Search Results - basically pre-digested

Blog Post: Tips and Tricks To Hire An Expert .NET Developer For Your Company: The popularity of the .NET framework remains constant despite many technologies and platforms for application development. A large number of websites and applications have been built using the…; Added by ryanwilliamson at 1:30am on September 12, 2017

Blog Post: Top 3 HR Tech Plugins for Talent Acquisition: Talent acquisition is the process of finding the best talent for your organization. It is the ongoing strategy which focuses on long-term human resources planning…; Added by Rchilli Parser at 9:25am on July 4, 2019

Blog Post: Yahoo’s Wrong: Stars Still Matter In Hollywood: Vulture considers Jennifer Lawrence to be the…; Added by Paul Petrone at 1:39pm on October 28, 2014

Blog Post: Video Interview Questions: The Ultimate Guide to Hiring Pros for Modern Recruiters: Doing video interviews and need some help with making the most out of every meeting? Asking the right questions is a great way to make that…; Added by Rakuna at 9:52pm on December 13, 2020

Blog Post: Top 8 Effective Ways to Choose the Best Applicant Tracking System

When it comes to posting various job descriptions and…

Added by Sanjay Darji at 7:50am on November 10, 2016

Blog Post: Tips and Tools for Recent Graduates: How to Write the Perfect Resumes

If you just graduated from college or university, then you must be…

Added by Joyce Sharp at 5:17am on August 6, 2015

Blog Post: Recession Job Searches: There is an Allstate commercial that starts with Dennis Haysbert, who starred as President David Palmer on the critically acclaimed “24” and now heads up the cast of “The Unit”, saying “we may not be…; Added by Keeley Mitchell-Wallace at 12:12am on August 19, 2008

Blog Post: Demystifying the Cover Letter

People get so stressed about the cover letter.

Do I send?
How long should it…

Added by Bill Meirs at 1:46pm on April 2, 2009

Comment on: Blog Post 'Bounty Jobs -- Wrong For Recruiters? HR! -- Nope because you’re not a car guy!': tential placement derailed because of Bountyjobs so much as your own lack of candidate control. There's a lack of employer control evident also, but that's tough to get. Let me explain. When you prep a candidate to speak, or not to speak, about money you need to do a couple of role-playing scenarios with them. Tell them how to respond, then ask them the question and see if they respond correctly. Next, prep them to respond to the HR person's attempt to over come their objection. Advise the candidate that if the HR person gets an answer out of them, it will be the wrong answer, no matter what, and the interview process will end. They will never see the hiring authority. Qualifications have nothing to do with this. It's a trap that HR may not even realize it is setting. Basically, do not ever talk about money until the very end of the final interview, and even then never be the one to bring it up, and never quote a figure. Always have the employer make an offer, then respond from there. When you prep the employer, especially for an HR phone screen, always state that you have already discussed the company's starting salary range with the candidate and that he is comfortable with it, and is very interested in exploring the opportunity. Then ask the HR person, "You're not going to ask my candidate what they are looking for in compensation before anyone has the chance to detail the full scope of the position and describe the environment and potential opportunity, are you?" If the HR person says they will not, when follow up with, "Can I have your word on that?" Later if they do ask anyway, then at least your candidate has been prepped to deal with it. And you have an opportunity to get a re-do on the phone screen if your candidate drops the ball and gives out a figure. If your candidate caves in on this, you need to get the HR person on the phone right away and do some damage control, not wait a week for a reject email. You need to say something like, "You asked my candidate about money. I though we agreed that you didn't need to. Anyway, he gave you a figure that is well above the range he is considering at other positions and regrets that he may have given you the wrong impression. He would like to speak with you further about the position as he believes there may be significant non-monetary benefits to your company's opportunity." If HR says that they will indeed ask about compensation, then you have even more motivation to focus your pre-interview prep with the candidate and tell them that the HR person is going to ask about money and you are going to side-step it every time it comes up. Also you need to sell the HR person on why this is a bad idea. Candidates get the wrong impression about a company's intentions if asked for a salary figure before there is any info to base an answer upon. It reflects poorly on a company's priorities and may make it difficult for me to get the candidate to proceed with the interview process. A candidate's final response when the HR person gets insistent, should be something along the lines of, "If I like what I see throughout the interview process and believe that I would really like to work here, that this is the "home" I looking for, and if you think I'm your best candidate, then make me a fair offer and I will accept." Unfortunately your use of Bountyjobs as a way into a new client company probably lumps you in with all the other low-end recruiters they have to deal with from there. Your credibility and expertise is discounted, and it is difficult to control an HR person who looks down on you. …; Added by Doug Boswell at 4:45pm on March 14, 2011

Blog Post: It’s Time to Test Your Application Process: I won’t be talking about usability, time needed to complete the application,…; Added by Eric Putkonen at 9:34am on August 24, 2016