Search Results - compounds

Blog Post: Headhunters: Why Does the Term Have Such a Nasty Reputation?: Once upon a time, a headhunter was a person who cut off and preserved…; Added by Stephen Jeske at 10:46am on May 2, 2013

Comment on: Topic 'The Price of Experience - Exploring Ageism': I’d probably be wary of the older women too but I’d be the least likely to hire an older man. ...the cumulative effect of 30+ years of salary growth — at compound interest, let’s not forget — may mean that the senior person earns nearly double what the almost equally productive junior person does. A lack of general skills makes it harder for them to learn new software, and many seem to resent having to learn. The technology knowledge lag is huge. I prefer hiring “older” workers. To be perfectly blunt, they have less child care issues and don’t expect to be able to take 3 hour lunches because “Thursday is yoga class.” Why hire someone who knows all your tricks when you can hire someone who is naive enough to believe them? Humans would rather hire a young, attractive person in the workplace than an old, not so good looking one. Health care costs to firms are a thorny issue ... At 54 yrs...I’ve never heard of the concept, “You have to make me happy” until I clarified no support for personal tunes on the workstations. I’ve had to explain numerous times why the server blocks certain websites, including net radio sites. I’m the one who has to educate these people with standard office applications. I have to remind them to write the instructions down after the 3rd or 4th time of demonstration..." All those snobby nosed latch key kids that are now labled Generation X need to be told where to go. Yoga class during work…..please. Age isn’t the problem in any workplace: (the lack of) maturity is. And the list goes on, and on...here.…; Added by Maureen Sharib at 5:10am on April 21, 2009

Blog Post: Mobile Learning is Catching On: E-learning caught on so rapidly that the obvious next step is mobile learning. Mobile is spreading like…; Added by Sean Pomeroy at 4:31pm on July 15, 2013

Blog Post: Using Social Media to Recruit Talent and Develop Business

From www.jobsighter.com

Complete post at…

Added by Ryan S Adams at 3:30pm on August 14, 2008

Blog Post: China on the Rise - A Visual Take: From a hiring perspective you could just as easily be watching the rise of salaries in China, but if you want a visual illustration as to why the War for Talent in China is so difficult to win, this…; Added by Frank Mulligan at 2:49am on April 19, 2008

Topic: ATS vs. paper applications for internal transfers - how to persuade the holdouts.: does my LinkedIn account), and I pop in and out of other social networking sites and online search boards all day long. Perhaps it is hard for me to believe that not everybody is to tech driven because I'm part of the generation that grew up with a mouse in our hands and can hardly remember what a cassette looks like. Without getting up on a soapbox too much, I truly believe the ATS my company currently uses for all external hires and internal transfers at all but two of our US locations needs to be implemented in our holdout locations. These two sites alone combined for over 100 internal transfers and promotions and averaged 30 applicants per position. This is over 3,000 applications, many of which include several attachments and addendums. To compound matters, I am currently managing the recruiting process for one of the plants (located in Mississippi) from my office in Michigan. This means that the paper apps get shipped to me via FedEx for review, and then shipped back to the hiring managers for the interviews and for storage in the HR area. Without going any further, I think any recruiter can understand why I'm pushing for the implementation of our ATS, but I am being met with some very heavy resistance. Unfortunately a number of these employees are computer illiterate, and many do not even own computers. In addition, any technicians in the plants do not even have a company email address since they do not use a computer in their daily work. This presents a problem because all of the positions we post internally are salaried positions which require computer skills for the job. Although it seems like an obvious argument to me that a person incapable of applying online will fail to meet qualifications, the managers will simply not buy into it so easily. I'd like to hear from other recruiters who have dealt with similar issues, and how you were successful. I have already prepared an extensive presentation detailing the improved efficiency, accuracy, and security of an online system compared to paper. I have also created a step-by-step training deck for using the system and will be making sure HR, hiring managers, and the 24/7 support line all understand how to use the system. Despite this preparation, I'm still anticipating pushback, so any and all suggestions are welcome and sincerely appreciated.…; Added by Gino Conti at 9:08am on January 21, 2009

Blog Post: Online recruitment: the boom in candidate screening: It is undoubtedly certain that recent technological advancements have shaped the way companies operate internationally. The global access to internet allows HR departments nowadays to conduct…; Added by José Sánchez Montojo at 4:22am on December 17, 2015

Blog Post: PHARMACIST CV

Added by Mandy Fard - CPRW, CMRW at 6:22am on September 13, 2021

Blog Post: Corporate Social Responsibility Base Camp: I rarely ever hear of medium to large sized SMEs ever attempting to develop any kind of 'employment brand' or being bothered about their employer reputation. I also hardly ever see any evidence of it…; Added by Mitch Sullivan at 11:01am on September 10, 2009

Blog Post: Why RecruitingBlogs.com Will Live Long and Prosper...: Seeing that Recruitingblogs.com does not infringe on trade secrets, customers or impose unfair competition to Jobster I think that Jason Davis can rest easily…More to…; Added by WorkFarce at 10:42am on June 27, 2007