All Discussions Tagged 'advertising' - RecruitingBlogs2024-03-28T18:43:33Zhttps://recruitingblogs.com/forum/topic/listForTag?tag=advertising&feed=yes&xn_auth=noWhy Clients Treat Contingency Recruiters Badlytag:recruitingblogs.com,2012-06-22:502551:Topic:15732772012-06-22T14:59:31.050ZPaul S. Gumbinnerhttps://recruitingblogs.com/profile/PaulSGumbinner
<p>Over the years I have heard dozens, perhaps hundreds of stories, about recruiters being treated poorly. For many HR People, we are a necessary evil. HR people believe that most recruiters merely send bodies, add little value and make a lot of money. All reasons to resent us.</p>
<p>The point is illustrated by a recent event. All of you have your own similar stories. A client gave me an assignment for an executive that had been open for a year. The company had been trying to fill it…</p>
<p>Over the years I have heard dozens, perhaps hundreds of stories, about recruiters being treated poorly. For many HR People, we are a necessary evil. HR people believe that most recruiters merely send bodies, add little value and make a lot of money. All reasons to resent us.</p>
<p>The point is illustrated by a recent event. All of you have your own similar stories. A client gave me an assignment for an executive that had been open for a year. The company had been trying to fill it themselves, I guess with the help of employee referrals. They were nice enough to supply me with a list of the forty or so executives they had met. They dismissed most and had made offers to two or three, but had been turned down. I knew most of the candidates they saw and was shocked because the bulk of them had nothing whatsoever to do with the company’s corporate culture and their résumés did not match the job specs, but somehow they had been seen. I sent two people, they loved one and as they were about to hire him, one of the previously seen candidates whom they had liked, changed his mind and accepted a previously made offer. It turns out that for the weeks I had been working on the assignment, they had been negotiating with this person. Meanwhile I spent a lot of time working on the assignment. I never so much as received a thank you for doing in six weeks what they could not do in a year.</p>
<p>Because we are advertising recruiters, we often get assignments to find people to work on accounts which have not yet been signed. I accept that as very risky and am willing to do it for my good clients for no fee. It is the other job assignments that drive me crazy – where we work to find a candidate and then, after weeks of work, often with a candidate they are about to hire, the company tells us the job is being filled internally. Of course that possibility is rarely shared with us. There is no consideration for our time and rarely a thank you.</p>
<p>The problem is, and I am defending HR here, that the human resources recruiter may have ten to fifteen people (or more) to hire in a small amount of time. In order to do so, they call as many outside recruiters as they can – one client told me she used twenty or twenty five recruiters for each assignment. What happens as a result is that they cannot keep track of the people they have called and they often lose track of the submitted candidates.</p>
<p>Sadly, many recruiters don’t pay a lot of attention to the full job specs and often pay absolutely no attention to the corporate culture (if they know it at all) they are recruiting for, so they just send bodies. Often, the résumés received by HR are worth very little, are time consuming for HR to manage and interview and result in no movement. Those of us who actually do a good job for the client are often undervalued, not evaluated properly and get categorized with all the non-performing placement people. Most companies have no formal structure for evaluating recruiters.</p>
<p>On top of all this, there is a perception that all of us are just rolling in money. HR, particularly the juniors, sees us earning enormous fees for each placement and assumes that we are all making lots of money. Would that it were so. But but thes perceptions create resentment.</p>
<p>Finally, we know that HR recruiters are generally evaluated by how many bodies they can place within their company. Quality counts for very little.</p>
<p>But I love this business anyway.</p> Recruitingblogs Member Special from ultimatejobboard.com!tag:recruitingblogs.com,2011-12-15:502551:Topic:14834142011-12-15T18:59:01.072ZChristopher Poredahttps://recruitingblogs.com/profile/ChristopherPoreda
<p>Hope everyone is well and prospering! As an avid member of the RBC I am happy to announce this new and exciting promotion.</p>
<p>Ultimatejobboard.com has taken off! As most of you know, inclusion in a job board is necessary to ensure you are reaping the greatest benefit of placements, database building and branding. We are proud to say that in a very short period of time we have returned significant profits for our clients. Feedback from job seekers and clients alike complement our site…</p>
<p>Hope everyone is well and prospering! As an avid member of the RBC I am happy to announce this new and exciting promotion.</p>
<p>Ultimatejobboard.com has taken off! As most of you know, inclusion in a job board is necessary to ensure you are reaping the greatest benefit of placements, database building and branding. We are proud to say that in a very short period of time we have returned significant profits for our clients. Feedback from job seekers and clients alike complement our site as offering a superior user experience, user interface, filtering and search capabilities. Plus our price point, service offering and ROI is unmatched.</p>
<p>So here's the offer; we’re so confident that you’ll be satisfied with ultimatejobboard.com that we are <strong>offering a money back guarantee</strong>. Our non-RBC fee is $429 per month but through December 31, 2011 we are offering the RBC Premium Partner status for only $249 per month.</p>
<p>Here's the deal; commit for at least 3 months (billed monthly) and if you’re not absolutely satisfied we’ll refund all your money, no questions asked.</p>
<p>And here is what you get:</p>
<ul>
<li>Unlimited job posts. Post as many as you like, edit as often as you like, keep them up until they’re filled.</li>
<li>Inclusion in our and our partners Sponsored section for superior exposure.</li>
<li>Life-time price guarantee and no contracts. Simply pay month-to-month and as long as there is no break in service you will never have a price increase.</li>
</ul>
<p>We’ve made it easy to give us a try. Let me know if you have any questions at chris@ujbcorp.com. <b>Again, this offer is good until December 31, 2011. </b> Simply email me and we'll get you started!</p>
<p><b><br/></b></p>
<p><b><br/></b> All the best,</p>
<p></p>
<p>Christopher</p> FreshersFreshers.com, Fresher jobs Portal is getting ready to make your career Starts.tag:recruitingblogs.com,2010-11-22:502551:Topic:11121142010-11-22T06:25:44.294Zfreshersjobs13https://recruitingblogs.com/profile/freshersjobs13
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the recruiters can get the huge Freshers database for their job requirement.<br/><a href="http://www.freshersfreshers.com/">freshersfreshers.com</a><br/></td>
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<col width="503"></col><tr><td class="xl25" style="height: 14.25pt; width: 377pt;" width="503" height="19">Good news for the Freshers and Recruiters! Fresher can end the job search here and
the recruiters can get the huge Freshers database for their job requirement.<br/><a href="http://www.freshersfreshers.com/">freshersfreshers.com</a><br/></td>
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</table> Funny and creative recruitment ads - any favorites?tag:recruitingblogs.com,2010-02-02:502551:Topic:8679682010-02-02T11:12:31.775ZJacob Sharehttps://recruitingblogs.com/profile/jshare
Hi everyone,<br></br>I thought you'd like my recent article on JobMob:<br></br><br></br><a href="http://jobmob.co.il/blog/funniest-creative-job-recruitment-ads/">http://jobmob.co.il/blog/funniest-creative-job-recruitment-ads/</a><br></br><br></br>In compiling a follow-up, I'd like to know if you have any favorite ads to share with me? Every submission will be credited in the article.<br></br><br></br>Thanks<br></br><br></br>Jacob<br></br><br></br>--<br></br>Jacob Share<br></br>Job Search Expert & Professional Blogging Consultant…<br></br>
Hi everyone,<br/>I thought you'd like my recent article on JobMob:<br/><br/><a href="http://jobmob.co.il/blog/funniest-creative-job-recruitment-ads/">http://jobmob.co.il/blog/funniest-creative-job-recruitment-ads/</a><br/><br/>In compiling a follow-up, I'd like to know if you have any favorite ads to share with me? Every submission will be credited in the article.<br/><br/>Thanks<br/><br/>Jacob<br/><br/>--<br/>Jacob Share<br/>Job Search Expert & Professional Blogging Consultant<br/><a href="http://jobmob.co.il/">http://jobmob.co.il/</a><br/><br/>Follow me on Twitter:<br/><a href="http://twitter.com/jacobshare">http://twitter.com/jacobshare</a><br/><br/> How does the future weigh for Recruiters in the post-recession economy?tag:recruitingblogs.com,2009-10-04:502551:Topic:7755932009-10-04T16:31:48.292ZRobert Bialkhttps://recruitingblogs.com/profile/RobertBialk
Recently I ran a search for recruiters in the US and quickly "found" over 20,000 recruiters that were on free-sites looking for work. Some were using these sites as free advertizing; however the bulk of talent were recently laid off from Corporate America. At last week's HR Tech show the mood was up beat and the vibe I am getting is that the worst is behind us. Nevertheless, I have a hard time believing that the majority of these recruiters will be brought back into their former roles. The…
Recently I ran a search for recruiters in the US and quickly "found" over 20,000 recruiters that were on free-sites looking for work. Some were using these sites as free advertizing; however the bulk of talent were recently laid off from Corporate America. At last week's HR Tech show the mood was up beat and the vibe I am getting is that the worst is behind us. Nevertheless, I have a hard time believing that the majority of these recruiters will be brought back into their former roles. The wounds are still fresh from the relatively recent RIF's. I see the United States moving to more of a European model of using staffing companies to recruit and hire. My question is if I am a recruiter that has the passion and fortitude to stay in recruiting... Is there going to be a higher growth and more opportuny in the RPO world? Is Corporate America going to transform HR Generalists to backfill the dearth of recruiters? Or will it be business as usual and recruiters will be called back to traditional roles? Recruitment Advertising On the Radio - Your Questions Wantedtag:recruitingblogs.com,2009-08-19:502551:Topic:7290582009-08-19T20:22:22.217ZJennifer Bowenhttps://recruitingblogs.com/profile/JenniferBowen
Hey everybody! I've got a seat at a seminar tomorrow regarding using the radio for your recruitment advertising. Now, I'm a bit skeptical going into this but I'm going to hear what the "experts" have to say.<br />
<br />
<b>Here are the bullet points from their flyer:</b><br />
<br />
Discover how to:<br />
· Speak to thousands of potential employees versus just a few.<br />
· Target applicants that are not only qualified, but professional.<br />
· Save interviewing time AND recruitment budgets.<br />
· Fulfill your EOE requirements.<br />
· Cut…
Hey everybody! I've got a seat at a seminar tomorrow regarding using the radio for your recruitment advertising. Now, I'm a bit skeptical going into this but I'm going to hear what the "experts" have to say.<br />
<br />
<b>Here are the bullet points from their flyer:</b><br />
<br />
Discover how to:<br />
· Speak to thousands of potential employees versus just a few.<br />
· Target applicants that are not only qualified, but professional.<br />
· Save interviewing time AND recruitment budgets.<br />
· Fulfill your EOE requirements.<br />
· Cut down on turnover by 25%-50%.<br />
· Advertise your employment opening 24 hours a day (instead of once a day).<br />
<br />
The biggest thing that jumps out at me is "Target applicants" How is a broadcast message going to target my applicants?<br />
<br />
<b>Another part of the flyer says:</b><br />
<br />
"What if there was a way to sift through the less-than-qualified, non-hirable applicants without sorting through resume after resume?"<br />
<br />
How is the radio going to do that? Isn't it just going to create more applications and resumes?<br />
<br />
If anyone has any experience with using the radio to advertise their positions I'd love to hear it. Also if you have any questions you'd like me to ask the "expert" let me know. My take is that this is the radio stations way of trying to find a new market in this down advertising economy but maybe I'm wrong. Where is the law going re: use of trademarks as keywords for website advertising?tag:recruitingblogs.com,2009-04-06:502551:Topic:6149562009-04-06T11:25:04.602ZMaureen Sharibhttps://recruitingblogs.com/profile/MaureenSharib
Cathy Cowin, Peacemaker, asks, over on LinkedIn:<br />
<i>See my update at <a href="http://cowinlawfirm.com/uploads/Using_Competitor_TM_As_Keyword.pdf">Resources Page at cowinlawfirm.com</a> re April 3, 2009 case Rescuecom v. Google and please comment on where you think the law is trending (or should go) regarding the use of trademarks as keywords.</i><br />
I'd like to see you all participate. See the original questions, and answers…
Cathy Cowin, Peacemaker, asks, over on LinkedIn:<br />
<i>See my update at <a href="http://cowinlawfirm.com/uploads/Using_Competitor_TM_As_Keyword.pdf">Resources Page at cowinlawfirm.com</a> re April 3, 2009 case Rescuecom v. Google and please comment on where you think the law is trending (or should go) regarding the use of trademarks as keywords.</i><br />
I'd like to see you all participate. See the original questions, and answers <a href="http://www.linkedin.com/answers/law-legal/corporate-law/intellectual-property/LAW_COR_IPP/452686-17933948?browseIdx=121&sik=1239009899410&goback=%2Eahp%2Eabq_13_1239009899410_n_o_*2">here</a>. Searching for YOU!tag:recruitingblogs.com,2008-12-17:502551:Topic:4419072008-12-17T23:36:28.604ZRayannehttps://recruitingblogs.com/profile/Rayanne
I am partnering on an informational/service website that will launch on the first of the year. This site will provide lists of Professional Service Providers like Executive Recruiters and Staffing Agencies to CEOs of Microcap companies (publicly-traded companies that revenue up to $300 million annually)...,<br />
Does this sound like a list you would want your name on?<br />
A basic listing is free or a detailed lisiting is available for an annual fee....<br />
This is a great opportunity to be part of a growing…
I am partnering on an informational/service website that will launch on the first of the year. This site will provide lists of Professional Service Providers like Executive Recruiters and Staffing Agencies to CEOs of Microcap companies (publicly-traded companies that revenue up to $300 million annually)...,<br />
Does this sound like a list you would want your name on?<br />
A basic listing is free or a detailed lisiting is available for an annual fee....<br />
This is a great opportunity to be part of a growing network along with the other Professional Service Providers that include SEC lawyers, investors, marketing and PR companies and accounting firms + many more...<br />
Contact me to get in on the ground floor of this fertile meeting ground!<br />
<br />
Watch for an official launch notice soon.... Cheesy Christmas Advertising... Naughty or Nice?tag:recruitingblogs.com,2008-12-12:502551:Topic:4266022008-12-12T11:03:48.260ZDan Nuroohttps://recruitingblogs.com/profile/DanNuroo
Sitting here looking at my Christmas tree, the lights are aglow, the kids are peacefully asleep (hopefully), the tv is blaring at me about the ever dwindling number of days before Christmas... my mind got taken back to Recruitment of all things.. sad I know.. however.. the constant advertising is it effective?<br />
<br />
I have written my fair share of cheesy, even tacky Christmas themed ads, hey I enjoyed writing them, the put a smile on my face... I hope they did others. I am intrigued to see what…
Sitting here looking at my Christmas tree, the lights are aglow, the kids are peacefully asleep (hopefully), the tv is blaring at me about the ever dwindling number of days before Christmas... my mind got taken back to Recruitment of all things.. sad I know.. however.. the constant advertising is it effective?<br />
<br />
I have written my fair share of cheesy, even tacky Christmas themed ads, hey I enjoyed writing them, the put a smile on my face... I hope they did others. I am intrigued to see what other people have done... What is the Cheesiest thing you have put in an add.. and was the gimmick successful? We are looking for an Executive Recruiter/Talent Scouttag:recruitingblogs.com,2008-04-07:502551:Topic:976252008-04-07T23:10:12.667ZAnita Hildrethhttps://recruitingblogs.com/profile/AnitaHildreth
Would you like to work for a company which has ranked in the top ten "Best Places to Work in the Nation" two years running?<br />
<br />
McMurry is experiencing dramatic growth—and we have an exciting, new position to fill on our team. As a national leader in marketing communications, we've been named the best place to work—and we're at the very top of our game. Are you at the top of yours? Because to get where we’re going we need a superstar Talent Scout/Executive Recruiter to help us find the very best…
Would you like to work for a company which has ranked in the top ten "Best Places to Work in the Nation" two years running?<br />
<br />
McMurry is experiencing dramatic growth—and we have an exciting, new position to fill on our team. As a national leader in marketing communications, we've been named the best place to work—and we're at the very top of our game. Are you at the top of yours? Because to get where we’re going we need a superstar Talent Scout/Executive Recruiter to help us find the very best prospective talent for the McMurry team. This position is based out of our home office in Phoenix, Arizona.<br />
<br />
Your focus will be on identifying the best people in the field of marketing communications, getting to know these people, building relationships with them, and making them aware of McMurry. This is not typical corporate requisition-based recruiting. Rather, you would function like a talent scout does in the sports industry, but in the field of marketing instead of sports; searching out and cultivating relationships even though you may not be in a position to hire at the moment. You would also at times work like an executive headhunter, performing research, lead generation, direct sourcing and extensive networking in order to locate the best people. As someone who is skilled in understanding people, you can get to know people in informal settings that do not include job interviews, and pre-qualify them for possible future opportunities.<br />
<br />
Ideally, you understand the field of marketing communications so you can speak the language and understand the mind-set. Since you are tech-savvy, you will be able to build a database of contacts that you can engage through your marketing efforts. As a strategic, creative thinker, you will identify ways to position and promote McMurry within the advertising, marketing, and publishing communities. You’re persuasive, can get anyone on the phone, love working a room, and you never met a stranger. Postings, resume reviews and formal job interviews are not usually part of your responsibilities.<br />
<br />
Your degree is in marketing, advertising, communications, psychology, or business; and you are a seasoned professional with at least five years of experience.<br />
<br />
Is this you? If so, we’d love to hear from you. The right person will enjoy generous compensation, strong benefits, and the excitement that comes with achieving unsurpassed professional success. If you’re looking for a career move with no ceiling above you and lots of support around you, this is the one. All responses will be treated with the utmost in confidentiality and discretion. Please visit <a href="http://www.mcmurry.com/job">www.mcmurry.com/job</a> to apply online, or send your resume via email to resumes@mcmurry.com. No phone calls or snail mail, please. EOE. Drug testing required. Smoke-free.<br />
<br />
Learn more about us at <a href="http://www.mcmurry.com">www.mcmurry.com</a>!