? I know of recruiting agencies that work exclusively with convicted felons because they need an advocate. Far too often it doesn't even matter what the crime was, the details of the trial, anything. If there was an arrest you're out of luck. The other question though, is; Does this end up making hiring managers waste time on applicants that cannot be considered due to the nature of their crime?…
ing or calling candidates who aren't chosen for interview. I call the top five or so that I believe I can/will place elsewhere, and the rest I send either (depending on the level of search) an email or a letter (yup - snail mail) saying thanks for the resume and application however their skill base falls outside the parameters of this clients specific requirements, however will keep them on file should anything cross my desk I feel is a fit and in the meantime the very best of luck in your job search. I've been amazed by how grateful the candidates are to have any response at all.…
tions with multi-brand technology solutions. CDW was named one of Fortune’s 100 Best Places to Work nine years in a row! We’re looking for a new member for our fun and talented recruiting team in our Woodland Falls, Mettawa (Lake Forest) location.
The Recruiter is responsible for sourcing, interviewing and evaluating job applicants for employment.
• Develop sourcing strategies to staff high-volume recruiting goals.
• Proactively develop relationships with local universities, professional associations and networking organizations.
• Assess applicant qualifications, skills and experience against open needs and make candidate recommendations to management.
• Lead interview coordination and scheduling for candidates and hiring teams.
• Help sell and close qualified candidates and extend job offers.
• 2-4 years experience with full life-cycle recruiting — from sourcing to onboarding.
• Solid track record of developing and utilizing creative sourcing solutions (Internet, universities, professional associations, job fairs, etc.)
• Prior experience hiring sales professionals helpful, but not required.
• Experience managing high-volume recruiting initiatives.
• Ability to assess candidate qualifications and sell candidates on job opportunities.
• Success building and maintaining relationships with hiring managers and their teams.
• Strong verbal and written communication skills.
• Must be client-focused, a collaborative team player and work well in a fast-paced, results-driven environment.
Please apply at www.cdw.com/careers…
re new to the recruiting field and get a lot from the career focused content. In fact a number of people use those type of posts to send to candidates. Is that content for everyone? No.
The RBC is (an will remain) an open forum. The larger on-going conversation touches on all areas of recruiting and the job search process. There is not internal push or focus to generate certain content nor shift the focus in a different direction. It is just falls under the topic of the moment. I appreciate your post and encouragement of members to share more direct recruiting commentary. I also agree with Sandra's comment in Jerry's thread - Perhaps we as experienced recruiters should add more content if we want it to be recruiter focused instead of just bitching.
I hope others members that read your post and feel the same way decide to bring their voice into the mix. I personally enjoy reading the real-world examples of what others are dealing with in their recruiting activities more then anything else.…
oot me your resume or pass along my info.
Sr. Technical Recruiter - The qualified candidate will have the ability to source and screen candidates using recruiting management systems and third party databases; Must be able to source passive candidates as well as active candidates and use technology to find the candidates showing skills and abilities required by the organization. The successful candidate must maintain a high level of communication, and be able to work hand in hand with the full-life cycle recruiters on staff. This positon could be filled in Falls Church, VA; Oak Ridge, TN or Huntsville, AL.
Required Skills: Bachelors degree or six years of recruiting experience in lieu of a degree. Seven + years of related experience, preferably with a government contractor. Must be able to interact effectively with all levels of candidates, employees and management. The successful candidate will have the ability to work independently and support team members when necessary. Good interpersonal, and communication skills required. Microsoft office and Recruitmax, or other applicant tracking system experience required.
Desired Skills: Government contracting experience preferred. Experience recruiting for cleared positions is a plus
Thanks in advance!
rike me as very one-sided and not setting the tone for a positive candidate experience.
If you are calling an applicant out of the blue (unexpectedly and unscheduled) then judging them on whether they remember applying (or why exactly they decided to apply to your ad) doesn't seem reasonable. I don't really see what you gain from that unless the intent is to put them on the spot. Most likely if someone is applying for your job, they are also applying for others. Depending on how long ago they applied, unless there was something incredibly remarkable about that posting, expecting them to distinctly remember it without the benefit of reviewing the info in advance of your call seems a bit unfair. I actually think the response to your second question is probably all most applicants care about. Though I agree best not to express it quite like that.
#3 & #4 make sense to ask, but again not sure too much should be read into the status of their job search activity level or what they rattle off from the top of their head as a wish list in the midst of trying to recall anything about the position you are discussing during an unplanned conversation.
The word "expectation" (or the also commonly used "requirement") in the context of #5 implies that you might be more concerned about price tag than value. How or why is it essential to your ability to evaluate their suitability for the role by knowing what dollar amount is listed on their current paycheck? While it is appropriate to establish whether a person's target compensation range for their next opportunity falls within the hiring company's budget, current competitive market conditions along with the scope of the role should take precedence over how their current or prior employer pays them for what ever job they do/did there.
I always find it amusing to be asked about "when can you start" during the application or initial screening phase. If the hiring company has an urgent need to fill the position, that should be stated on the posting and reiterated during any preliminary interactions. Unless someone has extenuating circumstances (relo or bonus payout at specific time frame, etc), they most likely would be planning to be available upon standard 2-weeks notice of offer acceptance. Since most hiring processes are not particularly speedy, what difference does it make if they are immediately available at that moment when there is a high probability that the final selection won't be made for several weeks or even months?
As much as it would be nice for applicants to drop everything and hustle right over to meet, I think it is important to recognize that people have personal and professional obligations and may not be able to schedule something until the following week. Why should that be held against them? It doesn't necessarily mean they aren't interested or flexible if they can't show up right away.
Interesting topic for discussion, thanks for putting this up here.