things up quite a bit. From a management standpoint, I have managed each of the personalities and noticed that over time each type tended to hire and build out their team with matching personality traits. It created opportunities when a "challenger" took over an "adapter" team and vice versa. Have you read any of Adam Grant's work on givers, takers and matchers? It's worth checking out to anyone who likes this topic.…
tc. and is combined with a BluRay DVD if you can believe that!
Since I signed up for Verizon broadband and bought a laptop bag I got $150 off bringing the HP in at just over 1K.
It's nice. Looks good. Weighs 5.6lbs. Has a reasonbable battery life (Toshiba sucks) and believe it or not (since I'm reading the stickers on it as I type this!) this baby has a TV tuner so I can watch, pause, rewind and record live televsion on my notebood PC. (Service sold separately)…
k gets smaller. There are a few that differentiate and they do it well, much more than marketing, and logo and promotion, but the whole experience. Greg Palmer is passionate about the candidate experience, and so am I. There is a ton we can do to have the candidate seek us out and choose to do business with us, rather than the other 10,000 people calling them at the same time. Adam Peterson has a new way to ship the candidate. I have a new way to harness them in. In reality any of us trying to sell new concepts to old dogs might have to sell to people who already have vision and are early adapters or innovators. Just ranting, need my coffee…
e same people who thought that the internet was a fad, email was a fad, thought land lines were never going to be replaced by cells.
It might be considered an abrasive comment when Jerry indicates that he has used social media properly and you immediately in all your infinite wisdom and years of experience in the recruiting industry inform him that obviously he has not used it properly.
It might be considered an abrasive comment when you wonder why people like yours truly can not evolve.
Trust me puppy, the point both of us and several others are trying to make with you is social media has a place in recruiting as one of the pieces and parts of the process. It will not replace cold calls anymore than phone telemarketers will replace a face to face sales call.
There is a reason why every company in America has a sales force on the street instead of a bunch of kids tweeting and ton of telemarketers calling their customers. It takes all of the pieces to make a whole. There are lot of us who have been smart enough to be early adapters of every new thing that came down the pike. Took a look, tried it and kept the parts that worked and discarded the parts that didn't.
I was recruiting in MSN chat rooms set up by IT folks before you could spell social media. If you find that abrasive i would suggest that it is no less abrasive than your smart ass comment to Jerry, "Good Luck with your Landscaping"
I will go back to my original comment on this goofy thread. "Fortunately new things come along all the time." None of them replace the ones that work, pieces and parts are added.
Not only ill-advised but abrasive on more levels than i can count in my ever evolving world.
Justin wins the award of the week for another one of those "everything but what i do is dead".…
dience they need to reach and results, and SN's may not be the best resource at present for the lion's share of activity based on your recruiting target.
From a Strategic perspective, recruiters (salesmen) go where their customers are and SN appears here to stay. Early adoption (again, in measured proportions, mileage will vary) appears good business sense and a fairly obvious move provided it's proportional.
Indications are SN is here to stay and will transition accordingly (its use as a recruiting tool will proportionally change over time as results prove or disprove themselves under varying conditions and circumstances).
No different than resume submission evolution: land-mail, fax, email/online ... "cloud?"
There will be early adopters (adapters) and those joining the party later on. Either way, its apparent inevitability renders this article completely moot, even if SN's final form and its relationship to recruiting isn't entirely established yet (partially explored in this article).
Regarding candidate relationships. This too has a "Tactical" as well as a "Strategic" angle. If it's just "butts" in the seat, tactical execution or a commodity sales approach (widget sale) may be all that's necessary and practical under the req-load burden you intimate.
If your company (client if agency) is more strategic in their vision (see Recruiting Great Talent Is the Core of the Netflix HR Revolution ) a consultative sales approach is required, and that demands establishing relationships and de facto a longer sales cycle).
Depends "who' and 'what" you're recruiting for. The key is knowing the difference and applying the correct technique (or mix).…
Added by Nick Lagos at 9:19am on February 13, 2014
hands on Recruiter” with agency and corporate experience, recruited both full time, staff augmentation and contract positions.
I have supported clients in multiple time-zones, managed a virtual team, and managed client relationships.
Over 9 years corporate recruiting experience
Work as an individual contributor or in a team.
Hired and led teams of Corporate Recruiters from 2-10
Managed off-shore Sourcer’s and 3rd party vendors
Pipeline reporting and tracking that parallels the business needs
Implementation of several ATS (Bullhorn, Hiredesk, Cbiz, Taleo, MaxHire, PCrecruiter and others)
Training and mentoring
Early adapter of R.P.O.-Recruiting Process Outsourcing model.
10 Years of Agency experience, top 1% of producers
Possess “sense of urgency” state of mind.
Ability to manage multiple unique job orders by leveraging technology, experience and using best practices organization skills.
AIRS- (CIR) and (ACIR) 2007 (recertification)
Advanced Passive Candidate Tools:
ZoomInfo, Spoke, Jigsaw, and LinkedIn, Broadlook Technologies, The Ladders and WINK
Focus and Technologies:
Specialize in staffing, sourcing and supporting Professional Services, System Integrators and Microsoft specific technologies including:
Portals and Collaboration, Application Development, Unified Communications, Business Intelligence, User Experience, Application Modernization and distant learning and training (C.TEC)
Visual Studio 2005/2008, .NET 2.0/3.0, MOSS-07, SharePoint, BizTalk Server, Commerce Server, SQL Server 2005/2008, Silverlight, Dynamics CRM and GLP, and MapPoint.
Master level Recruiting techniques, sourcing and pipeline development, high volume recruiting, pipeline management and the design and implementation of repeatable recruiting processes
Please call or email me for resume: