Search Results - carrying

Blog Post: Promising Career: How to Choose the Right Path: You’ve probably heard it more than once that…; Added by Richard Nolan at 4:19am on July 6, 2016

Blog Post: Is Hiring the Most Important Thing You Do?

Yes… no…. depends? It is a question I most often ask of every manager…

Added by Skip Graham at 1:18pm on September 22, 2015

Blog Post: FLSA and Recruiting: A Follow Up on Other's Comments: Recently a discussion of exemptions and recruiters came up in a response thread. The post was adamant in the position of recruiters being non-exempt.

In general, I agreed with the poster…; Added by timk10 at 3:52pm on April 8, 2009

Blog Post: The Future of Warehousing: Automation, Robotics, and Energy Efficiency: The rise of e-commerce is underway and impacting our highstreets – even before the rise of Covid-19. Due to the pandemic, the shift from physical shops towards online spending has…; Added by Alicia Walker at 5:16am on September 20, 2022

Topic: Linsanity? Oh, That Was So Yesterday... - As a Recruiter When Results Go South - What Then?: LARRY W. SMITH/EPA On the court, Lin’s star has fallen dramatically, as many NBA people suspected it would, once teams started to really scout him and study his game. “It was a perfect storm with Lin,” said one scout, who first saw him play in a D-League showcase in South Padre Island, Tex., in 2011. “He was perfect in Mike D’Antoni’s system. You had Carmelo Anthony out of the lineup. That part of their schedule was favorable. And nobody had seen him play during the summer, because of the lockout. But all of that has changed now.” According to several scouts and GM’s, Lin is projected to settle somewhere between an average starter and above-average starter, at best. He’s got some deficiencies he needs to fix to solidify himself as above-average. He doesn’t have a reliable jump shot, he’s turnover-prone, and he can’t defend a street pole. Read more: http://www.nydailynews.com/sports/basketball/knicks/holes-jeremy-lin-game-plain-ny-knicks-linsanity-hit-skids-article-1.1036741#ixzz1omwEfhpL As a Recruiter, When Results Go South--What Then? The Linsanity Story today provides an important warning to recruiters who start out in dramatic fashion only to fall to earth when results falter. When Jeremy Lin was doing fabulous in his opening twelve games in the NBA the world took notice. It was LINSANITY!!! On Feb, 13 2012 - Hung Lee had a great post on the RBC on the subject. http://www.recruitingblogs.com/profiles/blogs/what-does-good-look-like-recruiting-lessons-from-linsanity What Does Good Look Like? Recruiting Lessons from #Linsanity My comment on Hung's post was: Yet, while the Jeremy Lin story is fabulous at the moment and the media frenzy is feeding on him—it’s still too early to say he’s a lock as the next best thing in the NBA. He’s certainly paid his dues in HS and college, but four games in the NBA do not make you a legend yet. I remember when Albert Pujols was making his way up the ranks in the MLB--it took three seasons with stats that ranked with the best ever before he was truly embraced as phenomenal. If Jeremy Lin is standing tall at the end of the season in the rankings then you have something to talk about. It’s great that he’s stirring the excitement for basketball and is now an inspiration to so many new fans. It’ll be interesting to see how Lin manages now that his opponents will start keying on him with plays designed to nullify his impact. If he can survive and continue to excel then “Linsanity” may be a true phenomena and an indelible lesson for the recruitment process. The reality is, Jeremy Lin is only human. He's a great basketball player who is now having to adjust to the adjustments made to defend against him. If Lin is truly destined to be great, like the Michael Jordans and the Kobe Bryants of the NBA, he will reassert himself again, and again, and will become a force to be reckoned with--or not. The lasting message and lesson here for recruiters in the Jeremy Lin story is that peak performance and valley performance are a given. So don't ever think your great results today will continue unabated and carry you through tomorrow. Hard work; adjusting to expected and unexpected challenges; and a bit of luck will steel you for what comes next. …; Added by Valentino Martinez at 2:45am on March 11, 2012

Comment for: Photi Bouri: ggy responsibilities of wallowing and rolling. Cinders' owners were initially perplexed by the pig's reluctance to act like a pig, but keen observation eventually led them to realize she was afflicted with mysophobia — fear of dirt. The solution was to outfit her with a set of boots, get them on her and convince her to trot in the muck with her siblings. The story illustrates the compassion shown to Cinders by her sausage-making owners, and there are also parallels to how to help others achieve their best. Not to equate staff with swine, but a boots-wearing pig can serve as a reminder to pay attention, provide resources and coach others. Just as Cinderella couldn't communicate her mud-phobia, workers are typically reticent about vocalizing their need for help. Noticing a colleague's struggle before it reaches elevated proportions can often mean the difference between success and failure. Once there is recognition, assess which resources are needed to move toward a solution. Will additional training, staffing, technology — or boots — help achieve the goal? Identify and then coach through the problem-solving or implementation process. The situation will be rectified; the colleague will have strengthened some individual characteristics; and rather than form resentments or miss deadlines, the team will coalesce through the coaching experience. According to the survey of 1,597 employed executives with an average annual salary of more than $206,000, 61 percent report they are satisfied or very satisfied with their current job, up significantly from 52 percent one year ago. Among the 39 percent of corporate leaders not happy at work, boredom and a lack of advancement are the most frequently cited sources. While more executives are happier with their job, the survey revealed that satisfaction levels vary considerably across professions: Profession Percentage of ExecutivesSatisfied With Current Job CFO/Comptroller 68% HR 65% Marketing 63% General Management 61% Sales 54% MIS/IT 53% Across all functions, the top reasons executives are dissatisfied with their current jobs include: 1. Limited advancement opportunities 2. Lack of challenge/personal growth 3. Compensation 4. Stress level 4. (tied) Job security "While stress and job security concerns are mounting, boredom and a shortage of opportunities for advancement remain key drivers of voluntary executive turnover...Given the current outlook for the executive employment market, companies capable of keeping their leaders engaged will be well-positioned for sustained growth." 2008 Chief Executive of the Year If Xerox could duplicate leadership like they do images, they need look no further than their current CEO, Anne Mulcahy, who was selected by her peers for Chief Executive magazine's annual honor. Called "The Accidental CEO" by FORTUNE, Mulcahy rose up in the Xerox ranks through first the sales and then the human resources functions to shepherd the company toward an expected $18 billion in annual revenue in 2008. Once deeply in debt and under the shadow of a suspected accounting scandal, Mulcahy credits a strong team, increased R&D spending and improved customer relations for Xerox's march toward brand fortification and profit. "We needed customer relationships that were more value-oriented than transaction-oriented," says Mulcahy. "By 2005, when customers recognized that we were building relationships, our story in their eyes started to change and that clearly was an important milestone for us, because we knew we could sustain the future." ------ The Brazen Careerist If your college-age kids' attitudes and the work habits of your younger employees seem foreign, you're not alone. Generation Y is moving up in the professional world; and they are bringing a new set of ideals, values, tech tools and perspectives that may upset the status quo. Penelope Trunk, author, blogger and Boston Globe columnist, shares her insight on the generational differences shaping the workspace on The Brazen Careerist. But be forewarned that you never know what to expect on Trunk's blog: part career advice, part entrepreneurialism, part marketing, part techy, and many times personal, controversial and opinionated, she writes as if the filter is off and seemingly without regard to the reactions in the comments section. I heard her speak at ERE Expo (Electronic Recruiting Exchange) in San Diego earlier this year, and found that her strong commentary was not limited to her persona behind the keyboard. If there are 20-somethings in your office or in your life, Trunk's 10 Reasons Why Generation Y's Conservatism is Mistaken for Craziness might help you cope: 1. More than 60 percent of Generation Y go back home to their parents after college. If they go home with their parents and give themselves a buffer, the more likely they will find a job that is suitable for them. They are willing to trade freedom for a great job. 2. Those between the ages 18 and 32 change jobs every 18 months. Job hopping makes them more engaged, because they are always trying something new. It keeps the learning curve high, increases their skill set and grows their network. 3. They have no loyalty to a company, but they have a lot of loyalty to the project they are on. If you are a good manager, they will be loyal to you. 4. They ignore school. They think getting good grades doesn't help them and good grades are not relevant to school. They may not be reading great literature, but 80 percent are getting good internships. 5. Entrepreneurship is a safety net for them. If they hate their job, they think they can start a company in their parent's basement. 6. They won't take entry-level work. Don't have them do stupid, meaningless work to climb the ladder, because there are no ladders anymore. There's no reason to pay your dues if you are job hopping. 7. They want to leave work early a lot and use family as a justification. They will ask you, "Don't you think family is more important than work?" Workplaces talk about family being important; but if the company doesn't support their family needs, Generation Y thinks work is lying to them. 8. They demand non-hierarchical structures, and they think everyone is a team. Everyone plays on the soccer team, even if they don't play well. They think anyone should hear their ideas — even the CEO. 9. Generation Y demands constant feedback. They want to be told they are doing well and not doing well in a delicate way. They want everyone to know that they are great. They want mentors and to be helped and that can only happen with feedback. 10. Baby Boomers stage a protest and sign petitions when they don't like something, but Gen Y is conservative. They don't protest, they just leave. Be honest with them, and they will tell you what they need and what engages them. They put everything on the table and expect you to do the same." There is some good mixed message's in the above, and I hope they give some help.…; Added by Photi Bouri at 6:26am on July 15, 2008

Blog Post: What It Takes To Succeed - The Recruiter's Perspective.: It was 8 years ago in July 2008, where I found myself reflective, hopeful,…; Added by Mike Rasmussen at 1:37am on May 18, 2016