Search Results - apparent

Blog Post: Employees, Engage!: An “…; Added by Sean Pomeroy at 12:59pm on July 30, 2013

Blog Post: Innovative Technology to Protect Your Business: Supporting your business isn’t only developing good strategies and executing them, it also includes ensuring the safety of your assets. By the end of the 2021 financial year,…; Added by Alicia Walker at 10:34am on November 21, 2022

Blog Post: Hiring Managers: Talent vs Experience

As a hiring manager, what do you do when you have an…

Added by Richard England at 10:23am on February 25, 2019

Blog Post: Where does the Candidate Experience start?: Yesterday, I had a brief but great conversation with Kyle Lagunas on Candidate Experience (which he’s going to be tackling on his…; Added by Chris Brablc at 2:44pm on April 12, 2012

Blog Post: 3 Worst Times to Ask for a Raise

Added by Patrick Algrim at 6:08pm on May 10, 2020

Blog Post: 4 Proven Ways to Give Your Remote Job a Motivation Boost: At first, many of us enjoyed the ability to work from home, finding we could better balance work and life in this way. However, it is slowly becoming apparent that working from home isn’t all it…; Added by Alicia Walker at 5:32am on January 20, 2023

Blog Post: TLS Continuum Part 5: Darn it!! Why aren't you listening: Dr. Tony Alessandra, the author of the book “The Platinum Rule” , suggests that the purpose of all businesses is to…; Added by Daniel T. Bloom at 11:08am on February 3, 2015

Topic: Celebrating Fifty with GOLD!: only apparent but also infectious. Peter has spent the better part of twelve years honing his craft, having worked for such software giants as VMware as a Senior Strike Recruiter - even his title is descriptive of his athletic nature! At BSM Associates in sunny Irvine, California, Peter recruits, almost exclusively, Sales Professionals for major software companies. I asked Peter about the communications required of a professional, like himself, when working with current and potential clients. His words about controlling the client communications aspects of a search are indeed wise. "You must qualify each recruitment at the very beginning. Qualify your client's commitment to the process. How does that Hiring Manager respond upfront? Mutual respect has to be established." Peter went on to say, "Know what they are looking for before going into the call. Do your homework about the company, act like you care about their product/service. And act like you have known them for a while." So having an ease about yourself, a confidence that your process will fill their needs is a sure way to get a head start in bridging the communication issue with clients and hiring managers. One of the most interesting things Peter shared with me was his follow-through process. "I give my clients a time frame of when they can expect a field of candidates to be presented. I know going in how many they would like to see and I commit to having that many candidates in front of them within a week. Then I call them on their commitment to me and my process by asking when they can commit a couple hours to conduct interviews once they have reviewed the resumes. I ask if I can calendar some time in their Outlook with resumes attached, so the details about each candidate are right there in front of them. This is taking the aggressive approach to qualify their commitment to the process. Most importantly, I make sure I understand fully the parameters of the search, as well as my client's style. I listen. I listen to what they are telling me. A lot of recruiters get so excited about having a conversation with a client that they fail to get all the details and communicate first and foremost..., they just hang up the phone and do a little dance." Communication is key if success with a client or hiring manager is to be achieved. Peter also addressed something many third-party recruiters forget: you can be selective! When sending resumes of potential candidates, give reasons why the resumes should be reviewed, and why the candidates should be considered, telling your client, "You asked me for this and I gave you what you asked for." Success comes from doing your homework, having a base knowledge of the space you are recruiting in and knowing who your clients' competitors are. You have the right, as someone who works hard in this tough industry, to decide if this is a company you want to work with or are they a source company, from where you may want to pull candidates? The number one way to be happy in this job and with your clients or hiring manager is to qualify your search. As Peter gives me his parting words, I envision him, like a any true athlete with gold medals dangling around his neck. "You (the recruiter) are the one holding the gold. If you don't see it like that, then you have not differentiated yourself from the better recruiters out there." by rayannethorn Ist Bonus Track - Celebrating Fifty Columns with Gold…; Added by Rayanne at 2:27am on April 29, 2009

Blog Post: Characteristics of a Great Recruiter!: Part l: It doesn't matter if I am a hiring manager or a candidate on the market or an event attendee (career fairs, open house, speed interviewing or whatever), it is pretty apparent that most of the…; Added by Richard Peterson at 5:05am on November 14, 2013

Blog Post: Going Mobile: How PeopleSoft Fluid UI Stacks Up: We recently had the opportunity to investigate PeopleSoft Fluid UI on behalf of a client who is interested in mobilizing a number of PeopleSoft functions. Fluid UI is PeopleSoft’s approach…; Added by Karl Wierzbicki at 10:38am on August 24, 2016