bring in so much of the cash. You are the person who wants the desk to open up so you can do both contract and full time instead of passing by opportunities where you can make money. You are the person that wants to know what it is like to run with both sides of the desk sales/account managing and recruiting to double end the deals. You are the contract recruiter that wants to break through the earning ceiling set by his/her hourly rate. You are the corporate/internal recruiter that fills all of the openings and doesn't get compensated properly especially after watching agencies get $25,000.00 to $30,000.00 for doing the same thing you do.
I can give you a glimpse of what it is like to work for an outfit that has that all available for you. We are a smaller, but growing, staffing firm Headquartered out of San Mateo. We are a full service firm for our clients (Contact, Perm, Contract-to-hire, and Pay rolling). At The Mice Groups, Inc., we do everything we can to give you as many ways to make money instead of limiting you to working only one side of the desk.
I've been in the business for a while, I've worked for a few other agencies, and I’ve designed this agency to pay successful staffing agents more than anyone else. How else will we keep you here, or tempt you to come? Aside from that the environment is great, but you can see that once you come meet us.
We have been in business since 2001 only hiring when we grow and can no longer handle the amount of business we have. This is one of those times. If you are interested please email me at email@example.com or call at 650-655-4800. Check out our website www.micegroups.com if you want some information on us as a company.
Looking forward to hearing from some of you.…
ater those issues are still there: am I disloyal? am I selfish? what does this choice say about my values? For some candidates the pain isn't found in their inability to push through the glass ceiling; it is tied to self-confidence (I've found this more true of candidates stepping into their first Director level role than any other).
You indicated that it is the recruiter's role to help the candidate through the transition. I agree, and think that in this case the recruiter (as the middle man) should have poked harder to explore this inner conflict with the candidate before the offer was even on the table. This lady needed to come to one of two conclusions: either "I want this job so bad because it is the next step in building my career," or "I'm not ready to leave my current employer because I haven't explored all of my options there yet." Either would have been a good choice; it is the recruiter's job to ask the hard questions that move the process to conclusion.
Regarding how easy it is to make a deal, I think you said it better than I did - but we're both a little bit right. We don't get paid because it is easy. But after you've been down the path a few times you begin to recognize the mile markers: interest, commitment, negotiation, close. If that progression were a mountain, commitment would be the high point, and everything that comes after commitment follows the laws of gravity. My point was that it is sometimes harder for a seasoned recruiter to stop a deal when the signs of commitment aren't there, or are very sketchy, and we know we have the ability to influence the candidate to accept. So what is the right thing to do?
Jerry Albright said:Sorry Claudia - I'm gonna disagree...
ve continued to come back for more. We can all select an industry we know and/or love to work in; mine being advertising and marketing. Having conversations with smart and witty people all day keeps me jazzed. Though the roller coaster of the past decade offered a little more thrill than I signed up for, I hung on tight. Okay, occasionally I threw those hands in the air and just took the beating.
Otherwise, it has just gotten better in recent years with technology. And I do not mean because of job boards - I avoid those completely - but due to the time savings and flexibility. We used to mail, then fax, resumes. And we shipped candidate creative samples all over the country and chased down their return, getting them back to candidates. Now it’s all digital files and URLs. We can Skype interviews to save time as well. I love recruiting because I worked on the beach this month! Had my hot spot a few yards from the ocean at Siesta Key Beach on a few occasions. My business has always been based in IL. However, since December this year I have been able to work from the Carolinas, Georgia, and Florida. That kind of freedom just puts the final polish on the thrill of the hunt (and of course the “kill” in particular).
Beyond physical mobility, there is the day to day liberty of scheduling. I can plan my day as I like. I choose the projects I work on. And who I work with. I fire clients I can’t educate - those that refuse to understand the effort put in on their behalf and don’t communicate in a timely manner. When I can avoid having the hunt just become a chase, it allows me to spend my time as productively as possible. I can go to a child’s recital or game in the afternoon and work that evening. Finally, it is good income without limits. No one is putting a ceiling on it for me.
So why would I ever “retire?”
Women”. Is it coming soon? Because this portion simply makes the case for women being their own worst enemy in accepting lesser roles and therefore deserving lesser pay. And taking time off for family reasons and so lost their place in line for earning monetary rewards.
Where is the mention of those who did not lose their place in line, but are still in the line for fair pay? Or those who excelled in traditional and non-traditional job only to be overlooked and passed over come promotion time? And where is the mention of the Glass Ceiling all polished and still present? It’s not even implied much less mentioned as a contributing factor to the discrepancies between men and women in the work place, chief among them -- lesser pay, fewer opportunities, and stagnation due to detours and barriers positioned to block women from keeping pace with their male counterparts, peers and contemporaries.
I particularly missed the mention of Walmart, the largest employer on the plant, now in front of the Supreme Court, being made to answer for thwarting, denying and holding women down in lower paying roles. Are those subjects worth mentioning? And Jason, your attempt to not be condescending, by stating, “Don’t give up hope women of the working world!” With an exclamation point no less, is a little condescending don’t you think—it’s a little like saying, “In spite of your short comings and lowered expectations based on your career decisions—“Don’t give up hope…”, because there is at least that--hope that some of you will prevail.
Do you not realize that the emergent majority of new entrants into the working world happen to be women? That their shear numbers now in business, education, the arts, entertainment and sports, to mention a few places of visibility—is magnified by their performance. And your take that men are better negotiators than women is a stretch. When is the last time you browbeat a women—a fellow professional—peer, subordinate or superior into their supposed place? In fact, when was the last time you browbeat your wife, your mother, your sister, and don’t even mention your daughter (if you relate to any of these formidable females) into their supposed place?
urance is not enough for top talent.
it was quite simple for her to get reassurance from and an external source, within the last 3 years she had 3 recruiters try to headhunt her - but she stayed loyal and never submitted a resume to another company.
Think about it this way (as the company might have): she managed 3MM of business. its a 30MM operation - that's not talent that is easily replaceable, re-trainable and some of her clients relationships (50%) might go with her.
Leverage can be used for the greater good - I think what Nicky decided to do with her leverage says more about her character and that she really understands her self worth. All that sweat equity ( 80 hour work weeks+) came to fruition.
Bill - I think you nailed it - its all self interest. Even the counter offer is in the best self interests of the company AND now its part of their retention process!
Robert - Martin Varnier Research - you mentioned is an article not really shows any real numbers. Maybe you can add the link ?
A plan is only good if your manager does it and your company doesn't reassure you constantly that you are getting a promotion. I think that's good advice to be proactive and walk into your managers offfice and say" here is my 3 month promotion plan" BUT now they might think of their own 3 month plan to get you out or worse: give you unrealistic goals. not every company is decent and well managed.
Like i said this is a risky strategy - I would ASSUME (because i haven't found real numbers to back it up) that less then 5% of people get to stay and thrive.
BTW she went from earning 45K to almost 80K - and no ceiling on commission's.. Nicky is thriving in her new role - also introducing the company to new avenues of revenue via social media. its been 6 months and all is good - but I will update if there is a change. I can see her staying with the company for another 3-5 years before moving into a senior role - or...who knows.…