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 as we pay referral fees for anyone you refer that we place with a client.

Location: Grapevine, TX

Sr Desktop Engineer

Required Experience

·         Intimately knows the insides of Windows client platforms (XP, Win7)

·         Must at least know how to script with VBScript

·         Experience with a variety of client management tools in order to make educated recommendations (Ie, Antivirus, Patch Management, etc)

·         Experience with OS deployment methods such as sysprep, ghosting, unattended install, etc

·         Must be able to work with IT architects, support staff, server & network engineering, DBAs and developers in order to solve complex problems that span multiple disciplines as well as lead projects or architect client solutions that require support from multiple teams.

·         Must know how to do basic SQL queries

Preferred Experience

·         Programming experience such as with VB.NET, C#, etc

·         Intermediate to Advanced SQL query experience

·         Experience with MDT imaging technologies

·         Experience working with locked down end points such as public facing systems (kiosks, library systems, digital signage, etc)

·         Experience designing and implementing client solutions that meet regulatory requirements such as SOX, PCI, etc.

·         Administration experience in products that GameStop employs today (Remoteware, BigFix, MDT, EPO/AntiVirus, Service Desk Express)

·         MCSE with at least an educational knowledge of Server technologies if not working experience

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 direct-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?

Regards,

Mike Hanes
ProVisionTech

ProVisionTech Jobs – Dallas IT Jobs – Dallas Technical Jobs

Dallas IT Recruiter Guy

Integrity in Recruiting
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If this opportunity is not a good match for your skills or you are not available but know someone who is, please forward this email to them as we pay referral fees for anyone you refer that we place with a client.

- 5+ years industry experience in supporting voice services at enterprise level

- 5+ years experience with Nortel BCM voice platforms

- Experience troubleshooting phone system issues.

- Ability to manage and multi-task voice related telecom projects.

- Excellent analytical and troubleshooting skills

- Excellent communications skills / people skills

- Ability to create and manipulate Word and Excel documents

This contractor will perform the following:

- Update Sol’n tickets
- Work on LD codes, Password resets, updating station names
- Manage trouble tickets with Granite / Verizon / Mid-South
- Update BCM logins and documentation
- Assist with business cases and Audits
- Update calendar with all forecasted installs / break-fix cases

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 contract?

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?

If this opportunity is not a good match for your skills or you are not available but know someone who is, please forward this email to them.   We pay a referral fee for any candidate that you refer that we place with a client.

Mike Hanes ProVisionTech

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Integrity in Recruiting
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Most of the government activity related to creating or securing U.S. IT jobs, curbing offshore outsourcing, restoring America’s IT competitiveness, and limiting temporary visas for foreign tech workers has been more grandstanding than grand plans. Here, 10 outsourcing experts offer their proposals for restoring America’s IT labor force.

CIO  — While popular in the halls of Congress, the additional H-1 B visa fees tacked on to the most recent immigration appropriations bill drew mostly criticism outside of Washington. Some critics say it went too far; others say it didn’t go far enough. Most agreed that the move would do little to protect or create U.S. IT jobs.

Meanwhile, the more substantial H-1B and L-1 Visa Reform Act of 2009, introduced by Senators Richard Durbin and Chuck Grassley, has been in committee since April 2009and is expected to stay put through the remainder of the year.

Phil Fersht, founder of outsourcing analyst firm Horses for Sources, views Congress’s recent efforts to curb offshore outsourcing as “merely political grandstanding from the protectionist lobby that will only encourage further offshoring.”

As Americans prepare to celebrate Labor Day, CIO.com asked some leading minds—academics and analysts, outsourcing consultants and IT services executives—what the federal government ought to do to help create IT jobs and maintain U.S. competitiveness in the global technology market. Here are their proposals.

Make the Domestic Workforce Priority One

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Mike Hanes
ProVisionTech

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Dallas IT Recruiter Guy

Integrity in Recruiting
972-200-7171

“Save Time, The Best Resources, Guaranteed!”

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InfoWorld  — As companies emerge from the recession, IT managers need to rethink their careers, especially as businesses recast IT’s role more as growing the business than running the operations. The old approaches to career growth won’t work. Instead, IT managers — and those who aspire to be managers — should focus on seven key skills for the new era.

Although no single set of skills can bulletproof your career in this decade and beyond, the foremost of these seven is the ability to continuously learn and possess a broad range of valuable tech and leadership capabilities, according to IT experts interviewed by InfoWorld.com.

[ Keep your IT and business skills sharp: Read Bob Lewis' IT management advice in InfoWorld's Advice Line newsletter. | Discover the 30 skills every IT person should have and which tech jobs are recession-proof. ]

“The survival skill for an IT manager is the ability to think about where you develop your career,” contends Kathryn Ullrich, an executive IT recruiter and author of “Getting to the Top” (Silicon Valley Press, 2010). “How do you stay on the cutting edge of tech so you’re continuing to develop your skill set? And career resilience? If you’re developing into a manager, director, or VP, it is about adding leadership skills.”

Although IT managers can’t be proficient in everything, they are expected to have fluency in major business and technology issues. “Unless they want to be order-takers, [IT managers] should have a point of view on the business — its strategy, its operations, and how it can be improved,” says Hank Leingang, an IT strategy consultant and former CIO at Bechtel and Viacom.

Many IT managers focus solely on mastering new tech skills to increase their value to their employers — a strategy that makes perfect sense, but only up to a point. Once you reach that point, you can damage your career by becoming viewed as only technically proficient and being perceived as unskilled in business planning and learning how to communicate and collaborate well with customers, coworkers, and service providers. But if you have a balance of these “hard” technology skills and “soft” business and people skills, you can go a long way toward insulating your career from recessionary woes.

Read more here

Mike Hanes
ProVisionTech

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Dallas IT Recruiter Guy

Integrity in Recruiting
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As IT roles move up the value chain, companies like Johnson & Johnson, State Street, W.W. Grainger, General Mills and Xerox are looking to hire smart, tech-savvy, collaborative business professionals for 20- or 30-year multifaceted careers, not for IT jobs.

Computerworld  — As IT roles move up the value chain, companies like Johnson & Johnson, State Street (STT), W.W. Grainger (GWW), General Mills and Xerox are looking to hire smart, tech-savvy, collaborative business professionals for 20- or 30-year multifaceted careers, not for IT jobs.

“I believe the idea of hiring people for a job is well past,” says LaVerne Council, CIO at Johnson & Johnson. Instead, Council and other savvy IT and business leaders are more focused than ever on developing sophisticated job-rotation programs and flexible career paths that offer employees exposure and experience throughout the enterprise and significantly boost their opportunities to move up and branch out within the company over time.

“We have a talent management process where we help people coach their careers into various different roles — business to IT, and IT to the business. But we do it as well within IT, from infrastructure to applications to change management and to all of the other various functions within IT,” says W.W. Grainger CIO Tim Ferrarell.

So far, it’s a strategy that appears to be working. Ferrarell, for example, started out at Grainger in merchandising and product management, then progressed through marketing and strategy before moving to IT seven years ago. Grainger’s CEO, Jim Ryan, is a former CIO.

Read more here

Mike Hanes
ProVisionTech

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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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As the economy slowly shows signs of improvement, an IT Job Rotation Program can help you retain your top performers.

As the economy slowly shows signs of improvement, your IT staff members will inevitably question whether they should explore new opportunities. The management challenge that we face is that IT professionals possess skills that are relatively transferrable from one industry to another, so if you’re in a hard hit industry, you have more risk in retaining your top talent as other industries improve faster. So, how do you retain your IT staff in today’s unpredictable economy?

Build a Job Rotation Program

Job rotation programs are designed to move employees from job to job within a company as a vehicle to attract, retain and motivate staff. Rotation programs give employees an opportunity to explore other careers, prevent job boredom, develop competencies, foster career growth, and improve talent in an organization. A well designed job rotation program can have a very favorable impact on job satisfaction, productivity and retention. Rotations are different from normal job openings because the job opening is created by two employees interested in moving into each other’s jobs.

Where Do You Start?

First, assemble a small, cross-functional team of individual contributors and managers to define the program. The team can help you study the topic, define specific objectives, establish the process, and make sure that whatever you eventually put in place will be an effective program. There is a lot of free information available on the internet and even consultants that specialize in the topic.

Defining Objectives

While the name of the program clearly implies its intention, it does not convey the reasons why such a program is necessary for your company. It is important that you clearly emphasize why the program is needed. Organizations put rotation programs in place to solve different objectives. The team that you assemble to build the program can help you identify and communicate the objectives of the program. Merely saying that the program will be designed to help retain employees is not sufficient because no one will understand how such a program will help retain employees. And retaining employees is a goal or an outcome, not an objective. An example of an objective of a job rotation program may be to broaden an individual’s knowledge of other functions in the IT department, which in turn will help become more valuable to the organization. In this age of doing more with less, this is a worthy objective.

Establishing a Process

After you have sufficiently studied rotation programs and are ready to design your own, carefully consider the type of process that you will need. Some companies have very informal rotation programs. In these companies, the culture itself encourages employees to move from one job to another. There may be enough natural movement that a highly structured program is not necessary – too much structure may even be viewed as an impediment in this type culture. Although, it is arguable that some amount of structure is necessary in any type of culture so that employees understand how to make a move into a different role that is right for them – and for the company.

When designing a job rotation program, consider steps such as the request process, eligibility, matching participants to opportunities, terms of rotation, timing, transition plan, and monitoring the rotation. It is best to have the program clearly documented and made available on the company’s intranet.

Measuring the Success of the Program

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Mike Hanes
ProVisionTech

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Dallas IT Recruiter Guy

Integrity in Recruiting
972-200-7171

“Save Time, The Best Resources, Guaranteed!”

Posted via email from ptg’s posterous

Posted via email from ptg’s posterous

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 as we pay referral fees for anyone you refer that we place with a client.

SAP SALES PROCESS ADMINISTRATOR

For over 100 years, our client has been the premier provider of advanced test and measuring instruments for electrical power applications.  Our products provide testing solutions in the most critical electrical power maintenance areas including cable fault locating, protective relay testing, and power quality testing.  We currently have a career opportunity for an experienced Sales Process Administrator at our Dallas, TX location.

Job responsibilities include:

SAP Administration/Projects for Sales & Marketing

• Material master
• Order entry
• Commissions
• Reports
• Training
• Work instructions

Sales & Marketing Contact Management Database Administration

• Create reports and SQL queries as required by Client Sales and Marketing.
• Training of new personnel on Customer Relationship Management (CRM) usage
• Work instructions for CRM usage
• Work with IT/business process owners to identify and resolve CRM issues as identified by Client sales and marketing personnel.
• Proactively follow up with IT/business process owners regarding any outstanding CRM issues
• Proactively define screens/tabs/program modules within CRM for future use by Client Sales and Marketing.

Sales and Marketing special projects

Sales Secretary/Operator back-up–all functions

Material master data entry

Support and attend Client sales meetings as required.

Required skills and experience include:

Strong verbal and written communication skills.

SAP, Microsoft Office, and Access computer skills required.  Goldmine skills a plus.

Ability to work well with multiple departments.

Ability to complete multiple deadlines–requires strong multi-tasking and time management skills.

SAP PA and/or BI report experience preferred.

Understanding of general accounting principles a plus.

Client offers an excellent work environment and competitive compensation program.

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 direct-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?

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

It’s next to impossible for IT employees to be experts in every skill needed to complete any project that comes up. To make up for this lack of expertise, many organizations hire outside temporary help. About 10% to 20% of workers on IT projects are contingent employees, according to David Van De Voort, a principal consultant with Mercer, a human resources and consulting firm in Chicago.

The task of staffing is typically an HR function, but the CIO oversees allocation of resources in the IT department, where it is often prudent to recruit specialized workers for specific projects. Establishing an efficient process for hiring and managing temporary workers is essential to the success of those projects.

One of the challenges in hiring temp workers involves finding the best contract workers and getting them up and running quickly and efficiently. Temporary workers aren’t cheap. According to Van De Voort, organizations fork over $3 for every $1 they pay a regular employee. Find the wrong people — or supervise them inadequately — and an organization is likely to waste a great deal of money in the process.

The upshot: It’s essential for CIOs to have an effective freelance-management system. According to staffing experts, a few key steps in the hiring and managing processes can ensure smooth sailing.Hiring

The first stage involves finding and hiring the right people. The more systematic the process, the easier it will be to locate the right freelancers quickly.

• Designate regular sources Organizations often find freelancers from a few sources. Contingent staffing firms offer temps who specialize in IT skills. Some focus on specific areas of expertise, such as ERP applications or Java development. Because those firms are able to devote considerable effort to finding specific candidates with specific skills, they’re especially useful when the project needs only a few freelancers at a time.
• Create a database of expertise An ongoing database of freelancers can list specific areas of expertise. “When you actually need the freelancer, you’re ahead of the game,” says Dora Vell, managing partner of Vell & Associates, an executive search firm in Waltham, Mass.
• Clarify the job description While this step may seem obvious, doing it right can make a difference. Articulate specifically which skills are needed and the day-to-day duties will be performed, as well as the size and scope of the project, specific benchmarks, timelines, and other expectations for performance. Failure to do so often leads to hiring the wrong person. “We have to make sure we have every detail nailed down so we provide the right candidate,” says Kevin Knau, executive vice president of Hudson, a Chicago staffing firm.

Managing

Once the right freelancers are on board, they have to be supervised. While management of contract workers requires some of the same steps used when overseeing any employee, there are additional issues to consider, as well.

Read more here

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