CAT | Dallas IT Directors

We pay for referrals, so if this opportunity is not a good match for your skills or you are not available but know someone who is, please forward this link to them.

My name is Mike and I’m a recruiter at ProVisionTech Group. Our records show that you are an experienced professional with experience with CNC Administration. This experience is relevant to one of my current openings.

Senior CNC Administrator

Description:

The CNC (Configurable Network Computing) Administrator will be responsible for the daily technical support of the JD Edwards(JDE)  Enterprise Resource Planning (ERP) System. The CNC Administrator has primary responsibility for maintaining the JDE EnterpriseOne 8.12 installation. This includes the administering of the user environment, security, backups and software/object change management, JDE EnterpriseOne Java Web Server, HTML Server, Portal installation and Support (Websphere), JDE Business Services installation and support, JDE EnterpriseOne ESU installs (Electronic Software updates), JDE EnterpriseOne Tools Release, JDE EnterpriseOne Software Update Installations, Object Management (OMW) Setup, Configuration & Maintenance, Development Support (EnterpriseOne Fat Client installs and support), performance monitoring, capacity planning, backup and recovery planning and Disaster Recovery (DR) execution. This position will maintain the necessary controls and procedures to ensure the integrity of the environments and the software levels. This individual must maintain a close working relationship with the Tech Services Database and Application Services Manager, Unix Systems Administrator, Oracle Database Administrator and JDE Development Manager in the coordination of overlapping responsibilities.

Requirements:

· Proficient in utilizing the JDE EnterpriseOne Technical Foundation tools and CNC functionality.

· Experience with installation, setup, configuration, package builds and deployments.

· Experience in JDE EnterpriseOne Application and Tools Release upgrades.

· Excellent technical knowledge and experience in server administration, networks, workstations, JDE EnterpriseOne application, troubleshooting and problem solving skills.

· Lead JDE Enterprise One maintenance, monitoring, and tuning activities.

· Work with DBA to monitor and troubleshoot application and database performance.

· Build and deploy packages for development, test, and production environments.

· Install and configure new environments as needed.

· Setup and maintain OMW for project promotion.

· Administer job and print queues.

· Work with Development team to tune and debug applications.

· Monitor and maintain application back-up and disaster recovery procedures.

· Maintain and audit application level security.

· Review and install application patches, ESUs, ASUs, and upgrades

· Configure and maintain application administration tools for monitoring performance and change management.

· Strong verbal and written communication skills.

· Solid working experience on Unix Servers, Oracle database and Websphere Windows.

If you have this experience, feel you are a fit for this position, and are interested, please answer the questions below:

1) Do you have an updated Word copy of your resume?

2) What is your availability to start?

3) Are you open to a contract-to-hire position?

4) What is your current salary or pay rate?

5) Are you currently eligible to work for any employer in the US?

6) When is the best time to contact you and what # can you be reached at for this opportunity?

We pay for referrals, so if this opportunity is not a good match for your skills or you are not available but know someone who is, please forward this link to them.

Regards,

Mike Hanes
ProVisionTech

ProVisionTech Jobs – Dallas IT Jobs – Dallas Technical Jobs

Dallas IT Recruiter Guy

Integrity in Recruiting
972-200-7171


“Save Time, The Best Resources, Guaranteed!”

Posted via email from ptg’s posterous

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I was screening an IT candidate a while back for a developer position with one of our Dallas IT clients and noticed that the resume he had emailed stated that he was a BA on his last 3 positions.  I told him thanks for his resume, but my client needed a developer.  He said he was a developer and I asked why his resume stated he was a BA.  He said that the last Dallas IT Consulting/Recruiting firm he had spoken with had “tweaked” his resume to match a requirement one of their clients had open.  To me this is just plain wrong.  For one thing, a Recruiting firm should never try to squeeze someone into a position they are not a fit for just to make a buck.

Years ago I interviewed for an account manager position with this same Dallas recruiting firm.  I a way I am glad that at that time they chose not to extend an offer to me and I would work for them now that I know that they engage in these types of unethical practices.  Even if this recruiting firm does not necessarily condone these practices, if someone working at the firm that chose to engage in unethical practices, it tarnishes the image of the entire firm.

I had a similar situation happen with a company that I worked for out of New York.  I managed the Dallas office of this company and had recruiters supporting me out of New York and New Jersey offices.  I had a situation where the recruiters just were not finding candidates with the right skills my clients were looking for.  They were submitting plenty of candidates, but none were a fit.  One recruiter promised me that her candidate had all the experience my Dallas client was looking for although his resume did not reflect the experience.  I told her that, if the candidate had the experience with certain programming tools my client was looking for, to have the candidate expound in the body of the resume how he had used the tools and then I would submit them. 

Without my knowledge, this recruiter changed the candidates resume to match the requirement (without the candidate’s knowledge, consent, or permission) and sent it back to me.  I submitted the resume to my client and he immediately requested an interview with the candidate based on what he saw in the resume.  I scheduled the interview and after the interview the manager called to ask why we had changed the candidate’s resume without their knowledge.  I told him that we never touch candidate resumes (so I thought).  He told me the candidate said he did not have the experience mentioned in the resume and that the recruiter must have added it.

Once I found out what had happened I called the candidate immediately to confirm that he had not updated his own resume and then I called the president of our company to discuss the problem.  The recruiter told him that she had corroborated with the candidate on what to change on his resume (which he denied) and the president believed her.  He told me to get the candidate another interview – WHAT?

I was so embarrassed that this situation had wasted my clients’ time.  IT managers are too busy to have their time wasted interviewing candidates that are not a fit.  As recruiters, we must commit to excellence and consistently raising our standards when it comes to working with our clients.  We must operate with integrity at all times.  We must exhibit INTEGRITY in RECRUITING.

Mike Hanes

ProVisionTech

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Dallas IT Staff-Aug

January 11th, 2010

IT Staff Augmentation – Effective Way to Deal With Resource Crunch

Need to staff a project immediately and introduce work process efficiency? Staff augmentation could turn out to be an effective way to leverage existing resources and utilize outsourced resources for the benefit of your company. Today, IT staff augmentation companies will help offer a team of professionals that can fill in to suit an organization’s needs.

There are a number of staff augmentation companies online which will assist companies’ with customized software development, contract programmers and a number of staffing solutions based on the needs and the budget of the company. It involves evaluation of existing staff in the company and determination of additional skills required for the projects. In companies that may have downsized a little too much, IT staff augmentation is a great alternative for most companies who are faced with problems of abundant/shortage of IT resources and falling rates.

 

Benefits of Staff Augmentation in the IT Sector

  • Skilled, professional IT personnel to work on specific requirements
  • Create and maintain the additional infrastructure and manpower
  • Save time and money

 

Apart from the above mentioned advantages, the process of staff augmentation is helpful in choosing the very best in times of abundance of IT resources. Various companies use different methodologies to find the right candidate and the process of finding an online company which offer IT staff is simpler than ever. For finding the best online you need to check a huge database and choose from a pool of talent. However, IT staff augmentation companies online will help make the process as easy as a click of your mouse. Once your requirements have been noted, they will find the most competent IT staff for your needs and budget.

It is natural for companies to have concerns over the ability/productivity of the IT staff that they have hired following recommendation of the staffing companies. But, the well-structured recruitment process and comprehensive screening process by the staffing companies will ensure that critical information is validated and candidates are chosen based on their performance and ability to handle the job requirement.

As a 13 year veteran of Dallas IT Operations and Technical Consulting/Recruiting, I really do desire to partner with my clients in a long-term relationship that adds value. Many companies I have worked for since moving into IT Staffing and Recruiting did not feel the same way as I did.  That is why I considered it a “blessing in disguise” when the last company I was with decided to to close the Dallas IT Consulting/Recruiting office I operated.  I launched my own company, ProVisionTech, and now am able to operate my own company with what I feel are sound and honest business practices.  If you need to augment your current IT staff, doesn’t it just make sense to work with a company that actually has the background and expert knowledge of the IT Industry?  We can help you with your IT Staffing Augmentation needs.   

When you work with us, you’ll find the right person or position faster, easier and with fewer headaches than you ever imagined. We guarantee it!

Mike HanesProVisionTech 

For more information on our company, ProVisionTech, go to www.provisiontechgroup.com or call 972-200-7171

For your Free Report – 5 Things You Must Know Before Hiring An IT Consulting/Staffing Company, go to www.yourtechnicalrecruiter.com

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Dallas IT Staffing/Recruiting

January 7th, 2010

What’s Gone Wrong With IT Staffing Agencies?

By Mike Hanes

For years we were lulled into a false sense of security when it came to our IT backgrounds and technology-driven economy. Not too long ago, it was widely accepted that if you had any IT literacy and general understanding of SQL, Java, Lotus, or Unix, finding a position was relatively easy to do. We became familiar with ‘buzzwords’ that could be woven into a resume and instantly lend credibility where none was necessarily due, especially when few actually understood the lingo. Lately, we’ve had a rude awakening.

Not only are positions in the IT world being cut right and left, many of those positions being vacated are then staffed with lesser paid, unqualified personnel. The qualified IT professional is finding it harder and harder to find a company that is willing to pay for their expertise, and companies looking to hire are often disappointed with candidates thrown their way via technical staffing agencies.

Why Are Technical Staffing Agencies Missing the Mark?
To understand what’s going on here, you need a basic understanding of the IT staffing/recruiting process. In a typical firm, there are account managers, recruiters, and sometimes those who are referred to as ‘researchers.’  The hiring company contacts the staffing firm’s account manager with a particular requirement in a candidate. The account manager relays the specific requirements to their recruitment specialist, who filters through their employee candidates to search for the right fit. Ideally speaking, this would work just fine. The problem exists when:

  • the account manager and the recruiter don’t have any technology experience and/or don’t possess an understanding of what technological projects may involve,
  • account managers and recruiters are subject to a placement quota, often with limited understanding of IT language,
  • time constraints placed on recruiters to fill quotas result in ‘resume slamming’ a hiring company, and actually tweaking a candidate’s resume!

With qualified candidates difficult to find, technical staffing agencies often spend quite a bit of time just trying to locate them. Things like thorough screening, reference and background checks slip through the cracks. It seems that some firms’ main concerns are with billable hours and placement fees when they should be focused on actually partnering with, understanding, and serving a hiring company’s true needs.

What Does The Hiring Company Need To Know?
A hiring company looking for a new hire needs to be satisfied that a potential employee meets their requirements. They need to know that what they are looking for is exactly what they’ll find, and not just a gamble. Hiring companies are often too busy to adequately screen resumes.  IT managers may go from meeting to meeting all day long and are still expected to get project work done. They don’t have time to waste explaining technological details to staffing firm account managers who don’t understand the language. Screening candidate resumes that should have already been screened is a further waste of time.

A hiring company also needs to know that the IT staffing agency has taken the time to make sure an IT professional’s salary expectations fall in line with the range provided to them. The IT professional’s references need to be checked to ensure they have all the experience claimed on their resume. The hiring company needs to know the recruiter matched recent relevant experience with their requirements and matched the IT professional with the company or team culture.

Quotas are a necessary evil, no doubt, but clashing agendas between account managers and recruiters can cause many IT staffing/recruiting agencies to operate on less than an ethical level. No one is served when:

  • a) unqualified personnel are sent to a company needing staff, or
  • b) when a true IT professional is overlooked due to a lack of technical understanding by the recruiter.

IT staffing agencies with technological experience and training put the right candidate in front of the right company. The right technical staffing solution shouldn’t necessarily be measured by the highest placement percentage. Personnel warranties and technical skills testing are successful strategies for accountability, a better unit of measure. Make sure that when you decide on an IT staffing/recruiting agency to fill your staffing requirements, you’ve chosen a company who desires long-term results.

Copyright 2009  Mike Hanes, ProVisionTech Group All Rights Reserved

Mike Hanes, Founder and President of ProVisionTech Group, a division of Resource Advantage Inc., is a Dallas IT solutions provider offering highly qualified IT contractors/IT consultants and placement of IT candidates for projects and data centers. ProVisionTech engages the best Dallas technical resources on demand. Mike believes that to serve the customer in the best possible way, both sides of the staffing equation need to be addressed. You can’t afford to make a mistake, call ProVisionTech Group today for the highest quality Dallas IT staff and employment opportunities available.  Call 972-200-7171 or go to: www.provisiontechgroup.com

For your Free Report – 5 Things You Must Know Before Hiring An IT Consulting/Staffing Company, go to www.yourtechnicalrecruiter.com

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Dallas IT Consulting

January 7th, 2010

Dallas IT Consulting

Truly Partnering With Your Dallas IT Clients

Many Dallas IT Consulting/IT Recruiting firms seem to lack an understanding on what it means to partner with their clients’ in a long-term relationship.  It seems that some firms are just concerned with billable hours and one-off placement fees than actually serving their clients true needs.  A case in point was a situation I encountered at one such firm in which I was employed.  I was account manager of a financial client where we had placed a programmer.  This programmer was not working out well and the client was thinking of replacing him, however, the president of the IT consulting firm I was with was determined to keep this programmer there for the 90 day guarantee period just so they could earn their fee.  I actually called the programmer and asked if he knew that the client was thinking of letting him go and told him that he really needed to “step up” his learning process and come up to speed or we would have to replace him.  The candidate did better for a short period of time.  At around 95 days after he was hired, the client IT Development Manager called to say that the candidate was not working out and could we find a replacement.  I spoke with the president of our firm and he said “no way, they have to pay us”.  I was very uncomfortable with this approach, but really had no say in the final decision.  Although I had asked if we could not be flexible on the 90 day guarantee period, he proceeded, in no uncertain terms, to tell me what he wanted me to tell the manager – to pay us immediately.  The client paid us all right, and then put us on their “blacklist”.

As a technical account manager/recruiter, do you truly partner with your clients?  As a 13 year veteran of Dallas IT Operations and Technical Consulting/Recruiting, I really do desire to partner with my clients in a long-term relationship that adds value. That is why I considered it a “blessing in disguise” when that particular company I was with decided to to close the Dallas office I operated.  I launched my own company, ProVisionTech, and now am able to operate my own company with what I feel are sound and honest business practices.

Mike Hanes, Founder and President of ProVisionTech Group, a division of Resource Advantage Inc., is a Dallas IT solutions provider offering highly qualified IT contractors/IT consultants and placement of IT candidates for projects and data centers. ProVisionTech engages the best technical resources on demand. Mike believes that to serve the customer in the best possible way, both sides of the staffing equation need to be addressed. You can’t afford to make a mistake, call ProVisionTech Group today for the highest quality staff and employment opportunities available.  Call 972-200-7171 or go to: www.yourtechnicalrecruiter.com

For more information on our company, ProVisionTech, go to www.provisiontechgroup.com

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