Search Results - cat's eyes

Comment on: Blog Post 'How Twitter Built My Brand': or clients. I'll take it a step further - let's say as a fellow recruiter I recommend Mike to a company looking to hire a recruiter in his area - based on his "brand" I would do so. He gets the job and blows it? Well his brand is now crap in my eyes and I'll probably never forgive him. (not that he would EVER let that happen). So in that way, a brand could be an opening to developing a positive reputation, which is based on results. Geez we could skin this cat a million ways couldn't we?? Seriously Mike that 2 am sourcing stuff is for the birds... :P…; Added by Amy Ala Miller at 12:24pm on March 14, 2013

Comment on: Topic 'Digging Into RecruitingBlogs.com v2.08: The Death of Sourcing': nt conversation to have. There are transformations taking place at the industry, business and societal level that will influence the future. Does anyone have the answers now - probably not. There is a lot of value in having the discussion because it opens are eyes to new possibilities. Staying in the dark and believing that things won't change is not healthy. Most important is to be curious, seek understanding and then create new possibilities. btw - think you would enjoy this archived webcast with Matt Miller on his book The Tyranny of Dead Ideas Recruiting Animal said:Susie, honey, I have a feeling that somebody is going to dissect this argument all over the place on The Recruiting Animal Show this week and it might be a really ugly mess so those who want to contain the damage just might want to be there. …; Added by Susan Burns at 5:38pm on February 27, 2009

Topic: Through the Eyes of Community: ferences? Julia confessed that while she never actually garnered new clients or increased her candidate database, somehow, her productivity always increased, thus raising revenues. She returned to her work space rejuvenated and ready to hit the work day with exuberance and, perhaps more clarity. So, what is it? Maybe we go back to the golden age of networking, what can be lumped into the group: "old-fashioned technology." I refer to it often and yet, it still remains a mystery, except to the individual. We each, individually, know what we need to receive and do to personally move forward with our own personal community but then, should't we give back? How do we do it?, We refer, we endorse, we concede, we placate, we forgive, we pursue, we advertise, we embrace, and we succeed. That is the gyst of community. That is the focus of networking. Make it work. Make it work for you. Make it work for your space and industry. I was listening to a little Bob Dylan as I pulled into Vegas this morning, and his words hit me just right. His poetry crosses borders and industries. I tweeted this earlier, so if you follow, sorry for the repetition, but it definitely bears repeating... "There's no success like failure, and failure's no success at all." ~Bob Dylan Failure is not an option... Drive Success and succeed. Take advantage of the knowledge you hold. Learn more, curiosity pays..., it may kill the cat but it won't kill you. .... by rayannethorn…; Added by Rayanne at 9:59pm on May 20, 2009

Topic: Wednesday Wisdom: Short-timer's Disease: ne year post-hire (their bonus is tied partly to the retention of the candidates they hire), but our agency recruiters currently have no standardized expectations around this metric. What do you think is reasonable? Cat Herder Dear Cat Herder, Reasonable is one of those words that depends entirely on the perspective of the beholder, don’t you think? Since you already know that you won’t be able to please everyone in setting this policy (and there are those who may get downright pissy with you when you do), keep your eyes on what you believe is most important in the outcome. Here are a couple of things to think about in that regard: What is “healthy” turnover at your company? Having zero turnover can be as debilitating for a business as having unusually high turnover. And turnover in some jobs can impact the business more heavily than others. So what’s healthy for your company? Usually it’s not a number that stands alone; it is influenced by other numbers like revenue (and who produces it), expenses (and who manages it), and productivity (and who drives it). Before pay is tied to performance for recruiters, you need to know the impact that turnover is having financially on your company, which recruiters (or agencies) are the “source” of that turnover, and if the departure was desired or not. What is the role of the recruiter in the decision to hire? I’m a firm believer that the punishment should fit the crime, so to speak. How much influence do your recruiters (agency or otherwise) have on the hiring decision? The more control the recruiter has on the selection of the finalist, the more they should be held accountable for turnover in that first year. This goes for managers too, by the way (although their sphere of influence extends for as long as the employee reports to them); a policy like the one you are considering should affect the company as a whole, and not just recruiting. Are manager bonuses tied to retention in their departments as well? If not, consider to be an agent for this change at your company. How do you incent long-term outcomes when payment is made immediately after hire? Ultimately, accountability implies that there are consequences for actions, and it seems to me that there are only so many consequences that can be imposed on agency recruiters: you can fire them, give them more business, or set a minimum fee for their services that is increased based on a solid track record of employee retention for their hires. I like the third option, because you’re paying for a win-win: lower turnover and a long term working relationship with agencies that are as committed to your business success as you are. ** 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 7:25am on July 8, 2009

Blog Post: Finding Meme: How you can take your employment brand messaging viral.

Gather round, everyone. Uncle Charlie is going to tell you the story of the little meme and how it swam all over cyberspace because people loved it so.

Now, first I have to explain what a…

Added by Charles Davis at 12:52pm on November 7, 2012

Comment on: Blog Post 'Why Self-Proclaimed "Recruiting Thought Leaders" are Full of ****': their own eyes), their subordinates tend to do likewise. @ Nicholas: Thanks, too. Whoa! You deal with a high-class type of candidate. While we're talking quantum physics, I remember there's a concept in physics called "though experiment" like the cat in the box, or the near-light speed-traveling twin. The Germans came up with the concept of "thought experiment” which they call Gedankenexperiment, with Gedanken" meaning "thought". It then occurred me that a "Recruiting Thought Leader' could be called a "Recruiting Gedankenkfuhrer" or "Rekrutierung Gedankfenuhrer" in complete German. Next time you hear someone call themselves a "Thought Leader" think: "Gedankenfuhrer"and smile. @ Derdriver: Thanks again. @ Mitch: Thank you, too. "Munchausen by proxy"- we DEFINITELY need more from you, Mitch. @ Everybody: Laying my cards on the table, I'm clearly an embittered man, jealous of these people's success. I think: "Why do these "intestinal parasites of recruiting” get so much money, while causing so much harm to real recruiters and wasting so much time?” ALMOST EVERY COMMENTER AND AUTHOR HERE has much more of value and worth in their information than the type of people I've mentioned- “They who sit with gangrene heart and rotting brain: foaming, fuming, sputtering and gibbering, endowed by their Maker with dim wits impermeable to reason with; cold pallid slime in their veins instead of hot red blood! They are more reptile than human, so low and flat that the foot of man is incapable of crushing them!" @ Matt: why don’t we put on some affordable regional UnConferences around the country where we can hear smart and articulate people like, Ryan, Ross, Kelly, Nicholas, Derek, Mitch and so many others of us share REAL recruiting wisdom and knowledge? I bet there are A LOT of us out here who'd go to something like that, and I'd enjoy working to help set them up. -kh…; Added by Keith Halperin at 3:52pm on May 15, 2014

Blog Post: That's it! If candidates can't be bothered with their LinkedIn profile, than neither can I: I've had…; Added by Martin Ellis at 8:18am on August 21, 2013

Blog Post: 3 Things Driving Can Teach Us About Growth Management: How do you set your focus to achieve your business goals? How do you manage your growth so as to move toward a goal but still be open to other opportunities? Here are 3 things that driving a car…; Added by Louis Bina at 3:23pm on August 26, 2011

Blog Post: Coaching Candidates for the Skype Interview

Our Executive Search work is done primarily in Software, Mobile, and…

Added by Jeremy Spring at 12:13pm on September 23, 2011

Blog Post: Virtual Recruitment Pride March!: Lets have a parade.

I was reading a reply to a question I posed on the Australian Corporate Recruiters site (blatant plug)around why people do…; Added by Dan Nuroo at 6:56pm on June 15, 2009