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Blog Post: How to Determine if a Candidate is a Cultural Fit: Disregarding the importance of cultural fit is one of the biggest mistakes a hiring…; Added by Steven Duque at 9:40am on October 25, 2016

Blog Post: How can Business Leaders Improve Digital Experiences in the Workplace?: Implementing digital transformation into your business is essential for success. But with technological advancements dominating the business world, it’s important to assess the digital…; Added by Adam Johnson at 10:10am on April 21, 2022

Blog Post: How Strong is Your Employer Branding?

First things first, what does employer…

Added by ISL Recruitment at 5:18am on February 13, 2018

Blog Post: Navigating Virtual Recruiting during Turbulent Times - Tips & Best Practices.: COVID-19 has made fully-remote teams and virtual recruiting become the new normal. Despite hurting the job market and presenting an unprecedented challenge for recruiters, the pandemic also speeds…; Added by Rakuna at 10:18am on October 27, 2021

Blog Post: How to Select the Right Applicant Tracking System for Your Organization: Picking the wrong applicant tracking system (ATS) can often be annoying. By the time your team realizes that the ATS might not be suitable, the team might have sunk a…; Added by Rakuna at 12:07am on August 5, 2021

Blog Post: Recruitment ATS: How to Boost Your Employer Brand With a Reliable ATS: Employer branding is something that isn’t clearly stated in a recruiting process but holds an important position. Do you know that:…; Added by Rakuna at 11:44pm on November 13, 2024

Blog Post: How To Supercharge Your Email Efficiency

Added by Stephen Hart at 2:13pm on March 20, 2013

Blog Post: Meet Susan Burns, Industry Thought Leader at Talent Synchronicity: Thought Leadership

RecruitingBlogs.com…; Added by Dave Mendoza at 1:45am on September 15, 2008

Comment on: Blog Post 'How to Choose a Headhunter - Honour Among Headhunters': s a good thing to have. As a client, though, I can see it would be difficult to engage you as a business partner and I'd probably pass were I first meeting you and was endeavoring to do a search for you; I think your caution would become a stumbling block for me. Especially when you would suggest a search must take less than six weeks to complete. This is too broad a guideline for my taste. I do agree it is a reasonable average but not a realistic 'must-be'. And what is your fascination with LinkedIn? Were you to ask me if I use LI, I'd probably first want to suggest that 'you be the client and I'll be the search consultant' and when I do present a recruit and you want to know the source, I may be inclined to suggest 'you stick to interviewing and I'll stick to sourcing'. Do you ask this because you are a recruiter and want to compare notes? As a client, I'd think it more relevant to stick to the fact my recruit comes from an appropriate competitor of yours or comes from your industry. Did you really say [in one of your videos] that you expect to have all your recruits ready for a F2F interview on the same day? The same day? The same day? Are you joking? What a perfect world you must live in... Regarding Guarantees, I generally agree, especially with your premise that if the work done is solid, it should stand the test of time for certainly at least six months and in fact, I've suggested the same with clients but decline offering it since you never know when that bus will be coming around the corner and might, well, you know. I do tell clients, once the search is complete and the recruit is hired that they should call me even ten months later if something is amiss since again, as you said, good work should be sticky in nature and although I may not offer a 'free' replacement after ten months, it is entirely probable I would extend some kind of offering that would, hopefully, suit both parties. I don't supply short lists. Doing so during the course of a retained search might have me submitting a 'warm body' just to meet the requirement of being issued my second third of the search fee. It is possible that after only thirty days/forty-five days I may have no suitable candidates and I don't want to build into my search contract a barrier to receiving the second third of my recruitment fee. I do not understand your reluctance to receiving a search fee based on the traditional formula of 33.3% of the total compensation. Your suggesting a fixed fee avoids 'surprises' [not sure you used that word but that is your intent] is not, IMO, a realistic objection since surely, any adjustment of the total amount of the search fee due is predicated most probably on an anticipated range of salary possibilities. In most cases, an example would be an expectation at the start of the search of paying $140K but actually making an Offer of Employment based on $155K or maybe $160K. That is not sticker price shock, that is merely an adjustment to suit the particular recruit, job specification and whatever else may figure into the final salary calculation. In such events, the search consultant should merely be sure the client understands in advance that the anticipated salary may need to be adjusted based on the final specifics. Any 'discounting' of search fees you execute affects us all, Martin. My request is that you stick to the industry formula. Psychometrics? No babble, just another way to measure a candidate's capacity for performance. A documented and verifiable track record of accomplishments (given the past job is reasonably translatable to the new job) ought to accomplish the same thing and might save you on testing fees. This would be especially true if your interviewer is reasonably competent in the domain of reading people, Martin. I'd still like to know what brings you to remark on LinkedIn since, after all, as you yourself said, the source of a candidate is only the tip of the iceberg; that the ability to bring a 'qualified' recruit to your table for assessment is possible only with a series of successful next steps. And of course, what if I bring you someone I recruited using traditional methods and only used LI to check the person out after I had that person's name? Of what use or concern to you would it be to ask this question since so many professionals are listed at LI but their being there may not have been the trigger for me to have contacted that person in the first place? If for example I was recruiting a senior actuarial professional for the insurance industry, LI would not be my first choice of resource since there are other, more focused data bases available. Oh, by the way, if I see "passion" on a resume, it goes into the round file. This is an over-used word someone invented as what they thought was a good idea (it was a marketing person) but has no place on most resumes except for the Arts. I always suggest 'enthusiastic' or forms of the word, instead. Thanks, Martin. Cheers, Paul …; Added by PAUL FOREL at 4:17pm on March 1, 2014

Blog Post: 19 Recruiting Text Message Samples to Reel in High-Quality Candidates: In times of rapidly evolving communication technology, it is extra challenging for recruiters to get the attention of their prospective candidates. Job opportunities often get lost in someone’s…; Added by Rakuna at 9:59am on December 26, 2021