Recruit “Employee” - Rather than recruit employees based on a pre-defined skill set, cost and risk aversion, look for talent that will change the business and help the company grow.Develop and grow talent - Once you have great talent in place, give them the tools that they need to develop. Gone are the days where training includes the teaching of skills. To compete in a knowledge-based economy, employees need to learn how to think.Retention programs - Creative individuals have different needs and HR executives need to learn how to motivate, empower and unleash their creativity.Train senior executives - Senior management will need to learn how to manage the new type of talent. As employees change so does the way in which they need to be treated, giving them greater autonomy and room to grow, learn and contribute to the organization.Outsource non-core HR activities - High-level executives should not be focused on non-core administrate tasks such as HR administration. By outsourcing this function to specialists, HR executives can be freed to focus on more strategic issues to help the company reach its goals.Keep recruiting in-house - With your talent being one of your greatest assets, you should ensure that critical functions such as recruiting are kept by the HR executive. The HR role should be more strategic when recruiting and not limited to traditional job searches as they’re usually done through online job boards.

Roles & Responsibility (Manager-Alliances)* To develop and maintain broad and deep external partner relations with company partners in all recruitment services* Brief knowledge of the partner’s propositions, their markets, business challenges and manpower needs * ensures partner account of the vision* strategies and capabilities of the alliance* maintain updates to the partner of the latest developments of their alliance account; provides feedback to the partners if needed* develop and execute attainable and strategy plans* build multi-level relationships with its partners * produces high-quality leads through constant engagements with partners in terms of recruitment strategies *coordinate with internal resources for recruitment planning efforts of the company. Roles & Responsibility (Research Consultant)* Contacting candidates, following-up with candidates, and managing candidate pipeline.* Scheduling interviews, briefing and debriefing candidates before and after interviews.* Maintaining timely documentation of all conversations with candidates within our internal database. * Assisting in generating leads from conversations with candidates. * Posting job descriptions on job boards, and tracking posting status and results. * Directly source working job candidates from competitors’ organizations;* Prepare candidate resume, any supporting documents, and prep candidate for interviews; * Counsel and consult with client organization hiring managers on current market trends and progress on orders;* Perform salary, fee, and contract negotiations with clients and candidates, where applicable; * Oversee progress on all positions being filled through the Rock ville Office* Devise recruiting strategy and mentor Rockville recruiting staff; * Assist with company-wide recruiting projects and serve as back-up to out-of-office colleague* Head Hunting for Middle level and Top Level