Search Results - briefs.

Comment on: Blog Post 'Recruiters With Better Things To Do...Than Visit Clients!': Sandra - that makes sense. I guess I was picturing the client sitting there talking about specific positions with 4 different people. I'm all about tech briefs!; Added by Jerry Albright at 5:01pm on May 24, 2010

NEW YORK — A man in Brooklyn has been frightening women by appearing nude or scantily clad near their apartment windows. He is still on…

Added by WorkFarce at 9:44pm on June 12, 2007

Blog Post: Politeness is alive and well........................: Like most recruiters I rely on email to flag to business leaders the existence of a great candidate. Before you say it or throw a brick bat, I also spend all day on the phone (well most of it…; Added by Steve Williams at 1:08pm on November 18, 2011

Comment on: Blog Post 'The Passive Candidate Conundrum – Skill vs Luck': If you take proper briefs and produce great ads, you invariably don't have to go looking for candidates looking for a sideways move - and lets be honest here, that's the most common behavioural characteristic that so-called "passive candidates" share. Here's some more on the same subject: http://fasttrackrecruitment.com/blog/the-problem-with-passive-candidates …; Added by Mitch Sullivan at 7:00am on April 7, 2015

Comment on: Topic 'Question of the day: Can a candidate's sparking personality and interpersonal s…': l they are the subject specialists. We are duty-bound to help them reveal their wisdom so that we are precisely targetted in our work. Then we need to be sure the Hiring Manager and the Final Decision Maker are on the same page. Overcome these obstacles at the outset of assignments and recruiters will lick almost all these Hiring Mistakes. The question then becomes how to achieve this without taking up too much of our frenetically busy clients' time while developing rich relationships with them.…; Added by Gordon Alderson at 7:39pm on February 21, 2012

Comment on: Blog Post 'Top CV/Resume Tip: How to write an attention-grabbing Personal Statement': s statement is not just a bunch of power words strung together, which end up as only feature based statements . The real focus should be on what is in it for the reader if he hires this professional, you should add the benefits to the features you have written to highlight the results they can expect. You need to put measurements in this piece, size of teams and results, what effective communications resulted in, etc. I agree this should be short but should also have a strong client focus and not just a PR statement but much more of a feature benefit statement. …; Added by Stephen at 10:22am on December 7, 2012

Topic: How to capture your deliverables: have the time to detail everything or go over your recommendations and suggestions for a task they do not have the expertise for. This can lead to ambiguity in the way your work is assessed at the end of the assignment and can impact contract renewals. Every single deliverable you have is directly associated with some measurable metric. Identify the metrics that help capture, measure and report your task/ business. The idea behind doing this is to be as detailed in the metrics and their understanding as possible. Then, work with your employer to agree upon the metrics that you will use to evaluate your output and assess results... http://www.consultgenie.com/geniespeak/articles_detail.do?id=6689…; Added by Sia Collins at 3:11am on September 3, 2009

Blog Post: Super Sales and Marketing: Fans were surely pleased, engaged, and even surprised during the Super Bowl. I refer not to the game itself, which was a stunning upset, but the much anticipated commercials. Millions of tweets,…; Added by Scott Wintrip at 1:14pm on February 3, 2014

Comment on: Topic 'Dealing with Agencies': d construction engineering) and you may be being called on more regularly by recruiters that are not aware of your skill set. One client of ours commented that one large agency had four different recruiters (4 would be a slow day at the moment - DN) call them on the same day and all attempt to float inappropriate candidates to them. It appears that many are either not using or possess a CRM system. We see our job as a facilitator to growing your business - and that means an efficient quality service that allows you to get on with the running of your business. We also work with other recruitment agencies to fill briefs at no extra cost to our clients. This means that the agencies are calling us instead of you. If you are a client of #####, feel free to direct recruitment enquires from agencies to us at ##### A standard line that some of our clients use is: "We use ##### Recruitment to do our recruitment, if you would like to supply candidates to us, please contact them on @@@@@@@@@@"" Interesting approach... I liked it, something different. Unfortunately, I still cannot use them, but a great idea none-the-less…; Added by Dan Nuroo to Corporate Recruiters at 6:48pm on November 25, 2008

Comment on: Topic 'IT Recruiters - how do you test candidates?': velop a Resource Request for Dallas IT jobs • Account Manager briefs entire team on Resource Request • Resource Request outlines position details, location requests, skill set, technical requirements and team environment • Recruiters begin candidate identification Stage Two — Candidate Screening Our entire team of recruiters is deployed for each Resource Request, maximizing your results every time. Careful screening by recruiters and account managers ensures candidate fit. • Candidates screened and selected by recruiters • Account manager performs second screening of selected candidates Stage Three — Client Review and Approval Time is critical throughout the process. The InSource Group’s goal is 48 hours for resume delivery. Same-day client feedback is recommended. Once feedback is provided, the offer is extended immediately. • Qualified candidates presented to client to interview • Client provides feedback to account manager • Account manager extends offer to candidate • Consultant/Full-time employee starts • Account manager maintains ongoing contact…; Added by IT Recruitment at 4:36pm on January 16, 2013