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Blog Post: Finding and Attracting the Best Talent with LinkedIn Search and AI-Driven Recruitment Tool

Added by Pankaj Deshmukh at 6:03am on May 11, 2023

Blog Post: 4 Ways To Spot Intrapreneurs In Your Workforce

Added by Cameron Briggs at 11:50am on July 13, 2017

Blog Post: Fighting the Gender Gap in UK Construction and Engineering

Evidence of a gender imbalance in the UK construction industry should come as no surprise to anyone, even in 2021. And though the misconception of men dominating the STEM subjects can be…

Added by Caitlin Purvis at 7:59am on March 10, 2021

Blog Post: Know Your Blogging Etiquette or Face the Hounds..: Ok, So we all have to start somewhere and I have recently launched myself into the blogging sphere and not without a few bruises along the…; Added by Mark Lennard at 8:56am on July 27, 2010

Blog Post: How to trust your gut in executive search: Added by Vanessa at 1:13pm on July 15, 2022

Blog Post: Want a career in fashion? Here are your options: Interested in pursuing a career in fashion once you’ve completed education? There are a wide range of options available aside from the ones you may expect, such as designers and models. From…; Added by Caitlin Purvis at 9:29am on April 28, 2020

Blog Post: Employment Branding - Jobsabode.com: There is little doubt that employment branding is one of the hottest topics in recruiting these days. Unfortunately, what a lot of firms implement in the name of branding really has nothing to do…; Added by Pranav srihari at 7:24am on August 8, 2008

Topic: Wednesday Wisdom: Clowns to the left of me - Jokers to the right: er, and she’s turned into this horrible little micro-managing boss-from-hell. Everybody hates the new rules, morale is rock bottom, and most of the recruiters are talking about leaving as soon as they find something else. Because she’s my best friend, the team is pressuring me to talk with her about it; I think it may strain our friendship even further than it already is, and am pretty sure a talk won’t change anything (she’s very stubborn when she thinks she’s right). How would you handle this situation? Really Stuck in the Middle Dear Really Stuck, It sounds like your friend is not only a first-time manager, but possibly also the parent of very young children at home. Did I guess that right? A parenting style geared toward the developmental ages of one’s children can sometimes translate into a similar management style in the office…and a “control and direct” that keeps the peace with a two or three year old can get ugly with direct reports who are used to choosing what to wear and eat by themselves. An intervention is needed ASAP, and I agree that as her best friend you may be the right one to do it. Get her out of the office and into a neutral place where you can talk privately and without interruption, and then tell her honestly what is happening in your department. She probably senses the hostility, even if she may not yet be aware of what is causing it. You may have heard me say this before, but there’s a classic formula for an intervention: This is what I see. This is how it makes me feel. Here’s what needs to change. And here’s what will happen if things stay the same. Start with a general statement that acknowledges your role as both friend and direct report. “We’ve known each other for a long time, and as your best friend I consider myself your eyes and ears on the team. But I also love you enough to tell you when I think you’re making a mistake. Will you give me a few minutes to tell you respectfully what’s on my mind?” Then speak the truth, and come prepared with specific examples of micromanagement. Focus on the facts, not on the emotions of the people around you, and speak to her as respectfully as you’d want her to talk to you. It’s important if you want your friendship to weather the storm. Be specific, too, about what needs to change for the team to regain trust in her as a manager. Tell her you need her to pick the hill, or point the direction, but that you’re all quite capable of figuring out how to get there and make her look good while you do it. Acknowledge that everyone is different, and that there may be some on the team who need more direct management than others; it’s her job as the manager to figure out where people fall on the directive-autonomous spectrum, and to provide the right level of support and structure for each. That's what managers do. The final part of the formula sounds like a threat, but it's really just a statement of cause and affect. “If you continue to manage this team as if we are children, people will leave at the first opportunity for another job. It may not happen today, or even next week, but it will happen. The turnover rate in our team is in your hands.” Simple, direct, without tears or recriminations. And then the choice really is hers. Oh, I almost forgot the most important part of the intervention: I want you to be an amazing success as a manager, because I’m so proud that you got this job. How can I help you do that? Sometimes, just knowing that we are accepted in spite of our screw-ups is all that is necessary to pick things up and start fresh. Tell her that you're proud of her accomplishments, and that you really are committed to her success in this role. It will probably make all the difference in how she processes the information you've shared with her. Bottom line is that she’s lucky to have you as a caring friend, and even luckier that you’re on her team. Difficult conversations are when we learn the most about our capacity to face our fears, and I wish you the best of luck in this one. ** In my day job, I’m the Head of Products for Improved Experience, where we help employers use feedback to measure and manage competitive advantage in hiring and retention. Learn more about us here. Do you have a question you'd like answered in this weekly forum? Drop me a line!…; Added by Claudia Faust at 4:25am on August 5, 2009

Comment on: Topic 'He is still out there!! I need your advice!!': apable of coming up anything. The paper could be sitting at his desk right now when he denied the existence of such a lawyer, Dennis Gregory!!) August 2, 2007 Dennis Gregory. ( see attachment) 2: The total balance Jim Rosenberger owed me is $28,000!! According Jim Rosenberger’s own words, "two of the candidates failed to meet the guarantee period and subsequently either fees were not paid or refunded to the client" , what about the rest of the candidates filled? There is still $18,000 (minus $10,000 from the two candidates). What kind of legal right you have, NOT EVEN THE PRESIDENT, to hold funds belonged to me???????????? Isn't this stealing????? See Attachment. 3: Our contract agreement provided by Jim Rosenberger, Signed by me 0n 7/10/06 stated " The party receiving the fee from the employer should remit the 50% split to the referring party within 5 days of the receipt of the payment. Why do you think you have the right to keep the money for a whole 4 years!!!!!!!!!!!!!!!!!!!!!????????????????? Jim Rosenberger said: 4: Jim Rosenberger lied through more than 6 emails informing me the money was in the mail. He used this strategy to keep me working for him until after 3 months of my useless running after the mailman and realized, far too late, I was played by him!!! It was then I pursued lawsuit with his attorney but he quickly determined his company and disappeared. He changed his company name and his address and email address. His old company name: Rose Search/11353 Olde Tumbury Ct, Charlotte, NC. Email: Jim.reosenberger@rosesearch.com His new company name: ExecSearch Carolina LLC/RoseSearch, 15105-D John J. Delaney Drive, Suite 214 Charlotte, NC 28277 See attachment below. 5: Jim stated that I harassed him. Yes I did call him 4 times, (telling him I am sorry to resurface in his life to make his life full of memories of me) but the rest of the calls are from people I encouraged to call through my posting on Twitter/Facebook/Linkedkin to recognize him as a real people who is running at large!! Enclosed in the attachments are proof of: 1: My contract with Jim Rosenbergers stating payment in 5 days!! 2: Unpaid balance from my attorney whom Jim denied of existence in his below response. (What a white lie!!!) 3: My lawsuit paper against him. lET ME KNOW WHAT YOU THINK AFTER THIS! Donna Zhao is a FRAUDI am going to respond just once. THERE WILL BE NO SUBSEQUENT REPLIESIn 2007 Donna Zhao’s company supplied leads to our firm. Unfortunately, two of the candidates failed to meet the guarantee period and subsequently either fees were not paid or refunded to the client. Eagle recruiting failed to refund their portion of the fee earned. The fee for the third candidate was applied to the outstanding refund and therefore it was a wash, actually we took a hit for part of it. In 2007 a letter was received from an attorney office requesting information, which was provided by our attorney. Our attorney provided the specifics and there was no subsequent correspondence. The files are archived and I have no intention of paying any further attorney fees to have the case reopened.Now 3 years later, Donna Zhao apparently wakes from what I can only assume is a drunken or drug induced stupor or whatever, with the sole intention of extorting money.Her posting suggests that we have changed phone numbers and that she was unable to reach us. We have had the same phone number since 2004.Her company, according to the State of Tennessee, was dissolved in 2008, though she still represents herself and an LLC.Yesterday, she provided me with the name and address of an attorney who she says represents her. I contacted the attorney at the number provided, only to find that this law firm, with multiple offices in multiple states does not know Donna or Eagle Recruiting and there is no such attorney. Furthermore, there is no attorney by the name provided listed with the State of Tennessee, or any other state, except for a Corporate attorney in New Jersey who has never practiced anywhere else.Donna makes harassing phone calls multiple times a day, usually hanging up. The caller ID shows the calls come from Donna Zhao in Salinas California and other calls from other phones.I have turned this matter over to local Law Enforcement and multiple other agencies, both State and Federal. There will be no further responses from our firm regarding this matter, rather to allow the authorities to do their job. …; Added by Donna Zhao at 12:57pm on June 10, 2010

Blog Post: How many interviews does it take to hire top talent?: At the Australasian Talent Conference held in Sydney last month, I attended an…; Added by Ross Clennett at 9:09pm on June 11, 2014