Search Results - Attempt drinking

Blog Post: Are You Stranded in the Desert?: Desolate and lonely, you find yourself in a vast space where it seems no one, absolutely no one, can be found. Parched and hungry you trudge on, getting wearier by the moment. You just want to…; Added by Scott Wintrip at 9:05am on June 17, 2013

Blog Post: Give Me An E! E! Give Me a T! T! Give Me An, I - Ah, that'll take too long. E-T-I-Q-U-E-T-T-E - Learn It, Love It, Live It: While awaiting the departure of a delayed flight recently, my travel companion and I decided to pass the time by having some liquid refreshment in one of the restaurants in the main terminal. During…; Added by Nancy Ford at 7:27pm on October 27, 2008

Blog Post: Week in Review: I am not a recruiter but I work in recruiting. Is that weird? Nah. I used to work at a company that manufactured passive components but am I an engineer? Nah. We all have something we specialize…; Added by Alexis Gingerella at 8:07am on June 7, 2017

Blog Post: LinkedIn Jail - One mans journey into the abyss....

Oh LinkedIn, how you vex me! You are like nicotine, a.k.a. the worst drug ever. I smoked, then I quit, then I started again, then I quit, then i started again and THEN I really…

Added by joshua sklut at 4:59pm on December 2, 2016

Blog Post: 25 Daily Tasks of the Modern Recruiter: An average recruiter will spend 8…; Added by James Chmielinski at 4:31pm on October 29, 2015

Blog Post: Ghosting - A Scary Recruitment Trend: Added by Maria Titan at 7:59am on April 25, 2019

Blog Post: Congress sets stage for solar boom: Environment + Technology

By Todd Woody

After months of failed attempts in Congress to extend crucial renewable energy tax credits, the end-game came with lightning speed Friday…; Added by 01. Lonnie McRorey at 11:43am on November 12, 2008

Topic: Somewhere Between the Second and Fourth Floor: well to return to the second floor, given my complete intolerance of waiting. I slowly descended to find that I was not going to be able to access the second floor from the stairs. I returned to the fourth floor hoping against hope I could re-renter there. The doors were all locked. Locked in a stairwell. Not a good time. I made my way to the first floor, looking up occasionally, I felt like I was in a movie or something. I decided high heels were not a good idea at that moment and if someone had been chasing me that I would be an easy target, I wasn’t getting away. Funny what our mind does to us when we encounter an unfamiliar situation. The unlocked door on the bottom floor dropped me into the parking lot on the opposite side of the building. I had to re-enter the building at the main entrance and take the, now beautiful, elevator back to the second floor. A simple up and down ride in the lift turned into debacle that still failed to produce paper plates. Taking the easy way instead of the right way. What has happened to job postings, as of late? Classifieds are alive and well, they just come in a different format now; be wary of circling the job for which you’d like to follow up. ;-) While job postings are an active part of corporate recruiting, somehow the ideal has been lost. A job posting is an advertisement for an open position. An art form, really…, an enticement to drive a job seeker to throw their hat in the ring, to be considered for the opening. What we see now that calls itself an advert is nothing more than a poorly written job description and a miserable attempt at enticement. Most hiring managers and/or recruiters fail miserably at writing a worthy job advert. With the multitude of free resources available, one would think that practice would make perfect. Instead, lazy recruiters simply cut and paste job descriptions and drop them in. This is supposed to draw candidates to the light, to drink from the water? I have had the opportunity to review many job postings lately and I am, really, flabbergasted by the lack of quality and thought that goes into each posting – advertisement. It’s an advertisement, an announcement to persuade someone to call or email with interest. How do you attract top talent to your organization or for your clients? It’s not a difficult concept and yet, so many would rather take the stairwell. Show them the stairwell after they’ve had the elevator rush. That elevator gets ‘em to your door quicker and they are eager to learn more. Not locked in, or tired, or bored. © by rayannethorn…; Added by Rayanne at 3:39am on February 3, 2010

Comment on: Topic 'Finding Recruiters': here are plenty of recruiters out there. But, that often makes it more difficult to find the perfect candidate. Recruiting is an acquired skill that puts the marketat at risk to be oversaturated with marginal talent. It's not like finding someone with an IS degree who has studied it and then backed with years of excellent fortune 500 experience. I don't know if that makes sense at all, so if it sounds ridiculous, call me out :) I am not only looking to develop a successful brand, but I want to provide/develop a culture people enjoy being in. I don't want the revolving door to be apart of our model, because as you all know, successful recruiters have a network that is developed over time. We are based off of fostering great relationships and relationships can't be fully nourished within a 6-month span. Therefore, I do not want to see people coming and going every few months. I would rather have them drink the 'Kool-Aid' and be an advocate for the company rather than use the position to fill a void on a resume and then move on. The problem isn't finding recruiters, it's finding recruiters who have the drive and vision to be on the ground floor of a company that promotes a culture not just a business. I provide loyalty to my employees, so I expect loyalty in return. I can't say I have been facing any challenges except for the intuition variable. I am a firm believer on following your gut feeling and I am going to be very particular with this hire because this is an opportunity to take ownership in developing a crucial portion of the business. Essentially, I want someone who can share the vision of our organization. We are willing to provide autonomy by giving them free range of developing a solid recruiting team to coincide with the sales team. There is plenty of room for growth. We want this person to be a crucial part of a team for years and years. Amy- Thanks for your advice, I like that. A couple questions 1) When you say recruiters, are these recruiters working for other organizations or free-lance recruiters? and have you ran in to non-compete issues? 2) have you ran in to clients/future clients perceiving it as an attempt to poach from other vendors that could cause problems for future business? Raphael- I like your style, "Show me the Money!", as well as your approach of not overselling the position. Ryan- In my mind, Salary is always negotiable and should be contingent on past experiences parlayed with the added value an individual can provide. There will also be a lucrative commission structure involved so I don't want to get hung up on salary. You are only as successful as you want to be as a recruiter. As far as experience, I would prefer 2-4 years to act as a lead AND/OR 1-2 years to play a mid-level role. Technical recruiter, I want someone who has played in the IT realm, everything under the IT/IS umbrella (help desk to architects)…; Added by Ben Provenzano at 5:46pm on November 21, 2012

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