Add Juntee_JNTC as a friend to write on their Comment Wall.

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  Juntee_JNTC

  over 2 years ago

  696 comments

  JNTC Articles have just published a new article "2011 Competitive Workforce Solutions for Your Organizational Challenges". Visit and read the contents as it may be handy for your organizatioinal challenges during the FY 2011. Copy and paste the URL (http://jntcarticles.blogspot.com/2011/01/2011-competitive-workforce-solutions.html)

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  Juntee_JNTC

  almost 3 years ago

  696 comments

  Take a look at our 'Competitive Workforce Solutions' (http://jntcarticles.blogspot.com/2010/06/competetive-workforce-solu...) - may be one of the solutions will be useful to your challenges at your organization.

  For clarification, inquiries or just a thought and idea do not hesitate to contact me. I am just a phone call away. My office number is (650) 241-3207.

• 

  Juntee_JNTC

  about 3 years ago

  696 comments

  Read the Most recent Updates and positions that are being hired at JNTC Careers (http://jntccareers.blogspot.com)

  If you have friends who may be looking for employment opportunities .. direct them to JNTC Careers or let them contact me at (650) 241-3207

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  Juntee_JNTC

  about 3 years ago

  696 comments

  JNTC Careers (http://jntccareers.blogspot.com) is hiring qualified professionals who will participate towards the growth and development of our clients.

  Please review the following positions that we are currently hiring on behalf of our StartUp client, based in Bay Area, California. We are searching for individuals who possess entrepreneural spirit, demonstrate great work ethics within a StartUp environment, professionalism, flexibility, initiative, responsibility, accountability and technical expertise. Instruction about submitting an application can be found in each link to the Job Description provided below.

  1. Vice President, Hardware Engineering - Code: JNTC_AN-100414f
  This is a leadership position demonstrates ownership of hardware products, including ASICs/FPGAs, PCBs, and mechanical subsystems throughout the product lifecycle.

  2. System Architect - Code: JNTC_AN-100414e
  The Architect must demonstrate success in several cycles of complex System Design, FPGA/ASIC design, HW/SW integration, bring-up, and field support. Writing System C, Verilog, System Verilog, C or functional models of the overall implementation. Drive and write specifications for FPGA/ASIC level development. Musd have participated hands on in FPGA/ASIC RTL development.

  3. QA Test & Development Engineer - Code: JNTC_AN-100414a
  This Engineer will be a member of a dedicated QA team to design and implement functional tests for each component and system tests for the solution as a whole. Will build strong ties with development team and provide leadership on test planning and test tracking tools, familiarity with virtualization domain (Vmware ESX ,Citrix XenServer or Microsoft Hyper-V)

  4. Senior Software Java Engineer - Code: JNTC_AN-100414b
  This Engineer must be experienced in software engineering, with emphasis on high-performance, high-availability, server-side enterprise applications, Java software development, multi-threaded programming and web services (SOAP, WSDL, etc.) and a SQL.

  5. Senior Protocol Engineer - Code: JNTC_AN-100414
  This Engineer will join a world-class development team. Must demonstrate a strong system building
  expertise and competencies of networking protocols. Including 3D/2D, C++ systems software engineering experience, strong fundamentals in modern C++ object-oriented design, multithreading, IPC and OS design.

  6. Senior Windows Software Engineer, Display Driver - Code: JNTC_AN-100414c
  This Windows Softwre Engineer will lead developer for Windows display drivers for our desktop products. This entails all phases of software development, including architecture, micro-architecture pecification, implementation, unit test development, and system integration. Expertise at writing Windows display drivers on Windows XP and Vista (User mode and Miniport/Kernel components), strong fundamentals in modern C++ object-oriented design, multithreading, etc., Windows (e.g. GDI, IP threading, synchronization) and its internals.

  7. Senior Software Engineer, Windows Internals - Code: JNTC_AN-100414d
  This Senior Software Engineer will demonstrate the expertise in Windows systems and internals to play leadership role in architecting and implementing deep I/O and system development. Including modern C++ object-oriented design, multithreading, IPC, and OS design, 3D Graphics APIs, competencies of
  network fundamentals (DHCP, TCP, etc), USB, audio, and other I/O subsystems, Windows internals expertise (APIs and architecture.

  About JNT Consulting

  JNT Consulting is a professional services consulting management company that provides a comprehensive range of specialized human resources global solutions including strategic staffing and recruitment, structuring and compliance, risk management, employee relocation, corporate immigration, professional competencies development, cross cultural workshops, training and coaching.

  Job Opportunities are available at: JNTC Careers

  We partner with you to provide the right Programs that meet your business and cultural needs. With a highly experienced international team and a global network of partners, we have the right expertise to manage your organization’s mobile workforce globally.

  JNT Consulting has its headquarters in San Jose, California and is ‘”Your Partner for Growth & Development”, “Your Professional Coach”, and “Your Provider of Programs & Services”. You can contact us by calling +1 650 241-3207 or visit our website.

  # # #

• 

  Juntee_JNTC

  over 3 years ago

  696 comments

  JNTC Articles published - "Intervieiwer's Etiquette and Hiring Manager" - http://jntcarticles.blogspot.com/2010/02/interviewers-etiquette-hir...

  If you are an experienced Hiring Manager, this is an article that will provide you some insights about some behaviors that might exist among executives...

  Interviewer's Etiquette & Hiring Manager
  Would you agree that only interviewing candidates have to demonstrate their best behaviour when going to an interview? I disagree with this viewpoint ...

  Interviewing is a two way process and both parties are responsible with their demonstrated behaviors. In many decades that passed, candidates were always coached on the best ways to interview with the prospective Hiring Manager and with the Interviewing Panel Members. Likewise, on many occasions during professional development of Hiring Managers (provided Hiring Managers have such a program in their organization) - they were taught the Do's and Don'ts of behaviors with the art of interviewing when they meet with candidates.

  Let's take a look at the following experience of a candidate (named James) who went to an interview recently.

  James walked into my office for his coaching module. We discussed his current goals for 2010. We looked at his short and long term goals between personal and professional categories. We identified areas of his strengths, areas that he will need to work on, and get focused on to achieve his goals. We reviewed his organizational goals and how can he provide better impact to his organization this year.

  James is an experienced senior executive. He is on a new journey in his career. He has outgrown his current position and he has decided to move on to a new employer.

  Early in January 2010, James received a call and was invited by a corporate recruiter to participate in an interviewing process at their HQ because he is a leading candidate wtih exceptional experience in the function that was being hired. He was notified that he would meet with four individuals of senior capacity involved in the newly created position that he was applying.Three of the individuals he met were pleasant and professionally prepared using a style of competency-based interviewing. The last person he met was the Hiring and Reporting Manager for the position.

  Conversation including views and perspectives were exchanged ... at one point during the process of interviewing, the Hiring and Reporting Manager (let's call him Tim, EVP) moved backwards on his chair and raised both feet and put them on top of his desk in front of James. James was shocked! However, he kept his posture intact.

  Tim continued to interview James. Tim had both his hands interlocked behind his head ... at some point he began arguing with the perspectives of James about the job function. James thought about leaving the interview because he felt the interviewer was insulting and displayed very unprofessional behavior. However, he kept himself focused on the topics and demonstrated confidence, depth of knowledge, experience and expertise. The hiring manager then asked James if he had any questions. James politely asked when they are looking to fill the position? Tim replied he cannot answer that question.

  James left the interview location with distaste and disinterest with the position and environment. His original impression with the company, and three earlier professionals he met had completely changed after meeting in person with the Hiring and Reporting Manager.

  Nevertheless, as a professional and experienced executive, he sent thank you e-mails with appreciation in providing him the opportunity to meet with them in person and understanding further about their company and their culture. Two among the three interviewers replied to his thank you email. But the HR Business Partner for this Unit did not care to at least acknowledge the email.

  Two weeks later, the corporate recruiter offered the job to James. James reviewed the offer letter .. he slept on it .. ..to make a decision ..

  He decided to decline the offer because of demonstrated behavior of the EVP and the HRBP. James decided that he would not jeopardize his professional stature to work with someone who does not have respect to individuals during the interview process. He folded the page and moved on to the next employment prospect. James concluded that there are other employers out there who have the right business practices and will provide the right respect to individuals in their organization.

  Perspectives and Questions on Interviewers' Behavior:
  1. Professionally, I have not met someone like Tim, EVP with that type of behavior particularly during the interview process. If I am in the shoes of Tim and being an EVP - I would not demonstrate such behavior.
  2. Tim demonstrated arrogance and disrespect to the candidate.
  3. What would be the other behaviors of Tim if he can arrogantly demonstrate his insecurities when conducting an interview? As a professional strategic consultant, I would love to open his can of worms.
  4. Keeps me wondering if Tim gained knowledge about basic and professional etiquettes when making conversation with other people and when conducting an interview. James noted that Tim was an alumnus of one of the top US Universities (hmmm!)
  5. Keeps me wondering if there are employees that work with Tim who have similar experiences?
  6. What motivated Tim to demonstrate his insecurities to James? Only he can tell. My guess was that Tim felt intimidated with the confidence and expertise of James. Or Tim might just be testing the nerves of James.
  7. Who would want to fill Tim's open position given the behavior that was demonstrated?
  8. Two other interviewers demonstrated professional and collegial courtesy by responding to James' email after the interview.
  9. The HR Business Partner for the hiring business unit (Tim's Unit) did not acknowledge receipt of the email of James.
  10. What type of behavior did the HRBP demonstrate?

  Time has changed a lot during the past decade. Professionalism has lost its integrity as a 'Trait and Character of a Professional'. Many individuals have chosen to disgrace their professional integrity because of irresponsible behavior that are dismissive and unethical. Values are running out ... how do we regain and sustain them?

  It is always a good approach and professional practice to respond to candidate's communications particularly to someone who went to interview with your firm. It sends a powerful message about the importance of people and branding of your organization.

  Perspectives about the Interviewee's Behaviors:
  1. James exceeded his own expectations by identifying the real business culture and practices within the company he interviewed with.
  2. James made an exceptional decision to not join the company purely because of his experience at the interview.
  3. James likes to share his knowledge, experience and expertise to an organization that will demonstrate respect, integrity and care for people.
  4. James demonstrated exceptional professionalism during the interview processes and after the interview by sending emails of appreciation.

  As a candidate for a job, it is always great to make an extra effort in knowing your prospective employer. Be sharp in identifying signals that are present during the interviewing process. Take a mental note of these as they will be a useful driver in making your decision for a beneficial environment to work for.

  For additional comments on the above article, questions and inquiries please send to: info@jntconsulting.com or call (480) 656-2981. Thank you.

  For your comments regarding this article please add your comments at comments box provided at the bottom of the article.

  Disclaimer: Links to third party comments are provided as a courtesy to readers and visitors. Any shared opinion or information under the comments section are the responsibility of such third parties. Comments are moderated.

  About JNT Consulting LLC

  JNT Consulting LLC is a professional services consulting management company that provides a comprehensive range of specialized human resources global solutions including structuring and compliance, risk management, strategic staffing and recruitment, employee relocation, corporate immigration, professional competencies development, cross cultural workshops, training and coaching.

  Additional Resources are available at: JNTC Careers

  We partner with you to provide the right Programs that meet your business and cultural needs. With a highly experienced international team and a global network of partners, we have the right expertise to manage your organization’s mobile workforce globally.

  JNT Consulting LLC has its headquarters in Mesa, Arizona and is ‘”Your Partner for Growth & Development”, “Your Professional Coach”, and “Your Provider of Programs & Services”. You can contact us by calling +1 480 656-2981 or visit our website.

  # # #

  If you like to share a comments, please go to the actual article page: http://jntcarticles.blogspot.com

• 

  Juntee_JNTC

  over 3 years ago

  696 comments

  rparkek8lsum

  I am a strategic HR Professional and mainly focused on Human Capital Management that achieve ROIs of every program implemented for the benefit or use of the people and the organization. You can read JNTC Articles for more details about the coverate of my roles in the strategic level...

  I coach and provide guidance to HR professionals, Staffing professionals, Execs and Hiring Managers on how to become an effective role for their employees and co-workers. Educating the people in organization about current trends and practices, compliance to laws and regulations for both individuals and the organization ...

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  rparke8lsu

  over 3 years ago

  210 comments

  Hello!!! What area of HR do you like the most?

• 

  Juntee_JNTC

  over 3 years ago

  696 comments

  Metot, you are very welcome.

• 

  metot

  over 3 years ago

  326 comments

  Hello, thanks for the add..
  nice to meet you...

• 

  Juntee_JNTC

  over 3 years ago

  696 comments

  Greetings to everyone in my circle of friends here at HRPeople. I new article was published at JNTC Articles with the title - Interviewer's Etiquetters & Hiring Manager
  (http://jntcarticles.blogspot.com)

  Your comments will be appreciated at any time.

  Kind regards,
  Juntee
  juntee@jntconsulting.com
  (650) 241-3207
  www.jntconsulting.com
  http://jntcarticles.blogspot.com

• 

  Juntee_JNTC

  over 3 years ago

  696 comments

  Happy Thanksgiving to Everyone at HRPeople ..

  Check JNTC Article about US Culture: Family Celebration during Thanksgiving Day
  (http://jntcarticles.blogspot.com)

  Have a funfilled Thanksgiving Celebration and be safe on your travels and revelry.

• 

  Juntee_JNTC

  over 3 years ago

  696 comments

  Hope everyone is enjoying the Fall Season ... :-)

• 

  Juntee_JNTC

  over 3 years ago

  696 comments

  Gavin Newsom for California Governor endorsed by President Bill Clinton - http://www.ustream.tv/recorded/2290473

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  chandra_HR

  almost 4 years ago

  160 comments

  Hi
  Thanks for being friend
  with whom i can share
  my views
  express my happiness...
  and smile away every moment
  of my life with...

• 

  Juntee_JNTC

  almost 4 years ago

  696 comments

  Hello to my friends at HRPeople. Hope everyone is doing just great despite the current economy. If there is anyone here who is based in Arizona and has the competencies of an HR OSHA Consultant and Sexual Harassment Consultant .. I would love to hear from you and discuss. I am looking to hire a Specialist Consultant on these areas. The details of the competencies can be found at: http://jntconsulting.blogspot.com/2009/07/job-hr-osha-consultant-jn...

  For any additional questions please feel free to contact me at (858) 736-9208

  Thank you.
  Juntee