Search Results - Suggested Reading

Blog Post: Ireland budgets for bailout exit but teacher numbers set to rise in 2014

The debate over teacher numbers in our schools and the knock-on effect that has on class sizes will always be a sensitive subject; with many parents feeling there…

Added by Matt Crist at 5:26am on October 24, 2013

Blog Post: When is a list too old?: Interesting…; Added by Maureen Sharib at 7:44am on March 18, 2008

Blog Post: Here’s All You Need To Know About Buying Women’s Designer Clothes Online: There is no doubt in the fact that women love shopping and bargaining. However, not all of them can enjoy hunting for any specific dress or any shoe because of their busy life or because of their…; Added by Geo Msn at 2:14am on March 9, 2016

Comment on: Topic 'Can you do some recruiting work for me on a part time or full time basis?': on that will leverage some of the knowledge in the book: Perhaps your differentiation doesn't have to come in the form of your pricing and fee structure, but more in the way of your particular service offering itself. Cirque de Soleil didn't just want to just differentiate on pricing relative to movie theaters and the circus . . . they wanted to create a new experience . . . Innovative pricing is nice, however not often enough to shift a paradigm (or simply raise eyebrows outside the Finance function). In fact, 'over-innovating' on pricing will likely result in exactly the opposite of what you're trying to accomplish (as stated by Slouch and Pam). If you're consulting/conversating with CEOs and are assisting not only with talent acquisition, but also leading brainstorming sessions, I'd suggest visiting detaching your brand from solely executive search. How about charging a monthly retainer that covers items from exec search to consulting to brainstorming? Or charge a monthly retainer for consulting/brainstorming . . . with an additional spiff for any VP+ level fills? Or as mentioned before, how about considering representing Angel Investors that want to "get back in the game" for a startup? After a month or two off, many high net-worth retirees weren't that they weren't quite ready to retire! At the end of my day, my suggestion is along the lines of stimulating innovation thought outside the pricing model only.…; Added by Joshua Letourneau at 4:16pm on May 28, 2008

Comment on: Topic 'WILL THE SUCCESSFUL GENERALIST RECRUITERS PLEASE STAND UP.': nt to look into this, I'd suggest Doug Beabout training ("The Art of the Recruiting Masters"). It's 10 weeks long and you can grow along the way. In terms of niche development, I'll have to stay high level and recommend you focusing on finding some 'blue ocean' in a high-growth sector. As for me, I don't like blood-infested, red waters of market over-saturation. So I'd recommend finding a decent growth category (projected out 10 years), and then find an underserved market (a 'niche') within that category. Learn the category by reading as much as possible about it, then start contacting candidates to have recruiting conversations. From there, take your best MPCs' and market them into organizations that have a need. If you want them to take you seriously, don't call them and say, "Hi, I'm Gregg and I'm a generalist." If you do, expect a dial-tone because that's the same call they're getting all day long. You need to differentiate - disrupt their mental schema so you can avoid the old "Sure, send us your marketing material" line. P.S. Your profile just says "Gregg" - am I missing the rest? With some context, I could be more specific. For example, are you an Internal Recruiter, are you working for an agency? (if so, what kind, meaning a Big-Box Candidate-Frier, or a targeted Boutique Firm? You know what I mean - McDonald's versus El Bulli) :)…; Added by Joshua Letourneau at 4:16pm on January 28, 2010

Comment on: Blog Post 'The Problem with Recruiters!': details. They will do anything necessary to simply make a placement and invoice their customer. They don’t have their customer’s best interests at heart. His only concern is getting paid and getting past the guarantee period! That statement focuses on the recruiters and their actions. After being excoriated by professional contingent recruiters who chose not to operate in this fashion you then try to back pedal and say the issue is with the contingency search model. That is not, nor has it ever been the case. The contingency model is just fine when carried out by professional who do have their client’s best interest in mind. Does the contingency model allow for some resume brokers to exist who only care about getting paid.... Of course. Every profession has their own ambulance chasers. You continue to fail to understand how professional contingent recruiters operate and the sad thing is you are continuing to comment on a business model that you obviously do not understand. Until you understand how to reconcile the contingent business model with being a professional I suggest you read more and learn about the business in which you are supposedly an "expert." Actually reading this blog, instead of continuing to post factually incorrect missives, may be a good place to start. Good day.…; Added by David Wells at 11:53am on March 27, 2012

Blog Post: How long will a hiring manager or recruiter spend reading my CV?: Recruiters and hiring managers have their own rules on how much time they will…; Added by Gavin Redelman at 6:04pm on October 20, 2011

Blog Post: Minimum Wage Requirements at a whopping $10.25/hour: The minimum wage recently increased to $10.25/hour as of March 31^st, 2010…; Added by Neha at 5:49pm on April 11, 2010

Blog Post: IT Jobs, top IT talent and IT org charts - is there a connection?: Since the July 4^th weekend is upon us, we realize this is an opportune time to relax, catch up with family and friends, enjoy life…; Added by Jon Prete at 7:59am on July 1, 2011

Blog Post: Should You Trust All Google Tip Sheets? (No)