All Discussions Tagged 'My' - RecruitingBlogs2024-03-28T19:42:49Zhttps://recruitingblogs.com/forum/topic/listForTag?tag=My&feed=yes&xn_auth=noMy Future In Recruitingtag:recruitingblogs.com,2009-11-01:502551:Topic:7877552009-11-01T07:42:52.403ZShannon Myershttps://recruitingblogs.com/profile/ShannonMyers
I believe the future of the workforce and recruitment technologies will continue to evolve but the fundamentals of recruiting will remain the same. Recruiting isn’t a commodity, it a relationship business. Clients and candidates may have more access to information but access to information does not necessarily make the process any easier. Ask anyone who lost their job this year after many years of solid employment how much easier it was to conduct a job search with job boards, social media and…
I believe the future of the workforce and recruitment technologies will continue to evolve but the fundamentals of recruiting will remain the same. Recruiting isn’t a commodity, it a relationship business. Clients and candidates may have more access to information but access to information does not necessarily make the process any easier. Ask anyone who lost their job this year after many years of solid employment how much easier it was to conduct a job search with job boards, social media and online resume submissions or the HR manager with less positions but overwhelming number of resumes how much easier it was to fill the positions. Most likely the answer is its not easy. As information becomes more readily accessible the need for recruiters whose primary focus is on the relationship between the candidates, the employer and the position become ever more important.<br />
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There is a famous quote by Wayne Gretzky that says “A good hockey player plays where the puck is. A great hockey player plays where the puck is going to be.” This is a player who practiced hard, honed his skills and spent endless time learning from past greats and mastering the fundamental skills to succeed.<br />
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When I think about my future I think about the journey of refining my own skills to assure that I am not just a good recruiter today but a great recruiter in the future. To deliver results and experiences that people want to do business with. To make employers and candidates look forward to doing business with me, know clearly what they can expect and give them no reason to consider my competition.<br />
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In my constant journey for success I will continue to add value to my clients by delivering the best possible candidates and value to the candidates by properly matching them with the best positions. I will remind myself that people are often defined by their careers and candidates are not just means to a placement but individuals with careers and aspirations of their own. I will look at candidates as the means to a company’s success for no matter how much advertising and branding it’s the experience customers have with the employees that determine a good or bad customer experience. I will try to enhance the interview experience for both candidates and employers by being clear about the process, set expectations up front. Keep them clearly informed through the process and remain as an industry resource after the placement is made. I will focus my skills on becoming operationally efficient by making consistent quality improvements in my skills and processes. Taking what is there, evaluating what is working or not and utilizing it to maximum effectiveness. I will embrace the inevitable forces of change and absorb knowledge daily about the overall recruitment industry trends and technologies, my niche, candidates, clients and competition. Keep my mind open to new opportunities and evaluate whether they can assist me in delivering my services to my customers in a more effective manner. I will strive to create a seamless placement experience by assigning one person to each client and candidate to interact with and build trust. I will hire and train my staff to deliver the same experience, foster their success by listening to their needs, assisting them to work to their strengths and know that my future also depends partially upon their success. I will continue to partner with other recruiters, employers, vendors who share the same values, participate and invest in the collective wealth their knowledge and experience. I will hold myself to higher expectations by measuring my success by my own definitions not by comparing myself to others. And I will use my knowledge in career planning, social media, online search to train others, educate future graduates and the community that surrounds me.<br />
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It’s going to change, the future will happen. I may be unsure of the actual destination but by focusing ahead, learning from the past and looking forward to everyday not settling for less than the most excellent recruiter I can be I know I’m headed in the right direction. My Future In Recruitingtag:recruitingblogs.com,2009-11-01:502551:Topic:7877392009-11-01T02:59:45.265ZDustin J. Masseyhttps://recruitingblogs.com/profile/DustinJMassey
Hello Bloggers:<br />
My name is Dustin Massey, and I am a 24 year old recruiting and networking professional in Greenville, SC. I am a cofounder of GreenPLUG Staffing, a newly developed “Green Energy” staffing firm, as well as the owner of several professional networking groups on LinkedIn.com. I am excited to have the opportunity to express my goals as I continue my career in recruiting.<br />
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To fully understand my future goals associated with my career in recruiting, you must first examine my past. My…
Hello Bloggers:<br />
My name is Dustin Massey, and I am a 24 year old recruiting and networking professional in Greenville, SC. I am a cofounder of GreenPLUG Staffing, a newly developed “Green Energy” staffing firm, as well as the owner of several professional networking groups on LinkedIn.com. I am excited to have the opportunity to express my goals as I continue my career in recruiting.<br />
<br />
To fully understand my future goals associated with my career in recruiting, you must first examine my past. My father, Doug Massey, is currently a recruiter, and has been for over thirty-five years. In 1993, when I was eight years old, Doug left his position as Manager of Employment with CRS Sirrine (now Jacobs Engineering) to venture out on his own and develop an EPC recruitment firm. At the time, Doug did not have the finances needed to open an office, so he created a home office in our living room using only four cardboard boxes (for the base of a desk), a closet door (for the desktop), a typewriter and a phone. This is when I began to open my eyes to the world of recruiting.<br />
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Over the next six years of my life, I would come home from school every day and watch Doug work. I was truly interested in his work, and viewed it as a learning experience- an opportunity to learn the ins and outs of a career at a ripe age. I’d come home with homework about Christopher Columbus only to learn how to source candidates from companies without leaving as much as a trace that it happened. While most kids were riding bikes and exploring in the woods, I was learning how to build and manage professional connections. By the age of thirteen, I was assisting Doug with executive searches. I remember making phone calls to sixty people with the name “Jason Kimble” just to find the exact person my we were searching for.<br />
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Once I entered college, I had my eye on starting off much like Doug did. I developed “Massey Consulting Services, LLC,” offering assistance to independent recruiters on their critical positions under a split-fee basis. This experience led me to merge efforts with my father in 2006, creating “Massey Search Group”. The creation of this new firm required me to leave college early and adopt recruiting as my full-time career. Leaving college was a tough decision, but it may have turned out to be the best choice I have ever made.<br />
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Doug and I moved into an office in early 2007, and that’s when the ideas started flowing though my head. First step- modernization! Doug is old-school, so he had been saving resumes into a candidate file in his “My Documents” folder on windows. This needed to change, so we immediately implemented a recruitment software to track our applicants. Next step- branding. Doug had successfully operated for fourteen years without a professional logo. I brought in a graphic design team to create a modern logo, stationary, brochures, and a cutting-edge website. Once these projects had been initiated, we began marketing our firm and expanding our recruitment resources. Doug had never used internet job boards or resume databases, so we began utilizing those resources.<br />
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We started 2008 off strong by expanding. Three senior recruiters were hired, and for the first time we could see our efforts paying off. However, later that year when the economy plummeted, our business plummeted too. Clients issued hiring freezes, and our phones slowly stopped ringing. Eventually we had no choice but to close our office and layoff our employees. 2008 proved to be our most profitable year, but not lucrative enough to keep us in business. The year 2009 would be started with another rebrand. Doug and I developed GreenPLUG Staffing, a green energy staffing firm. Along the way, I also developed several professional groups on LinkedIn.com, one of which has over 1300 members.<br />
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And with all that said about my past, now I am ready to explain how these experiences have prepared me to accomplish my future goals in recruiting. I am a firm believer that everything I have been through will only prepare me for what lies ahead. I think watching my dreams fall short in 2008 taught me how to turn things around in 2009. I am no longer satisfied with just being a “recruiter”; I want to be something more- an innovator, a motivator, a progressive young individual who will usher in a new era of recruiting for the rising generations. Yes- I want to bring new blood into recruiting, and I have just the ideas to make that happen.<br />
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For the next five years, I plan to market GreenPLUG Staffing and franchise it as the top green energy staffing firm. At the same time, I would like to back our firm with job boards- multiple job boards. Over the last two years, I have been buying up premium domain names in hopes of creating job boards out of them when finances get better. Now that the economy is turning around, I have been fortunate enough to start planning these projects.<br />
Although I am not sure you can purely call it a recruitment project, my greatest passion is my project controls networking group on LinkedIn.com. My group, The Project Controls Network, has grown to over 1300 project controls members. I would like to use this group as a platform for bigger future projects. One of these projects will be creating a non-profit professional society for project controls engineers. Sure, there is the AACE (Association for the Advancement of Cost Engineering) but that doesn’t cover all project controls engineers. I have two names in mind for this professional society: the SPCE (Society of Project Controls Engineers) or the AAPCE (Association for the Advancement of Project Controls Engineering). I haven’t decided on the proper name yet, but this is one of my largest goals.<br />
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Another goal is to establish a project controls engineering major within universities. Although most management and engineering courses touch on project controls, I have yet to hear of a specific course or major dedicated to it. The closest degree available would be a BS or MS in Project/Construction Management. In fact, the only training for this career is offered by software companies like Primavera, consulting companies, and employers. I feel that students interested in a career in project controls would benefit from a BS in Project Controls Engineering or an MS in Project Controls Management. Is this goal directly involved in recruiting? Yes and no. I believe these goals will make me much more than an average recruiter. I don’t just want to provide career opportunities- I want to offer people life opportunities; the opportunity to be better educated, better prepared, and more motivated to conquer life’s struggles.<br />
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My future in recruiting is absolute. I sometimes joke that recruiting is in my genes, but perhaps it really is. I have been raised to be a recruiter, and unlike most children who steer clear from following in their parent’s footsteps, I have embraced my father’s profession as my own. Simply put- my father is my role model, and through him I have gained experiences in recruiting that cannot be taught in classrooms. I hope my story has inspired you. I am rising above the failures in my life in hopes of providing a better life for others.<br />
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So, what is my future in recruiting? Being more than just a recruiter. My Future in Recruitingtag:recruitingblogs.com,2009-10-31:502551:Topic:7876552009-10-31T17:48:37.754ZAlex Putmanhttps://recruitingblogs.com/profile/AlexPutman
<u><b>My Future in Recruiting</b></u><br />
<br />
I will recruit,<br />
I will win,<br />
I will drop my golf score down by ten.<br />
<br />
Work hard in the day,<br />
Put the kids to sleep at night,<br />
Knowing full well, another day, another fight.<br />
<br />
Social Media abound liked LinkedIn and Twitter,<br />
I utilize a video game to become much fitter.<br />
<br />
The future you ask, who can really know,<br />
But one thing for sure, it will not blow!<br />
<br />
Sourcing gets easier and others get lazy,<br />
I will kick some butt, nothing can faze me!<br />
<br />
Goals, metrics and tools…
<u><b>My Future in Recruiting</b></u><br />
<br />
I will recruit,<br />
I will win,<br />
I will drop my golf score down by ten.<br />
<br />
Work hard in the day,<br />
Put the kids to sleep at night,<br />
Knowing full well, another day, another fight.<br />
<br />
Social Media abound liked LinkedIn and Twitter,<br />
I utilize a video game to become much fitter.<br />
<br />
The future you ask, who can really know,<br />
But one thing for sure, it will not blow!<br />
<br />
Sourcing gets easier and others get lazy,<br />
I will kick some butt, nothing can faze me!<br />
<br />
Goals, metrics and tools to measure,<br />
My gift for gab is my one true treasure!<br />
<br />
Happy, happy days await.<br />
I like a good contest, I took your bait!<br />
<br />
My future, you will have to wait and see,<br />
But trust me my friends, you will all know me! My Future in Recruitingtag:recruitingblogs.com,2009-10-30:502551:Topic:7873742009-10-30T20:42:04.383ZMark McDowellhttps://recruitingblogs.com/profile/MarkMcDowell
A good recruiter must excel at one thing in order to be considered successful: SELECTION. I have fond memories of going out from the small port of Buras, Louisiana on a friend’s shrimp boat. It had large nets suspended by long poles on each side of the boat and when we entered good shrimping waters, he would lower the poles and troll the boat through the water. From time to time, we’d pull the net aboard and dump the contents on the deck. There were all kinds of small fish in all colors and…
A good recruiter must excel at one thing in order to be considered successful: SELECTION. I have fond memories of going out from the small port of Buras, Louisiana on a friend’s shrimp boat. It had large nets suspended by long poles on each side of the boat and when we entered good shrimping waters, he would lower the poles and troll the boat through the water. From time to time, we’d pull the net aboard and dump the contents on the deck. There were all kinds of small fish in all colors and varieties, lots and lots of crabs, and if we were in the right location, lots of shrimp. Then the sorting began. Everything that wasn’t a shrimp went back overboard. Why? Because we were concentrated on a specific target: shrimp. Shrimp were the only creatures we selected.<br />
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SELECTION will always be the future of recruiting. Dr. John Sullivan of The Recruiting Roundtable says, "Selection decisions are often about as accurate as a coin flip." eBullpen, LLC reports that 46% of new hires leave their jobs within the first year. And the question is, Who's responsible for the quality of hire? Lou Adler: "Maximizing quality of hire is the most important strategic role HR/recruiting can play."<br />
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My future in recruiting demands that I use the best sourcing available and sourcing is changing rapidly. Job boards, Twitter, LinkedIn, Referrals, Talent Hubs...candidates come from lots of places. But it still comes down to SELECTION.<br />
<br />
I'll continue to be successful for many years to come if I personally take responsibility for my selection decisions. And I will continue to emphasize character in the process.<br />
Will I select top performers? Yes. Will I look at experience and background and references? Yes. Will I seek those with certain skills? Of course. But as a hiring manager, I will ultimately base my decisions on character traits:<br />
personal discipline, gratitude, commitment, responsiblity, coachability, perseverance, trustworthiness, integrity, independence.<br />
<br />
Our future in recruiting is bright. Good people will always need good jobs and it's my job to match them. My philosophy, borrowed from author Michael Josephson, will be "since it’s easier to train a person of good character to do a job well than to develop character in a skilled but unprincipled employee...if you have to choose, hire for character and train for skills."<br />
<br />
--Mark McDowell, National Recruiting Manager, National Write Your Congressman, Inc.<br />
<a href="http://www.nwyc.com">www.nwyc.com</a> My Future In Recruitingtag:recruitingblogs.com,2009-10-30:502551:Topic:7873562009-10-30T18:58:11.866ZPaul Jacobshttps://recruitingblogs.com/profile/commune
<b>Streaming live from RecruitFest! Shanghai 2019:</b><br />
<br />
Ni hao class of 2019! Please sit back, relax and loosen your spacesuit collar, I would like to introduce you to <a href="http://twitter.com/pauljacobs4real" target="_blank">@pauljacobs4real</a>. Some of you may know of Mr 4real as an overly parochial New Zealander who won a trip to Mexico 10 years ago. Paul now spends most of his time on Mexico’s beaches, but teleports frequently around the world and to the Moon to recruit and clone…
<b>Streaming live from RecruitFest! Shanghai 2019:</b><br />
<br />
Ni hao class of 2019! Please sit back, relax and loosen your spacesuit collar, I would like to introduce you to <a href="http://twitter.com/pauljacobs4real" target="_blank">@pauljacobs4real</a>. Some of you may know of Mr 4real as an overly parochial New Zealander who won a trip to Mexico 10 years ago. Paul now spends most of his time on Mexico’s beaches, but teleports frequently around the world and to the Moon to recruit and clone talent. So please point your 13Gs iPhones towards Cancun, as we beam Paul in and get a sense of recruitment through his eyes.<br />
<br />
Hola! As I look back over the past 10 years I am in awe of how the recruitment profession has evolved. Technology and social media has undeniably had a massive impact on our industry. Pretty much everything is automated, end to end. Real-time technology is the norm and recruitment happens in real-time. The rise of the machine has replaced a lot of human decision making and analysis. Recruitment algorithms and predictive models have markedly reduced the potential for errors in human judgment. We now have at our disposal considerable amounts of data, beyond traditional demographics, around the psychogenic characteristics of different groups of people. On one hand the social web humanized recruitment, but on the other it has de-humanized many parts of it.<br />
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I recall where the recruitment revolution really started. It started within companies. It took a couple of years, but eventually employers were using free tools like Google Wave, micro-blogs, and all manner of social media plug-ins, extensions, and platforms. Employers morphed into ‘collaborative communities’. Within this new environment the HR and recruitment functions found it hard to demonstrate their value and eventually merged with marketing and communications into a new discipline called ‘Community Augmentation’. This move sparked a new era of recruitment innovation and closeness with jobseekers and referral networks.<br />
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The community augmenters took what was working internally and extended the model to engage externally with consumers, suppliers and jobseekers. Productivity soared as employers realized they could turn the wisdom of the crowds and their input into commercial gain. The community augmenters started experimenting with tools to extend their networks and engage even more closely with their communities - they started looking more seriously at things like instant messaging, smart-phone campaigns, hosting live events, live video-streaming, and looked really hard at why the games industry was so successful. This is when everything got very exciting for recruitment - employers started applying all these things to source talent. It sparked a new era of open communication, closeness, and fun within recruitment. The once-passive jobseeker was being reached and interacted with using the very tools that they were familiar with. And better still for the jobseeker, the recruitment process happened at super sonic speed.<br />
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So in this brave new world, what role did third-party recruiters start to play you ask? Well, they took to the streets, literally. They held up their smart phones, using <a href="http://en.wikipedia.org/wiki/Augmented_reality" target="_blank">augmented reality</a> applications (a technology that started to emerge in 2009) and they walked and walked and walked. When the recruiter passes somebody on the street who is open to new career opportunities, their phone pings. The recruiter then approaches that person and an exchange of information (social networking info, career profile etc) occurs, in real-time, between phone devices. A match is either made or not on the spot. If there is a good match, then the jobseeker’s details are beamed directly to the hiring manager with a recommendation. Likewise, if an employer has a vacancy, the recruiter gets a ping as they walk past their office building. I often recall my early days in recruitment when our agency manager would say “pick up the phone, hit the streets, pound the leather”. Sometimes things change, but stay the same! Interestingly, third-party recruiters became less interested in making money from sales. The key motivator became reputation management, which as we know became the number 1 currency on the web. It was therefore vital that recruiters were active on the social web. Many recruiters became nearly full-time on platforms like Twitter and LinkedIn - not for recruitment purposes but to feed their addictions to connect, update, endorse, and appear on lists. For this very reason, many recruiters are currently considering offering a freemium model, a move many job boards adopted years ago.<br />
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Though there are many opportunities in recruitment from now in 2019 into the future, we may need to contend with a potential rebellion. There are signs many people want to disengage from the social and mobile web altogether - they want to live in private. In the meantime, I view my future in recruitment as walking the streets with my mobile phone held high and proudly in the air, and working with employers to help them tap even more widely and deeply into their talent communities. My Future in Recruitingtag:recruitingblogs.com,2009-10-30:502551:Topic:7872942009-10-30T17:35:55.256ZMark A. Leonhttps://recruitingblogs.com/profile/MarkALeon
“In the great mass of our people there are plenty individuals of intelligence from among whom leadership can be recruited.” - President Herbert Hoover<br />
<br />
Is recruiting about the research, relationship building and acquisition and training of talent or the potential for greatness?<br />
<br />
My future in recruiting will be a manifestation of innovation and change. Planting the seed, nurturing and watching the tree of global unification grow is a horticulturalist dream. As the branches expand and leaves…
“In the great mass of our people there are plenty individuals of intelligence from among whom leadership can be recruited.” - President Herbert Hoover<br />
<br />
Is recruiting about the research, relationship building and acquisition and training of talent or the potential for greatness?<br />
<br />
My future in recruiting will be a manifestation of innovation and change. Planting the seed, nurturing and watching the tree of global unification grow is a horticulturalist dream. As the branches expand and leaves grace the stems with intellectual brilliance we find ourselves in the Talent community holding hands around this tree and embracing the future ahead of us.<br />
<br />
Throughout my academic ride, professors stressed the importance of cultural awareness, business models, relationship building, training and adaptation. Taken that knowledge base and diversifying my career over industry sectors and geographic change, I have witnessed a collective understanding of the key factors that contribute to the greatness all companies have the potential to achieve.<br />
<br />
Business Model 101 dictates the elements of a successful organization are built on the foundation of a mission, core values, policies and procedures, sustained culture, rewards and recognition and ethics. Putting that all aside, I have always viewed the one key element that will set brilliance ahead of mediocrity is human capital.<br />
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Those that have the key skills and competencies will help a company maintain a competitive edge but leadership is driven by risk, challenge, change management, collaboration, fiscal understanding, and cultural tolerance.<br />
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My future in recruitment is not only to play a roll in acquiring the talent that will drive my organization to become a benchmark in our industry and provide a return on investment to all our shareholders but to groom the next generation that will catapult us to standards of excellence.<br />
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I will build relationships through social networking, personal connections, collaborative efforts and integration into their professional and personal well being. Who I connect with now may have an immediate impact on the future of my company or a long term affect.<br />
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I believe in the mission of my company and its goal of promoting my personal growth and development and I feel strongly that with patience, technical resources, industry knowledge and presence, I will build a network that will continue to grow over time both domestically and globally.<br />
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My future in recruiting is about embracing the tools of social media, not being afraid to connect, and understanding the knowledge base that is launching the evolution of my industry.<br />
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I am excited about the prospects of the future. I believe talent acquisition are the pioneers of a new movement in business and we will set the standards and dictate policy moving ahead.<br />
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This is an exciting time of change. My Future in Recruitingtag:recruitingblogs.com,2009-10-28:502551:Topic:7858072009-10-28T17:03:04.469Zleanneclchttps://recruitingblogs.com/profile/leanneclc
is to connect people...with information, conversation, resources, opinions and each other.<br />
<br />
Isn't that what recruiting is all about? People, not tools? Passion not process?<br />
<br />
My current passions center on work-life happiness and the need for recruiting to be more of a courtship to find the right fit and less of an interview. But in the past I was all about passive candidate sourcing. And I'm not sure what or when the next passion will be. I do know they grow out of each other and the lessons…
is to connect people...with information, conversation, resources, opinions and each other.<br />
<br />
Isn't that what recruiting is all about? People, not tools? Passion not process?<br />
<br />
My current passions center on work-life happiness and the need for recruiting to be more of a courtship to find the right fit and less of an interview. But in the past I was all about passive candidate sourcing. And I'm not sure what or when the next passion will be. I do know they grow out of each other and the lessons I've learned along the way.<br />
<br />
But I truly believe recruiting is about relationships. And building and growing relationships will be part of my and everyone's future. My Future In Recruitingtag:recruitingblogs.com,2009-10-27:502551:Topic:7847262009-10-27T02:25:46.397ZBill Morganhttps://recruitingblogs.com/profile/BillMorgan
Very simply to be Recognized as;<br />
1. The Very Best in My Niche<br />
2. To Be the Go-To Talent Finder for my clients<br />
3. To Be the constant Go-To Job Source for my candidates<br />
4. To Be Doing this Until they say I'm too old to do this any longer not because I have to, but because I want to<br />
5. To Have LOTS of friends in this industry who do this for a living because they love it<br />
6. To Be #1 and making a significant income for myself, my family and my passions<br />
7. To HAVE FUN in an ever-changing industry…
Very simply to be Recognized as;<br />
1. The Very Best in My Niche<br />
2. To Be the Go-To Talent Finder for my clients<br />
3. To Be the constant Go-To Job Source for my candidates<br />
4. To Be Doing this Until they say I'm too old to do this any longer not because I have to, but because I want to<br />
5. To Have LOTS of friends in this industry who do this for a living because they love it<br />
6. To Be #1 and making a significant income for myself, my family and my passions<br />
7. To HAVE FUN in an ever-changing industry and stay on my game as the business changes, so do I.<br />
8. To never forget the basics: Success = Activity x Quality x Target Market My Future in Recruitingtag:recruitingblogs.com,2009-10-22:502551:Topic:7829132009-10-22T18:09:50.024ZJerry Albrighthttps://recruitingblogs.com/profile/JerryAlbright
My future in recruiting is a direct result of what I do on my desk today. This very moment. My next call. My next email. My next ............<br />
<br />
I've watched (and participated) as Social Media has become one giant magnet for any/all types of "talent" professionals. The phrase "early adoption" keeps coming up. "You better learn this - it's not going away." or "Once your clients and candidates embrace these tools - you'll be glad you were ahead of the curve!"<br />
<br />
It didn't take me long to realize I am…
My future in recruiting is a direct result of what I do on my desk today. This very moment. My next call. My next email. My next ............<br />
<br />
I've watched (and participated) as Social Media has become one giant magnet for any/all types of "talent" professionals. The phrase "early adoption" keeps coming up. "You better learn this - it's not going away." or "Once your clients and candidates embrace these tools - you'll be glad you were ahead of the curve!"<br />
<br />
It didn't take me long to realize I am not paid by being where things are going to be "in the future". I am paid to get things done IN THE PRESENT.<br />
<br />
Like today.<br />
<br />
Like now.<br />
<br />
If I am not generating revenue now - I will have no future. My Future In Recruitingtag:recruitingblogs.com,2009-10-21:502551:Topic:7823742009-10-21T17:25:34.910ZFrancinehttps://recruitingblogs.com/profile/Francine
Looking out my wide window this morning at the cloud shrowded snow covered foothills of the Rocky Mountains, an infrequent departure from the regular spectacle of Colorado sunny blue skies, I'm appreciative of the introspection these grey days inspire.<br />
<br />
I've enjoyed a lifetime of accomplishments in the world of Natural Products and Sustainable Living prior to recruiting, always driven by a passion for making the world a better place to live. It's only natural that my Future in Recruiting will…
Looking out my wide window this morning at the cloud shrowded snow covered foothills of the Rocky Mountains, an infrequent departure from the regular spectacle of Colorado sunny blue skies, I'm appreciative of the introspection these grey days inspire.<br />
<br />
I've enjoyed a lifetime of accomplishments in the world of Natural Products and Sustainable Living prior to recruiting, always driven by a passion for making the world a better place to live. It's only natural that my Future in Recruiting will be an extention of this passion, working with organizations and professionals committed to principles of sustainability. My personal ambitions and hopes for a sustainable future meet their symbiotic match in my recruiting present and future. My vision is equally personal and global.<br />
<br />
I am part of the solution.