Search Results - acquire

Blog Post: Your Internship Job Listings Stink: 6 Ways To Turn Them Around: Attracting the best and brightest intern candidates to your internship…; Added by Ashley Mosley at 9:29am on August 30, 2013

Blog Post: Try lending a hand rather than pointing a finger: What kind of manager are you? You really have only two options in today’s global workplace. The first one can be equated to the lion tamer in the circus. Is this a fair indication of your…; Added by Daniel T. Bloom at 11:27am on November 15, 2014

Blog Post: Five Reasons for Fresher’s to get into the Marketing Sector: Added by Anjali Dixit at 3:45am on June 26, 2015

Blog Post: Step by Step Guide to Design Beautiful Careers Page: Companies tend to focus heavily on creating fantastic experience across web and mobile for their customers and partners but not so much on prospective candidates. Why is that? A shoddily…; Added by Amri Anand at 5:05pm on August 14, 2017

Blog Post: What is expected from HR technology to streamline the tech hiring process?

Need for HR technology:

Technology is changing the way HR teams function. It’s making the hiring process easier by gathering and breaking down data to get…

Added by Pankaj Deshmukh at 1:31am on June 8, 2021

Blog Post: Your Complete Guide to Hiring an Accountant: The advantages of enrolling the administrations of productive and expert accountants are endless. Regardless of whether it is acquiring charge investment funds or…; Added by Sophia Smith at 4:42am on November 19, 2021

Topic: "How Recruiters and HR Can Get Along": selves at odds. HR departments often view third-party recruiters as obstacles, while recruiters know that if they can get their best résumés in front of a hiring manager, they've got a shot at making a placement. If recruiters are held up by HR bureaucrats whose own need to control the candidate flow overshadows their desire to bring talent in the door, headhunters are sunk. As a result, it's common to find tension between internal HR people and outside recruiters. Is there a path that allows internal HR and external recruiters to work together for maximum gain? The Recruiter's Role In my experience, the greatest service a third-party search partner provides to the organization, besides the strength of his or her candidate database and relationships, is the intermediary role a search pro performs during offer negotiation. I pride myself on good listening and negotiating skills, but if I'm inside the company, I won't have the same credibility with a candidate that his ally, the outside recruiter, has. So it makes sense to let the recruiter handle the delicate job (BusinessWeek, 11/26/07) of negotiating between the employer ("our offer is good enough already!") and the candidate ("they're dreaming if they think I'll take this job for that salary") when the stakes are high. We do it when we buy or sell a house. We know that our trusted Realtor won't be as emotionally bound up in the negotiation as we very well may be. It's the same in a high-level offer negotiation process—a place where the middleman can get us more quickly to a handshake and save egos in the process. As a CEO, managing partner, or division president beginning a high-level search in your organization, it's critical to sit down with your chosen search partner and your HR chief and work through the common issues that divide these two players. What can easily happen in the absence of such a kickoff meeting is that the search consultant creates a tight one-on-one communication bond with the business leader so that the HR person feels left in the dust. A Profitable Partnership Feelings are one thing, but the bigger issue is that without the input of your organization's Minister of Culture—a/k/a HR chief—your search will be hampered by a lack of a critical perspective. At every stage of the process—initial screening of candidates, the interview process, or the delicate negotiation phase—the quality of the hire you end up with will be affected by the level of participation of your HR chief, the one person most likely to know more than anyone else (including top management) about how things work on the human side of the business. When I was a corporate HR person, I learned to invite my search partners into the office once every six months or so for a check-in meeting. In this way I learned that partnering with trusted search colleagues is one of the highest-yield moves an HR leader can make. Search pros will tell you things that candidates never would (e.g., "no one will work for Jane Smith any more—she's a terrible manager") and will fill you in on the state of the local job market with a level of detail you'd never have time to acquire on your own. To cultivate a partnership, however, an HR chief has to let go of many an HR leader's favorite office tool: the presumption of control over the process. The fact is that in a typical, intense, high-level search, the HR chief won't be the conduit for much or most of the information that is exchanged. If your No. 1 candidate is suddenly presented with a competing offer, your search pro is going to reach whomever he can reach first—whether that's the HR leader, the CEO, or the CEO's assistant. Cooperation is Key In an effective senior-level search, the time-honored paradigm, "all information passes through HR on its way to the hiring manager," won't hold. Communication has to take place instantly, and important decisions may happen on the fly. With a high level of coordination and respect for individual talents, this can work to an employer's advantage. When hierarchy and bureaucracy creep in, typical responses run along the lines of, "I don't care what you and our CEO discussed. All new VPs get three weeks vacation, and we're not budging for this candidate." And believe it or not, negotiations with candidates (BusinessWeek, 11/01/07) can fall apart over things as seemingly small as a week or two of vacation. HR chiefs and recruiters can be pivotal in one another's success. As one executive recruiter said to me, "Like most HR people, you chat with candidates maybe one or two hours a day. The rest of the time you work on other things, like executive comp or performance management or employee communications. All I do is cultivate talent and sell your company and my other clients to the talent marketplace. Isn't that worth my fee?" With the right partner, it is worth the fee—and more. Liz Ryan writes her "Career Insight" for Business Week…; Added by Amber Powell at 3:22pm on February 7, 2008

Topic: Gartner Rate Recooty No. 1 Recruitment Software Vendor: the job posting on multiple job boards, filtering applications, shortlisting, interview scheduling and hiring process. To create this report, Software Advice evaluated over 320 Applicant Tracking System (ATS). Only those with the top scores for Usability and User Recommended made the cut as FrontRunners. Out of all Global Recruitment Software products reviewed by Software Advice in 2019, Recooty scored highest 4.9 out of 5 and emerged the clear recruitment applicant tracking system market leader based on verified user reviews and ratings. Vendors include Recooty, Workable, Taleo and more. What is Recooty? Post Jobs, review applications, shortlist candidates, schedule interviews and hire all at one place- Recooty. Recooty is an all-in-one recruitment tool(ATS) which helps small and medium enterprises in building their great teams. It optimizes recruiting right from the initial stage and streamlines it to the very end of the hiring process. How has Recooty become the global recruiting software leader for SME’s? Recooty has become the global leader because of its simplicity, this tool is extremely easy and is very affordable. You can start posting jobs in minutes using this tool, track applicants and acquire great talents easily. Hiring should be easy and affordable, every organisation deserves a better team to achieve their goals. Our mission at Recooty is to help SME’s in building their great teams- says Avdhesh, the Co-founder of Recooty. Explore the full FrontRunners report here: Top Applicant Tracking Systems - 2019 Reviews & Pricing About Software Advice: Software Advice is the leading online service for businesses navigating the software selection process. Advisors provide free, personalized software recommendations, helping companies of all sizes find products that meet their business needs. Software Advice also features objective research by industry experts and reviews from validated users, saving buyers time and resources. Software Advice is a Gartner company. For more information, visit: www.softwareadvice.com …; Added by Hardik Vishwakarma to HR Tech Conference at 12:51pm on March 18, 2019

Comment on: Blog Post 'Stop Trying To Reinvent Recruiting': consideration, editing) would be good. Here's a sample moderation policy (for you to consider) I stole from a non-recruiting (a writer's) blog site I like: Moderation Policy By XX Blogs like this one aren't just diaries; they're conversations. Behind every essay, rant, or quip, there's a comments thread where visitors like you are welcome to comment. And over the years, I've acquired quite a few regular visitors; sometimes this place feels like the inside of a public house. It's a web community, of sorts — and like all communities which grow large, sooner or later they acquire unruly elements. Lately I've had some cause for concern over the way some people are using the comment threads on my blog. So I've decided to lay down the law. (If you post here regularly, or are thinking of posting here, please hit the "Continue Reading" link below.) 1: This is my soap-box. This blog exists to give me, XX, the freedom to say whatever I want. You'll have noticed that the only adverts I carry are discreet links to online stores which sell my books. Running this blog is quite time-consuming, and paying for the collocated server it resides on is not cheap; most blogs that get as much traffic as mine (over 100,000 distinct views on the main page per week, last time I looked) are awash with blinking banner ads. I decided not to carry ads deliberately, because the first principle of this blog is that it's my soap-box, my megaphone. In a very real sense this entire blog is advertising for one thing — me, and my writing. You're welcome to comment on my writing here. But just remember: I'm paying the bills. This is my soap box, not yours, maintained entirely at my expense, for my own amusement. I don't owe you anything. And by posting here you are tacitly agreeing to play by my rules. 2: Censorship Your freedom of speech does not compel me to publish your words. If you say something highly objectionable to me, I will delete your comment without a second thought as soon as I notice it. (Which may take some time: I have a real life, as well as blogging.) Yes, this is censorship. But remember: I'm not your government. I can't stop you saying stuff I find objectionable — all I can do is stop you saying it on my blog, at my expense. You can start your own blog right here, if you're so inclined. 3: Stuff I find objectionable Trolling, spam, personal attacks, racism, sexism, religious evangelism, and homophobia will reliably annoy me. Beyond that, I'm not going to give you a laundry list. 4: Stuff I don't find objectionable I don't give a shit about profanity, as long as it's used intelligently. And I don't mind argument and contradiction, as long as it's intelligent. Again: no laundry lists here. 5: Moderation Certain keywords will automatically get your postings held for inspection by a human being. Excessive use of links to other websites will do that, too (it's an anti-spam precaution; yes, I regularly get hit by blog spammers). I may also intervene if you hit one of my hot-buttons. Update: On posting URLs ... Comments will be held for approval if they contain more than one URL. And they will be flagged as spam automatically if they contain a link via tinyurl.com. (That's because spammers have tried using tinyurl.com links here, not because I hate tinyurl.com. There's a time and a place for tinyurl.com, and my blog ain't it. If you want to post a link, I want to be able to read the full domain name and path before I click on it.) 6: Permanence By hitting the "submit" button you are granting me a non-exclusive license to publish your words around the world in electronic or other forms. You should assume that anything you post here may remain on the internet and be readable by anyone at all for the forseeable future, and not just on my blog. No, I'm not planning on selling your deathless prose and getting rich; I'm just pointing out the copyright situation and the fact that my blog is crawled by Google, archived by the Library of Congress, and so on. If you ask me to delete a specific comment of yours I will probably do so — but don't count on it. (I might not do so if I suspect that you're not the author of the comment, or are otherwise trying to make mischief.) (Finally: feel free to vent, comment, or throw rotten tomatoes at this thread!) …; Added by Keith D. Halperin at 5:49pm on February 5, 2014

Blog Post: What Guatemala’s ‘Person Of The Year’ Wants You To Know About Hiring: Luis von Ahn, a native of Guatemala who was once named the country’s person of the year by a prominent Guatemalan newspaper, is the creator…; Added by Paul Petrone at 3:13pm on June 9, 2014