Search Results - Consultant

Blog Post: Spring cleaning...for the career!: It is late February in Michigan and although we have…; Added by Travis Furlow at 12:30pm on February 22, 2010

Blog Post: Get More Quality Hires With an Effective Candidate Follow-up Strategy: The Importance of Follow-ups

The ideal candidate follow-up strategy should be based on a single controlling principle: Treat all candidates like valued customers…; Added by Rakuna at 11:51pm on November 13, 2024

Blog Post: Hiring Salesforce Administrators: Everything You Need to Know: Salesforce is one of the most widely adopted customer relationship management (CRM) platforms in the world. As organizations scale their use of Salesforce,…; Added by Jacelyn Sia at 1:08am on December 11, 2024

Blog Post: Search Entrepreneurs: Who Sits On Your Board of Directors?: You will find my blog as well as great tactical and strategic best practice ideas for Search Entrepreneurs at:…; Added by Jeff Skrentny, CERS at 9:30pm on February 3, 2010

Blog Post: The Benefits and Risks of Hiring Internationally: Added by Erin Engstrom at 10:35am on August 19, 2015

Topic: Are Assessments An Unnecessary Bottleneck In The Hiring Process: I have seen just about every way to try to make money in the "staffing" (for lack of a better term) industry and the only thing that always works is picking up a telephone, calling a president, owner, or GM, getting sendouts, then closing immediately for an up or down decision. That has always resulted in great success. To my way of thinking, anything which detracts from quick decisions harms our business. Perhaps I am unclear about KeenHire, and I can see a lot of utility for using it for hiring recruiters into search and placement firms but, frankly, I would not want to see a hiring company add it to their hiring process. It seems to me that KeenHire adds a step to a hiring process, is an "assessment tool", brings "logic" rather than emotion to the process (people buy on emotion), and results in slower hiring decisions. Quick decisions are what the entire placement planet desires because we all know the passing of time kills placements. Worth noting: to me, "quick decisions" does not mean "bad hiring decisions made hastily". It means good hiring decisions made quickly. Neil P. McNulty McNulty Management Group Virginia Beach, VA Neil, I can appreciate your concern. Let me shed some light on first why I developed KeenView and secondly how it is used to not lengthen the process yet how it is used to manage, control and shorten the hiring process. As a top producer for many years myself and having relationships with many different companies and hiring authorities; I saw how many companies were adding dimensions to their hiring process that I had no control over. Many of my clients were using some type of selection tool in the final stages of the hiring process. In several cases I found myself and my team at the affect of another 3rd party, one that did not have the knowledge that I did in making a hiring choice. As I conducted more research and asked more questions, the information that I gleaned brought me to new possibilities in recruitment and new openings for actions for my career and for our industry. KeenHire was not created to lengthen the sales, recruitment or closing cycle, it was created to arm 3rd party recruiters with better tools to serve their clients with on the front end. When used appropriately behavioral interviewing (KeenView) places the recruiter as an expert in selection. It sews the recruiter into the selection process and eliminates last minute ‘think about its”. Given the process for effective behavioral interviewing begins with benchmarking the role; the recruiter immediately positions themselves in the key strategic conversations that true account development and management are made of, and frankly is allows for more process control across the board. When the traits and questions are created and agreed upon, a good account manager will manage the recruitment process and hone in on putting the right candidates with the right stuff into the top of the funnel. Whether you delegate or conduct the sourcing yourself knowing what your client needs from a behavioral stand point alters the course of the search. By the time the candidates are submitted to the client, the client is well aware that these are the top tier candidates who are clearly the best fit for the role and there will be no need to see anyone else. Another point I want to make is that the candidates are also clear that they are the best person for the job, as candidates who are not serious about the role will not waste their time in the assessment process. KeenHire also is a distributor for some of the top personality assessments in the market place, my intention with this service offering is not to get in the recruiters way; it is to arm them with the knowledge they need up front to recommend their clients use the appropriate assessment in their hiring process. If the person accountable for finding the right talent understands and has a say in the tools their employers are using, they are equipped to submit candidates who will fit the bill. On the contrary when a recruiter is out of the loop on the products their clients are using to evaluate their candidates’ abilities, they are left in a vulnerable and powerless position. All assessments are not created equal and in many cases companies are using inferior or inappropriate products to evaluate their candidates; with your knowledge comes power, with your power comes insight and with your insight comes solid recommendations from you for the ‘right’ product. At Alliance HR Network, (my previous company) we assessed the role we were recruiting for up front. We sourced, recruited and evaluated candidates in the beginning of the process for their viability for a specific client, if they were not a fit, we held on to them for something else; however we did not try to fit a square peg into a round hole. For direct placement this worked. We made money, had exclusive contracts and mastered the ability to replicate quality on a large volume. At Keen Consulting, (KeenHires’ search recruitment process outsourcing and consulting business) our model is; we charge the companies upfront for our consulting services which begin with evaluating their needs from an organizational perspective, assessing the key stake holders that this role impacts and benchmarking the role in question. What this leads to is a better understanding of our clients, stronger insight into the key performance indicators and a strong focus on ‘what right looks like’ in the company and in the role. This entire process directly impacts client’s organization effectiveness, which leads to profitability and a higher return on the hiring investment. When I approach my sales calls for search and recruitment outsourcing with this results orientation, companies are hard pressed to say no to my (keens’) offerings. The bottom line is that most companies are using some sort of tool to evaluate ‘our’ candidates and in many cases; ‘we’ have nothing to say about it. Keenhire changes the game and puts the recruiter in the power position of being the Talent Acquisition/Human Capital Consultant. The breadth that one can reach in that role is much deeper and wider than putting the right butt in the right seat.…; Added by Margaret Graziano at 11:50am on September 8, 2008

Topic: Excellent Opportunity - Recruitment Resourcer - Cardiff,UK: ave, or develop, the following: - An ability to liaise with clients, understand their needs and develop rapport through warm calls. - Utilise the CV searching tools at your disposal to identify suitable candidates, qualify them and deliver them to the clients by agreed timescales. - Thoroughness in using the recruitment database and keeping it up to date. - An ability to probe candidates for leads, extracting as much information as possible and then passing this to the Business Development Consultant for follow up. - Confidence in dealing with clients at all levels of a business primarily through telephone contact but face to face where necessary. - Time management skills and the ability to multitask. - Attention to detail (i.e. in preparing CVs, taking interview notes, understanding positions, etc). - An ability to spot and opportunity and exploit it for the good of the business. - Desire to further your skills with the business and grow into more challenging roles internally. Key tasks: - Telephone / face-to-face Interviews. - CV preparation and submittal. - Interview preparation, booking and administration. - Gathering feedback from clients on CVs and interviews. - Providing feedback to candidates and closing candidates on accepting Job Offers. - Construct and post Job Advertisements for roles. - Build a network of contacts so that you can find suitable candidates through referrals . - Providing general office administration support as required. Opportunity: This is a chance for a hardworking and dedicated professional to build their career with an organisation that provide contract and permanent IT staff to organisations across the UK. This role will not involve cold calling clients but it will give you the chance to demonstrate your ability to resource well qualified candidates for roles and to help build the business and your career with it. You must want to work in a pressurized environment and be confident in yourself and your abilities. The successful candidate will work towards full consultancy status responsible for identifying and winning new business with potential to manage your own Resourcer or Resourcers. Please send me your updated resume at vishrut.bhatia@tcognition.com if you are interested and I will get back to you ASAP. Note: Please mention your current and expected CTC along with your resume. Thanks and Regards, Vishrut Bhatia, tCognition, Sr.E-Recruiter, 77 Summer Street, Suite#202, Boston, MA 02110. Visit us at: www.tcognition.com…; Added by Vishrut Bhatia to UK RecruitingBlogs.com at 4:01am on March 9, 2010

Topic: $200 - Boston in-house corporate recruiters - focus group - Wed May 19 in downtown Boston - 90 minutes: arket research projects. mso-fareast-font-family:"Times New Roman";color:#002060""> mso-fareast-font-family:"Times New Roman";color:#002060"">One of our clients is sponsoring 90 minute focus groups with Boston area corporate recruiters on Wednesday, May 19th. "Verdana","sans-serif";mso-fareast-font-family:"Times New Roman";color:#002060""> "Verdana","sans-serif";mso-fareast-font-family:"Times New Roman";color:#002060"">The groups are with in-house corporate recruiters (i.e., you work as an employee or consultant for the company for whom you recruit employees and not for an agency). The specifics of this focus group are that it: "Times New Roman";color:#002060""> mso-list:l0 level1 lfo1"">font-family:Symbol;mso-fareast-font-family:Symbol;mso-bidi-font-family:Symbol; color:#002060">· mso-fareast-font-family:"Times New Roman";color:#002060"">Is with in-house corporate recruiters mso-list:l0 level1 lfo1"">font-family:Symbol;mso-fareast-font-family:Symbol;mso-bidi-font-family:Symbol; color:#002060">· mso-fareast-font-family:"Times New Roman";color:#002060"">The recruiters work for Fortune 1000 firms or equivalent (i.e., private company ok, international company ok) mso-list:l0 level1 lfo1"">font-family:Symbol;mso-fareast-font-family:Symbol;mso-bidi-font-family:Symbol; color:#002060">· mso-fareast-font-family:"Times New Roman";color:#002060"">Will take place in downtown Boston (near Trinity Church) on Wednesday, May 19th mso-list:l0 level1 lfo1"">font-family:Symbol;mso-fareast-font-family:Symbol;mso-bidi-font-family:Symbol; color:#002060">· mso-fareast-font-family:"Times New Roman";color:#002060"">Will be 90 minutes in length mso-list:l0 level1 lfo1"">font-family:Symbol;mso-fareast-font-family:Symbol;mso-bidi-font-family:Symbol; color:#002060">· mso-fareast-font-family:"Times New Roman";color:#002060"">One discussion will be from 10:00 – 11:30 AM, the other will be from 1:00 – 2:30 PM mso-list:l0 level1 lfo1"">font-family:Symbol;mso-fareast-font-family:Symbol;mso-bidi-font-family:Symbol; color:#002060">· mso-fareast-font-family:"Times New Roman";color:#002060"">Refreshments will be served mso-list:l0 level1 lfo1"">font-family:Symbol;mso-fareast-font-family:Symbol;mso-bidi-font-family:Symbol; color:#002060">· mso-fareast-font-family:"Times New Roman";color:#002060"">You will receive a thank-you check of $200 for your help with this research. font-family:"Verdana","sans-serif";mso-fareast-font-family:"Times New Roman"; color:#002060">If you are an in-house corporate recruiter interested in helping us out with this research - please contact me, letting me know for which company you are an in-house recruiter. mso-fareast-font-family:"Times New Roman";color:#002060""> Also, if you have friends or colleagues who are also corporate recruiters – if you could possibly pass along this invitation to them, that would be greatly, greatly appreciated. font-family:"Verdana","sans-serif";mso-fareast-font-family:"Times New Roman"; color:#002060">Margo Kimball "Times New Roman";color:#002060"">510.527.1866 "Times New Roman";color:#002060"">Margo@Research-Recruiting.commso-fareast-font-family:"Times New Roman";color:#002060""> font-family:"Verdana","sans-serif";mso-fareast-font-family:"Times New Roman"; color:#002060">www.Research-Recruiting.com mso-fareast-font-family:"Times New Roman";color:#002060""> font-family:"Verdana","sans-serif";mso-fareast-font-family:"Times New Roman"; color:#002060">If you cannot take part in this research, or if you are not a corporate recruiter but would like to be considered for future projects for which you may be a fit – please join us on Linked In "Times New Roman";color:#002060""> "Times New Roman";color:#002060"">http://www.linkedin.com/groupRegistration?gid=2998369 "Times New Roman";color:#272727""> "Times New Roman";color:#272727""> …; Added by Margo Kimball to New England Recruiters at 2:38pm on May 13, 2010

Topic: A Funny Thing Happened… (File under SocialMedia Recruiter-As-Scapegoat Scams): you know. Something gets in the way. So we do it for them. Yesterday: My phone rings. Ding a ling a ding. An excited male identifies himself and tells me he just received an email and wants to know what company I'm with (it's plainly stated on my email) and asks me do I work for XYZ Corporation. Not quite having caught his name but understanding the call is coming from an email I sent only moments before I answer: Yes, this is Maureen and I'm working with XYZ Company and they've asked me to contact you about a Director of Quality position they have coming open. You had applied for a Food Scientist position with them last summer and as that job was filled by an internal candidate they were wondering if you might be interested in speaking with them now about the Quality Director position they have opening at their headquarters. Yadda yadda yadda on the other end. I sense excited interest mixed with caution. No I am not employed by XYZ Corporation. I work as a consultant to them. They've asked me to contact you to see if you might be interested in a Quality Director position they have opening at their headquarters. (Didn't I just say that?) Yes, I understand you're the Quality Manager there. No, I'm not a recruiter. My company name is TechTrak and I am located in Cincinnati, OH. You would be? Great! Has anything changed on your resume? Okay - would you like to update it and send it to me and I'll forward it to XYZ Company with the news that you're interested and one of their recruiters will get in touch with you? That's wonderful - I'll look for it this afternoon! Good-bye! Nothing's ever easy and it seems to be getting uneasier. Within a half hour or so I get an email from one of the HR Managers at the Company: Call me. I call her. "Maureen? I just received a call from yadda yadda yadda…" and so the story goes that "Amoo" had hung up the phone with me and called the company to check my story! To check my story! The HR Manager just wanted to make sure all the ps and qs were being minded because this particular candidate seemed to express concern over "who" might be calling him and the information I "might" be asking for. I assured her I wasn't stepping outside any boundaries and we went over some of the guidelines of most concern to her. No - no problems there. No lines crossed, I promised. Another half hour passes and I notice an email from the same guy in my box with his resume attached and a nice note, would I please forward his resume - yadda yadda yadda. This time I did call him. "Amoo? I just received your resume - thank you - and I will send it on to Lisa at XYZ Company. I understand the two of you spoke this morning," and I laugh but I'm really a little more than irritated but I'm trying to contain it. He knew what I was talking about. "I'm sorry - I didn't mean to get you in any kind of trouble," he apologized. "I just needed to be sure you were who you said you were!" "Who I said I was?" I inquired. (Who I said I was?!) "You called me, remember? I emailed you." "I know - I know - but you seemed to know quite a lot about me," he said. "Did you apply for a job with XYZ Company?" I ask. "They gave me your information to contact you-" "Yes, but I received a really strange call here at work about two weeks ago" he interrupted. "A person who said they were from a recruiting company and they were asking me all kinds of strange questions - they asked me my date of birth and I know they're not allowed to ask that!" he exclaimed. "No, you're right," I agreed. "Did you apply anywhere else other than XYZ Company?" I asked. "No," he quickly answered. "Only XYZ Company. It kind of freaked me out," and the way he said "freaked me out" almost made me laugh except for the fact that the subject is so darn serious! "That is strange," I agreed and then a lightbulb went off. "Are you on social media?" I asked. "You mean Facebook? Not much anymore - once in a while to check on my kids but not very often," he confessed. "Do you list your place of work there?" I asked. "I don't think so," and then he paused. "I'm on LinkedIn," he said gravely. "My company's name is listed there." He seemed to be putting the pieces together. For once I felt like I didn't have to. "I never thought about that information being used that way," he stated, seemingly half-to-himself. "It is public information," I couldn't resist. So here's the question, Recruitersphere. What's next? Is this one of the consequences of social media we're going to have to learn to grin and bear and buck up under? I ask you. Maureen Sharib www.techtrak.com 513 899 9628…; Added by Maureen Sharib to Phone Sourcing at 7:18am on December 7, 2013

Blog Post: Recruitment Process Outsourcing – a new trend in HR: Recruitment Process Outsourcing, commonly known as RPO has been a familiar term among recruiters and recruitment organizations. However for Organizations not in the…; Added by Khushi gor at 5:31am on May 28, 2018