Recruiting Tips - RecruitingBlogs2024-03-28T20:16:23Zhttps://recruitingblogs.com/forum/topics/recruiting-tips?commentId=502551%3AComment%3A484523&feed=yes&xn_auth=noCall someone you don't know a…tag:recruitingblogs.com,2009-04-21:502551:Comment:6271042009-04-21T12:36:42.206ZJerry Albrighthttps://recruitingblogs.com/profile/JerryAlbright
Call someone you don't know and talk to them.
Call someone you don't know and talk to them. Try using a screen saver that…tag:recruitingblogs.com,2009-04-21:502551:Comment:6270852009-04-21T11:54:13.426ZSteve Levyhttps://recruitingblogs.com/profile/Dieselevy
Try using a screen saver that rotates through images of your current bills...<br />
<br />
<cite>Rayanne said:</cite><blockquote cite="http://recruitingblogs.ning.com/forum/topics/recruiting-tips?page=5&commentId=502551%3AComment%3A627056&x=1#502551Comment627056"><div>I usually stand too, but I never thought to turn off the monitor. A great tip as I am easily distracted into checking emails or what's up in the chat room at RBC...<br></br> <br></br> <cite>Julia Stone said:…</cite></div>
</blockquote>
Try using a screen saver that rotates through images of your current bills...<br />
<br />
<cite>Rayanne said:</cite><blockquote cite="http://recruitingblogs.ning.com/forum/topics/recruiting-tips?page=5&commentId=502551%3AComment%3A627056&x=1#502551Comment627056"><div>I usually stand too, but I never thought to turn off the monitor. A great tip as I am easily distracted into checking emails or what's up in the chat room at RBC...<br/> <br/>
<cite>Julia Stone said:</cite><blockquote cite="http://recruitingblogs.ning.com/forum/topics/recruiting-tips?x=1&id=502551%3ATopic%3A470231&page=2#502551Comment477229"><div>So true Rayanne. I also sometimes stand up when I am calling to keep my energy up and I always turn off my monitor when I am on the phone so I don't get distracted.<br/> <br/> Awesome idea to share!<br/>
<br/>
<cite>Rayanne said:</cite><blockquote cite="http://www.recruitingblogs.com/forum/topics/recruiting-tips?id=502551%3ATopic%3A470231&page=2#502551Comment477103"><div>No matter what, SMILE when you are on the phone... I guarantee they can hear it. And guess what? You will feel better at the end of the call, no matter what the outcome!</div>
</blockquote>
</div>
</blockquote>
</div>
</blockquote> here is an easy tip-
return p…tag:recruitingblogs.com,2009-04-20:502551:Comment:6267882009-04-20T20:30:32.603ZKaren Russohttps://recruitingblogs.com/profile/KarenRusso
here is an easy tip-<br />
return phone calls! hey lets not forget we are recruiters and we still have to talk to people--many people are forgetting this basic concept. (thank you technology)<br />
especially the candidate you worked with in the past--he/ she is now looking for a new gig-- they will remember you too the time to listen- future client- is what i say!<br />
ok if you are really tied up at least acknowledge them thru an email- and do it in the 24 hour window - not next week!
here is an easy tip-<br />
return phone calls! hey lets not forget we are recruiters and we still have to talk to people--many people are forgetting this basic concept. (thank you technology)<br />
especially the candidate you worked with in the past--he/ she is now looking for a new gig-- they will remember you too the time to listen- future client- is what i say!<br />
ok if you are really tied up at least acknowledge them thru an email- and do it in the 24 hour window - not next week! When trying to assess a candi…tag:recruitingblogs.com,2009-02-04:502551:Comment:5370302009-02-04T20:25:11.017ZScott Beardsleyhttps://recruitingblogs.com/profile/ScottBeardsley
When trying to assess a candidates "fit" within an organization and for a particular job, consider breaking it down into two parts...X and Y. Let X represent the Technical skills and knowledge a candidate must possess in order to do the job, and let Y represent the Cultural fit within that particular oganization. As a rule of thumb, it is better to select candidates that meet the bare minimum range of the Y scale. For example, if you used 1-10 with 10 being best rating, a candidate with a X=9…
When trying to assess a candidates "fit" within an organization and for a particular job, consider breaking it down into two parts...X and Y. Let X represent the Technical skills and knowledge a candidate must possess in order to do the job, and let Y represent the Cultural fit within that particular oganization. As a rule of thumb, it is better to select candidates that meet the bare minimum range of the Y scale. For example, if you used 1-10 with 10 being best rating, a candidate with a X=9 and Y=5 means that, even though the candidate possesses the skills, they lack the attributes neccessary to thrive in that particular organization. Chances are high that you can loose this hire over the months to come due to their inablility to "fit" in the organization. Remember, it is easier to train someone on technical skills than to change their cultural attributes.<br />
<br />
Scott I do like this tip and will m…tag:recruitingblogs.com,2009-01-16:502551:Comment:5020352009-01-16T14:54:19.164ZJennifer LaVignehttps://recruitingblogs.com/profile/JenniferLaVigne
I do like this tip and will make sure to follow it from now on:) Thanks!<br />
<br />
<cite>Air Javi said:</cite><blockquote cite="http://www.recruitingblogs.com/forum/topics/recruiting-tips?x=1&id=502551%3ATopic%3A470231&page=4#502551Comment485947"><div>Here's a tip, that most of you won't follow;<br></br><br></br>Prior to firing up the computer, coffee pot, or even the lights. Spend 15-30 minutes just sitting there in the quietness of the morning and meditate. Clear all internal chatter form your mind…</div>
</blockquote>
I do like this tip and will make sure to follow it from now on:) Thanks!<br />
<br />
<cite>Air Javi said:</cite><blockquote cite="http://www.recruitingblogs.com/forum/topics/recruiting-tips?x=1&id=502551%3ATopic%3A470231&page=4#502551Comment485947"><div>Here's a tip, that most of you won't follow;<br/><br/>Prior to firing up the computer, coffee pot, or even the lights. Spend 15-30 minutes just sitting there in the quietness of the morning and meditate. Clear all internal chatter form your mind and focus on the oneness and perfection that is our universe.<br/><br/>Focus on asking this question; How can I be of service today? How can I do GOD's work today?<br/><br/>Repeat it until it becomes a mind mantra. What you will find is that eventually, the world (GOD) will listen and give you the opportunity to be of service.<br/><br/>Now you have the mental capacity to reach out to anyone, anytime, anywhere and be able to see clearly how you are capable of helping them. You instantly stop making it about yourself and make it about others.<br/><br/>This is not only the secret to a fulfilled and happy lifestyle, it also applies to all relationships in your life.<br/><br/>God bless all the recruiters out there and I hope my message reaches all needy ears with peace and love.<br/><br/>Javier<br/>Recruiter<br/>jarce@superbtechinc.com<br/>Superb Tech Inc</div>
</blockquote> Yahoo Groups, Websites, Googl…tag:recruitingblogs.com,2009-01-15:502551:Comment:4992082009-01-15T15:55:00.305ZJennifer LaVignehttps://recruitingblogs.com/profile/JenniferLaVigne
Yahoo Groups, Websites, Google groups, student associations are a very good tool to network. For example- if I am looking and or would like to network with Indian IT professionals- there is a site called Sulekha.com or since I am local in Michigan- I look for IT indians in Michigan and there is actually a website called Miindia.com (please note that you can do search for community websites for states all over US, it can be Indian IT in Oregon or in California) Same thing with yahoo groups- be…
Yahoo Groups, Websites, Google groups, student associations are a very good tool to network. For example- if I am looking and or would like to network with Indian IT professionals- there is a site called Sulekha.com or since I am local in Michigan- I look for IT indians in Michigan and there is actually a website called Miindia.com (please note that you can do search for community websites for states all over US, it can be Indian IT in Oregon or in California) Same thing with yahoo groups- be creative with your keywording and look for say "Philippine Nurse in USA" or "Registered Nurse" and you will come up with different groups. I google a lot and would simply type in keywords such as "Nurse in Michigan" and it will give me a couple of Nurse associations. Student Association is also good- of course this is more for entry-level type of job- You can google and type in words such as "Indian Student Association" or "Computer Engineer Student Association". Sky is the limit- google and be creative with your keywording- that is how I found "recruitingblogs.com" in the first place=) ok- here is my tip for all th…tag:recruitingblogs.com,2009-01-15:502551:Comment:4992002009-01-15T15:54:06.633ZKaren Russohttps://recruitingblogs.com/profile/KarenRusso
ok- here is my tip for all those recruiters who may create a self fulfilling prophecy during this economic downturn. the "this year is going to be down" crowd..,<br />
do the math on how many positions you fill every year on average...., as an example my average is around 40 positions<br />
then go out and work toward achieiving that number of placements--plug it into your monthly goals--- i just read this recently<br />
in a stable economic time there are 4 mil jobs out there<br />
in this unstable economic period…
ok- here is my tip for all those recruiters who may create a self fulfilling prophecy during this economic downturn. the "this year is going to be down" crowd..,<br />
do the math on how many positions you fill every year on average...., as an example my average is around 40 positions<br />
then go out and work toward achieiving that number of placements--plug it into your monthly goals--- i just read this recently<br />
in a stable economic time there are 4 mil jobs out there<br />
in this unstable economic period there are only 3.2 mil -- not bad<br />
so do not tell me you cant find 30-40 jobs to fill this year from the 3.2 mil out there...,, marketing is key - Don't be afraid to be a Dumm…tag:recruitingblogs.com,2009-01-14:502551:Comment:4957672009-01-14T15:24:43.010ZSteve Levyhttps://recruitingblogs.com/profile/Dieselevy
<p style="text-align:left"><img align="left" height="150" src="http://ecx.images-amazon.com/images/I/519WN0KM5VL._BO2,204,203,200_PIsitb-sticker-arrow-click,TopRight,35,-76_AA240_SH20_OU01_.jpg" width="100"></img></p>
<a href="http://www.amazon.com/Dummies-Books/b?ie=UTF8&node=3199421">Don't be afraid to be a Dummy</a>... Far too many recruiters believe they have some innate ability to smell a great person by reading their resume or having a 5 minute conversation. I call these people acronymers - they know the buzzwords or acronyms (or think they do) - and assess based upon the presence or absence of these. Essentially this is recruiting at the surface.<br />
<br />
Yet with…
<p style="text-align:left"><img src="http://ecx.images-amazon.com/images/I/519WN0KM5VL._BO2,204,203,200_PIsitb-sticker-arrow-click,TopRight,35,-76_AA240_SH20_OU01_.jpg" align="left" width="100" height="150"/></p>
<a href="http://www.amazon.com/Dummies-Books/b?ie=UTF8&node=3199421">Don't be afraid to be a Dummy</a>... Far too many recruiters believe they have some innate ability to smell a great person by reading their resume or having a 5 minute conversation. I call these people acronymers - they know the buzzwords or acronyms (or think they do) - and assess based upon the presence or absence of these. Essentially this is recruiting at the surface.<br />
<br />
Yet with two decades of recruiting under my belt and new technologies and functional improvements coming by every year, I'm always looking to learn; surface recruiting is fine for assessing average candidates but not for those far better than average. At the very least I read the <a href="http://www.amazon.com/Dummies-Books/b?ie=UTF8&node=3199421">Dummies series</a> associated with a skill or ability prior to diving into a search. One, they're easy to read; two, I'll be able to ask far better questions; and three, since so many people believe that recruiters don't know what they're talking about, I like to surprise these folks. Hi Jason - how are you doing?…tag:recruitingblogs.com,2009-01-14:502551:Comment:4951392009-01-14T02:54:05.942ZLou Adlerhttps://recruitingblogs.com/profile/LouAdler
Hi Jason - how are you doing? - Lou - here's my tip of the day - it includes a link to our annual survey - we'll post the results on recruitingblogs!<br />
<br />
Every year we have conduct an <a href="http://www.zoomerang.com/Survey/survey-intro.zgi?p=WEB228MEAHSVHN">Annual Recruiting and Hiring Challenges Survey</a> - so far this year only 8% of recruiters are indicating their companies/clients will be expanding their hiring, but niche hiring abounds. So if you're in a down industry, get out of it.…
Hi Jason - how are you doing? - Lou - here's my tip of the day - it includes a link to our annual survey - we'll post the results on recruitingblogs!<br />
<br />
Every year we have conduct an <a href="http://www.zoomerang.com/Survey/survey-intro.zgi?p=WEB228MEAHSVHN">Annual Recruiting and Hiring Challenges Survey</a> - so far this year only 8% of recruiters are indicating their companies/clients will be expanding their hiring, but niche hiring abounds. So if you're in a down industry, get out of it. International accounting experts will be in high demand. So will battery designers, electrical grid workers, green engineers, and C&E-related. <a href="http://www.zoomerang.com/Survey/survey-intro.zgi?p=WEB228MEAHSVHN">Take the survey</a> and find out how 2009 will affect you and what you must do about it. W,W,W,W,W,H - the fundamental…tag:recruitingblogs.com,2009-01-14:502551:Comment:4949422009-01-14T00:39:30.732ZDean Locketthttps://recruitingblogs.com/profile/DeanLockett
W,W,W,W,W,H - the fundamentals of open end questions that don't allow Yes/No answers - Who, What, Where, When, Why, How - put any of these words in the beginning of your questions and you will get more information from the client/candidate. Note: Craig Silverman mentioned open end questions, but I'm adding to his tip ;-)<br />
Example: Who do you suggest that I contact about....What departments are hiring right now.....Why is this position open...who is the hiring manager....what dept.are they…
W,W,W,W,W,H - the fundamentals of open end questions that don't allow Yes/No answers - Who, What, Where, When, Why, How - put any of these words in the beginning of your questions and you will get more information from the client/candidate. Note: Craig Silverman mentioned open end questions, but I'm adding to his tip ;-)<br />
Example: Who do you suggest that I contact about....What departments are hiring right now.....Why is this position open...who is the hiring manager....what dept.are they over.... you get the idea