ested in volunteering as beta testers once the beta is released. You can find more information about my software at my LinkedIn page http://www.linkedin.com/in/kevinjenkins. Please keep in mind, I provide only a very general overview there in order to protect our competitive advantages. If after reviewing my LinkedIn profile you are interested in participating in the beta testing program, please send me a LinkedIn invitation referring to beta testing in the message. THIS INVITATION IS FOR RECRUITERS ONLY! Please ensure that you have a LinkedIn profile I can check to confirm that you are in fact a recruiter and not associated with any competitive products. Finally, testers who provide useful feedback will receive a complimentary license if they choose to use the software. I look forward to hearing from you!
Kevin E. Jenkins
do to create a true competitive advantage over your competition (and I am talking about going further than just offering a lower mark-up or saying the same exact things every company tells it's prospects like "we have a larger database of candidates", "our recruiters do a great job of interviewing and reference checking", or my favorite, "the time it takes us to fill the job is much quicker than all the rest"). If every company in the industry is "selling" the same things, it is not an advantage, but more like the industry norm.
Has anyone found a process that really makes them stand out and provide a "better" candidate and a better service that results in creating not just a "satisfied customer", but a loyal client?
Thanks in advance for your thoughts.…
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ck after its posted to see how easy it is to read through and if it would be something we should try and post regularly.
Looking forward to you joining us later today for Suzy and what should be an active dialogues around competitive intelligence! Cheers! Susan
Jason C. Blais said:I'm looking forward to the discussion this afternoon! We've been trying to define this particular role- competitive intelligence- and look forward to some new insights.
I missed the Tuesday chat, any chance I could get a summary? I'm curious about what people thought. I am always trying to get the HR folks I work with to get more involved in the technology including social media. It's always like pulling teeth...
l not be so naive as to discriminate against unemployed candidates. Yes, the largest, most visible companies will do this, primarily to winnow down the number of resumes that need to be screened. But all of the job growth is with smaller companies who don't have the "problem" of too many qualified applicants. We ONLY recruit for companies that are privately held and under $1B in revenue and NEVER run into this problem. Small, agile, entrepreneurial companies are too smart to eliminate outstanding potential candidates. If your client is discriminating on this basis, fire your client. They are not going to be competitive, long term. Work with companies that use common sense! Oh, and did I mention that unlike their oversized counterparts, smaller employers are willing to negotiate reasonable fee terms AND pay their recruiting invoices promptly.