All Discussions Tagged 'development' - RecruitingBlogs2024-03-28T08:30:42Zhttps://recruitingblogs.com/forum/topic/listForTag?tag=development&feed=yes&xn_auth=nocontract language for an international contingency searchtag:recruitingblogs.com,2017-02-21:502551:Topic:20050072017-02-21T19:55:25.950ZLisa Hayneshttps://recruitingblogs.com/profile/LisaHaynes
<p>We've never executed a search outside of N. America, and may have the opportunity to do so. What additional items need to be covered in contracting with a company outside the U.S. or Canada? Is anyone willing to share a template they've used?</p>
<p>We've never executed a search outside of N. America, and may have the opportunity to do so. What additional items need to be covered in contracting with a company outside the U.S. or Canada? Is anyone willing to share a template they've used?</p> Article on Headhunting in "The Economist"tag:recruitingblogs.com,2015-06-15:502551:Topic:18960342015-06-15T21:29:25.052ZNicholas Meylerhttps://recruitingblogs.com/profile/NicholasMeyler
<p><a href="http://www.economist.com/news/business/21654083-industry-under-pressure-finding-new-services-sell-headhunters-culture-vultures">http://www.economist.com/news/business/21654083-industry-under-pressure-finding-new-services-sell-headhunters-culture-vultures</a></p>
<p>This article discusses new trends in retained search and is much more accurate and insightful than some of the very sloppily written stuff that appeared in Fordyce Letter, for example, which completely missed the…</p>
<p><a href="http://www.economist.com/news/business/21654083-industry-under-pressure-finding-new-services-sell-headhunters-culture-vultures">http://www.economist.com/news/business/21654083-industry-under-pressure-finding-new-services-sell-headhunters-culture-vultures</a></p>
<p>This article discusses new trends in retained search and is much more accurate and insightful than some of the very sloppily written stuff that appeared in Fordyce Letter, for example, which completely missed the point.</p> Choosing a Recruiter to Help Your Job Searchtag:recruitingblogs.com,2012-08-23:502551:Topic:15912552012-08-23T15:14:45.115ZJay Perreault {DCTechRecruiter}https://recruitingblogs.com/profile/DCTechRecruiter
<p>How much time do you invest in your career?</p>
<p>When it comes to purchasing big ticket items such as a car or a home, we shop around to receive the best deal. We go out of our way to introduce ourselves to multiple car salespersons, or even visit 20-30 homes before we buy. Most of the time our sales cycle is completed within 30-60 days. But when it comes to our careers, sometimes it seems that candidates and colleagues take the shotgun approach. I like to call this the easy way…</p>
<p>How much time do you invest in your career?</p>
<p>When it comes to purchasing big ticket items such as a car or a home, we shop around to receive the best deal. We go out of our way to introduce ourselves to multiple car salespersons, or even visit 20-30 homes before we buy. Most of the time our sales cycle is completed within 30-60 days. But when it comes to our careers, sometimes it seems that candidates and colleagues take the shotgun approach. I like to call this the easy way out.</p>
<p>We utilize our car and home about 35% of the work week while awake. But when it comes time to focus on our career we take shortcuts. Or even worse, become lazy. We spend approximately 55% of our daily hours at work. Shouldn’t we spend at least double the amount of time searching for a new work environment that is right for us?</p>
<p>Don’t have that amount of time? That’s where your friendly qualified recruiter steps in.</p>
<p><strong>Get to know your recruiter</strong></p>
<p><a href="http://clearedjobs.net/blog/"><img class="alignleft wp-image-5969 align-center" title="recruiter button" alt="" src="http://clearedjobs.net/blog/wp-content/uploads/2012/08/recruiter-button-300x300.jpg" width="240" height="240"/></a>It only seems natural that we will get to know a recruiter before we decide to work with him or her. Think about it like dating. If you were just getting to know someone and you told them that you were seeing several other people, what do you think your chances of becoming exclusive would be?</p>
<p>Most likely, they would feel that you’re not interested and then move on. Would it be any different with a recruiter?</p>
<p>A recruiter wants to know you are committed to the partnership. If you are communicating with several other recruiters, it’s only natural for the recruiter to become a bit disinterested. Major cities are a lot smaller than you might think. Recruiters within the same industry across multiple companies do communicate with one another. Think about the image that you are projecting. Is it stellar, or something less than desired?</p>
<p><strong>How can you tell you are dealing with a great recruiter</strong></p>
<p>There are many different levels of experience and work environments that each and every recruiter markets to. LinkedIn is a great tool to measure the recruiter’s reputation in the industry.</p>
<p><a href="http://clearedjobs.net/blog/"><img class="alignleft wp-image-5968 align-center" title="linkedin search to vet a recruiter" alt="" src="http://clearedjobs.net/blog/wp-content/uploads/2012/08/linkedin-search-300x154.png" width="240" height="123"/></a>Log in to your LinkedIn account. In the top right click on the <em>Advanced</em> option. Add the <em>Postal Code</em> and search by the radius you are willing to commute on a daily basis. It’s usually best to identify a local recruiter since they better handle the market place. This is not always the case though, and should not be used as a mandatory field since you might be leaving good solid recruiters off the table.</p>
<p>Next, enter your field in the title section along with “recruiter”. For instance “technical recruiter” or “engineering recruiter”. Select the appropriate check box in the <em>Industries</em> section, such as “Defense & Space”.</p>
<p>A recruiter’s stability is a key to your successful placement. Steer clear of recruiters who change jobs every other year since they may not be taking their career very seriously.</p>
<p>Review the recommendations section at the bottom of their profile. What types of things are said about their work style, knowledge of the industry, and so on?</p>
<p>Once you narrow down the list to three to five recruiters, call and introduce yourself. Ask questions such as:</p>
<ol>
<li>Is the recruiter a third-party agency recruiter or a corporate recruiter, working directly for a hiring company? If they are an agency recruiter, do they earn a commission – not paid for by you — when they make a placement?</li>
<li>Find out how many people the recruiter places in any given month, which gives you an idea of their success rate. Agency recruiters will place 5 to 12 people a month. Corporate recruiters place 20 to 30 people a month. That placement number will be less for a corporate recruiter if they work for a small company.</li>
<li>Determine a period of time for a commitment to each other. Sixty days at the most.</li>
</ol>
<p>Often times multiple agencies may have the same opening. Make sure you are not double submitted for the same position by different recruiters, as this might cost you an opportunity.</p>
<p><strong>Your Recruiter is a Resource </strong></p>
<p>Try to get a commitment up front from the recruiter not to release your resume without your permission. Once an interview is scheduled, check with the recruiter to see if they will help you prep so you’re better prepared to rise to the top. That’s right, ask for their help.</p>
<p><a href="http://clearedjobs.net/blog/choosing-a-recruiter-to-help-your-job-search/ask-a-recruiter/" rel="attachment wp-att-5967"><img class="alignright wp-image-5967 align-center" title="ask a recruiter" alt="" src="http://clearedjobs.net/blog/wp-content/uploads/2012/08/ask-a-recruiter.gif" width="240" height="216"/></a>Your recruiter is an expert in salary negotiation. They may be able to help you tactfully negotiate the best salary for you, particularly if they are an agency recruiter. If you are working with an agency recruiter, it’s in their best interest to get you a higher salary.</p>
<p>Building a solid relationship with your trusted career advisor is priceless. Happy hunting for your next interview, and good luck finding your next partnership. Take it seriously. It’s your career. Choose wisely.</p>
<p>What other tips might you offer to prospective candidates?</p> First Post: Getting New Buisness- Overcoming This Objection...tag:recruitingblogs.com,2012-08-08:502551:Topic:15871502012-08-08T17:10:26.015ZBrian Kitehttps://recruitingblogs.com/profile/BrianKite
<p>Hey Guys,</p>
<p>This is my first post after having been in the game for about 2.5 years. I want to become active in this community, so I just want to come out of the gates by getting some shared thoughts on a popular objection I get and how some of you guys respond to it.</p>
<p>Sometimes when blinding up a strong resume and getting it into the right hands at company xyz, I will mention that my candidate expressed interest in their company and would be open to learning more. Often I will…</p>
<p>Hey Guys,</p>
<p>This is my first post after having been in the game for about 2.5 years. I want to become active in this community, so I just want to come out of the gates by getting some shared thoughts on a popular objection I get and how some of you guys respond to it.</p>
<p>Sometimes when blinding up a strong resume and getting it into the right hands at company xyz, I will mention that my candidate expressed interest in their company and would be open to learning more. Often I will get "if the candidate is interested in us, then why don't they apply themselves?" I usually counter this by saying that "the candidate is passive/ happy where they are at, but at least open to exploring what is out there" (or something in this regard). Then adding, "if you would like to talk with him, I advise we act soon before someone else gets their hands on him/her."</p>
<p>I am curious to see how some of you guys handle this kind of situation...</p>
<p>Look forward to your responses!</p>
<p>-Brian </p> Relational IT launches Recruiting Platform for IT Professionals and Hiring Managerstag:recruitingblogs.com,2012-03-27:502551:Topic:15351982012-03-27T08:03:53.509ZGreg Corsonhttps://recruitingblogs.com/profile/GregCorson
<p>Boston, Massachusetts, March 26, 2012 - <b>Relational IT launches a cloud based smartphone enabled social recruiting platform,</b> <a href="http://www.relationalit.com/"><b>www.relationalit.com</b></a> <b>that is quickly connecting hiring managers with top IT professionals from around New England and beyond. The platform enables organizations to immediately recruit their needed in-demand IT skills required for Cloud Computing, CRM, Energy IT, Healthcare IT, and Mobile…</b></p>
<p>Boston, Massachusetts, March 26, 2012 - <b>Relational IT launches a cloud based smartphone enabled social recruiting platform,</b> <a href="http://www.relationalit.com/"><b>www.relationalit.com</b></a> <b>that is quickly connecting hiring managers with top IT professionals from around New England and beyond. The platform enables organizations to immediately recruit their needed in-demand IT skills required for Cloud Computing, CRM, Energy IT, Healthcare IT, and Mobile technologies.</b></p>
<p>“Our clients are seeing an immediate need to augment their staff with specialized IT professionals in order to respond to compliance requirements and a multitude of complex Social Business issues. Relational IT can be relied upon for fast and accurate IT Staffing and Consulting services due our industry knowledge and an extensive network of candidates,” said Greg Corson, CEO at Relational IT.</p>
<p><b>Relational IT has embraced the evolution of Social Business!</b></p>
<p>Relational IT has adopted a fully cloud based, smart phone accessible, endlessly scalable front and back office technology set to increase the speed and reduce the cost at which it operates. The industry’s best customer relationship management and applicant tracking technologies are seamlessly integrated with the firm’s user-friendly job portal where job postings are constantly updated. Simple and fast applicant registration, resume submittal, registrant updates, and other features are attracting a large number of qualified IT candidates which is facilitating fast and effective connections of hiring organizations with IT professionals.</p>
<p></p>
<p>Easy to access and use, consolidated time, expense, and invoice management applications put Relational IT’s clients, consultants, and employees on one platform eliminating redundant work and unnecessary errors – everything is real time and everyone has the same information.</p>
<p></p>
<p>All client, contractor, human resource, and vendor agreements are digitally signed and virtually stored using the Cloud’s best practices in compliance, security, privacy, and reliability to guarantee that access to needed information is immediately available.</p>
<p></p>
<p>Relational IT is distinguishing itself by combining social media technology with IT Staffing and Consulting best practices. By proactively integrating social media tools and job boards with its new recruitment and staffing platform, Relational IT is helping to expand career opportunities for IT professionals by increasing their visibility to companies seeking their help.</p>
<p></p>
<p>“Flexibility and transparency rule our new social business landscape. Everyone is empowered like never before. The professionals at Relational IT have years of business experience and appreciation for the complexities and challenges of budgets, deliverable time frames, and the on-going task of blending social and technical personalities to meet goals and competitive objectives” says Relational IT’s CEO Greg Corson.</p>
<p></p>
<p>To learn more about <b>Contract, Contract to Hire, Full Time, and Project based Staffing & Consulting</b> services, and to join our talented team of IT Consultants in: Cloud Computing, CRM, Healthcare IT, Energy IT and Mobile exciting Management technologies, visit Relational IT’s website <a href="http://www.relationalit.com/">www.relationalIT.com</a> today.</p>
<p> </p>
<p><b>About Relational IT</b></p>
<p>Relational IT is a trusted IT Staffing & Consulting partner to clients, small and large, throughout New England and across the country. Relational IT balances Talent, Teamwork, and Technology to find the right IT professionals for the right jobs fast.</p>
<p>Visit <a href="http://www.relationalit.com/">www.RelationalIT.com</a>, read our <a href="http://relationalit.com/blog">blog</a>, follow our <a href="https://twitter.com/#%21/relationalit">tweets</a>, or phone us at 855-440-0990to learn more about Relational IT, Inc.</p> Are Recruiters Really Necessary?tag:recruitingblogs.com,2011-08-11:502551:Topic:13260612011-08-11T03:22:24.088ZBill Radinhttps://recruitingblogs.com/profile/BillRadin
<p align="left"><font color="#000080" size="2">Peter was a great candidate: Fine background, good skills, terrific references. So I decided to spin the dial and see if I could place him.</font></p>
<p align="left"><font color="#000080" size="2">After a little research, I found a company that seemed a perfect match for Peter’s talents. So, I placed a call to the vice president.</font></p>
<p align="left"><font color="#000080" size="2">The VP agreed that my candidate was indeed perfect, and could…</font></p>
<p align="left"><font size="2" color="#000080">Peter was a great candidate: Fine background, good skills, terrific references. So I decided to spin the dial and see if I could place him.</font></p>
<p align="left"><font size="2" color="#000080">After a little research, I found a company that seemed a perfect match for Peter’s talents. So, I placed a call to the vice president.</font></p>
<p align="left"><font size="2" color="#000080">The VP agreed that my candidate was indeed perfect, and could immediately help his company grow. However, there was a catch: Under no circumstances would they pay a recruiter’s fee.</font></p>
<p align="left"><font size="2" color="#000080">“So, you see no value whatsoever in working with a recruiter,” I said.</font></p>
<p align="left"><font size="2" color="#000080">“You got it,” he said, cutting me off. “We get 50 resumes a week from posting on Craigslist. So, if your candidate really wants to work for our company, I’m sure he’ll find us.”</font></p>
<p align="left"><font size="2" color="#000080">“Sorry I wasted your time,” I told the VP. I could tell from his tone of voice that any attempt to convince him otherwise was a waste of my time as well.</font></p>
<p align="left"><font size="2" color="#000080"><b>Things Get Complicated</b><br/>Just as the VP predicted, Peter eventually found the company online, and after an exchange of emails, the VP flew him out to interview. Not once, but twice.</font></p>
<p align="left"><font size="2" color="#000080">Soon after the second interview, Peter received an email from the VP, and it had the look and feel of an offer—almost. “We’d like you to come to work for us,” The VP wrote. “All we need to do is find out what sort of salary you’re looking for.”</font></p>
<p align="left"><font size="2" color="#000080">I know all about the email, because Peter had forwarded it to me and asked for advice.</font></p>
<p align="left"><font size="2" color="#000080">Now, I’m not one to hold a grudge; nor am I about to keep two interested parties apart, especially in light of the fact that the candidate was unemployed. So I advised the candidate to strongly state his interest and request a formal offer, with the understanding that if the offer was reasonable, he would accept the offer and set a start date.</font></p>
<p align="left"><font size="2" color="#000080">But instead of taking my advice, the candidate took a detour, which proved fateful. In the email message to Peter, the VP went on to say that their salary range was $100k to $150k. Since Peter’s last job had paid $100k, he figured there was some room to negotiate.</font></p>
<p align="left"><font size="2" color="#000080">So Peter emailed the VP that he needed more money to: [a] compensate for the higher cost of living where the job was located; [b] bring his salary up to “market” value, according to an online survey; and [c] provide him with a 6-percent increase to adjust for inflation during the two years he’d been unemployed.</font></p>
<p align="left"><font size="2" color="#000080">Want to guess how the VP reacted? He pulled the offer.</font></p>
<p align="left"><font size="2" color="#000080">I don’t blame the VP for being put off. But instead of saying, “Whoa, can we talk about it?” he took the sleazy way out. He wrote back that after careful consideration, his company actually didn’t have an appropriate position at this time. Which, of course, was a total lie.</font></p>
<p align="left"><font size="2" color="#000080"><b>Maybe Next Time</b><br/>Had I been in a position to broker the deal, I’m certain the outcome would have been very different. Ambiguities, concerns and expectations would have been dealt with confidentially, and a smooth and orderly consensus would have been reached. Instead, Peter and the VP communicated in the manner or two dry sponges rubbing against each other; and as a result, our little drama morphed into a triple tragedy.</font></p>
<p align="left"><font size="2" color="#000080">First, a talented and deserving candidate still has a family to feed and a creative mind that’s going to waste. True, he overplayed his hand. But that was more a reflection of inexperience than greed or malicious intent.</font></p>
<p align="left"><font size="2" color="#000080">Second, a perfectly good company that could have reaped untold financial benefit by expanding its capacity is still turning away business.</font></p>
<p align="left"><font size="2" color="#000080">And third, the VP who regarded my services as worthless not only let his penny wisdom and pound foolishness cost his company ten times the money he would have paid me; he also stuck a sharp stick in the eye of our country’s economic recovery.</font></p>
<p align="left"><font size="2" color="#000080">So, the next time a company tells you they can’t afford a recruiter, you may or may not win the war of ideas. But at least you can state your point of view—that in fact, they can’t afford NOT to use you—with utter and total conviction. <br/></font></p> Old Dogs Better Be Learningtag:recruitingblogs.com,2011-07-05:502551:Topic:12715992011-07-05T20:25:39.560ZRayannehttps://recruitingblogs.com/profile/Rayanne
<p><br></br><img src="http://storage.ning.com/topology/rest/1.0/file/get/1267850187?profile=original" style="float: left;"></img></p>
<p>I just spent three days <i>in a row</i> sitting on a beach, kickin’ it in a beach chair watching surfers and consuming copious amounts of water and electrolyte-infused drinks. My teen-aged son and daughter recently took up the sport and it has been fun to join them at the ocean and enjoy their learning process. During the course of these three days, there were several experienced surfers who showed up in the spot where we had planted our towels. They were good at…</p>
<p><br/><img src="http://storage.ning.com/topology/rest/1.0/file/get/1267850187?profile=original" style="float: left;"/></p>
<p>I just spent three days <i>in a row</i> sitting on a beach, kickin’ it in a beach chair watching surfers and consuming copious amounts of water and electrolyte-infused drinks. My teen-aged son and daughter recently took up the sport and it has been fun to join them at the ocean and enjoy their learning process. During the course of these three days, there were several experienced surfers who showed up in the spot where we had planted our towels. They were good at what they did and they did it often. A trademark attached to someone who is “good” at what they do is the practice they put into their craft. Not only practice but staying apprised of anything new in their selected field of interest or endeavor.</p>
<p> <a target="_self" href="http://api.ning.com:80/files/C5nUO5KQHr2gbTLLar8699CbzEQu6S7FprgGEnNoHK7JmP7egWzWGzOGSbDnUdCXxO5w5ACcbyh32fX6Xr*5eg__/surfingusa.jpg"><img width="640" src="http://api.ning.com:80/files/C5nUO5KQHr2gbTLLar8699CbzEQu6S7FprgGEnNoHK7JmP7egWzWGzOGSbDnUdCXxO5w5ACcbyh32fX6Xr*5eg__/surfingusa.jpg" class="align-center"/></a></p>
<p> </p>
<p>This certainly does not preclude surfers. Several of these old school surfers, who may have enjoyed surfing on short boards, were out in droves using a long board or even a “softie” - a soft, foam core board on which beginners learn. Yours truly will <i>even</i> be getting out on a softie at some point this summer. <i><u>Never</u></i> stop learning, right? It was incredibly intriguing to watch these guys, who might have been thought of as hot dogs, enjoying a ride on a board typically reserved for the inexperienced or one-weekend water warrior. There was one surfer in particular, obviously experienced, who surfed ALL DAY while standing on his head, jumping around, holding yoga poses, and generally displaying a good positive attitude to the young surfers, as well as putting on a great show for the shore surfers – like myself. Things he achieved on a soft surfboard.</p>
<p> </p>
<p>I have never liked the phrase, “You can’t teach an old dog…,” for I believe you can. And actually if an old dog wants to stay in the game, he <i>better</i> learn a few new tricks. And in order to stay <i>on top of your game,</i> you must <u>never</u> stop learning, <u>never</u> stop practicing. For failure is eminent the moment you stop learning, the moment you become stagnant. If major corporations recognize stagnation as a death knell, why wouldn’t you? Why would the human body and mind be any different?</p>
<p> </p>
<p>"All growth depends upon activity. There is no development physically or intellectually without effort , and effort means work." <i>~Calvin Coolidge</i></p>
<p><i> </i></p>
<p><i>Sure,</i> practice makes perfect. <i>Sure,</i> merely showing up is imperative. But don’t you think the extra effort is what makes a person unique – <b>better</b> – at what they do? BeKnown and BranchOut are knocking on the solid oak door of LinkedIn. The hinges are a bit creaky on that door, I am happy to open it wide and see what else is out there. </p>
<p> </p>
<p>Don’t ever give up and don’t ever shut down, try surfing on a softie, instead of just a sluggish oak door. <a href="http://www.youtube.com/watch?v=WlhyPeXcNmA">Felix the Ca</a>t had a <i>whole</i> bag of tricks, so can I.</p>
<p> </p>
<p><i>by <a href="http://www.linkedin.com/in/rayannethorn">rayannethorn</a></i></p> Give Me a Break! Never Mind, I'm Taking Onetag:recruitingblogs.com,2011-04-15:502551:Topic:11805582011-04-15T06:22:48.108ZRayannehttps://recruitingblogs.com/profile/Rayanne
<p><img src="http://storage.ning.com/topology/rest/1.0/file/get/1267850187?profile=original" style="float: left;"></img></p>
<p><b>This is an end of an era for me.</b> No, <i>really.</i> This post is my 568<sup>th</sup> consecutive post. Since February 17, 2009 I have written every Monday through Friday, come rain, come shine, or holidays or travel or illness or starting a new job or sick children or no internet connection (though I <i>always</i> found a way) or fatigue or stress or relocating (office and home) or <em>even</em> happiness… There have even been a few weekends where I couldn't stay…</p>
<p><img src="http://storage.ning.com/topology/rest/1.0/file/get/1267850187?profile=original" style="float: left;"/></p>
<p><b>This is an end of an era for me.</b> No, <i>really.</i> This post is my 568<sup>th</sup> consecutive post. Since February 17, 2009 I have written every Monday through Friday, come rain, come shine, or holidays or travel or illness or starting a new job or sick children or no internet connection (though I <i>always</i> found a way) or fatigue or stress or relocating (office and home) or <em>even</em> happiness… There have even been a few weekends where I couldn't stay away from posting...(Shhh, don't tell my kids)</p>
<p> </p>
<p>Monday marks the first time in ten years that I will <i>completely unplug. </i> I am traveling to a very remote part of the South Pacific where the internet is sketchy and there is no cell service. Initially, I was going to write two weeks’ worth of posts and have them magically appear as if I were posting them each evening, like normal. But here’s the thing: Bonus Track has always been about that little extra something every day… none of these posts have ever been written more than four hours in advance of them being posted. This project, <a href="http://www.bonustrack.us/">Bonus Track</a>, was about committing and dedicating myself to writing every single day. Well, every <b><i>working</i></b> day, anyway.</p>
<p> </p>
<p>I have kept my end of the bargain for <b>26 months.</b> I have heard many different voices - <i>attached to individuals important to me</i> - say to me <i>at one point or another "</i>you don't have to write tonight", "don't worry about it today", "why do you work so hard?" or "just skip one night". But..., I never have. Until now.</p>
<p> </p>
<p>As a matter of fact, I will be skipping <u>ten</u> nights.</p>
<p> </p>
<p>I have learned more about myself and <i>the industry I love</i> over the last two years than I ever dreamed possible. I have spoken at conferences and Chamber of Commerce meetings and local, national, and international events about blogging and why I do it and why I think everyone should do it. The clarity it has brought to my life and my work has been so substantial, so incredibly life-changing that I felt others could benefit <i>as well</i> and that I would be remiss if I didn't promote blogging as a good business and life practice. <i>And so I do.</i> </p>
<p> </p>
<p>Bonus Track was born because <em>there is more</em> to recruiting than the process. <em>There is more</em> to business than making money. <em>There is more</em> to happiness than success. I wanted to take every day experiences and make them matter, to have the personal story be the source of the lesson. It has been the single most important thing I could have ever done for my career and for my personal growth and development. Over the course of the next two weeks, there will be a countdown of the top ten Bonus Tracks that will appear as a blog, not a Bonus Track discussion. </p>
<p> </p>
<p> </p>
<p>And <i>then</i> I will back - with more stories to tell, refreshed and ready for another two years! </p>
<p> </p>
<p><i> </i></p>
<p><span class="font-size-3"><i>Just don't tell me I'll never be able to do it.</i></span></p>
<p> </p>
<p><i> </i></p>
<p><i> </i></p>
<p><i> </i></p>
<p><i>by <a href="http://www.linkedin.com/in/rayannethorn">rayannethorn</a></i></p> The Hot and Cool of It Alltag:recruitingblogs.com,2011-01-03:502551:Topic:11199542011-01-03T06:33:53.762ZRayannehttps://recruitingblogs.com/profile/Rayanne
<p><img src="http://storage.ning.com/topology/rest/1.0/file/get/1267850187?profile=original" style="float: left;"></img></p>
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<p>So, there is this curious little app that allows you to report <em>where and when</em> cellular calls are dropped. If enough dropped calls are reported, supposedly the carrier will try and rectify the problem. Sounds perfectly logical, does it not? Sounds like it has potential to correct the problem, right? Here's the dilemma: every single time I try to report a problem, the app comes back at me with <strong><em>"You currently have no service."</em></strong> No…</p>
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<p>So, there is this curious little app that allows you to report <em>where and when</em> cellular calls are dropped. If enough dropped calls are reported, supposedly the carrier will try and rectify the problem. Sounds perfectly logical, does it not? Sounds like it has potential to correct the problem, right? Here's the dilemma: every single time I try to report a problem, the app comes back at me with <strong><em>"You currently have no service."</em></strong> No shitake, Sherlock. That is why I am <em>trying</em> to report a problem. <br/><br/>Interesting how that works out, or doesn't work out - as the case may be. <em>I dig technology.</em> I think mobile phones and all the doo-dads that come with them are the <em>coolest</em> things ever. I also think social media is pretty darn <em>hot</em>. Along with the fascination, though, comes a significant amount of frustration, as dropped calls, insufficient service, necessary reboots, and blue screens of death loom, making themselves known and putting us temporarily out of commission. <em>I am only a meek and mild user.</em> I may be able to influence the way a product should work or share ideas for cool, hot functionalities or continued new product development but I am, <em>alas,</em> <span style="text-decoration: underline;">not</span> a techie or developer. <br/><br/>I have a little understanding. <em>Little.</em> But that is as far as it goes. So I must rely on those that have a steeper base of understanding than I. I must sit back and wait for the next best thing, the better phone, app, or netpad. And while I am waiting, I am getting better at using the product that is or will be obsolete before the next quarter. Sometimes, thinking about this makes me tired. How can I possibly keep up? How can I, someone who has been playing around on a computer for less than two decades, possibly comprehend or be a part of the next tech evolution? How can I, who about a decade ago was teaching myself how to attach a document to an email as an alternative to faxing, continue to cram tech info into my already crowded brain? <br/><br/>Lucky for me, you <em>can</em> teach an old dog new tricks. Somehow, I am able to grasp snippets of knowledge and add them to the already over-stuffed library in the back of my head. It daily surprises me that my children still suffer through long division and the quadratic equation in their homework. A computer, <em>resting in my palm,</em> does all of that and more. It surprises me that many hospitals are still using paper records, that they have not gone paperless. It surprises me that with all we know and are capable of, we still cannot predict earthquakes or stop flooding waters. <br/><br/>The hot and cool of it all is that we are still subject to life around us, no matter how into technology we get, no matter how savvy we all are, no matter what we learn in school, the waves still break, the creek still rises, and it's still impossible to drive safely in a blizzard. Where will the next year in tech take us? Not the moon, and not to a city at the bottom of the sea. But it will make the world smaller and thus bigger, all the same time. And thank goodness, a crowded brain, somehow, always has room for more. <br/><br/><em>by <a target="_blank" href="http://www.linkedin.com/in/rayannethorn">rayannethorn</a></em></p> Looking for Candor and Feedback of First Advantage Recruiting Solutions (CRM) from current (or past) userstag:recruitingblogs.com,2010-10-04:502551:Topic:10934532010-10-04T20:31:10.461ZKatherine Holmeshttps://recruitingblogs.com/profile/KatherineHolmes
We are exploring First Advantage Recruiting Solutions as a CRM tool to latch on to our ATS, Kenexa Brass Ring. I am hoping to find some critiques from within the RecruitingBlogs community about this new, relatively foreign tool to my toolbox. <br></br><br></br>I have never worked with First Advantage, but I am wondering what other people's experiences with this tool have been. <br></br><br></br>1) Did you/Do you use it as a CRM?<br></br>2) Did you/Do you use it's Social Sourcing Program?<br></br>3) Did you/Do you…
We are exploring First Advantage Recruiting Solutions as a CRM tool to latch on to our ATS, Kenexa Brass Ring. I am hoping to find some critiques from within the RecruitingBlogs community about this new, relatively foreign tool to my toolbox. <br/><br/>I have never worked with First Advantage, but I am wondering what other people's experiences with this tool have been. <br/><br/>1) Did you/Do you use it as a CRM?<br/>2) Did you/Do you use it's Social Sourcing Program?<br/>3) Did you/Do you have it integrated with your ATS system?<br/>4) What pros does the tool feature?<br/>5) What could be changed?<br/><br/>Thank you!! <br/><br/>