information for women and men alike, as well as new and veteran game developers.

The keynote speaker is Dona C Bailey, Professor at University of Arkansas. She was one of the only female game programmers in the industry in the 80's, and was also the programmer and designer responsible for ever-popular Centipede game.

Women in Games International will also be hosting a community mixer and networking event in Austin, Texas on Wednesday, September 5, to encourage members to get to know local and regional game industry peers and to spend an evening relaxing and socializing.

Held at the swanky Six Lounge on popular 4th Street in Austin, admission to the WIGI Community Mixer is free. Complimentary appetizers and beverages will be offered to mixer guests. Please note that an online RSVP is required.

Both WIGI events coincide with the Austin Game Developers Conference, September 5-7, held at the Austin Convention Center. Game industry professionals from all over the world will attend Austin GDC and are welcome to attend both WIGI events. For more info, visit www.womeningamesinternational.org

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June 26, 2007

Flexible And Innovative Professionals Thrive At Fixed Mobile Convergence Start-up

FLEXIBILE AND INNOVATIVE PROFESSIONALS THRIVE AT FIXED MOBILE CONVERGENCE START-UP
By MobileWirelessJobs / MobileContentJobs
July 2007


As part of our HR Q&A interview series, MobileWirelessJobs recently caught up with Tatara System's Dave Crowley to learn more about his company's online talent acquisition practices. The HR Q&A series is a featured column in MobileContent Careers. MWJ= MobileWirelessJobs.com; DC = Dave Crowley.

MWJ: We noticed that Tatara raised $8M of funding recently. What’s going on at Tatara?

DC: Our venture capital investors, Highland Capital and North Bridge Ventures are excited about the emerging femtocell market and Tatara’s early leadership position in the market, as the first vendor to announce an all-IP solution for femtocell convergence, introducing the industry’s first femtocell-focused fixed-mobile convergence application server.

MWJ: What is a femtocell?

DC: A femtocell access point, also known as a 3G access point, is a low-cost, low-power cellular base station that provides improved indoor coverage while backhauling the cellular traffic over a broadband connection. Femtocells are designed to work with existing mobile handsets and can support multiple users in a home environment., Femtocells over the long-term also present an opportunity to develop new mobile services for the home that take advantage of low-cost, high-speed internet access.

MWJ: Does Tatara develop the femtocell?

DC: No. We don’t develop the femtocell. Tatara Systems invents, develops, and deploys mobile convergence products for service providers, allowing them to offer converged mobile services to their subscribers across the widest base of available end-user devices. The Tatara Convergence Server enables femtocells to backhaul cellular traffic over a broadband connection using SIP signaling, with a key advantage of this approach being ready integration with the operator’s IP services infrastructure.

MWJ: Is Tatara Systems a new player in the Fixed Mobile Convergence market?

DC: Since 2001, Tatara has built products for the mobile convergence market. These products provide seamless insertion into existing networks and ensure investment protection as next generation networks continue to evolve. Mobile operators are now showing intense interest in femtocells, as they seek ways to expand network coverage, capacity, and security so we are well positioned for the next generation of fixed-mobile convergence innovation.

MWC: What is the reaction of the employees towards this new technology strategy?

DC: Our staff is pumped! They believe that femtocell is a better fixed mobile convergence strategy for mobile operators than dual-mode handsets. Tatara’s solutions solve key network challenges that will allow mobile operators to realize the value of femtocells.

MWJ: What techniques does your company use to attract and retain employees?

DC: Tatara is an attractive company because we are a start-up working in an exciting space. The Tatara product portfolio contains significant IPR with multiple patents based on years of engineering effort. Aligned with IMS, Tatara’s products are designed and proven to be deployable NOW in today’s networks with seamless migration to full IMS in the future. This cutting edge technology and innovative culture is what retains current employees and also attracts candidates.

MWJ: What do you look for in an ideal candidate?

DC: We look at technical strength, flexibility and teamwork. All of our positions require in-depth knowledge of Fixed-Mobile Convergence (UMA or femtocell), IMS, signaling protocols and wireless standards CDMA, GSM, GPRS/3G. When you are developing a solution for a disruptive technology like femtocell access, individuals need to be flexible and nimble. We are looking for self-motivated people who are passionate about working in an innovative, fast-paced, start-up environment. And it doesn’t hurt to be a good basketball player! Many of our staff go out to the basketball court at lunchtime, or they work out in our fully equipped gym.

MWJ: What is your staffing plan this quarter?

DC: We have several available positions, including: A Consulting Systems Engineer who will deploy and manage testing in mobile operators’ core network is our top priority. This individual will travel to carriers in Europe and US for acceptance testing and integration of trial and production systems. A Solutions Architect and Senior Product Manager who will provide strategic market direction and customer requirements for our Development efforts, and a UK based Sales and pre-Sales Engineer to provide additional European-based presence for business development.

MWJ: Thanks for the information!

DC: Thank you. All of us are excited about this emerging, new market!

MobileContent Careers is the monthly eNewsletter of MobileWirelessJobs. Each issue contains one or more HR interviews of the top employers in the mobile content and wireless industries. These interviews help our candidates learn more about the companies listed on MobileWirelessJobs beyond what can be found in a job posting. Our research has shown that employers who participate in our HR interview receive a much greater resume response for their time and effort.

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The Code of Ethics Applies To Employers As Well As Candidates

THE CODE OF ETHICS APPLIES TO EMPLOYERS AS WELL AS CANDIDATES
By MobileWirelessJobs / MobileContentJobs
July 2007

NEW YORK – When a candidate accepts a new position at just about any company in the US, one of the first documents to be executed is typically the company’s code of conduct. This document is meant to clearly define what actions each employee will be held accountable for and the guidelines of “acceptable behavior” according to the employer. It is supposed to provide a comprehensive code of compliance and the possible repercussions that may result if any employee fails to adhere to such policies. In essence, it is a “code of ethics” in which both parties, employer and employee, agree to follow.

Some labor experts will argue that the current turnover rate for most publicly listed US companies is relatively flat, approximately 17% at present, and thus employee satisfaction is relatively strong. They’ll point out that the reasons why most employees leave a job today are typically due to new employment offers, family/health complications, dissatisfaction with roles or responsibilities, or personality conflicts in the workplace. In the case of termination, they’ll often cite a lack of skills or qualifications for the job or evidence of illegal or immoral activities. The latter, they’ll argue is often a case of an employee’s misunderstanding or violation of the company’s code of conduct policies and thus, oftentimes warranted.

However, when one takes a closer look at the behavior, treatment and unrealistic accountability of its terminated employees, US employers are often the party engaging in the unethical labor practices and not the other way around.

Take the case of Cynthia Haddad, the pharmacist from Pittsfield, MA, who was fired in 2004 by Wal-Mart because she left the pharmacy unattended and allowed a technician to use her computer security code to issue prescriptions during her absence. Ms. Haddad argued that the incident occurred 18 months earlier, in 2002, and the real reason for her termination was actually due to her demand for equal compensation as her male counterparts. Her attorneys also asserted that the male pharmacists, at the same position level, often engaged in similar activities during this period but went unpunished. The jury agreed and recently ordered Wal-Mart to pay $2 million in damages to Ms. Haddad. The case is likely to be appealed.

Let’s play devil’s advocate for a second. Let’s assume Ms. Haddad ‘s compensation was fair and rated appropriately to her position level. With all things being equal, was it still ethical for Wal-Mart to permit male pharmacists to engage in such activities without repercussions? Remember, Ms. Haddad was terminated and her male colleagues were not. Was this really just a simple case of sex discrimination? Or was the evidence Ms. Haddad’s attorneys presented ever really discredited? This sounds more like a case of unethical and perhaps uneven enforcement of Wal-Mart’s own code of conduct policies.

This unethical behavior can often be traced back to the sourcing practices of many employers, even in the mobile wireless industry. “I’ve received a phone call recently from a telecom company based in New York who claimed they saw my resume recently on a job board. I had, in fact, updated it recently and was probably listed near the top of available candidates,” admitted Michael Parker, 31, a senior software engineer based in Hoboken, NJ. “But when they started asking me questions, I realized they didn’t really have my resume. All they had was my contact information and resume title. They were being deceptive from the start and then tried to imply that they didn’t really understand what I did. They blamed this on my resume’s format and not on the fact that they didn’t really have the document in front of them. By the end of the conversation, they asked me to send over an updated copy and they would get back in touch with me. I realized then this was not a company I would ever consider working for.”

Aside from some shady pre-screening practices, Employers today will often engage in what many candidates would consider unethical assessment practices. “I was interviewed by the same company about 8 times. From the beginning, I thought they were very arrogant during the process. They were also disingenuous with their assessment questions. The best example I can recall was you’re in a building with 100 floors with 2 eggs. If you threw both eggs out of a window, you were asked to identify the highest floor you could toss the egg out of the window without breaking it. If you threw the egg out of the next highest floor, it was certain to break. Despite answering this riddle correctly (that had little to do with my work), I still wasn’t offered the position,” said Alvin Richards, 42, a senior network analyst from Mountain View, CA. “In the end, they said they were just very picky. What a complete waste of time.”

To add to this madness, some employers will also practice something known as idea generation. They’ll ask candidates to create business models, PowerPoint presentations, sales and marketing plans or perhaps budget analysis that is allegedly a part of their due-diligence process. In reality, they are looking for new and free ideas with no plans of hiring the candidate. Some companies will even go as far as patenting the new ideas.

The fact is employers have certain fiduciary responsibilities during the hiring process. First, there is opportunity cost. If the employer is simply using the candidate for resources, idea generation or to evaluate their own assessment capabilities, then the code of conduct has been violated. The candidate could lose out on other opportunities where the interest was genuine as well as potential income that could have been earned elsewhere during that time. Second, there is mutual respect. Candidates should not be disrespected or belittled at any moment during the evaluation process. If a hiring manager is caught doing so, then the company has an obligation to discipline that individual. Last, there is the evaluation itself. Have too many non-essential personnel evaluated the candidate? How long did the evaluation process take and when did the company reach a hiring decision? Employers should realize that any level of stalling, waiting to hear back from other potential candidates or creating false traveling or scheduling conflicts is unethical.

Regardless of what hiring decision is made, candidates have a right to know where they stand. Too often, employers will conduct face-to-face interviews without ever communicating a response. “I never witnessed this in the 1990s. But ever since 9/11, I’ve been on quite a few interviews and never heard anything back from the employer. I never received a phone call, an email or even a rejection letter, “ says Rebecca Leinhardt, 35, a wireless web designer for UI mobile handsets based in Pomona, CA . “Not only did I feel humiliated and sad, I eventually became spiteful of those companies and spent considerable amount of energy swaying other potential candidates from applying.”

Employers should always use sound judgment during the post-interview period. Even if a candidate alludes to another offer or perhaps seems reluctant to accept their offer, the employer still has an ethical responsibility to communicate its decision in some fashion. Our research has shown that any mistreatment or disrespect of candidates will actually cost employers anywhere between $10,000 to $10,000,000 per year in potential recruiting and advertising expenses. Those same rejected candidates may very well become the targeted consumer of the future in which goodwill would need to be restored. Furthermore, any potential referrals those candidates may offer would also be lost forever.

Once a candidate is hired, the employer has an even greater ethical obligation. Everything from new employee orientation to training to cultural assimilation falls on the employer. It is imperative that new employees are also given clear, yet consistent goals and resources to meet those goals. Anything less is a failure of the company, not the employee, to follow the code of conduct.

Oftentimes, the real culprit in employee turnover is a lack of care or interest in a new employee’s morale or progress by senior management. If senior management fails to survey new employees with direct, yet frank conversation on a periodic basis (and not just during the employee review period), then they could potentially expose such employees to an unhealthy and perhaps unethical work environment. It is senior management’s responsibility to ensure that line managers are not undermining the efforts of new employees. These behaviors can oftentimes take place very covertly and without senior management’s knowledge.

Moreover, it is also senior management’s responsibility to prevent current employees from forming cliques or “brown-nosing” to get ahead of new employees. By definition, to “brown-nose” is to “curry favor with in an obsequious manner; to fawn on. From the image of an obsequious person whose nose becomes soiled in kissing the rump of someone from whom favor is sought.” Any lack of action, or inaction, of senior management to nip such behavior in the bud is not just a poor judgment in human resources but also an exercise in unethical conduct.

In fact, senior management should lay out a clear and concise internal mobility plan that is not in any way contingent on favoritism. Employees should work in a fair and open environment where the code of conduct and the opportunity for advancement is applied equally throughout the organization. Any signs of favoritism will not only further deteriorate the employer’s brand but also prevent new ideas and perspectives from being heard or even encouraged.

Perhaps, then, the current turnover rate of publicly listed companies is misleading. Employees are working longer hours and receiving less in compensation and benefits. Some employers are taking advantage of this situation in which the workforce is vulnerable and morale is rather low. “People work in fear today. It’s simply not enough to do your job and go home. Many employees spend too much of their day engaged in politics, brown-nosing and undermining the work of others. Companies should punish this behavior but instead, they are turning a blind eye,” confirmed Richards. “It’s really a sad state of affairs, if you ask me.”

In sum, a code of conduct is a two-way street. An employer that expects its employees or candidates to be compliant while not meeting those same responsibilities is not only hypocritical but unethical. While the turnover rate of publicly listed companies remains relatively flat, a closer examination of these figures suggests that people have elected to keep their jobs out of fear and not satisfaction. Those employers that continue to engage in a whimsical application of the code of conduct will most likely suffer not only financial losses but also a further deterioration of the employer value proposition. A good reputation in the workplace, for all intents and purposes, is not just a priceless achievement for candidates but for employers as well.

MobileContent Careers is the monthly eNewsletter of MobileWirelessJobs. Each issue contains one or more HR interviews or HR Stories in the mobile content and wireless industries. These article help our candidates learn more about the companies listed and hiring trends trends listed on MobileWirelessJobs beyond what can be found in a job posting. Our research has shown that employers who participate in our HR interview receive a much greater resume response for their time and effort.

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March 27, 2007

ONLINE RECRUITMENT VIDEOS HELP TO REDUCE HIRING CYCLE FOR MOBILE RECRUITERS

HireVue.comONLINE RECRUITMENT VIDEOS HELP TO REDUCE HIRING CYCLE FOR MOBILE RECRUITERS


By MobileWirelessJobs / MobileContentJobs
March 2007

NEW YORK – Perhaps Mobile Recruiters are too savvy. They are always ahead of the curve. Perhaps they aren't too sensitive to the complex labor issues surrounding candidate online recruitment videos as a pre-screening tool. Perhaps they are simply too desperate to reduce the hiring cycle for sourcing qualified candidates with essential skill sets. Whatever the reason, online recruitment videos are here to stay and the early adopters have already begun to reap the rewards.

The value, creation and distribution of video content certainly have exploded since the footprint of YouTube took shape on the Internet landscape. What began as a simple and perhaps naïve marriage of messaging and placement has more recently become an online recruitment marketing mouthpiece for brand-centric recruitment ad agencies and tech savvy candidates in the ever competitive war on talent. It is no longer sufficient to simply film yourself or your company and throw it online – you now must craft your recruitment message effectively and deliver some punch as well.

Since 1999 and before YouTube existed, the phrase “Video Resume” was used as the universal term to mean any online video that contained content related to jobs or hiring. “Yes, in fact, the phrase was such a ridiculous term anyway because the content never truly represented a true resume nor its method of distribution,” says Rob Salerno, President of HROnlineMarketing.com, the online talent acquisition and interactive human resources marketing consulting arm of Cinnamon Entertainment Group LLC. “What it really became, for a short while at least, was a gadget for candidates and (to a lesser extent) employers to film themselves with a camcorder and pass it around as though it were a sophisticated form of promotion.”

In short, these videos toiled in the wild west of online recruitment. Only the most adventurous candidates and so-called “cutting edge” employers used online recruitment video content as a lead generation tool (i.e. job offers). The most famous of which was the video resume of Aleksey Vayner, the Yale student who had applied for a position at the investment bank UBS using his piece entitled “Impossible Is Nothing.” Instead, Mr. Vayner became the poster child for poor organization and unfocused messaging that had plagued online recruitment videos as a pre-applicant tool.

“So what did we learn from that?” asked Salerno. “Well, I think we concluded a few things. First, online recruitment videos are a legitimate medium of recruitment communication because many people took notice including the NY Times. Second, if you deliver a convoluted message no one will understand what recruitment need you are seeking to address. Third, in order to compare candidates equally they must be pre-screened using the same criteria across the board or you will see large variances in the content and therefore poor assessment benchmarking.”

The question then begs: who are the actual early adopters? “So far, aside from a small number of firms, this level of candidate pre-screening assessment is quite frankly being done outside of the HR organization by a few renegade staffing and hiring managers,” Salerno confirmed. “In most cases, the first contact is from a manager explaining that they have a lot of candidates that they want to connect with to interview and very little time to do it in and want to use someone like us” says Ryan Money, CEO of HireVue, a leading provider of video interviewing, and usually “after the test is when we get pushed through the organization which is why we welcome pilots.”

Its not surprising, though, that Mobile recruiters have asked and accepted online recruitment video content from several available distributors (including MobileWirelessJobs.com) and have mainly conducted their business largely at home and during non-business hours, particularly by those companies based in the US. “We kind of laugh about it actually. We picture these recruiters receiving the links to this content at home in the middle of the night, behind a secret trap door in the basement, where they can quietly and privately scout the latest talent without big brother’s knowledge,” Salerno remarked. Kind of like Herb Brooks (Kurt Russell) scouting the Soviet Union in the movie ‘Miracle’ for the 1980 US Olympic Hockey team.

So what then is the primary reason why HR feels uncomfortable with this technology? “Right now, it seems HR believes they will have a compliance cow if any recruiter or hiring manager knowingly and officially participates in this method of candidate pre-screening because it is perceived to possibly give some candidates an advantage over others,” Salerno added. Thus, companies like HireVue have necessitated that candidate video assessment be standardized across the board using the same criteria, screening and selection methodology in order to counteract any possible advantage some candidates might have over others.

Perhaps it goes almost without saying that many US companies today fear the use of online candidate videos due to the possibility of a discrimination suit. The rest of the world may not harbor the same fear, but US companies still show that concern even though it's slowly waning. Mobile recruiters, though, have wasted little time and have already successfully recruited several candidates through MobileWirelessJobs. It's probably not a coincidence that most of these companies aren’t US based.

Yet, if the goal of leveraging online recruitment video during the candidate assessment phase is to reduce the hiring cycle and costs, then the tool should no longer be considered a luxury communication gadget. The less time a hiring manager or recruiter can assess a candidate and make a decision, the quicker they can make an offer and recruit someone. “The hiring cycle is already short for senior level candidates (especially those with hard-to-find skill sets), but the hard-to-find candidates aren’t necessarily the best target group for this tool in my opinion,” Salerno mentioned. “I believe this medium works best for narrowing down a long list of similar yet suitable candidates all the while maintaining the focus on addressing specific recruiting needs.”

This does not mean, however, that online video recruitment works best for recent college grads, for instance, which tend to fit that description. “Not necessarily. It would work well at all levels,” Salerno replied, “It just means that when candidates of similar skill sets and experience reach a saturation point in the hiring market then online recruitment videos can help you to narrow the list.”

The inherent fear for some recruiters is that these online recruitment videos could possibly eliminate some potential top performers by accident because they don’t film well. “Exactly. That’s why we want to educate our clients that they should use this medium as a piece of the pre-applicant mix, not the entire process," Salerno added. "It’s equivalent to a college admissions department immediately rejecting a kid because his SAT or ACT scores weren't high enough. If you are a good recruiter you should look at the total sum of all the parts before making that call.”

But where do employer online recruitment videos fit in this process? Employers have long since begun to podcast online recruitment videos in an effort to attract passive candidates. Only in a few cases, though, have companies been praised for creating effective HR online marketing campaigns for doing so. “Thus far, Google has the best employer video I’ve seen on the market. Their message is succinct, hosted by someone in operations (i.e. an engineer that most candidates can relate to) and includes a few comments from one of the co-founders with a call to action at the end,” Salerno cited.

Too often, employer online recruitment videos have looked and felt like online corporate brochures. “That is the wrong approach. If the message is too stiff with very little insight as to what candidates can expect from day one, it will come across as being insincere and severely polished, " Salerno continued. "Yes, you want senior management involved but only to the extent that they can be effective recruiters who can deliver compelling reasons why qualified candidates should apply. Anything less will feel like a cheap commercial.”

In sum, online recruitment videos are a two way street. Candidate online recruitment videos must address specific employer recruitment needs through a common evaluation process; Employer online recruitment videos must be proactive with effective and succinct recruitment messaging in order to convert passive candidates into qualified applicants. While less than 10% of all mobile recruiters have thus far successfully used this medium as a candidate pre-screening tool or have since created savvy employer online recruitment videos, these firms are still well ahead of the curve. However, as we move forward in this new age of online recruiting, we expect this trend to reach close to a quarter of all mobile wireless companies in the next year.

MobileContent Careers is the monthly eNewsletter of MobileWirelessJobs. Each issue contains one or more HR interviews or HR Stories in the mobile content and wireless industries. These article help our candidates learn more about the companies listed and hiring trends trends listed on MobileWirelessJobs beyond what can be found in a job posting. Our research has shown that employers who participate in our HR interview receive a much greater resume response for their time and effort.

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CAREFUL REVIEWS AND INVESTMENT IN EMPLOYEE TRAINING LEADS TO HIGH RETENTION RATES AT STATERA

StateraCAREFUL REVIEWS AND INVESTMENT IN EMPLOYEE TRAINING LEADS TO HIGH RETENTION RATES AT STATERA


By MobileWirelessJobs / MobileContentJobs
March 2007


As part of our HR Q&A interview series, MobileWirelessJobs recently caught up with Statera's Katherine Riofta to learn more about her company's online talent acquisition practices. The HR Q&A series is a featured column in MobileContent Careers. MWJ= MobileWirelessJobs.com; ST= Statera.

MWJ: What techniques does your company use to retain employees?

ST: Salaried consultants participate in quarterly and annual reviews, here is where most feedback is given. This feedback is then analyzed and crafted to keep employees happy with currents engagement or future engagements.

MWJ: What types of training programs does your company have?

ST: Statera has several internal and external training programs. Internally Statera has a monthly business and technical program called Xport. Xport is given the second Tuesday of every month for any one who would like to attend. These training programs range from Statera’s methodology on business value to interoperability (XLM SOAP Web Method). Externally Statera offers sales, technical and management training. Statera will also participate in purchasing of technical books for private library open to all employees.

MWJ: What exercises outside the office are used to improve employee morale?

ST: Statera currently has several outside sports/activities teams such as: Dodge ball, Basketball, Bowling and Skiing. Statera also participates in many company sponsored functions such as holiday parties, potlucks and quarterly meetings. Statera will also give out several quarterly and annual awards at these events.

MWJ: Do you accept resumes from job seekers in other geographic locations outside your office locations? If so, what amount?

ST: Yes, Statera does participate in relocation if necessary. Statera will look at each situation on a case by case basis for relocation.

MWJ: What sort of workman’s comp plan do you have?

ST: Each state does participate in a workman’s comp plan, we ask that a 24 hours notice be given after being hurt on the job.

MWJ: Is your company a supporter of affirmative action?

ST: Yes, Statera is a supporter of affirmative action and EEOC.

MWJ: What is your compensation plan?

ST: Statera has two types of compensations plans. Hourly employees are give a hourly rate in which they receive for compensation. Salary employees are give a salary and a bonus plan determined by specific metrics each quarter.

MobileContent Careers is the monthly eNewsletter of MobileWirelessJobs. Each issue contains one or more HR interviews of the top employers in the mobile content and wireless industries. These interviews help our candidates learn more about the companies listed on MobileWirelessJobs beyond what can be found in a job posting. Our research has shown that employers who participate in our HR interview receive a much greater resume response for their time and effort.

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February 28, 2007

Jim Stroud Releases 2007 Resume Sourcing Survey

Attn: Mobile Wireless Recruiters / Human Resources - Staffing Managers

Online Recruiting guru Jim Stroud was kind enough to share his 1st Annual 2007 Resume Sourcing Survey with the online recruitment industry.

Some of Jim's findings include:

• MOST POPULAR FORMATS FOR RESUMES (IN GENERAL) • MOST POPULAR FORMATS FOR TECHNICAL RESUMES • TOP 10 INDUSTRIES BY RESUMES SOURCED ON LIVE • TOP 10 INDUSTRIES BY RESUMES SOURCED ON GOOGLE • TOP 10 INDUSTRIES BY RESUMES SOURCED ON YAHOO • POPULAR TOP-LEVEL DOMAINS FOR RESUMES • POPULAR INDUSTRY KEYWORDS MENTIONED ON RESUMES • QUANTITY OF RESUMES FOUND ON SEARCH ENGINES • MOST POPULAR WAYS TO SPELL “CV” • MOST POPULAR WAYS TO SPELL “RESUME” • MOST OVERLOOKED FILETYPES FOR RESUMES (IN GENERAL)

2007 Resoume Sourcing Survey

We encourage all of our clients and readers (i.e. recruiters / staffing managers / hiring managers) to download a copy of this report today!

-HROnlineMarketing.com

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February 16, 2007

VideoJug.com: How To Make A Good First Impression

How To Make A Good First Impression? Body language expert and author of 'Body Talk at Work', Judi James, shows you how to make a great first impression in work or social situations. This video certainly gives you a 'head start'!

Source: VideoJug.com

VideoJug: How To Make A Good First Impression?

We here at HROnlineMarketing.com recommend these tips as you create your Podcast Resume Videos. More on this to follow.

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January 5, 2007

Can you comment on the MobileWirelessJobs job postings?

Yes, we encourage our site visitors to comment on our job postings.

You will need to create an account with TypeKey.com in order to do so.

We only ask that your comments be constructive and informative about certain positions for our clients. We monitor every comment posted to our blog. However, if you can provide valuable insight on any of our posted positions, we encourage your feedback.

MobileWirelessJobs Odeo Channel (odeo/adaa6573eb82afdb)

Thank you -
MobileWirelessJobs

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January 1, 2007

Yes - MobileWirelessJobs accepts Video Resumes!

ATTN: CANDIDATES

Yes, you can email us your Video Resume and we will Podcast this content for Mobile Wireless employers to see.

Again, please DO NOT include your contact info within your video resume. If the employer is interested, they will contact us and we will, in turn, contact you if you're interested. We will NOT publish any videos with contact info included.

Think of the Podcast Video Resume as a canned interview. This is your chance to get seen by employers before the traditional resume candidates are even considered. With your Podcast Resume Video, you won’t simply rehash your resume, but rather succinctly detail your unique qualifications in your industry.

Here are some RESUME VIDEO Candidate Podcast tips:

• Don't simply rehash your normal text resume
• Include only your first name and hometown. Do not include any other contact details. Employers will contact us and we'll notify you of their interest. If you agree to be contacted, we will then (and only then) release your contact details
• Discuss how you’ve overcome work challenges and include the specific challenges you faced and your unique solution
• Discuss how many direct reports you may have managed or projects you were given (backed with numerical data)
• Discuss what budget(s) you were responsible for
• Discuss why you feel that position you seek is the right fit for you and related topics

If you need help in creating the Video Resume, please contact us.

Right now, we have the largest archive of Video Resumes on the web in the Mobile Wireless industry.

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What Not to Do on Your Résumé

What Not to Do on Your Résumé

From OWS Magazine | January 2007 Issue
By Carri Degenhardt-Burke

January 1, 2007 - Whether you're interested in becoming a branch manager or considering a jump into private wealth management, your résumé and cover letter will play a key role in landing that all-important interview. Avoiding a few common mistakes on these two-to-three pages--along with displaying proper interviewing skills and making follow-ups--could just land you that dream job. On the other hand, using poor grammar, not knowing your audience, applying the past tense instead of the present and writing "I" six zillion times will--more often than not--get your letter and résumé deleted, or sometimes even worse.

I have taken a look at the infamous Aleksey Vayner video résumé, which has been talked about on various Internet blogs and daytime talk shows. If you haven't seen the video--which shows Vayner performing feats such as weightlifting, tennis and dancing, voiced-over by a seemingly never-ending lecture on success and successful people--check it out on YouTube.

more -

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December 17, 2006

Mobile Recruiters Discover Passive Talent From The "Hidden" Internet And Sometimes A Whole Lot More

MOBILE RECRUITERS DISCOVER PASSIVE TALENT FROM THE “HIDDEN” INTERNET AND SOMETIMES A WHOLE LOT MORE
By MobileWirelessJobs / MobileContentJobs
November / December 2006

NEW YORK – Bryan Stickfield hasn’t looked for job in almost 6 years. He graduated from college in June 1992 and was employed for 7 years at a major telecom carrier before he decided to return to graduate school in 1999 for two years to pursue an MBA in Corporate Finance.

During that brief period, however, he almost forgot that he posted his resume to an obscure site that was used to find MBA internships and left a record behind of his brief, but half-hearted attempt of looking for a job. Low and behold six years later, Bryan received a call from a Talent Sourcing Specialist at HROnlineMarketing.com who found traces of his old resume in a search and was shocked to learn that he became a candidate for a senior level position based in nearby St. Louis as a result.

“I was honestly shocked to receive a call from them, “said Stickfield. “I haven’t been in the job market for a long while and the resume they found was so old that I was embarrassed to tell them I hadn’t updated it in a long time. I was also confused because that particular website no longer exists and always thought that my resume was no longer searchable."

“Ah yes,” confirmed Rob Salerno, President of Cinnamon Entertainment Group LLC and parent company of HROnlineMarketing.com, “the hidden internet has something recorded on all of us”. HROnlineMarketing.com specializes in online talent acquisition using the latest techniques in candidate sourcing and HRSEO. Some experts estimate that only 33% of the entire Internet is actually indexed by Google and other tier 1 search engines. The remaining 67% is unclaimed and uncharted territory for most spiders and search bots where many, if not all, hidden documents and links are yet to be found.

“Whether it is a link, message board thread, photo, music clip, document, resume, Instant Message, email or whatever, there’s a good chance your Internet activity has been recorded somewhere somehow,” asserts Salerno. This may include new or recent activity as well as past activity on websites that no longer exist but have been linked and archived on other servers.

“Even people who have never used a computer before can be found through public records, motor vehicle databases, or even commercial bank servers if you have the technical know-how to access them. The truth is most of our personal data is captured electronically somewhere and a good deal of this data is linked and unfortunately poorly secured. The hard part, and perhaps the fun part for Internet Recruiters, is how to tap into these resources without violating someone’s privacy. Of course, I am not advocating any form of hacking but utilizing the hidden Internet is almost a goldmine - an alternate universe exclusively set aside for talent sourcers,” Salerno said.

While many social activists argue that the hidden Internet leaves many privacy and personal security issues unresolved, it has not prevented Mobile Recruiters from sourcing passive, yet qualified talent in a new and innovative way.

“The level of boolean searches we are talking about here is fairly complex. If you can understand the algorithms behind Google, you can search for hidden documents and someone’s Internet history rather effectively. While this activity may yield the low hanging fruit such as contact information, it is often a very time-consuming task that requires some real Internet savvy and a little luck,” Salerno added.

Unfortunately the good news can often be short-lived. “I would say it’s a double-edged sword. While the opportunity exists to unearth some great passive candidates you may also unintentionally find a few not-so-glamorous details about that person and these past actions can adversely affect your opinion,” Salerno noted.

In a way, talent sourcing specialists conduct informal background searches on you so that others (i.e. Employers) might make conclusions based on your past online social behavior. Activities such as posting a profile on a dating site, threads on a sports message board or a resume that contains false and made-up details can and will be found. “I can’t tell you how many times we (HROnlineMarketing.com) have sourced multiple versions of the same candidate’s resume that contained some form of conflicting dates of employment, bogus references, incorrect company names or even false contact information,” Salerno confirmed. “It’s a sad but true reality that if you lie on your resume (no matter what level you are in your career) or even for a short while there’s a strong chance it has been recorded somewhere on some server.”

Many of these candidates often admit to doctoring their resumes early in their careers to gain entry-level opportunities. But be warned, don’t let your skeletons catch up with you. Online activity, whether present or past, is being saved and linked almost as soon as you do so.

While millions of dollars are poured into pay per click advertising that tracks a passive candidate’s search criteria, the real meaningful data being recorded is online behavior. Indeed, if you are in the business of tracking click trends and paying top dollar for the most frequently used search term you are, in effect, a behavior specialist.

“Well, we (HRSEO companies like HROnlineMarketing.com) have flipped the model around. We’re saying that we can still track the online click behavior of passive candidates. However, instead of leveraging this data to maximize a paid inclusion ad, lets push relevant content to these passive candidates through optimized career pages which can be found in high, natural search results,” Salerno offered.

HR Search Engine Optimization (HRSEO) experts thus create career pages and job postings that are optimized, rich in content without compromising high link density, link reciprocity and link relevancy or any investment in Pay Per Click advertising. “Its sort of the anti-thesis of PPC,” Salerno added.

Meantime, Bryan has just completed his final round of interviews for a mobile accessories company. He’s fairly certain he will receive an offer. “While I’m both flattered and relieved that they found me through a complex search, I’m also far more aware that everything I do online is being recorded somewhere. I’m just grateful that my details were never misrepresented.”

MobileContent Careers is the monthly eNewsletter of MobileWirelessJobs. Each issue contains one or more HR interviews or HR Stories in the mobile content and wireless industries. These article help our candidates learn more about the companies listed and hiring trends trends listed on MobileWirelessJobs beyond what can be found in a job posting. Our research has shown that employers who participate in our HR interview receive a much greater resume response for their time and effort.

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Strong Training, Mentoring and Technology Attracts The Top Sales Pros to Cablevision

STRONG TRAINING, MENTORING AND TECHNOLOGY ATTRACTS THE TOP SALES PROS TO CABLEVISION
By MobileWirelessJobs / MobileContentJobs
November / December 2006

As part of our HR Q&A interview series, MobileWirelessJobs recently caught up with Cablevision's Sales Recruiter to learn more about their company's online talent acquisition practices. The HR Q&A series is a featured column in MobileContent Careers. MWJ= MobileWirelessJobs.com; CV= Cablevision.

MWJ: To what degree do you track employee satisfaction? How are you tracking it?

CV: Cablevision is a sales organization that strives to provide its sales professionals with a competitive salary and outstanding commission plan that will attract and retain strong sales performers. We measure employee satisfaction in several ways and respond to those issues that help to keep the company competitive with other organizations. For example, in 2006 compensation was increased for Direct Sales Reps when it became evident that we needed to retain and attract our top sales producers in the New York area.

MWJ: Have you tried sourcing qualified candidates using any other direct marketing techniques such as email marketing or SMS text messaging?

CV: The organization is focusing on new recruiting initiatives such as text message marketing, branding and email blasts, in addition to sourcing from www.cablevision.jobs. Open Houses and employee referrals remain our most successful recruitment sources. Typically, job offers are often extended to qualified candidates at the Open House event.

MWJ: How long, on average, is your typical on-boarding process?

CV: On-boarding takes approximately two weeks from the time an offer is accepted. Cablevision conducts pre-employment background and drug screening. On-boarding is coordinated with the Training Group to ensure that the new employee can start training the day after completing Orientation.

MWJ: What type of investment has your company made into a training program?

CV: Training is critical to the success of our new sales employees and the company puts every new hire through intensive classroom and field sales training for the first month of employment. Training focuses on product knowledge, presentation skills and customer retention. Additionally, mentoring is provided both in the classroom and in the field to reinforce the classroom training already offered.

MWJ: Can employees track their compensation plan? Does your company have an internal software program that allows them to do this?

CV: Cablevision offers competitive base salaries, lucrative commission plans, incentives, flexible benefit packages and free television/email/phone service to employees within our footprint. We use state-of-the-art software to track sales commissions and our sales representatives can actually visit a dedicated website to view their commission earnings. We recognize the importance of compensating our employees appropriately based on performance.

MWJ: What would you like Candidates to know about Cablevision as an employer of choice?

CV: Our workforce is very diverse and attracts candidates from all over the metropolitan area through our recruiting sources. Employee referrals are a big source of applicants for Cablevision and we offer a generous employee referral fee. The ideal candidate possesses a strong work ethic, the drive to excel and has bilingual skills. Promotional opportunities always exist for the right candidate at Cablevision. Cablevision offers many exciting career opportunities in different job fields including Sales. Specifically, Cablevision offers a diverse range of entertainment in television, sports teams and venues that include Madison Square Garden and Radio City Music Hall in New York City.

MobileContent Careers is the monthly eNewsletter of MobileWirelessJobs. Each issue contains one or more HR interviews of the top employers in the mobile content and wireless industries. These interviews help our candidates learn more about the companies listed on MobileWirelessJobs beyond what can be found in a job posting. Our research has shown that employers who participate in our HR interview receive a much greater resume response for their time and effort.

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November 23, 2006

Winter 2006 Job Posting Special on MobileWirelessJobs!

Winter 2006 Special!
Effective 11/22/06 thru 3/31/07
1 Job Posting = $150
2 Job Postings= $200
5 Job Postings + 1 Free = $400
10 Job Pack = $750
.
Your job posting will receive the most targeted reach for mid-career
to senior level candidates in the mobile wireless industry.

To post jobs:

  • PLEASE FILL OUT THE FORM ON OUR EMPLOYERS PAGE AND
    BE SURE TO INCLUDE
    THE LOCATION OF THE POSITION
    and the
    EMAIL ADDRESS OR URL YOU WOULD LIKE RESUMES TO BE SENT.
  • Your job posting(s) will receive extra exposure, at no additional cost, on Indeed.com,
    SimplyHired.com, Oodle.com, Edgeio.com, JobALot.com and soon Jobster.com
  • On the next page, you will be directed to PayPal.com for payment.
  • Your job posting will appear within 24 hours of completing the form
    after your payment has been processed by clicking on the submit below.
  • Your job posting will be archived on MobileWirelessJobs unless you ask us to remove it.

    Please click on our Employers page to post jobs.

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November 7, 2006

Announcing MobileWirelessJobs New Employers Blog Launch!

Announcing MobileWirelessJobs New Employers Blog Launch!

Employers can sign-up to open an account and blog directly to our candidates as a featured author.

Benefits:
• Content Control: Post thoughts or topics on our site and begin a dialogue directly with qualified candidates. You are not limited to just job postings. Publish or unpublish any candidate comments.
• Unlimited job postings and threads
• Stream your work in RSS / ATOM
• Each thread is automatically indexed to a static page for searchability on tier 1 search engines such as Google (meaning there is no "on the fly" page creation)
• Audience Targeting. If you are trying to fill a specific role, you can keep your threads focused on that search. Over 95% of our readers already have jobs and have more than 8 years of experience on average.

Requirements:
• Must be a mobile wireless employer, preferably someone working in HR or responsible for staffing
• Must be willing to list some opportunities on MobileWirelessJobs

Availability:
• First come first serve.
• 5 "author" slots available

Each employer will be given his/her own login and password. Each account will be separate with full content control.

Cost: $1000/month*
Minimum: 6 month contract
(* does not include iHollywood Forum's new job bank however both will be linked)

FAQ:
Q: How many "author" logins can my recruiting team have?

A: One per company. Therefore, each member on your team shares the same login and password. Therefore, each of you will see the other's threads. You must assign one "alias" name to post your threads under.

Q: What if I source someone, are there any additional fees?

A: No. Just like our the rest of our blog, if you contact, interview and hire a candidate through our site there are no additional fees. Perhaps a testimonial would be nice, but nothing more.

Q: Why should I do this? I can start my own blog for free and then source candidates on my own?

A. True, but I seriously doubt your HR dept will spend thousands of dollars and valuable resources to launch the blog site, drive and retain traffic (particularly through link partnerships, trade shows, HRSEO, and Search Engine Marketing campaigns) and compete with many other blog sites (such as this one) where the hard work has already been done. We already harness the audience you are looking for...why not take advantage of it? There are only 5 slots available....that fact alone will help you stick out in a crowd.

Q. What about Recruiting Podcasts?

A. Well, we've offered this since the day MobileWirelessJobs was launched back in Feb 2006. Yes, you can stream your video content in RSS within the body of your threads. In addition, you can send your Podcast content to us and we'll do the rest at no additional cost!

Q. I don't know what to say in a blog. I've never done this before. Can someone help me?

A. Absolutely. We're here to assist you along the way in keeping your threads focused and ROI driven (ok, CPH driven...but thats so old school!!!) Anyway, we'd love to help your team strategize before, during and after any of your recruitment blogging campaigns.

Q: Has this been done before? Why now?

A. Not really. Can't think of too many recruitment blog sites that allow Employers to come on as Featured Authors and participate in the main content. The climate in online recruiting has changed. Text job postings alone have become rather stale and hard to sell to passive candidates. We have stressed many times in MobileContent Careers that in order to forge a relationship with a passive candidate you need to create an Employer Value Proposition that qualified candidates find compelling enough to respond to...text job postings only scratch the surface to meet that end. More effort = more results. The "post a sign in front of my store and hope people will visit" approach is very passive. Be aggressive and take charge of your online recruiting process and start talking with candidates. Just like our SMS Text Messaging Job Alerts, stay ahead of the recruiting curve.

If interested, please contact Rob at 646-320-5162 or email:
rob (at) mobilewirelessjobs.com
Brought to you by Cinnamon Entertainment Group LLC

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November 5, 2006

BUSY RECRUITERS FLOCK TO “THE DAY IN RECRUITING”

BUSY RECRUITERS FLOCK TO “THE DAY IN RECRUITING”

The Day in Recruiting is a one-page guide to buzz in the recruitment industry. It aggregates the leading blogs, headline news, job announcements, videos, photos and podcasts and presents it all in an attractive easy-to-scroll interface. The Day in Recruiting is the brainchild of Jim Stroud, recruitment research specialist, award-winning blogger and serial entrepreneur. Since its launch in late-October, over 1,000 recruiters have frequented the website. The Day in Recruiting features content from around the world and most prominently, from the United States, India and the United Kingdom.

The Day in Recruiting” is meant to be a one stop shop for recruiters to busy to read everything that’s out there,” says Jim Stroud. “When I created it, I wanted the effect of skimming through the morning paper.”

The Day In Recruiting pulls its data from multiple sources and is updated every 30 minutes. When users place their cursor over a particular headline, they can preview the story. Clicking the headline of a story will take the user to where the information is posted online.

Jim Stroud hopes to make “The Day in Recruiting” a daily destination for recruiters worldwide.

“Ideally, recruiters will make The Day in Recruiting their homepage and start their day with the latest buzz in their industry,” says Jim Stroud. “It’s a simple process; all they have to do is click a link at the top of the page.”

The Day in Recruiting has additional features in development. It can be accessed online at www.thedayinrecruiting.com.

FOR MORE INFORMATION

Jim Stroud
Recruiter-Trainer-Blogger-Nice Guy
Email: jimstroud@jimstroud.com
Web: http://www.jimstroud.com

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October 13, 2006

Jason Gorham To Speak at Kennedy Information's Recruiting 2006 Conference, 11/8 and 11/9, NYC

Our good friend, Jason Gorham - CEO & Managing Director, CareerMetaSearch.com, will be presenting at Kennedy Information's Recruiting 2006 Conference and Expo at the Javits Center November 8th and 9th, in New York.

We've been looking at the great lineup of speakers he'll be with and wanted to give you an idea of who will be there - and remind you again that we can save you $300 off the regular conference price if you decide to go!

Among our colleagues at the conference will be the popular Peter Weddle and Tony Lee…Christine Deputy, VP of Global Staffing for Starbucks…Scott Pitasky, head of talent acquisition at Microsoft…and Trudy Knoepke-Campbell, Director of Workforce Planning at giant HealthEast Systems.

Other featured speakers include Rusty Rueff of SNOCAP and Attorney Les Rosen.

You check them all out online at http://www.recruiting2006.com/CMS

Because of our relationship with Jason, you can receive a reduced rate ticket to the Conference: Just $895. You'd save $300 off the regular, $1,195 price.

But the deadline is almost here so if you plan to attend, you'll need to call Kennedy At 800-531-0007 ext 631 before October 27. Just tell them "Jason Gorham" referred you, and they'll take care of it.

Hope to see you there…

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September 30, 2006

Here Are The Buzzwords From Mobile Gaming's Top Recruiter: Customize Don't Standardize

HERE ARE THE BUZZWORDS FROM MOBILE GAMING'S TOP RECRUITER: CUSTOMIZE DON'T STANDARDIZE
By MobileWirelessJobs / MobileContentJobs
September 2006


Marc MencherAs part of our HR Q&A interview series, MobileWirelessJobs recently caught up with Marc Mencher, founder of GameRecruiter.com, to learn more about his company's online talent acquisition practices in the mobile gaming vertical. The HR Q&A series is a featured column in MobileContent Careers. MWJ= MobileWirelessJobs.com; MM= Marc Mencher.

MWJ: Are resumes submitted on-line and off-line handled differently? Is it better for a candidate to submit his/her resume on-line?

MM: Resumes are always handled differently; whether they are submitted electronically or they are on the traditional fancy paper stock. Game companies tend to be more high-tech since they are technology companies, and their preferences learn more towards virtual submission (i.e. via online). Game companies use the latest and greatest software and database tools to keep their resume submissions organized so it does not clutter up their internal distribution. Once your resume is submitted, it is now in the hands of the Human Resources Department.

HR Departments usually receive many submissions for any number of jobs that it takes, on average, 2 months to sift through the results. That is why it is extremely important that you buzzword the impressive portions of your skill set out on your resume. The HR people who are screening the resumes usually know little to nothing about the game industry; they are not programmers, artists, producers, or designers. At the very most, the HR people conceptually understand the game development process but they probably don’t play games themselves.

MWJ: What percentage of local talent do you recruit versus relocated applicants?

MM: Mobile game companies’ first priority is to always find and hire the best talent for their team. That is why they tend to not be adverse to the relocation applicants. 70% of the candidates we place with our clients at GameRecruiter.com are usually relocated from different states. Obviously, if the game company can save money and not have to pay for relocation they will do so. Game companies are always looking for local talent to add to their teams. But the prime determinate for a company is the talent of the candidate, not the location.

MWJ: How quick is the turn around between sourcing the candidate, interviewing the candidate, offering the candidate a position, and hiring the candidate? Is this process any faster when the resume is submitted on-line vs. offline, or is there no difference?

MM: The cycle of finding the perfect candidate for our clients is not a fast one. The initial sourcing for candidates can take about 2–3 weeks. Coordinating a proper interview with the candidate/client can take up to 1-3 weeks. The offer can take 1-2 weeks. And don’t forget, then the candidate has the process of resigning from their current job if they are employed, thus adding more time to the process which is minimally 2 weeks. If relocation is a factor then it can also add an additional 2-3 weeks. So overall, the whole process takes about 2-3 months from start to finish. This is not unusual, even without using a recruiting service, when searching for a new job. One can expect the process to take several months.

MWJ: What can a candidate do to get noticed by HR when applying for a job?

MM: Customization is the key to getting your resume noticed by the HR Department. You should NEVER mass email out a generic resume to different prospecting game companies. By customizing your resume to the job advertisement of the game company, you can specify the buzzwords to be picked up by HR. HR has no idea when they review your resume that, because you reverse-engineered a GNU compiler, that skill could be useful for the open “PlayStation tools” position. If you didn’t use the word “PlayStation” in your resume, you’d be disqualified even though it would be obvious to any engineer reviewing your resume that you more than qualified for the job advertised. That is why you need to include in your resume the buzz words and action statements that you need to “sell yourself.” This helps guarantee there is never a disconnect on what you do as opposed to what you can do.

MWJ: What skills are in high demand right now?

MM: Java, Brew, J2MEE, are primary skills that an engineer will need. As cell phones move towards 3D technology, Artists with retro console experience (i.e. n64, ps1, GBA) are in high demand. We still see the need for 2D pixel artists, but the industry seems to be moving towards lowpoly 3D artists and animators in terms of art.

MWJ: What trends are you seeing in the Mobile games space?

MM: The mobile game space is moving to incorporating 3D graphics for simple games. There are more and more community driven games being made. Games are being sponsored by larger conglomerates and you can accumulate prize points for cash and merchandise. The casual game space and the wireless game space seem to be converging. And there is a new demand for original IP, pulling away from the typical model of pumping out ports of licensed IPs.

MWJ: What are the typical salary ranges for these positions?

MM: • Artist/Animator $25-75k base, depending on experience levels.
• Programmer $35-100k base, someone who has experience limited only to mobile will be on the lower end than someone who has console, casual and mobile, will demand a higher salary.
• Producer $45-100k, again depending on experience.
• Game Designer/Level Designer $45-100k base.
• Head of Studio/VP $120-200k base.
• Marketing and Sales $60-90k base with a sales targeted bonus program.

MWJ: Where geographically are most of the jobs located?

MM: The West Coast. Although you will find a number of mobile companies all over the United States, the most concentrated areas are the SF bay area and Los Angeles with Montreal, Canada for our friends in the north.

MobileContent Careers is the monthly eNewsletter of MobileWirelessJobs. Each issue contains one or more HR interviews of the top employers in the mobile content and wireless industries. These interviews help our candidates learn more about the companies listed on MobileWirelessJobs beyond what can be found in a job posting. Our research has shown that employers who participate in our HR interview receive a much greater resume response for their time and effort.

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Slow Offers, Fast Recruiting Takes It Toll On Mobile Companies

SLOW OFFERS, FAST RECRUITING TAKES IT TOLL ON MOBILE COMPANIES
By MobileWirelessJobs / MobileContentJobs
September 2006

NEW YORK – Mark Henderson sat alone in his office. He believed he just witnessed thousands of dollars walk right out the door and he felt there was little he could about it. He's the hiring manager in a platform development area of a major wireless entertainment company based in Los Angeles and he's frustrated right now.

He spent months sourcing the right candidate to fill an immediate need in his department and low behold he found him. We'll call him Steve. He followed all the proper procedures with HR, conducted the proper background checks and was certain his company was ready to tender an offer. The problem was HR was too slow to give him the green light. When Mark placed that much anticipated follow-up call to Steve, he had long since accepted a similar position at a competitor company. A mere 10 days had elapsed since Mark first contacted Steve. Sound familiar?

The truth is Employers have less than two weeks to make an offer to top talent in the mobile industry before that narrow hiring window closes. Snooze and you lose. Hiring managers have become victims of HR's penchant of controlling the hiring process and bogging it down with red tape and non-crucial evaluation. This has adversely affected the bottom line for many mobile companies, particularly smaller organizations that really shouldn't require that many approvals to bring new talent on board.

"Its simply stunning to see the lack of urgency some staffing organizations have shown recently towards offering qualified candidates right now in the mobile industry," says Rob Salerno, President of Cinnamon Entertainment Group LLC and parent company of MobileWirelessJobs.com. "There's simply no upside to playing the wait and see approach once you've done all of your due diligence and you've sourced the right Candidate. The costs of reinventing the hiring cycle oftentimes completely outweighs the risk of making the offer. I strongly suggest that mobile employers create a short term performance based program for new hires and speed up the hiring process if they wish to remain competitive in today's labor market."

Does this mean it's a candidates market? "No, not necessarily," added Salerno. "Its depends on the position and the candidate. That said, we are also seeing Employers pre-screen some Candidates for skills and competencies that aren't even necessary for the actual position they are seeking. This sends mixed signals to the candidate that these skills will somehow be required for the job when in fact, these skills are not essential to the role. If you are going to cause any delays in the offer process, pick and choose your battles carefully. Learn all that you can quickly but make tough decisions. It doesn't always pay to wage pre-screen war." In fact, qualified Candidates who fail to see that written offer will quickly divert their attention elsewhere if the Employer appears to be stalling for no good reason.

Conversely, though, Candidates must do a much better job of creating succinct profiles so that Employers can close the gap on any loose ends that may cause them hesitation to make a job offer. "That is why you need to include in your resume the buzz words and action statements that you need to 'sell yourself.' This helps guarantee there is never a disconnect on what you do as opposed to what you can do," confirmed Marc Mencher, Founder and President of GameRecruiter.com. Employers spend an enormous amounts of time piecing together pertinent information about the Candidate that could easily be solved by having them deliver more detailed profiles. If you can do the job, you should provide Employers with the reasons why as well as solid numbers and anecdotal evidence to support your claim.

"This is why we have Podcast Net Videos today in mobile recruiting," Salerno noted. "Our candidates are not simply rehashing resumes but taking the steps necessary to discuss career milestones, budgets, and number of direct reports, as well as problem-action-result stories along with personal performance reviews in order to prove their qualifications for the job they seek." These videos create a sort of "canned interview" for the Employers that will save both parties time and money during the hiring process. MobileWirelessJobs offers Candidates the opportunity to send in their Net Videos on a confidential basis so that it can be shared with potential Employers when a position arises that matches their background.

The problem though still persists with mobile companies failing to act quickly on offering qualified candidates when the opportunity arises. In a recent survey conducted of 300 companies in the mobile wireless industry by MobileWirelessJobs, over 75% admitted that they had recently missed the boat on hiring qualified Candidates in the past quarter because there were too many internal snags in the decision making process. As the old adage goes, when you have too many cooks in the kitchen you can spoil the broth. As a result, an estimated $50 million of revenue was lost by these same companies during this period from projects that were delayed based solely on the lack of quality manpower.

Employers should also reduce the Candidate evaluation by committee approach as much as possible in order to streamline the decision making process and keep the focus within those individuals immediately impacted by the hire. Nonetheless, Employers would be prudent to place immediate hires in a probationary period that offers them the chance to attain immediate but realistic milestones yet still protects their investment and defines expectations, performance evaluation and paths to success.

Meantime, Mark Henderson is about to spend another three months searching for the right candidate to fill this crucial role on his team. He was quick to mention that he has seen a minimal attrition rate difference between a "quick" offer and what he termed a "diligence" offer from his experience. At his company, though, a "quick" offer has meant a little over two weeks and thus too slow. Still he sees the bigger picture. He cannot afford to sit back and become entangled in the cat and mouse game of getting approvals. He wishes his company would remove its own internal barriers and speed up the hiring process.

The true loss in this case is the enormous opportunity cost of slow hiring cycles in the mobile industry. Do not underestimate the value of human assets when you have a chance to add immediate value to your organization. Its a tough lesson but one that many mobile companies have recently had to pay.

MobileContent Careers is the monthly eNewsletter of MobileWirelessJobs. Each issue contains one or more HR interviews or HR Stories in the mobile content and wireless industries. These article help our candidates learn more about the companies listed and hiring trends trends listed on MobileWirelessJobs beyond what can be found in a job posting. Our research has shown that employers who participate in our HR interview receive a much greater resume response for their time and effort.

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August 21, 2006

Mobile Recruiting Hits A Feverish Pitch

MOBILE RECRUITING HITS A FEVERISH PITCH
By MobileWirelessJobs / MobileContentJobs
August 2006

NEW YORK – When MobileWirelessJobs launched its SMS Text Messaging Job Alert service the last thing anybody expected was for it be used to target specific candidates about offline events.

"Quite honestly, we thought it was just going to be a text messaging service that would alert candidates of a new job listings on our site," said Rob Salerno, President and Founder of Cinnamon Entertainment Group LLC and parent company of MobileWirelessJobs.com.

"Instead we have seen our SMS candidate list grow 150% in less than 3 months, " Salerno added. The reason: mobile wireless companies are now contacting MWJ to send text messages for invite-only networking events, Job Fairs, and Open Houses to potential candidates.

"What's nice about it is the fact the most people have mobile area codes related to their home residence. Therefore, the unexpected result has been our ability to geo-target candidates based on area code. " he added.

As Online Talent Acquisition and Sourcing has become more mobile, so has the need to use the more direct means to attract qualified candidates. SMS Text Messaging is a non-intrusive way to send a targeted recruitment message without the need for the candidate to respond or put a resume together.

Furthermore, as Mobile recruiting advances many predict the text resume will be a thing of the past. In fact, many experts believe that candidates will instead one day create "digital profiles" that would include a summary of work experience, education, project/work accomplishments, budget performances, direct report relationships and other psychological / behavioral traits that can sent / received via a mobile device.

The relationship with the right candidate is a long term endeavor. Even after the "right" candidate has been sourced, companies still have a considerable challenge. Companies want to know the candidate's competencies, leadership skills, quantifiable accomplishments as well as personal strengths / weaknesses before even calling that person in for an interview. This oftentimes cannot be accomplished through a text resume. Its no longer a matter of whether a candidate "can do" the job but how.

"With Mobile recruiting, you will see more audio / visual communication during the candidate pre-screening process than ever before," Salerno confirmed. Staffing managers today are sending and receiving more mobile communication than most candidates realize. "Of course, " Salerno continued "candidate delivery and presentation has always been an important factor in the recruitment process. But now, it's been taken to a whole new level. We've had many candidates email us to request a confidential resume video podcast of their own via the mobile and broadband platforms."

This is particularly true of senior level candidates who wish to remain anonymous yet still wish to be kept abreast of new opportunities in their area of expertise. These resume videos typically function as a canned interview and give the potential employer a much clearer idea of the candidate's qualifications, confidence and mannerisms than a text resume.

"Its still a very competitive labor market right now, as you know. We reported the mobile hiring boom back in June in MobileContent Careers and it hasn't let up," Salerno added. Even through the use of blogs, employers have been very careful to research candidates before requesting an interview. "The blogs, such as MobileWirelessJobs.com, are tools recruiters use to open an dialogue with a candidate. The purpose of which is to research the candidate more thoroughly and assess value," noted Salerno.

This level of candidate assessment could be something as small as analyzing a candidate's writing style when he/she responds to a message thread or how he/she goes about solving a technical problem. "By assessing a candidate's problem solving skills, you can really draw a lot of conclusions about that person. Some candidates see the bigger picture - some don't," Salerno pointed out.

In fact, some think the recruitment blog is merely an informal journal of random thoughts used by recruiters to stir up friendly conversation. "Recruiters don't have enough time in a day to waste on that. Each paint stroke has a purpose,' Salerno concluded.

In sum, it is the combination of candidate research and technology that has turned mobile recruiting into a rather complex process and has also represented a tremendous cost savings to forward thinking HR organizations. Accordingly, MobileWirelessJobs highly advises mobile wireless candidates to put forth more time and effort in making themselves more accessible via the mobile platform in today's hiring market.

MobileContent Careers is the monthly eNewsletter of MobileWirelessJobs. Each issue contains one or more HR interviews or HR Stories in the mobile content and wireless industries. These article help our candidates learn more about the companies listed and hiring trends trends listed on MobileWirelessJobs beyond what can be found in a job posting. Our research has shown that employers who participate in our HR interview receive a much greater resume response for their time and effort.

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Applicants Don't Fall Into The "Black Hole" at EA Mobile. They Consider Each Candidate. Really, They Do.

APPLICANTS DON'T FALL INTO THE "BLACK HOLE" AT EA MOBILE. THEY CONSIDER EACH CANDIDATE. REALLY, THEY DO.
By MobileWirelessJobs / MobileContentJobs
August 2006


As part of our HR Q&A interview series, MobileWirelessJobs recently caught up with Christine Bigelow and Elke Gallo, recruiters at EA Mobile, to learn more about their company's online talent acquisition and staffing practices. The HR Q&A series is a featured column in MobileContent Careers. MWJ= MobileWirelessJobs.com; EA= EA Mobile. MWJ= MobileWirelessJobs.com; EA= EA Mobile.

MWJ: What can a candidate do to get noticed by HR when applying for a job?

EA: When a candidate does not get a response from Recruiting/HR, they often assume the resume was not “noticed.” We review every single resume submitted to our active/open job opportunities! Frequently candidates apply for very senior level roles, for which they are under qualified, in hopes to get a foot in the door. This is very often why they don’t receive a positive response, and then assume the resume went into a “black hole”. If you want to increase your chances of getting a response, be sure to apply for positions that are a strong match to your experience level. Go ahead and submit that “foot in the door” resume, but be realistic about it. You may not see any response until a less senior position comes along at some point down the road. Also be sure to have a well written resume in which your skills are accurately represented, and your work history is clearly detailed. We see lots of poorly written resumes! Please end this torture for the benefit of recruiters everywhere!.

MWJ: Can you shed some light on any new recruiting initiatives that candidates may not be aware of currently at your currently?

EA: EA Mobile is very active right now. Most of the really cool projects, games etc are currently unannounced…..so I can’t share any details here! But trust me, you want to get involved! We are actively hiring Engineers, QA, Marketing, Producers, Product Managers and other roles.

MWJ: Have you ever used podcasts in recruiting before? If so, what is your experience with resume videos so far?

EA: We have not used podcast recruiting yet. But we would definitely be willing to give it a try.

MWJ: How quick is the turn around between sourcing the candidate, interviewing the candidate, offering the candidate a position, and hiring the candidate? Is this process any faster when the resume is submitted on-line vs. offline, or is there no difference?

EA: In general the hiring timeline has little to do with how the candidate submits their information and more to do with our own project deadlines, or travel schedules. Turnaround time is frequently dependent upon the specific hiring managers involved and the intensity of the responsibilities and deadlines they are facing. If the manager is up against a project deadline of some sort, then interviews will often be pushed back a bit. Very busy managers or departments tend to take a little more time to conduct the hiring process. In general we try to get candidates through the process in 2-3 weeks, but in some cases it takes longer.

MWJ: What methods are used to track resumes? Can you recite what sources are working for you, and which are not?

EA: We track candidate resumes with our EA Worldwide Candidate database., When you apply online your profile and resume becomes part of our the candidate database, which means any EA recruiter from around the globe can search and find your resume. Opportunities can come your way from anywhere! Emailed resumes are not in the database. Candidates can easily send a resume directly by email. But we recommend you also apply online at some point when you have the time so that you can benefit from the candidate database. http://jobs.ea.com/eala, or eamobilejobs@ea.com

MWJ: Are resumes submitted online and off-line handled differently? Is it better for a candidate to submit his/her resume online?

EA: In general no, there is not a big difference in the way resumes are handled when we receive them. EA has an employment site where you can apply online of course. We also accept resumes by email. Both methods work, and we do READ the resumes! Really! We do! http://jobs.ea.com/eala, or eamobilejobs@ea.com

MWJ: What has been your experience with job boards? Have you been more successful searching the resume database than posting jobs?

EA: We do use job boards occasionally, and we do find them helpful at times to find specific niche candidates. Postings will frequently yield lots of junior level job seekers & not enough senior candidates. Sometimes resume mining/searching can yield that specific, senior level resume we really need. Especially if there is a unique combination of skills we are looking for.

MobileContent Careers is the monthly eNewsletter of MobileWirelessJobs. Each issue contains one or more HR interviews of the top employers in the mobile content and wireless industries. These interviews help our candidates learn more about the companies listed on MobileWirelessJobs beyond what can be found in a job posting. Our research has shown that employers who participate in our HR interview receive a much greater resume response for their time and effort.

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July 18, 2006

iHollywoodForum Launches Job Bank By Partnering With MobileWirelessJobs.com

iHollywoodForum Launches Job Bank By Partnering With MobileWirelessJobs.com

LOS ANGELES – iHollywood Forum, the leading producer of conferences and forums in the digital and wireless entertainment industry, has announced the launch of its new job bank.

The job bank will offer employment listings, resumes and various other online recruitment tools specifically dedicated to this substantially growing niche industry. iHollywood Forum President, Zahava Stroud, stated that “iHollywood Forum receives dozens of phone calls each week from employers seeking to hire as well as from senior executives who are looking for potential openings. This new job bank for executives will be a great way to provide insider access to high level jobs”.

As part of its job bank’s value proposition, iHollywood Forum has partnered with MobileWirelessJobs.com – the leading recruitment job blog for the mobile wireless industry with over 47,000 subscribers to its monthly eNewsletter called MobileContent Careers.

“Having worked with iHollywood Forum over the past several years, I can think of no better event producer to source passive candidates in our space,” says Rob Salerno, President of Cinnamon Entertainment Group LLC and parent company of MobileWirelessJobs.com. “We have an aggressive plan in place to drive unique visitors, particularly targeted yet qualified traffic, to our portal. This partnership affirms our commitment towards reaching that goal and providing our audience with the tools necessary to make informed decisions about their next career move.”

In bolstering its search engine reach, MobileWirelessJobs.com also aggregates its employment listings with Indeed.com, SimplyHired.com, Edgeio.com, Oodle.com, and Jobster.com. Job postings are searchable on these portals and oftentimes enable candidates to learn of job opportunities before they become available on other job boards or recruitment sources.

Through its close relationship with AC Lion, a New York based Executive Search and HR Marketing firm, MobileWirelessJobs also offers SMS Text Messaging Job Alerts, Podcast Online Resume Videos and Q&A interviews with HR Managers in its monthly MobileContent Careers eNewsletter. “We have taken the next step in online recruiting,” added Salerno. “For instance, we typically use SMS Text Messaging Job Alerts to invite candidates to offline job networking events, invite-only career fairs and open houses. We also podcast Online Resume Videos in order to create a sort of canned interview in which candidates can describe why they feel they are uniquely qualified for the job they seek.”

iHollywood Form is currently making the final preparations for its 11th annual Mobile Entertainment Summit taking place September 11, 2006 in Los Angeles. MES is the industry's leading conference and showcase of mobile entertainment from games to music to multimedia, messaging, and marketing. Each event attracts senior executives from carriers, handset makers, entertainment companies, content aggregators, gaming developers, content creators, software companies, network operators and other leaders in the mobile arena from both the U.S. and abroad. More information can be found at www.ihollywoodforum.com.

About iHollywood Forum
Founded in 2000, Los Angeles-based iHollywood Forum, Inc.,™ produces cutting-edge roundtables and conferences about digital entertainment and mobile technology. The summits attract a diverse mix of Hollywood and Silicon Valley executives, entrepreneurs, technology executives, attorneys and others to learn and make deals in an intimate environment. Sessions are typically moderated by top journalists and analysts. Other conferences produced by iHollywood Forum include the Mobile Entertainment Summit, Music 2.0, Impact! (entertainment marketing) and the Digital Media Summit. More information is available at www.ihollywoodforum.com.

About Cinnamon Entertainment Group LLC
Founded in 1998, Cinnamon Entertainment Group LLC is a diversifed media and artist services company. This includes two divisions: interactive media marketing and artist management/production. The interactive media division consists of two recruitment portals, MobileWirelessJobs.com (http://www.MobileWirelessJobs.com), a niche career employment site for mobile content and wireless industries, and NJJobMarket.com (http://www.njjobmarket.com), a geographic niche site dedicated to jobs and resumes in the state of New Jersey. CEG is also a joint venture partner of Butterflyvista (http://www.Butterflyvista.com) in Online Promotions Group (http://www.onlinepromotionsgroup.com), an Entertainment Marketing Promotions interactive agency for sweepstakes contest hosting, blogs, sms text messaging, email marketing and myspace. OPG runs and operates HollywoodPrize.com (http://www.hollywoodprize.com), a sweepstakes contest portal for entertainment brand promotions in music, tv, film, sports, theatre, games, books and magazines. The artist management division consists of Atlantic Management for actors, actresses and musicians; Simple Verse, a production company; and South Brunswick Songs, a music publishing company. Visit http://www.cinnamonentertainment.com for more information.

About AC LION
Founded in 1996, AC LION is a leading executive search, HR marketing and recruitment firm specializing in building sales, marketing and technology teams within the mobile wireless industry. Over the past decade, we have developed a strong reputation in the marketplace by helping the industries best companies maintain their competitive edge by sourcing the best talent. Visit http://www.aclion.com for more information.

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UNICON Sources The Best Talent Regardless Of Location And Backs It Up With Strong Training And Diversity Programs

UNICON Sources The Best Talent Regardless Of Location And Backs It Up With Strong Training And Diversity Programs
By MobileWirelessJobs / MobileContentJobs
July 2006

As part of our new Q&A interview series with hiring managers, MobileWirelessJobs recently caught up with Holly Solomon, Technical Recruiter at UNICON International, Inc., to learn more about her company's staffing, training and compliance plans. The Q&A series is a new featured column in MobileContent Careers.
MWJ= MobileWirelessJobs.com; HS= Holly Solomon.

MWJ: Is your company a supporter of affirmative action?

HS: UNICON International, Inc. is fully committed to the concept and practice of equal opportunity and affirmative action in all aspects of employment. UNICON has recently developed its first formal Affirmative Action Plan (AAP) to reinforce this commitment.

We are proud of the progress we have made on the diversity front which was confirmed by AAP analysis that showed for the overwhelming majority of our workforce, employment levels of women and minorities are representative of the recruiting population. Nonetheless, UNICON expects to continue its successful outreach efforts and to ensure that all applicants and employees are treated fairly and based on job-related criteria.

It should also be noted that UNICON was found to be in full compliance with sex discrimination guidelines and that there is no evidence of discrimination in any form against female employees.

MWJ: What type of training program does your company have? What is the goal of your training programs?

HS: UNICON offers group training to provide opportunities for employees to enhance their professional skills. The program includes workshops or seminars sponsored by UNICON for all employees, dependent upon work location. All UNICON employees are encouraged to participate.

We also offer up to $2000 per year in educational assistance reimbursement for outside workshops, seminars, professional membership fees, certifications, for-credit courses, books, and other education-related costs. This educational assistance program is intended to facilitate further enhancement of our employees’ performance and professional abilities.

MWJ: Who do you choose to handle training? Is it outsourced or done in-house? If it is in-house, who is responsible for the training?

HS: Both. In-house is performed by seasoned developers and professionals on staff.

MWJ: What methods are used to track resumes? Can you recite what sources are working for you, and which are not?

HS: We use a proprietary applicant tracking system to maintain records of each candidate including resumes. We utilize a variety of sources. Being in the IT industry, Dice seems to be very productive as well as Craigslist. We do utilize Monster and a few obscure online resources. In addition, a few of our recruiters are taking advantage of services like LinkedIn.com or local user groups to help them find new pools of candidates.

MWJ: Are resumes submitted on-line and off-line handled differently? Is it better for a jobseeker to submit his/her resume on-line?

HS: We prefer online resume submission. If we receive a paper resume, we request an online submittal so we may add them to our database.

MWJ: How quick is the turn around between sourcing the candidate, interviewing the candidate, offering the candidate a position, and hiring the candidate? Is this process any faster when the resume is submitted on-line vs. offline, or is there no difference?

HS: This varies widely dependent on the job, the client and the candidate. On-line is probably minimally faster.

MWJ: What has been your experience with job boards? Have you been more successful searching the resume database than posting jobs?

HS: We feel that attacking it from both ends works best. Going out to find best-fit candidates on the boards as well as funneling them to us through the use of online ads gets us the best return.

MWJ: Do you accept resumes from job seekers in other geographic locations outside of your office locations? If so, what amount?

HS: We accept resumes from all over. In fact, we have a few international openings at this time. We find that it benefits UNICON and the clients we serve to provide the best talent independent of the employee’s current location.

Relocation is dependent on the candidate’s location, the location of the job, and other factors. Typically we offer $1500.00 or more.

MobileContent Careers is the monthly eNewsletter of MobileWirelessJobs. Each issue contains one or more HR interviews of the top employers in the mobile content and wireless industries. These interviews help our candidates learn more about the companies listed on MobileWirelessJobs beyond what can be found in a job posting. Our research has shown that employers who participate in our HR interview receive a much greater resume response for their time and effort.

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Applicant Resumes That Address Specific Needs Reach The Top At Infonxx

APPLICANT RESUMES THAT ADDRESS SPECIFIC NEEDS REACH THE TOP AT INFONXX
By MobileWirelessJobs / MobileContentJobs
July 2006

As part of our new Q&A interview series with hiring managers, MobileWirelessJobs recently caught up with Therese Amedeo, Director of Employment, at Infonxx, headquartered in Bethlehem, PA to learn more about how her company's staffing and relocation plans. The Q&A series is a new featured column in MobileContent Careers.
MWJ= MobileWirelessJobs.com; TA= Therese Amedeo.


MWJ: How quick is the turn around between sourcing the candidate, interviewing the candidate, offering the candidate a position, and hiring the candidate?

TA: Time line often depends on the particular position. For the more technical positions it may take a little longer to screen- however we are committed to doing our best in keeping the candidate informed as to where we are in the process and what their status is. Another factor of course is the availability of a candidate – we understand many may be currently working so we will work around their schedules to make the interviews happen. If the candidate is coming from outside a commutable distance, we handle the travel arrangements.

MWJ: Have you tried sourcing qualified candidates using any other direct marketing techniques such as email marketing or SMS text messaging?

TA: One initiative we are close to launching is a monthly e-newsletter to those interested in employment with IINFONXX- an informative but quick read to update jobseekers on what’s new with INFONXX that month including what new technology, product offerings, events etc. in which we are involved. It will also include current job openings. Anyone interested in being placed on the list is welcome to get in touch with me!

MWJ: Is this process any faster when the resume is submitted on-line vs. offline, or is there no difference? What can a Candidate do to get noticed by HR when applying for a job?

TA: To “get noticed” we find it most helpful when applicants confirm how they meet the requirements in the job by one- updating their resume to reflect that experience and two- taking a step further to outline in their cover letter the experience they have that match our needs. It makes it easier for us to put those at the top and say to the hiring manager- this applicant looks to be more on track with us versus others who may not look to us as if they have they really met the listed requirements.

MWJ: Do you accept resumes from job seekers in other geographic locations outside of your office locations? If so, what amount?

TA: Yes- absolutely. We recognize that the talent pool needed at INFONXX may not necessarily live in the area, or even on the East coast for that matter. Because of that we are able to offer a competitive relocation package to new employees- in accordance to the level in which they will work in the company.

MWJ: Are resumes submitted on-line and off-line handled differently? Is it better for a jobseeker to submit his/her resume on-line?

TA: In an effort to best track applicants and review resumes in a timely manner, we ask that all applicants applying to our corporate positions do so online. Concerning best practices- we accept resumes for posted positions only- which is another reason why we ask candidates to go directly to our website. We keep the resumes that may not be directed towards a posted opening and contact the applicant about out process. If an applicant is not comfortable with applying online they may also download the application from the website and send to us via fax or mail.

MWJ: What has been your experience with job boards? Have you been more successful searching the resume database than posting jobs?

TA: Again this depends on the positions- non-technical positions usually gain us a larger applicant pool than technical positions. We typically yield a higher quality candidate when searching through resume databases and reaching out to candidates rather then simply posting and waiting! Also, we use very targeted job boards if the position allows us to do so. For example, when hiring a Public Relations Manager, we also posted it on professional association job boards. This tends to give us a more highly relevant pool of candidates.

MobileContent Careers is the monthly eNewsletter of MobileWirelessJobs. Each issue contains one or more HR interviews of the top employers in the mobile content and wireless industries. These interviews help our candidates learn more about the companies listed on MobileWirelessJobs beyond what can be found in a job posting. Our research has shown that employers who participate in our HR interview receive a much greater resume response for their time and effort.

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July 14, 2006

Beta "Free" Trial Period Ends. Partnership with iHollywoodForum Announced!

MobileWirelessJobs announces that the beta trial "no cost" testing period has ended. We appreciate all the mobile wireless employers that have used our service during our initial launch. We hope you will continue to use our portal to source qualified candidates in our space and participate in our no cost HR interviews in the MobileContent Careers eNewsletter as we move forward.

Meantime, MobileWirelessJobs is pleased to announce a new partnership with iHollywoodForum. Effective July 15, 2006, all job postings on MobileWirelessJobs will automatically be cross-posted to the iHollywoodForum Job Bank. There will be one price for this service regardless of which job site you post jobs from. A formal press release shall be forthcoming.

About iHollywood Forum, Inc.
iHollywood Forum, Inc. is the leading producer of conferences and forums about the cutting-edge in digital and wireless entertainment .Our conferences consider topics such as online music and film, mobile entertainment, IPTV, interactive marketing and advertising, digital cinema, interactive television, games and much more.

For any questions, please contact Rob Salerno: rob (at) mobilewirelessjobs.com or call 646-320-5162.

MobileWirelessJobs / MobileContentJobs
Cinnamon Entertainment Group LLC
New York, NY 10021

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June 25, 2006

2006 SHRM Conference, Washington DC

The staff for MobileWirelessJobs will not be available today, Monday 6/26, as we will be attending the 2006 SHRM Conference in Washington, DC. We will return to the office on Tuesday, 6/27. For those of you attending the conference - we hope to see you there! We apologize for any inconvenience this may cause.
- MobileWirelessJobs

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June 19, 2006

New SMS Job Alert Service Launched!

Attn: MobileWirelessJobs Candidates

You now have the option of subscribing to our SMS Text Message Job Alert. This new feature was just launched today. Visit our "SMS" page for details.

Meantime, we apologize for the slow start of the week. Our staff is currently busy at the iHollywoodForum IMPACT! show here in New York City.

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June 6, 2006

Mobile Marketing Forum

You may have noticed that things have slowed down the last few days. This is due to the 2006 Mobile Marketing Forum here in New York City. We apologize for any delays in response as our staff will be short-handed in the next few days as we will be attending the conference. - MobileWirelessJobs

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June 1, 2006

A Strong, Creative Culture Leads To Low Turnover at SVOX AG

A STRONG, CREATIVE CULTURE LEADS TO LOW TURNOVER AT SVOX AG
By MobileWirelessJobs / MobileContentJobs
June 2006

As part of our new Q&A interview series with hiring managers, MobileWirelessJobs recently caught up with Norman Rohr, Finance & Operations Director at SVOX AG, to learn more about his company's hiring practices and thoughts on relocation, staffing, compliance and retention. The Q&A series is a new featured column in MobileContent Careers. MWJ= MobileWirelessJobs.com; NR= Norman Rohr.

MWJ: What techniques does your company use to retain employees?

NR: I believe a lot in the importance of creating a work environment where employees feel that they are valued and respected. They should feel comfortable and important. This means, while our salary packages are certainly highly competitive, we consider the creation of an appealing corporate culture to be very important.

In our company meetings, all of our employees are informed about all important issues within the company. We embrace an open sharing of information. I believe that employees with a better understanding about the company, will have higher motivation but will also be better problem solvers. They will simply see the overall picture. Emancipation in consequence is critical to employee satisfaction and retention. The other important factor is our tremendous team culture. Since we have a diverse staff who loves to mingle with each other, our culture basically forges inter-twined interest groups of people that catch up even in their leisure time regularly.

MWJ: What percentage of employees have you retained? What is your turnover ratio?

NR: Well, in six years at SVOX we've had four people leave the company. Two of them left for personal reasons. They moved with their families to the US. Another one was a temporary part-timer that we mutually agreed would leave once she had found a full-time position. I consider a turnover ratio of one in 30 within six years to be not bad at all.

MWJ: Do you accept resumes from job seekers in other geographic locations outside of your office locations? If so, what amount?

NR: I see SVOX as a small multinational company. Almost all our revenues are made outside of Switzerland. Add to this, SVOX is a speech technology company. This means our business is global by definition. That is why we openly invite applications from every region in the world. Our company has been diverse since its inception, and we want to keep it that way. To give you an idea, at the moment SVOX’s core team consists of thirty staff members. Of these, only five people are Swiss, another five are from Germany. The remaining two thirds come from around the world. With SVOX you typically work next to a Belgian, a Russian, an American, and so on: The whole world in one company. It is an amazing experience to have all these smart people here in Zurich.

MWJ: What steps are you taking to remove the glass ceiling for women and minorities?

NR: As I said before, SVOX enjoys its diversity. We always hire the best candidates. This need not be the one with the best skills at the moment. Often it is rather the applicant who has the highest potential to grow within our company. In this sense, we do not discriminate based on race, gender, etc.

MWJ: Are resumes submitted on-line and off-line handled differently? Is it better for a jobseeker to submit his/her resume on-line?

NR: We do not differentiate between resumes provided online or those provided offline. They are all treated in the same fast and personal way. However, I encourage everyone to submit their applications online. It is just so much faster to receive them here. While offline resumes often tend to have a more sophisticated layout, it is actually the content, i.e. the information about the candidate that is of interest to us.

MWJ: What can a candidate do to get noticed by HR when applying for a job?

NR: Our HR staff responds to every applicant. It would be a huge conflict with our corporate culture if we disregarded some applicants. After all, each of them is a unique personality. They have spent the time to apply to our company. As such, they may expect a quick answer.

MWJ: What has been your experience with job boards? Have you been more successful searching the resume database than posting jobs?

NR: Based on my experience, I prefer having people send in their applications. You just see that they are available and interested in your job opportunity. Unfortunately, many resume databases are not up to date. You often bump into people who are not available at the time, or who have posted their resumes only to test their market value. From a recruiters point of view this is time spent inefficiently. A more promising way to recruit is have people form personal relationships (i.e. employees’ friends) or communities. Therefore, my advice to users of resume databases would be to make sure that the resume database is up-to-date and maintains a good reputation with employers.

MWJ: Tell us more about your compensation plan.

NR: Our compensation plan is certainly competitive. However, as mentioned above this would not help to retain employees. It is the corporate culture and ever-changing tasks that keep our employees dedicated to SVOX.

MobileContent Careers is the monthly eNewsletter of MobileWirelessJobs. Each issue contains one or more HR interviews of the top employers in the mobile content and wireless industries. These interviews help our candidates learn more about the companies listed on MobileWirelessJobs beyond what can be found in a job posting. Our research has shown that employers who participate in our HR interview receive a much greater resume response for their time and effort.

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Mobile Hiring Is Booming

MOBILE HIRING IS BOOMING
By MobileWirelessJobs / MobileContentJobs
June 2006

NEW YORK - Mobile technologies and related services represent the most aggressive segment of expansion of the US telecom sector in the last six months. If you consider wireless data services, mobile devices, mobile content providers, application software, systems integration and related services, the total addressable market is roughly $75 billion. Our research has shown that the resulting growth has meant that approximately 4.6 million people are currently employed in the US telecommunications industry, with 414,000 people working in the mobile technologies segment alone in 2006 (approximately 9% of the total US telecom market). This represents approximately a 25% increase from 2004.

"We can't seem to fill positions fast enough," says Michael Hodgskin, HR Director of a Manhattan based mobile/online dating service. "The need for senior level developers is through the roof and there seems to be a lack of available qualified applicants in the local market. We have people working in 8 different countries at the moment, many of whom are contractors who are probably working on competitor products in and around our projects."

Mobile Entertainment employment, in particular, has skyrocketed since 2002. This one time tiny segment of the mobile market has become a major force due to brisk sales of hand held devices and related internet service offerings. While there currently exists very little information on the exact size of the mobile entertaiment labor market, MobileWirelessJobs is currently researching the topic.

"Kids today are doing more with mobile devices than just about any other form of entertainment, including computers," says Mike Adler, Managing Partner of AC Lion, a New York based Executive Search firm focused on online media, sales and marketing for the mobile industry. This will translate into a tremendous demand for more entertainment content and thus, more skilled mobile professionals. Millennials, in particular, are the most intriguing demographic of this growing consumer, and eventual labor, base. "Agreed. They will grow up mobile," noted Adler. Millennials refer to the generation born after Gen Y (1980-1995) and will most likely consume more than 50% of all mobile entertainment sold by the year 2015.

To keep pace, mobile content companies are encouraging educators to offer a more specialized telecommunications track starting in high school and eventually middle school. "We need to educate our future mobile engineers earlier in the process," added Hodgskin. "Otherwise, we will once again find ourselves in a mad scramble for experienced talent by the time the next generation enters the workforce."
While mobile start-ups are getting funded at an alarming rate in 2006, the capacity to serve these labor markets is met with mixed excitement. "On the one hand, these start-ups represent tremendous growth in an otherwise flat labor market. On the other hand, there is a tremendous rumble taking place between rival firms for essentially a fixed number of qualified candidates," said Adler. "I would highly recommend candidates who possess transferable skills to explore mobile technologies right now." Adler recommends software developers, especially those with a C++ or C# background, to take training courses in mobile technologies. "Its going to be an essential skill set. It will no longer will be added luxury."

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