nical recruiting firm in Dallas for six years before returning to Houston as Vice President of Whitaker Technical Services in 1989. She is currently the Vice President and General Manager of the Colorado Springs Office. Consistently a top producer in the recruiting industry, Carol has been recognized with numerous honors and awards at local, state and national levels. She was honored in 1992 as the Houston Area "Consultant of the Year" and "CTS of the Year" by the State Professional Association (TAPC). In 1994 she was also recognized by the National Association of Personnel Services as "CPC of the Year". More recently, in 2003 the Houston Area Association recognized Carol for Outstanding Contributions to the Professional Staffing Industry.
About This Segment:
In this program, Carol presents ideas and processes to better manage candidates from initial conversation to the “real” closing. She’ll show you how to make candidates work within your process, learn how to frame and ask the “tough” questions and ultimately find the perfect client fit for their career.
For more information, visit www.nextlevelexchange.com…
Added by Jeff Kaye at 11:11am on November 12, 2009
er not me. :)
As a grad, I wanted to get into HR (silly me). It took me a while to get my first role, receiving more rejection letters than I would care to mention (remember actual letters on letter headed paper!?). I eventually responded to a line add in the paper (remember those?) for an HR Coordinator. *FAIL*, well I got the gig, however it was a little misleading, as my role eventually became a Resourcer/general SH#~ kicker for the office.
After initial disappointment, I decided to play the cards i was dealt and make a go of this career. I worked my way through to a Senior Consultant looking after some national accounts. Fun for a bit, but really repetitive, and less than rewarding margins. With a little change of scenery (and a redundancy after a poor job change choice) I decided to set up for myself in 2002, the height of the tech wreck, I put up my own shingle and started my own business.
This was OK, actually liberating, and I worked half as hard, and made twice as much as I had in the agency. The only problem was that I couldn't look my wife in the eye and say I'd make $x amount every month. As we'd started thinking of starting a family we needed this assurance.
I took the time to decide what I really wanted to do, what i enjoyed Recruitment part of the Recruiters job, I disliked the hard core sales, I was OK at it, but I always had a feeling of dislike (not personally) but for what I did, from candidates and from clients. Even with the money, there was no job satisfaction there. I decided internal, in house was the way to go.
I targetted a couple of companies which really fitted me, and began my push to get hired. My timing was good. My current company was just about to hire someone in my now role. Obviously, from my initial call, well the rest is history. I am still here almost 7 years on.
Glamourous world of corporate recruiting? hmmmmm, it took a while to shake that "agency" tag, which I wore with pride until I figured out it wasn't a term of endearment.
The constant education, and immediate value ad I was able to provide, which was visible as I was the first person who looked at hiring as the only focus of my job. I was able to hire enough people so that we grew by 40% in headcount in my first year. Unfortunately I did the math of what I would have charged as a TPR, and told my CEO how much he would have paid externally for that. Funnily enough, whilst he grinned, he didn't offer to make up the difference.
That said, i have been lucky, and have been looked after, we have evolved the Recruiting function, to seperate from HR and I now have my own seat at the National Management team. It was a good choice for me.…
s. Like Directors - they have other things to do. As more candidates become visible, it also means more sh*t to wade through - thats where a TPR still has a function - find that diamond amongst the crap.
They also build a PSL (Preff Supplies List) based on companies core values, which suppliers have to fit - leaving scope for a TPR to supply extra value in line with the companies needs.
So next five years.... Europe or the States, you going to have to look abroad more, and supply abroad more - you cannot ignore China or India - they are begining to get short of labour in certian sectors - Design for example.
As long as you have your own USP (Mine is a dedicted in house training acedemy), have clients who are partners, flexible over your markets, work with Candidates as people and embrace change ( we all have succeeded in moving on from Rolodex...) - your model should survive.
I also think decent recruiters will work together more, pooling resources and fending off the bottom feeders in order to survive.
My plan is to become a "Contracting Internal" - which is what I'm doing. Build the function, recruit initial staff, train & move on.
a great working environment. The recruiting team functions well and has a solid hiring process that helps things flow smoothly. These are great opportunities to learn and grow in a corporate recruiting environment. These are not HR type positions.
Candidates must have 1-5 years of dedicated recruiting experience to include sound sourcing and research skills, a solid work ethic, a positive attitude, and be a team player. Our client is partial to recruiters coming out of an agency environment or with at least 1-3 years of recent or current agency experience. The selected candidates will be responsible for researching and sourcing candidates in technology and working with the recruiting manager and hiring managers to fill their open positions in a timely manner.
Candidates that have been working for a staffing agency for 1-3 years are ideal for this position.
Compensation will be based on experience and the initial length of the contract will be 6 months but will most likely go longer. These are great opportunities where you can make a difference and learn a lot.
If you are interested in learning more please forward a resume to me and I'll get in touch with you. If you know of anyone that might be good to network with I would greatly appreciate the introduction or you forwarding on this email to them.
Thanks in advance and I'll hope to hear from you soon.
Please send resumes to firstname.lastname@example.org