Search Results - anxiousness

Comment on: Topic 'Following up after 2nd interview': nd rules going in. However, I do echo the comments of Karen M, 1 Candidate follow up should be immediately after the interview (or as close to immediate as possible, given that the candidate may have to get back to work or other activity) 2 Client follow up should be as close to the candidate feedback as possible. While this may not be a 'selling' time (open to debate), it is a critical time to ensure there are no misconceptions on either side from the meeting (which is what an interview is). The longer the wait, the more anxious the candidate and you will be. And, depending on the client view, there may also be a question on the interest of the candidate if you haven't followed up. And, imho, email is 2nd best in this situation, you need to use the telephone. Good luck and hope your candidate secures the position. Alan Whitford…; Added by Alan Whitford at 9:05am on December 18, 2009

Comment on: Topic 'Selecting a new ATS and need some feedback': lhorn is perfect for us because it's on demand, web based so it's accessible anytime, anywhere which enables me to travel and keep up with everything that's happening in our office at all times. The system allows us to integrate email, calendaring, sourcing, applicant tracking, job order management and lead generation in real time and allows for constant communication for everyone in the company. The other feature which is very nice is the custom reporting feature. I have had several custom reports created to track the numbers that I want tracked in the way that I want to see them - I don't have to follow a cookie cutter version of reporting. They also have a new 360 reporting feature which I am anxious to try. Good luck with your decision. I'd be happy to talk with you about this if you would like. You can contact me at 713-935-0009.…; Added by Marsha Murray at 11:57am on February 23, 2010

Comment on: Blog Post 'When the Candidate asks..."Why didn't you call me?': o many recruiters forget what it's actually like as a candidate sometimes - it's bloody frustrating and like Pam points out, they're anxious to hear news. I generally send a templated response saying that their application hasn't been successful. I also acknowledge it's a template in the email and apologise for not having the time to give specific feedback but invite them to give me a call if they think I've called it wrong. People rarely call but often email back thanking me for the response. Sure it takes a bit of time but that's all - a bit of time - and given so many other recruiters don't bother, it's a mega easy way of standing out from the crowd. After all, they might not be the right candidate but their mate might be and I'll stand a much better chance of finding them if the first guy/girl says nice stuff about me.…; Added by Darren Scotland at 6:27pm on March 26, 2013

Comment on: Blog Post 'Fantasy Football and Recruiting – A marriage made on the cyber gridiron?': amp; Advice, perfectseasonffb.com that I love and have fun at. In addition to my general love of Fantasy Football, that demographic info you cited is exactly what spurred me to action to have a site at all. In our Recruiting & BizDev roles, we all are anxious to network and bond with diverse personalities who perhaps share a common interest with ourselves. Perhaps we can then add mutually beneficial value down the line with them--professionally as well as personally. Those demographics shout out that many Fantasy Sports Players seem to to not only have passion for their sports, but also passion for their careers. Isn't that "passion" a key to being a Top Performer? And, of course, to win the "War for Talent" it is essential to bring those Top Performers into your pipeline--whether they be an active or passive Candidate, or even a potential Client. I am totally on-board with your most creative sourcing take on our mutually admirable hobby!…; Added by Scott Sachs at 3:36pm on September 15, 2010

Comment on: Blog Post 'Jobboard futurology...': oise" around them that make many inefficient, especially the popular ones that have millions of members and thousands of "so called" jobs. If I am a job seeker I want someone to come to me and say "here is the couple of jobs that you will successfully land so send your CV. Dont bother applying for 100 jobs, getting anxious due to no replies, going to 10 interviews and then accepting 1. Here is that 1 job". Then on the other side of the coin you have the recruitment consultant who is also faced with all this "noise" to find the one candidate that will successfully fill their vacancy. How can we make it easier for both the job seeker and recruitment consultant? Profile the needs of the job seeker and the recruiter then use a calculation predicting the probability of successful placement to efficiently match them together. I have a biased opinion because this is what we do. But we do it for exactly this reason. Everyones goal is the shortest path to successfully landing a job which is also our goal.…; Added by Leah Davis at 3:05pm on February 28, 2011

Blog Post: Fast And Easy Way To Learn Everything About Your Car: Purchasing a new car is definitely an important step to every person's life. Of course, maintaining that particular car can actually be a bit difficult. It is widely known that, it is not the…; Added by Geo Msn at 4:19am on July 7, 2016

Blog Post: Why?

Added by Will Thomson at 5:46pm on October 13, 2013

Blog Post: Job boards and applicant tracking systems: The appeal of applicant tracking systems (ATS) for employers is obvious: they promise to bring order to the often disordered process of managing job applicants. An ATS can theoretically drive all job…; Added by Jeff Dickey-Chasins at 9:08am on November 10, 2009

Blog Post: Death and Your Instincts: Early this morning I awoke feeling anxious, my thoughts focused on people I’ve not seen in years. This made no sense, leaving me wondering if something had happened to them. Something did happen,…; Added by Scott Wintrip at 9:27am on June 29, 2012