Search Results - Continent

Blog Post: Digging Into RecruitingBlogs.com v1.21: Headed To India: Looking for Leads

(Oct 03, 2008) I'm going to India for three weeks. I'll be back the day before the…; Added by John Sumser at 12:12am on October 3, 2008

Blog Post: Mobile HR v Mobile Recruitment

There is currently a lot of “talk/noise” about mobile recruiting and in my humble opinion it will be huge, more of that later…

Added by Keith Robinson at 9:16am on July 1, 2010

Comment on: Topic 'MY MOUSETRAP WORKS JUST FINE!': ispersed across 10 countries, why I think you can well assume that one more apart from Mr. B. from Texas that is now infamous. I can only imagine what you must be like to be around with stories likes the ones you have (you may be local but you seem to have been around) As for compliments, thank you for those, although I am originally Danish but UK resident for many years. Thank you for having given me the laugh out loud of today, I shall treasure your words and wait in anticipation for the next 'Texan talkin' as it truly is beyond words enjoyable Until then, Cheerio Sandra McCartt said:thanks Jacob, i wonder does this make me internationally infamous? Having been a "local character" for years i am delighted to have made it across the pond. I love you Brits, so much more gracious than us mutts. Also thanks for giving me a great title for a blog or two. "Texan Talkin" AKA I just say what everybody is thinking and is too nice to say. You can not imagine how long it took my mother to convince me that Southern Ladies should really say "Bless her heart, she means well" instead of "That old hide needs to be bitch slapped".Speaking of Texan Talkin, one of my clients is a Chartered Public Accountant who lives in London. He is financial advisor to one of the Saudi's who used to own a piece of desert where the city of Riyad now stands. During a trip to Texas my client and I were meeting with an oil and gas group. All were taken with his delightful British accent until at the close of the meeting he looked at one of the lady executives and said, "It's been delightful speaking with you, i will speak with my employer and knock you up in the morning." There was a long pause , several very blank stares and a few looks of shock. He looked confused, gave me a questioning look. I explained that he meant he would come to her office. Ushered him out the door and explained that the term "knocking someone up" in Texas meant impregnating someone. He never batted an eye and in all seriousness said, "Oh my, i would not want to happen to either of us, that nice lady is much too homely to be considered for breeding."Such is the British logic. I love it. …; Added by Jacob S. Madsen at 8:25am on October 7, 2010

Blog Post: My Perception of the “Recruitment Industry”: After 8 years in the recruitment industry, working in various industries and different parts of the…; Added by Jay Nair at 5:57am on August 12, 2013

Comment on: Topic 'An interesting subject for a presentation to recruiters?': rol how they are treated or if some terrible family emergency takes them to another continent to care for their ailing aunt and it should not be your job to do that. Your job is to provide a focused and thorough search of the marketplace to uncover the candidate that the client would not otherwise find through typical means. It is the companies job to hire them. If on the otherhand you recruit a peer or the manager of the candidate you place and as a result your placement then leaves you are responsible no matter how long they worked there. The problem that I have seen with a 90 day warranty is that eventually you have an unethical recruiter on the other end of it and at the candidates whim and request he/she is willing to place the candidate again on day 91. Tell me your client would be willing to accept that. I am not saying that you should have no warranty. I am saying you should have a warranty that covers your area of influence in the candidates employment. Gareth McKnight said:I work for a specialised IT recruitment agency and we offer a three month guarantee to our clients. I agree with your assumption that this can be "impossible" to find the right candidate at times, however this does increase the quality of your work as a recruiter. If there is a three month guarantee this ensures that you are not simply interested in getting someone (anyone) into the role, but instead getting the right person. Although there can be diffiuclties with providing a guarantee I feel that eventually clients actually start to value the service that you are providing and will inevitably come back to you when they are next looking to add staff.Thomas Gray said:I agree whole heartedly here. People leave people they don't leave companies.The key thing to tie this to is the extreme number of companies that want you to guarantee the success of the candidate you place. They ask for the impossible with a 90 day or any number of days unconditional warranty.You are not able to make sure that the candidate that you place will show up on time and not be subjected to cruel or unusual work stress. how can you possibly guarantee that they would stay in that position?Michaela Favre said:I believe that as a recruiter, it's our responsibility to provide more than one quality candidate to our client, but the onus on retention is on the manager. It's their responsibility to choose a good cultural fit for their office and their responsibility to give that person what they need so they stick around. …; Added by Thomas Gray at 10:18am on September 10, 2008

Comment on: Topic 'Shouldn't we just get rid of internal recruiters?': h, "go get them/eat them world" of TPR if we were not very good. And very dedicated. We regard our clients' interests as paramount. We are a boutique executive search firm specializing in hard-to-fill placements. We are dedicated to finding the right person, not just any person. We give all our searches careful, custom–tailored attention. Our process provides better candidates, found faster, hired smarter, with less risk and executive hassle. We are determined that no other search firm or recruiter will outperform us, outsmart us or beat our value proposition. We have conducted searches ranging from scientists and salespeople to senior management and CMOs with total compensation packages ranging from simple to complex, in amounts from $60,000 to $500,000. We have worked with clients and candidates in or from 56 nations on every continent. And we do not think - and act - as if we closed the doors/phones at 5PM. We have negotiated offers over Memorial day weekend, Friday nights after dinner and over Thanksgiving. Our greatest successes have been working with innovative, cutting-edge, emerging companies and those llarger companies which seek to retain or regain that winning spirit. Our goal is to become your partner and align ourselves with your business in as many levels as possible by providing education, useful information and, of course, staffing expertise. This includes internal HR folks. This should not be looked at as an either/or proposition. And good TPRs do not disappear after the deal is done but maintain close relationships still with those whom they placed. Sometimes these are the secret to keeping them happy and productive at their new company. Mary Anne Hebert said:I love your spin and I totally agree. Valentino Martinez said:The questions is interesting but would be more valid if it was stated as: "Shouldn't we get rid of ineffective recruiters--both internal and external?" Internal recruiters are effective when they facilitate the process of identifying, attracting and hiring quality, high potential individuals in concert with the hiring manager or hiring team. However, internal recruiters are ineffective when they block, slowdown or drop the ball in identifying, attracting and hiring quality, high potential candidates. Quality candidates can be overlooked or never submitted because the internal recruiter is protecting his or her turf. External recruiters can be a great asset or a nightmare. They can help find ideal candidates, and even help attract and facilitate the hire of those candidates for a company. The no-nos relate to over badgering for updates; embellishing resume content and/or the candidate's true qualifications, and potential; pushing past HR to speak directly to the hiring manager; and the kill-switch is on when external recruiters can be linked to recruiting employees away from the very company they serve as an external recruiting resource. So your question has value, but it cuts both ways. VB Martinez Group …; Added by Sondra Fuller at 11:44pm on May 12, 2009

Blog Post: Fordyce Forum Update - recent recruiting conference: I just got back from Las Vegas for the annual Fordyce confernce filled with big billers. This is not a general recruiting event instead it was a gathering of agency folks (no corporate recruiters to…; Added by Craig Silverman at 5:27pm on June 15, 2009

Blog Post: The Darker Side of Recruitment: Though recruitment has various dark sides to it, the biggest for me is dirty ~~old~~ men! (Let’s not be ageist now, men can be inappropriate at any age!)

In my (main) job, I work almost…; Added by Wendy Jacob at 9:30am on January 24, 2010

Blog Post: Surprising Facts About Brand Popularity: It’s easy to get carried away with our stereotypes and assume we know which countries love specific products. We would rightfully expect sales of Yorkshire Tea to be high in…; Added by Caitlin Purvis at 4:01am on June 24, 2020

Blog Post: Top 5 free job posting sites for employers