Search Results - Understand

Blog Post: Best Practice for Accepting Paper Resumes at Career Fairs: The hiring process today is a minefield of laws, regulations and ever-changing legal challenges. Failing to comply can have a wide range of consequences; none of them desirable, and many very…; Added by Rakuna at 1:44am on February 26, 2022

Blog Post: Great Article on the Virtues of Fencing as Preparation for Business: This is a terrific article which reinforces some of the points I have tried to make previously. Not really a recruiting article, per se, but the principles have definitely proven true in my life:…; Added by Nicholas Meyler at 2:52pm on August 15, 2014

Blog Post: College Recruiter’s Guide: JD Tips & Samples for Gen Z Talent: Hey college recruiters, do you know…

That …; Added by Rakuna at 11:00pm on November 14, 2024

Blog Post: Social Media Talk Radio...!

“We would like to welcome iAm deGuru from Social…

Added by Paul Alfred at 12:28am on December 5, 2010

Topic: Spectacular Sourcer Spotlight: ntact me at: maureen at namesourcer.com The following questions are ones I am consistently ASKed by potential new customers -many of them are the same questions your customers will ask you. I’ve included my answers; you’ll want to answer in your own words. I feel the questions and answers are helpful because they serve as one model of a successful names sourcing business. What types of jobs do you commonly work? I work across most industries, you'd be hard pressed to ask me about one I haven't. Do you have any favorite spaces you prefer to work in? Yes What are they and why do you prefer them? I like to work in what’s easy for me – that would be sales and marketing and I'd do that stuff all day long if I could but what I really enjoy most are the jobs that take me into places like Xerox Parc in Palo Alto where they're doing Star Trek-like technology and where I can get lost in learning about some of the fascinating stuff they're doing. I also enjoy doing civil engineering work and have seen a real up-tick in it the last year or so. Pharma, IT and the Final Four are challenges for me but I seem to get through these somehow, some way - they just take me a little more time. I am fortunate that I have a couple sourcers who excel in these areas so if I'm not inclined to do these I have others who are. The high tech stuff I enjoy as well but, again, these jobs take me a little longer. I cut my teeth on high tech in the heyday nineties in Silicon Valley. The name (TechTrak) stuck. Names Sourcing For names sourcing, how do you charge, by the name or by the hour? By the name How much? $45 Do you feel your pricing is on the: low end high end about right Low end for some of my work/about right on other I think jobs should be priced according to difficulty and scope – I think about changing my pricing to reflect that but this model is working in the meantime. Do you intend to raise or lower or keep your rates steady in 2007? I intend to introduce some fine tuning into the pricing, as I just discussed. When you names source, do you work mostly on the internet or on the phone? Both What percentages of activity do you assign to each (phone or internet), on average? Internet 20% Phone 80% What's your typical turnaround, for say, a 50 name names sourcing job, average penetration difficulty, several targets? 3 - 5 days a 50 name names sourcing job, difficult penetration difficulty, several targets? 5 - 10 days What does your typical end-product look like? What information does it include to the customer? Company Name City, State Telephone Name Title Extension number or direct dial of potential candidate (if I can get them). All names are listed, one under the other, under the company/state/telephone number and reporting structures are shown as indentations. I deliver in a Word document, Times New Roman print, 10 point, usually. Is everything you send phone-verified, in other words, is everyone you send where you say they are? YES Do you have a guarantee? YES What is it? I do the job, I send the job, when you're happy I bill the job. Is there a time period attached? Yes, I guarantee names are there for 15 days after delivery, if the customer delays calling them beyond that, it’s at his own peril. Things can change FAST in our business. Profiling Do you do profiling? YES How do you charge, by the profile or by the hour? By the profile How much? $45 for a completed profile - it doesn't matter if the subject is interested in the new opportunity or not, if the subject has taken the time to answer the profile questions, this alone expresses some interest, regardless what the profiled "says". Each profile is delivered to the customer and is expected to go into the pipelines of the customer - if the customer creates a relationship with the profiled it is entirely possible for the profiled to become a future hire. Results are up to the customer at this point and one reason metrics are so hard to track in sourcing! How long does it take you to get 50 profiles completed? 2-3 weeks You gotta’ make alotta’ calls in the process. What's your typical profile (what questions does it contain) look like? Here’s one I just completed: a 100 profile job – it required the identification of about twice that number of names to generate 100 profiles. There were three people working on the profiling effort – it took about a month to profile all 100. Before the profiling could take place, it took about ten days to first name generate all 200 names that were to be profiled. Candidate Profile Contact Information Candidate Name: Current Employer: Current Title: Work Phone: Home Phone: E-mail Address: Degrees: PhD or Doctorate Masters Bachelors Other What is the degree in (i.e. CS, ME, EE, etc.)? How many total years of hands on experience do you have? What systems and tools have you used in the past? What is your strongest technical ability? What’s exciting to you about the work you do? We understand the need for confidential in the workplace, but could you describe in general terms the type of project you’re currently working on? What are your primary duties, for example: testing boards or circuits, or developing code for a graphic driver? Profiler remarks: Initial Interest in this opportunity: A. Looking/Very interested/Wants to be contacted immediately/May send resume. B. Not actually looking but is interested in being contacted by spokesperson. C. Not interested in present opportunity/may have future interest D. Not interested. Remember, I’m offering them the job opportunity – I’m the first call they receive on the company’s behalf. Some will say, at first, “No, not interested,” but basically I beg them to share their info with me so they can go into a pipeline and be kept aware of future opps – this makes sense to many of them and they concur that that is exactly what they’d like to do. A profiling job (depending on the industry) can have up to 80% success ratios. A multitude of things impacts this, one is the skill of the profiler in being able to elicit information from and draw a person out. Recruiting Do you do full cycle recruiting? NO Thank goodness. Are there any other verticals (other than recruiting) your activities service? Not at the present time but I’d like to see my names sourcing used for generating leads in sales and marketing and also in competitive intelligence work. I am very interested in being a catalyst in mergers and acquisitions work – I’d love to be on the front end of identifying and “warming up” the decision makers of companies that are interested in being acquired by others. Of all the above named activities, which ONE would you prefer to do all the time? Names source, hands down, but then there’s that M&A activity thing I just mentioned -I know that space well. ****** Do something today you don't think you can do. Maureen Sharib Telephone Name Sourcer/MagicMethod Trainer 513 899 9628 TechTrak.com, Inc. NameSourcer blog. NEW Join the SourcersGuild Ning network here.…; Added by Maureen Sharib to Phone Sourcing at 8:35am on April 24, 2008

Topic: That was the week that was...Week ending July 18, 2008: ve included the first and second runners up and wonder if you can put them in the right order? If you get it right you automatically qualify to join Ryanne for something very special... Monday: Ami G's Weekly Round-up: That was the week that was...Week ending July 11, 2008 Tutorial Tuesday: Tonya Reiman - The Power of Body Language Claudia's Wednesday Wisdom: My Candidate, the Juggler Third Party Thursday: Scott Love with a video: How to Make More Phone Calls Friday: TGIS (Thank Goodness Its Sumser!): Digging Into RecruitingBlogs.com V1.12 ...and Editor's Picks Monday... The Law of Attraction or Detraction - It's Your Choice by Margaret Graziono It May Be Quiet - But It's No Secret... by RecruiterGuy How to Create a Career Page on Facebook and MySpace by Jordan Shaw Tuesday... Capitalism vs. Socialism and how about a little feather ruffle while I'm at it? by Rayanne How often do companies grant exceptions to new hires for relocation? by Mickey Matteson Hiring Managers: Smart People Doing Dumb Things by Mitch Byers Wednesday... Are You A Big Biller . . . But A Little W-2'er? (Hilarious Conversation Yesterday) :) by Josh Letourneau Recruiters abandoning pay-to-post job boards... by Jennifer Bowen ALL ABOARD !! by Rayanne Thursday... Employee Retention - Reasons and Maladies - Jobsabode.com by Pranav srihari Graduate recruiting tip #2: Understand your market — Generation Y by Bradley Joyce Are "Social Media Experts" the old black? by Colin Kingsbury Friday... "Want to be a Big Biller?" - One minute ideas by Gavin Chase Survey: 22% of companies ban social networking sites by Bob Hatcher Contingencies on an offer aren’t a joke by bill Martineau The Week's Top Videos Monday: This is Your Brain (at RecruitingBlogs.com) posted by Dennis Smith Tuesday: I'm calling it "The Jamaica Rally" posted by Rayanne Wednesday: An Ode To RecruitingBlogs.com posted by Ben Gotkin Thursday: Talent Talk Cafe--Twitter posted by Maren Hogan Friday: Susan Kang Nam on Relationships posted by Slouch -- What? Not a member! "Animal Crackers" on RecruitingBloggers.com Monday: Will Multi-Tasking Make Gen Y The Shallow Generation? by Recruiting Animal Tuesday: Hard Skills to Recruit by Maureen Sharib Wednesday: Sourcer Personality Type by Maureen Sharib Thursday: Recruiters Must Reflect Company Culture by Recruiting Animal Friday: Tony Snow Teaches Recruiters by Recruiting Animal [Daggit, you're confusing me, Man!] ERE Blog Network Monday: Lifetime Learning Support by Sarah Welstead Tuesday: The Industry Experience Requirement Trap by Steven Levy Wednesday: The Mirrored Heavens: SciFi Recommendation by Gerry Crispin Thursday: More video for the CareerXroads Mystery Job Seeker by Ernest Feiteira Friday: Fact or Fiction:Great candidates get lost in cyber space by Kathleen Dodaro, Ph.D Mo' digestion The Week In Recruiting (Reading the blogs, so you don’t have to…) by Jim Stroud Friday 18 July recruitment roundup by Susanna Cesar-Morton Fistful of Talent Monday: What Tony Snow Taught Me About Dealing With People In The Workplace... by Kris Dunn Tuesday: Robbing Candidates Blind - Why I'm Not A Car Salesman... by Jason Pankow Wednesday: Does Recruiting Get Easier in a Slow Economy? by Kris Dunn Thursday: Want Better Performance? Try Taking Rewards Away From People First... by Paul Hebert Friday: Don't Be the Amy Winehouse of the Recruiting/Employment Branding Scene.... by Maren Hogan The Fordyce Letter Monday: Demand for Executive Talent Expected to Increase, Study Finds by Elaine Rigoli Tuesday: DaveStaats.ning??? by Dave Staats Wednesday: Are Online Degrees a Joke? by Elaine Rigoli Thursday: Jordan Rayboy - Big Biller and Virtual Recruiting Master by Bill Vick Friday: The Road Warrior Recruiter by Jordan Rayboy Kennedy Information's Thought Leaders Monday: Benchmarking the Recruiting Function: Measuring What Matters by Rachele Williams Tuesday: The Hiring Manager Quiz Bill Broderick Wednesday: Sourcing Summit Imparts Latest Wisdom on Finding Qualified Candidates by Brent Skinner Thursday: I Have Seen the Future of Recruiting and it is Communities by Eric Kramer Friday: Who is Really Making Our Immigration Laws? Carl Shusterman A Blog to Bookmark! Six Figure Leanings, Dave Opton's longstanding and wonderful blog about...well, go check it out.…; Added by Amitai Givertz at 8:37pm on July 20, 2008

Topic: Dave Mendoza Reveals "The Dark Side of RecruiterEarth: When Funny Is Actually Spite": tory behind its formulation and its intent is anything but funny. I waited a couple of days to let this this situation and its implications 'sink in' to properly address all the issues involved. Today I will make an attempt to remove any ambiguity on where I stand on the video, its creators, Chris Lavois - a public figure in our industry. It started as a 'gag reel' to loosen up for a more serious video about an entirely different topic matter. I requested, and I was promised, - without any ambiguity - that this video would not be produced nor aired at any time. In emails to date, this has been confirmed by Chris LaVoie, a Recruite earth Co-Founder, that he fully understood that it was never my intent to have this video shared with the general public. You may be asking yourself why it matters, "It was funny Dave, why the issue?" The video you may have seen was originally taped in November at Kennedy Expo four months ago. I was given no expectation that the material would be aired, I was not informed of the video by Recruiter Earth, nor did the video even give credit to RecruitingBlogs.com nor Jason Davis. Above all, I want to inform Recruiter Earth's membership that the video you saw was edited entirely out of context, of which none of this material should have been on aired. Chris LaVoie and Recruiter Earth never had legal rights to make it available to the public and overall it wasn't a funny situation. Overall it was an abuse of trust. The video was made to look like a comedy at the expense of my friend Jason Davis and though it is a funny Video, RecruiterEarth's intent was not meant for comedy and I'll explain why. Let me give you a bit of background on the process that led to this seemingly, lighthearted video: This past September, Recruitfest, Toronto, was produced by Recruitingblogs.com and a cocktail party was hosted at the home of Jason Davis. Being one to enjoy "Where are they now" Baby pics I took a photo as a prank on my friend, Jason Davis, on my iphone of a picture frame. A month later on Halloween when Jason asked me who I was pretending to be for the holiday, I told him I was going as "him" - he was puzzled but a few hours later I used the little boy picture as my own profile photo for the day. The initial intent on my part was that of an innocent prank, a shenanigan, - but It was poorly executed and the impact was something I could not have expected 4 months later and has been a matter of personal regret. As a partner of RecruitingBlogs.com, I know first hand that decisions to ban members are never easy. Over the last several months Chris LaVoie has been an active participant on RecruitingBlogs.com but instead of being active by adding content and participating in the ongoing conversations about recruiting, Chris would use RecruitingBlogs.com in order to promote RecruiterEarth in a way we like to call 'Predatorial' networking. His behavior was that of someone whose sole purpose was to attract RecruitingBlogs.com membership to his own, with the intention of selling products to them. You see I am the first to tell you that Recruiter Earth is slick, just like its leadership. The word "slick" is defined by Webster's dictionary, however, as "deftly executed and having surface appeal or sophistication, but shallow or glib in content; polished but superficial." The look and feel is that of a Vodka ad in GQ magazine - and it feels that way because it is indeed utilizing its membership information to continually promote its Red and Black book of passive candidates, among other products. We at RecruitingBlogs.com spent at least two months determining whether to ban Chris Lavoie from RecruitingBlogs.com, and once he was banned - he shot back at jason by banning JD AND then manipulating my gag reel - with Recruiter Earth going out of their way to make it look like it was through my own consent. It is no coincidence, that four months after that video was shot that it would appear without warning or notification just as he was being banned himself from RecruitingBlogs.com. The video was produced to spite Jason Davis, myself and RecruitingBlogs.com because he was removed by our community for his lack of respect. The timeline and the lack of consent is consistent with this conclusion. The fact that Chris LaVoie continued to air the video after informing me he would remove it merely confirms this understanding. As much as i would like to take credit for being funny, this was a concerted effort to have as many people see this as possible and completely taken out of context. The more I learned about the timeline of actions leading up to the video being posted, the more I understood it was no coincidence. It was Chris LaVoie's way of giving a middle finger to RecruitingBlogs.com after he was banned. I am absolutely appalled. I always found Chris to be a personable sort of guy, the kind you can crack a joke with down the hall of a conference, but interestingly enough Chris was always fond of closing a conversation with "Let me know when you're ready to join the "Dark Side." I certainly saw the site's underbelly this past weekend and over the last several months hitting our membership to join his own site. What is more interesting is that Chris repeated this refrain right as I was about to hang up the phone telling him to take the video down. It speaks volumes that Chris would view himself and Recruiter Earth in this manner. It is easy to contrast the healthy ecosystem as reflected by Recruitingblogs.com - a community whose membership can be secure without fear that their private membership data will not be sold to vendors, and whose leadership works to benefit its membership with transparency and worthy, user generated content without the hollywood glitz. This description is decidedly contrary to that of Recruiter Earth, whose membership is availed to vendors, a constant stream of vendor related spam, and whose leadership can often be found lurking from profile to profile promoting a competing site and its products and spamming its membershp via email. It is a depiction Chris LaVoie thinks is funny, or perhaps a freudrian slip of the tongue of how he views his practices as compared with that of our own at RecruitingBlogs.com. It is not, however, how Jason Davis and I do business nor do we find such juvenile responses to being banned humorous, pitting one friend against the other to show spite. When the goal is to sell people things rather than to build community, I agree with Chris, it is the 'Dark Side' of the industry and it is what we are trying to Change - not continue to propagate as the image of an industry we want people to take pride in. Sometimes what seems funny turns out wrong, but it becomes unethical when the sole intent is to manipulate it as an instrument of spite. PS: As soon as I posted my response to the Video on RecruiterEarth Chris Lavois banned me as a member of RecruiterEarth within 5 minutes, then he banned Maureen, I assume Jerry Albright - Oh Well lol - really Chris be an adult. There are so many simple solution, like for example, taking the video down you have no signed release for nor stated permission otherwise - and apologizing. Escalation is pointless especially against individuals not even involved because they shared opinions on the matter. Chris Lavoie - I would appreciate it if you apologized. It's warranted.…; Added by Dave Mendoza at 11:40am on February 10, 2009

Topic: a rant about corporate recruiters..............by a corporate recruiter: too aggressive, they throw resumes without really interviewing the candidates, send resumes of people that actually aren't interested, send unsollicited resumes, they lie about the qualities of the candidates and on and on. As corporate recruiter myself last week I got another call from a desperate recruiter who just needed to get a visit or a job to work on. Despite the crisis they still need to make their 50 calls or 10 visits a week even though nobody is even hiring a receptionist. Their job isn't easy and there we are, corporate recruiters putting salt on the wounds. But....let's have a look at us corporate recruiters through the eyes of a external recruiter................. 1) you call the them to try and visit them and they never seem to have time, claim to have a preferred supplier list or simply very few open positions. Looking at their job site you actually do see that they have 35 open jobs with an average open days of 65? 2) They claim that all agencies always shout the same thing; that we're the best, leading agency, very specialized but yet able to fill all your positions. They claim we never come up with creative solutions but ....have you ever seen an innovative corporate recruiter? 3) So in the end they do let you come over because they have a job open. You spend 2 hours of your time talking about the job, process and fees and go home thinking you got in the bag. Then when you try to follow up you simply can't reach them and they are not returning your emails/calls. Three weeks later you hear they are working with another agency and apparently didn't bother to inform you. Relationship building anyone? 4) Great, they finally give you the assignment but of course only on a contingency basis. The seem to forget that we as well have our cost to cover, recruiters to pay for etc. They feel insulted if you then try and work quickly and send them resumes on the fly. What do you want, that I invest loads of time and money while you give the same job to 3 other agencies? You get what you pay for right? If you want pure dedication and high quality services you pay for it. 5) Before you can start you do of course first need to be set up as a vendor which requires you to fill out 4 different forms, take calls their Indian call center trying to make sense of what this person is talking about. The contract itself is of course a corporate contract and is so complicated and utterly one-sided that you need to get external help to try and understand it and to make sure your not being tricked into something. But you need the work so you sign with the exception of the payment terms that you set at 14 days. 6) You try and get a complete picture of the positions (beyond the badly written shopping list they call a job description) but the recruiter is not very interested in helping you and doesn't seem to be very knowledgeable about the position. Your request to talk to the hiring manager is denied because "they don't want to bother the hiring manager too much". So we are left (again) with an incomplete picture and later they complain that the candidate isn't that perfect or tell you that you've oversold the job? 7) You are able to present 3 candidates (that you feel are really good) and never hear from you again? The recruiter apparently went to Disneyland for 2 weeks because it is impossible to reach him/her. Due to the terrific backup plan other recruiters have no clue what so ever about that position and tell you to wait until the recruiter is back. After getting close to being sued for harassment you get a short email that they have an internal candidate, a hiring freeze or simply have closed the position. 8) It takes approx 3 weeks before they are able to arrange an interview with your presented candidates and then they complain that your candidate has taken another offer? Oh and yeah, can you send 3 more candidates because they feel they can't take a decision without having seen at least 5 candidates? 9) After a gazillion emails and calls you then finally get some feedback on your candidates. They really needed 3 weeks to get all the managers together and get feedback. It turns out that the manager doesn't actually know whether he has the budget for the hire and it first needs to be approved by the VP. The VP however is again busy with a reorganization and it might very well be that the job no longer exists. 10) After a process of 4 months, 3 phone screens, 8 interviews spread out over 3 days, an assessment center they need you to check references because they are still not quite sure about this candidate. As if references are going to give the best insight? 11) OMG, by now you are taking medication against your anxiety attacks but they are ready to make an offer. The thing is that they only have a budget of 80K instead of the 100K they talked about before. But you know, there is a crisis going on so the candidate will just have to accept it. RSU's and a sign on bonus are out of the order of course so you really need to pull all the plugs and again sell the job and company to convince the candidate. 12) And yes, you did it! The candidate accepts their horrible offer and you are ready to send your eagerly awaited invoice. The candidate later tells you about the absolutely horrendous onboarding where it took 5 days to get an email address, 8 days to get a laptop and most likely 2 months to get that company car he order (while driving around in some battered Ford from the guy they fired last week). Training seems to be non-existent and his manager doesn't seem to have time to get you settled in. 13) While your contract clearly states that you have a payment term of 14 days their Indian service center now tells you that they always have 45 days in any contract and that the recruiter doesn't have the authority to change that. And they didn't get a PO number so it's going to take a bit longer as it's against company policy to open a PO after the service has already been delivered. So it's just gonna take a bit longer than those 45 days because they closed the books already for this month. 14) While you are busy trying to find new clients they all of a sudden remember you because they decided to let go of the candidate and although the contract says you don't refund the money they would highly appreciate it as they will not replace. When you try to find out why they let go of the candidate they somehow are not able to articulate the reason. The candidate you placed tells you that he still doesn't really know either but does know that he is the 5th in a row in the last year that has been let go off. So, corporate recruiters; let's not always bash so hard on external recruiters! We are not always making things very easy and don't always create conditions for success. Perhaps next time I'll try to come up with some ground rules to work together. In the end we both have the same objective? oh and yes, this piece is for a bit of fun................…; Added by Ted Meulenkamp at 9:57am on December 9, 2009

Topic: Google is the #1 Overall IDEAL Employer for the 4th year in a row among US Undergraduate Students: -- Universum USA announced today the results of its annual employer image survey, also known as IDEALTM Employer Survey. Google is perceived as being an IDEALTM Employer at 14.76%, along with Walt Disney Company and FBI, who increased from #5 to #3 on this year’s survey. Based on the frequency of being selected as an IDEALTM employer, Universum produces an IDEALTM employer ranking, dubbed the Universum Top 100. The rankings reflect the level of employer attractiveness that companies or organizations have on the recruitment market, and consequently the strength of their employer brands. Tracy Lynn Drye, Senior Vice President of Employer Branding at Universum commented on this year’s rankings, “In 2010 students identified IDEALTM employers that exemplified the essence of their employer brand through their commitment to strategic attraction, recruitment and development of top talent while providing job security within their organization”. The first 10 ideal employers, segmented by their main field of study are: Business: 1. Google, 2. Ernst & Young, 3. PricewaterhouseCoopers, LLP, 4. Deloitte, 5. Walt Disney Company, 6. KPMG LLP, 7. J.P. Morgan, 8. Apple Computer, 9. Goldman Sachs, 10. Nike Engineering: 1. NASA, 2. Lockheed Martin Corporation, 3. Google, 4. Boeing, 5.General Electric, 6. Microsoft, 7. U.S. Department of Energy, 8. BMW,9. Exxon Mobil Corporation, 10. Apple Computer IT: 1.Google, 2. Microsoft, 3. Apple Computer, 4. IBM, 5.Cisco Systems, 6. Intel, 7. FBI, 8. Electronic Arts,9. Sony, 10. NASA To view the Universum Top 100, go to http://www.universumglobal.com/US-Undergraduate-Rankings If you’d like more information on this topic, or to schedule an interview, contact Kristina Matthews. Email: Kristina.Matthews@universumusa.com Tel: 215-546-4900 x312 ### About the Universum Top 100 Ideal Employer Rankings – Country Edition The results are based on the answers of 56,900 number of students, studying for degrees in Business, Engineering, IT, Humanities, Liberal Arts, Education and Natural Sciences, and 163,246 number of individual employer evaluations. Each respondent is presented with a list of 214 national and international employers, nominated by the target group through an independent and structured nomination and assessment process, which prevents companies unfairly influencing their position. Respondents acknowledge those companies they would consider working for. Of the companies selected as ‘considered employers’, the respondents then select their five ‘Ideal Employers’. The rankings, dubbed the Universum Top 100, measure the level of employer attractiveness of companies or organization on the recruitment market. About Universum Universum is an international company which specializes in the field of employer branding*. Founded in 1988, its goal was to improve communication between students and the employers who want to recruit them. Today, Universum’s mission is to help employers excel in recruitment and retention by ensuring improvements to their employer brand. Universum delivers a full range of services in research, strategic consulting and communication solutions that enable employers to better understand, attract and retain current and future ideal employees. Universum is a trusted partner to 1,200 clients, including many Fortune 500 companies, and co-operates with 1,500 universities worldwide to conduct research on the career and employer preferences of top talent. Last year, Universum surveyed 300,000 students and 80,000 professionals worldwide. For more information, go to www.universumglobal.com *Employer branding is the strategy companies use to appeal to desired current and future ideal talent. …; Added by Jonas Barck at 12:25pm on May 3, 2010

Topic: A Story That Needs to be Told - Part II: for the entire region as the office that raised the most money for United Way), traveled extensively and became certified as a trainer then traveled to train managers and contract people to be ready in the event of a pending strike due to a year long negotiation between management and the union. She was married to her high school sweetheart, a marriage that was unraveling as many very young marriages do exacerbated in part by the fact that her boss insisted that if she were unable to travel it would put her job at risk albeit none of the other 6 managers were asked to travel. During these two years she was called in for the following reasons: 1. She had lost weight , down from 190 lbs to a slim 160. She was told that the boss lady was not going to have her prancing around in high heels. She looked nice after having lost weight but she was attracting the wrong kind of attention wearing high heels. So she started wearing flats. 2. Albeit her teams were delivering the top sales numbers she was being too nice to them. It was not a personality contest. Just because everybody liked her she had to understand that these people would throw her under the bus at the drop of a hat so quit being so nice. 3. She was being secretive because she did not discuss her personal life with the other managers and her boss so she was not being part of the team and refused to sit in the break room for several hours a day with the other managers. 4. She was causing problems for other managers because their team members were coming to her with questions when they were unable to find their managers because as the reps put it, “the breakfast club” was in session in the manager’s break room. She was not to help people who were not on her team they were to be told that they would have to wait and ask their manager when they were available. 5. Two different male reps were called into the boss’s office and asked if they were having an affair with her. She wasn’t having any affairs, she was in the middle of a divorce that she had filed in Nov. of 2009. She had told no one at the office. 6. She was accused of being 3 to 5 minutes late on several occasions and lying about it. A check of the security key card records showed that in fact she had been late once for a total of four minutes when the weather was extremely bad and streets icy. When she explained that she was unable to get there because the school and daycare had opened a few minutes late due to icy weather she was told by this lovely lady that her kids were not the problem of the company and she would be written up for being late if it happened again and would show a pattern of lateness. 7. It had been reported that she had been seen in the car with an Hispanic man who was not her husband. It had been her uncle who was in town for the holidays and had picked her up for lunch albeit he was not Hispanic. This sparked another witch hunt with her boss asking other employees in the hall if they ever saw her outside of work. People started coming to my candidate asking her why this nutty woman was obsessed with what she was doing outside of work. 8. She was told that she was making the other managers look bad because if there were disagreements among the reps as to how something should be done she was going to the written policies and printing them out for her reps who then showed reps on other teams the written policy thus proving that the other manager was wrong so to quit printing them out. 9. She was called in and told that it had been reported that her facebook page was unprofessional and had pictures on it that were taken in the office which was against the code of professional conduct as no pictures of anything in the office were allowed to go outside. The pictures on her facebook page were one of her with her two little boys in front of a fireplace and one of her in a car wearing sunglasses that was just a head shot. Rather than make an issue of it she took her facebook page down and cancelled her facebook account after the profile being up for about three weeks between Thanksgiving and Christmas. Just after Thanksgiving her boss's sister-in-law who also worked in the same office came to this young lady and told her to watch her back. Over Thanksgiving dinner the boss had made the comment to her sister and her sister-in-law that this young woman thought she was going someplace with the company but..she wasn't. The sister-in-law told the young woman that she didn't know why but the boss was out to get her, she thought it was jealousy and the fact that the boss had not been able to break her and make her quit. When she came to my office in tears asking for advice about what she should do I suggested to her that it might be time to look for another job as it appeared to me that for some reason , nutzella did not like her and was obviously on a quest to either make her quit or find a reason to fire her. My candidate indicated that she loved the company and loved her job, was very close to being the only manager with a college degree and wanted to try and hang on until she could finish her degree and/or transfer out to another job within the company. She was trying to get her divorce over with, move from an apartment into a home that she wanted to buy then be in a position to apply for other jobs within the company. Ok, my suggestion was that she take steps to apply for other positions within the company and might try letting her boss know that she was getting a divorce as perhaps my candidate might be stressed with a divorce going on and two small children in the mix. Let her boss know that if she seemed secretive it was because she didn’t want to bring her personal problems into the office but to explain to the boss that nobody was having any affairs, neither she nor her ex. He was not happy about the divorce because she was the bread winner in the family and he was throwing a serious fit that he might have to pay child support so if there were some strange gossip filtering into the office in this small a town it could certainly be the soon to be ex doing what soon to be ex’s do when they realize they are going to have to support themselves and pay child support. Well, in hindsight what I thought and she agreed might be good advice and perhaps stop some of the craziness and witch hunting simply started a whole new chapter and sent the gossip mongering lunatic into full tilt boogie. Stand by for Part III It brings new meaning to sexual harassment , retaliation, discrimination, bullying and every other obnoxious thing a boss can do to an empl…; Added by Sandra McCartt at 12:47pm on June 11, 2011