Search Results - authorities

Blog Post: Cohesive Approach towards Diversity Hiring

Contextual Meaning & Approach

No one in this deterrent world is living in a denial of discrimination theory since birth of Adam.

Knowing the fact that we are…

Added by Laura O. Tolentino at 6:25am on May 7, 2021

Comment on: Topic 'Claudia's Wednesday Wisdom: Burn Baby Burn': ff the current leader – I was under the impression that since this was a small, growing company, there wasn’t one yet. I didn’t write the question, so I was answering it based on the little background and attitude of the person who presented it (who came across like a ‘mouse’). I don’t know if you meant the question to come across that way, but the way it was presented, there seemed to be an issue of helplessness or insecurity in GDIF’s approach. Now, if there does happen to be a leader in place, well . . . somebody has to be accountable. It’s the leader’s role to be the catalyst for change – hey, I believe in collaboration . . . but collaboration minus someone to drive a new initiative forward is a fatal flaw. I like the idea of a huge “hug party” at work where we tweet each other all our random thoughts all day long, theorizing what our little community “could be” . . . but at some point, somebody has to pick up the ball and run with it. [That’s a joke, everyone – please don’t take tweeting all day literally!] You know my style – I’m not a social worker or psychotherapist . . . but I’m not too shabby at cutting through the noise to find the real issues. Instead of focusing on a band-aid, I would rather look deeper. What’s the ‘real issue’ at play here? To your arguments against my suggestions: Line Recruiters themselves are not going to be able to shift an entire corporate culture or attitude towards hiring. Looks like we agree to disagree here, and that’s ok. My take is that you need top-down buy-in to the shift in process or culture. Can it be done without it? Sure, but I’d rather get senior-level commitment first. Many smaller issues seem to work themselves out when the Big Dogs back initiatives. As far as Geoffrey Moore’s thoughts on Corporate Culture, I remember his works (particularly “Inside the Tornado”, “Crossing the Chasm”, and “Living on the Fault Line”) being more about marketing strategy relative to the point at which your product falls on the technology adoption lifecycle. I read the bowling alley analogy to be more about target market selection and prioritization, although I do believe this analogy can also be utilized within mgmt thinking (in certain cases.) Why would the VP in your title be advantageous? Because VP = Respect. VP = Ears & Eyeballs. Again, I'll agree to disagree. Titles matter – I don’t think they should as much as they do . . . but they do. If a VP makes a recommendation, more people listen than an individual line employee. I’m not saying it’s right – I’m just saying it’s reality. [Note: I’m also not saying the title has to be ‘VP’ per se’, what I’m saying is that positional authority matters.] And if there is anyone who knows that “words without supporting behavior are the death of reputation”, it’s me. I’ve been through more leadership courses and training (in extremely harsh environments under very trying conditions) than I can shake a stick at, so again, I agree. Leaders lead by setting the example. When top brass backs an initiative, it's uncanny how things seem to fall in place... I’m glad we agree here. Now, if that doesn't work and you find yourself losing sleep at night and thinking about work 24/7 . . . leave. I’m not suggesting that it’s a “my way or the highway” mentality. What I am saying is that I think diplomacy is great, but some situations are beyond a pow-wow (sp?). It comes down to what personally makes people tick. If you like stress, then stay there . . . but if you don’t, then maybe it’s not in the best interest of you health to stick around. Please don’t think I feel this way when it comes to personal things like marriage – what I’m suggesting is that we have more control over our lives and the situations we put ou…; Added by Joshua Letourneau at 1:18pm on July 24, 2008

Comment on: Topic 'Recruiting Then and Now - What has changed in the last 30 years?': atter of fact. Just gathered up some resumes and marched over to the client's office sat down across the desk and went over resumes with the hiring authority. He picked the ones he liked, we went to lunch and talked about the some more then i went back to my office and set up the interviews. No HR, no wait time, blah, blah. Face to face presentations still work very well in my world. Many of my clients come to my office to review resumes if they are local so some good things never change. I started the face to face presentations because snail mail took 3 days...in town. I well remember being very excited about the fax machine and a story i have written about before. Not everybody thought the fax was the golden bullet. I had a snafu on my Amex bill once. Paid them 500 and they credited 50. I called and said hey folks we have a problem here. I was told to mail them a copy of my cancelled check front and back. Ok, sez i but how about i fax you the copies. Nope, we can't accept a faxed copy, it has to be mailed. Now i still run into shining examples of the Darwin awards and i always enjoy messing with them, it makes life worth living as well as giving me something funny to tell my clients about the next day. The conversation went something like this: Me: Wait, what do you mean you can't accept a faxed copy. Do you not have a fax? Amex rep: Yes we have a fax but we can't accept a faxed copy because it could be altered. Me: How do you think i am going to make this copy that i am going to mail you? Amex rep: You would need to put the check on the copy machine make a copy front and back then mail it to us. Me: Uh, huh. Do you realize that most of the copy machines in offices these days are on the top of a little thingy that copies and is connected to the phone line so i can push a button that will send the copy exactly as it scans right to your fax machine? So what i am going to do is walk in there put the check on the top of that little thingy. I have the option to either print it or fax it and it is exactly the same document. Amex rep: I don't know about that but we can't accept faxed copies because they can be altered. Me: Alrighty then, i will put this check on the top of my fax machine, copy it, print it and mail it to you. I am delighted to know that American Express is such a progressive company and has such high standards of risk management. Amex rep: (All smiles and giggles) Yes we are and we do make every effort to do our best to protect our customers. Please copy and mail your check front and back. Me: May i speak to your supervisor or one of the attorneys in risk management. I faxed the copy of the check. Somewhere as we speak is a somewhat red faced attorney who still probably tells the same story as to how they figured out that it was ok for folks to fax a document. The interesting thing to me in terms of how recruiting has changed in the last 30, let's make it over 35 years is that we went from personal contact via phone or in person to everything being electronic with little personal interaction now everybody is screaming about developing personal relationships and engaging people. What a shock that personal contact works better than email and a keyboard. Some of us just added the electronic means of communication to our personal interaction to speed it up but it never took the place of the way we started. Welcome back to Old School..People are our most important product. It's not how you find them it's how you communicate that builds those relationships ,us old warhorses were "social" before it was fashionable. :)…; Added by Sandra McCartt at 1:51pm on August 3, 2011

Blog Post: Does Free Technical Support Make ATS Software Better?: by Steve Hazelton, Head of Products, Newton Software

“Please contact support.” Makes you cringe, doesn’t it? At…; Added by Joel Passen at 2:03pm on November 6, 2009

Blog Post: Good Resumes in Bad Times: In this economy, I wanted to reach out to candidates and give the do’s and don'ts of writing not just a good, but an EFFECTIVE RESUME. I asked my very opinionated team of K. Russo Associates…; Added by Karen Russo at 10:57am on February 17, 2009

Blog Post: Five questions that make a difference in hiring process: OK, let's see how it usually looks: first your departmental head riddled out the candidate with all sorts of "tell me about you and your career path" questions. Then the CV was forwarded to your…; Added by Maya Nicole at 1:20pm on December 11, 2014

Blog Post: Everything You Need to Know About How Executive Search Firms Work: Most professionals are familiar with the role of a recruiter, however many do…; Added by Nicole Schwabe at 5:19pm on March 14, 2016

Blog Post: "For what it's worth"

Initial thoughts from a Corporate Recruiter on Monster’s new product announcement:

“There’s something happening here, what it is ain’t exactly clear”

My…

Added by Frank Zupan at 11:53am on June 26, 2011

Blog Post: How to survive the manager from hell: Have you ever had one of "those" managers? You know the type I mean "DO AS I SAY, NOT AS I DO"! The type of manager who thinks that people perform better under a fear based regime, the type of…; Added by Stephanie Bressan at 11:16pm on August 2, 2011

Blog Post: Who is a better Hire, Jack Of All Trades or Master Of One?