e winter storms to pass. Despite the current economic downturn, hiring managers are still looking for top performers to fill critical positions. Unfortunately these same top performers are hibernating, and waking them up before they're ready takes skill, daring and the insight of a psychologist. During this action-packed webinar, recruiting guru Lou Adler will show you how to coax these hungry bears out of the cave while keeping the desperate wolves at bay.
Here are some of the highlights of this timely webinar, filled with some of Lou's best recruiting tips.
* The three drivers that affect how top candidates make long term career decisions
* How to get hiring managers to enter the cave first (or how to push on a rope)
* The importance of flexible sourcing programs that meet changing economic conditions
* How to handle the "I'm not interested" growl…
d candidates think about us -- and we have alot to do with that. We can't worry about the public perception of our profession because we can't control it. I'll just stick to being concerned about what my clients think of me. Candidates will always work with us if we have good opportunities for them, so I'm not so concerned about them.…
in win situation both for the candidate as well as for your organization. At the end of the day you are adding a colleague to your professional life and it is very important if that person keeps feeling good about the job and about you having helped him /her make a decision.
i always get curious about how individuals feel about the job after they have actually started working on it. In other words did you give the right picture about the job?
Again as it is little within your control finally whether a prospective candidate decides to join you or not similarly as a recruiter i can do little about some one leaving the job. But by far i would say i count my success in recruitment depending on the candidate's perception about the actual work after accepting a job.…
My future in recruiting is about changing the future of our industry - one day at a time.
It is about branding and technology and innovation.
It is about community and insightfulness and listening.
It is about authenticity and engagement and transparency.
My future in this industry is about social media and networking. Connecting companies and vendors. Connecting Vendors with people. Connecting people with companies. Connecting great minds with each other.
My future in recruiting is built on a foundation of personal growth and development. It will be molded through conversations, blog postings and articles. It is about pushing the agenda of the betterment of our industry and trying to convince everyone else that never accepting the status quo and always questioning the reality is how we improve.
My future in recruiting isn't about recruiting at all. It is about the innovation and change management in what I consider to be the best industry in the world. After all, we are the one industry in the world that can honestly say that each and every day we change lives.…