the Recruitment industry in the UK. This is a truly superb opportunity and offers the individual who secures it a fantastic career and earnings opportunity.
Anybody interested in this role MUST be legible to work in the UK, possess solid experience in the UK Education Recruitment market, and proven leadership/management skills (minimum Team Leader level).
Salary/package is entirely negotiable and designed to attract the very best.
Please forward CV's to:
Peter J Reed-Forrester
Whitewave Solutions Ltd
Tel: +44 (0)845 077 4014
Fax: +44 (0)845 077 8015…
For me, no matter what, I will always have a Blackberry or something similar, to stay in the loop with my people. As a matter of fact, the more capable the phone is, the less I need to carry. 2. My laptop. The only issue I have is enough hard drive space. 3. The other tools that I can't live without are my sourcing tools. I hate manual labor when I can simply zip through something and be done with it. I guess I will always spend money on *something*
What's on *your* list this season? - P.S. Walmart will carry a 4-gig $99 iphone a few days before Christmas. The Caveat? AT&T as your provider.…
net? I do not mean job boards and social networks, but on the net itself.
Everyone is making some good points and the passion and energy is awesome, but it seems like the vast majority of the responsders to this agree that the opening line (Sourcing is Dead) may be a bit drastic, but there is no question I am 500 times more capable to do my job today than I was when I started in 1986.
The technologies have unquestionably made it easier to get more work done is less time, but I still have not seen a RADICAL difference in the talent I place from internet sourcing versus good old name gen. They are all good.…
pay off. decisions need to be made every so often and Joel reached that point and it was probably a "do I continue at it alone or do I take what I have built and allow someone else to leverage it to a greater degree than I am capable of" I think he dis the right thing. I just hope he was paid a good amount for the good will and equity he built into it. I have no doubt the day to day expertise he brings to Jobing is well worth everything big I hope they are paying him. Congrats again Joel. Don't forget who interviewed the big cheez first. I need to find that interview.…
ample, if a hiring manager is asking for someone with 10 years of experience, and a list of other skillsets, and I present a candidate who has all of the skills they ask for, and has say, 6-7 years of experience, or even 5 years, but this candidate is also a MBA, Masters degree Ivy League graduate, with good job stability in their limited experience, it is quite ridiculous for a hiring manager to pass on their resume without evaluating them in person. Not only is the person with less experience more affordable, but often times they are just as capable if not more than the person with more years. That's just one example of many... In many cases, candidates are worth evaluating in person, before eliminating or judging based off their resume.…
short people in his quote cited here.
@Mark--a categorical A+ player brought into a "B" or "C" operating company can deflate that rating and that player big time if the culture says one thing but does another. How many of us recruiters are on the phone with "A" players wanting out of such poor performing companies? I think plenty.
Plus don't be too quick to fawn over "A" players because "B" players and rabid "C" on paper can vault into "A" performances if given the right opportunity at the right time. I'm particularly speaking of current employees quite capable of turning in "A" performances if give the opportunity and support to bring in desired results.
as always been to introduce candidate that: Are qualified, available and interested. Once I get the feeling any of those three is missing - I shut it down. In this case - if he were actually interested, he would have been prepared beforehand - which he clearly wasn't.
But also - just the idea of him losing the invitation. Often times when someone throws me an excuse - for anything (even in real life) I ask myself "How does that happen? What took place that makes "this" now the case?" I just can't picture a guy deleting an important email. And even if he did - was he not capable of simply opening his Deleted file and figure things out?…
ss speaks with an employee. To one audience, the person involved is described as a woman, in the other he is a man. Time and again, male participants (and, in some cases, women as well) judge the resume more harshly if it is a woman's, or say the speech was strident if given by a woman but assertive if given by a man, or that the female boss was pushy while the male boss was concerned.
Women in these studies are typically judged to be less capable than men with identical qualifications, but it's not impossible for them to be seen as competent. The problem is that if they're understood to be capable, the majority of respondents also see them as less likable. "The deal is that women generally fall into two alternatives: they are either seen as nice but stupid or smart but mean," says Susan Fiske, a psychology professor at Princeton who specializes in stereotyping.
And unlike racial bias, there's little evidence that these attitudes are softening.
According to Eagly of Northwestern, the problem isn't that women aren't traditionally understood as smart, but that they traditionally aren't understood to be "assertive, competitive, take-charge" types. More than intelligence, she argues, this "agentic" quality is what we look for in leaders, and, as both surveys and experimental studies have shown, we find it deeply discomfiting in women. Whole article here.
Sourcers! Don't be left out – there’re only a few days left! Get listed in 2008 Book of Sourcers!
Do something today you don’t think you can do. Lose phone fear here.
NEW Join the SourcersGuild Ning network here.
Join the MagicMethod telephone names sourcing group here on RecruitingBlogs here.…