Search Results - confused

When have you been most confident at work, in any job?

I strongly suspect it was when you had a high level of competence in that job.

I recently had reason to recall the start of…

Added by Ross Clennett at 7:08am on May 27, 2014

Blog Post: Digging Into RecruitingBlogs.com v2.08: The death of sourcing: (Feb 27, 2009) Sourcing, as currently practiced, is a short term phenomenon. There is money to be made in the field today because the techniques required to find people are arcane and confusing.…; Added by John Sumser at 10:08am on February 27, 2009

One week from today, Suzie started her fit.

Frank told Suzie to do her job, and not rely on gossip as a source for references.

Like the Tasmanian devil on Saturday morning, Suzie…

Added by Barbara Goldman at 11:42am on August 2, 2013

Blog Post: Confused About Change Management, Lean, Six Sigma, Operational Excellence, Continuous Improvement?: Well, that's not all that surprising. If you've ever felt like you needed to learn the Japanese language just to understand some of the vocabulary involved with these initiatives, trust me,…; Added by Adam Zak at 11:53am on March 17, 2011

A misconception amongst many hiring managers is the belief that…

Added by Tracey Lane at 8:39pm on July 31, 2014

Comment on: Blog Post 'Finding the perfect mate and the perfect employee are more similar than you thi…': engage on a sociable and personal level." Then you end your blog with, "And that's a happy ending to any love story." Aren’t you confusing what should be a professional interface with a personal one? Recruiters, in my view, should not be approaching job candidates or clients from the perspective of a dater. If they do they open the door for mixed signals and misinterpretation of those signals, particularly if the signal(s) is meant and taken personally. Recruiters may love their work and love the idea of attracting and facilitating the placement of viable candidates, into challenging jobs with forward moving employers, but they must be careful not to confuse or cross the line of professional demeanor and behavior. It is not unheard of that some recruiters actually hit on some job candidates. While it happens—it is not condoned by any employer that I know of, nor is getting personal, with a “dating formula theme” with a job candidate promoted in any interviewer training program I’m aware of, and I’ve been around long enough to see most of them. …; Added by Valentino Martinez at 1:01am on July 29, 2011

Comment on: Blog Post 'Employer Branding vs. Catchy Slogans what works?': preach..." Employer branding is actually about organizational behavior and employee experience. This used to be 'fakeable' by employers, but the internet has done away with that. How the company treats people, the management ethos, the day-to-day interaction as we work with one another. Does the company support families by providing paternity leave and leave for people who need to help their spouse or elderly parents? That's a win. Are people paid fairly? Does the company discourage people working 100-hour work weeks? That's a win. Apple makes beautifully designed, technically advanced products. They get an 'A' for products. But despite policies that look good, they don't treat their employees well - this is based on actual discussions I've had with employees who worked there. They get an 'F' for people. When more CEOs are like Accenture's William D. Green, maybe we'll see some alignment in the area of employer branding. He really hooked me when he talked about competence, confidence and caring - I'd be interested in finding out if the employee experience matches that. I did a recent post on his NYT interview: http://wp.me/pmV3G-9H Companies that use slogans instead of providing the right employee experience are hollow. Really excellent post, Paul...thanks!…; Added by Marsha Keeffer at 11:44pm on November 24, 2009

Comment on: Topic 'Workload and Agency Recruiting': who gets credit for which candidate..you'll also confuse the crap out of the candidates, because he won't want to keep track of who presented him where... if you have one corporate account let's say, and they have one opening, assign the guy who you think will do the best with it, however you decide such things..if they have multiple sales needs, then assign one guy to fill one territory, another guy handles the midwest, however it needs to be divided.. if they have sales and IT needs, divide it up that way..if everyone is new, just wave your magic wand and ZAP, anoint one of them a specialist in IT recruiting, another does sales...you get the idea. Another way to divvy up the workload is to have one guy name gather, and have another circle back and do the recruiting..you can divide that by seniority if you want, but the truth is, some people like sourcing and are good at it..some are better at recruiting...some excel at getting new accounts and openings to work.. if guys can do all three, great...but be aware that that may not be the case, so play to their strengths and reward them equally, because it's all hard work.…; Added by Thomas Patrick Chuna at 8:44pm on September 7, 2010

Comment on: Blog Post 'Agency Recruiters will always beat Internal Recruiters. Always.': ial process is the same. To clarify, agency recruiters are working to fill their clients positions. Often, they will have more than one opening, with more than one client. When they have a good candidate, they can, in fact, shop them around. Different people work better at different organizations. Now you have the 'selling' part of the recruiting positions. Internal recruiters are working to fill their positions. ONE COMPANY. There's not much shopping/selling/consulting that can be done if a candidate isn't the right fit for the company. As a matter of point, I often work with internal recruiters for some of my clients. There is a true partnership with them, so I don't see all the fuss. Recruiters jobs are to fill openings. We are NOT here to take care of the candidates, as much as we'd like to say we are. There are organizations who do, but recruiters, in general, do not. Please don't confuse that with recruiters not caring about the candidates. We do, probably more than we should. It's in our nature to make sure people are happy and if not, what we can do to help. The bottom line is that regardless if you are an agency recruiter OR an internal recruiter, our paycheck comes from clients' fees. When candidates start paying our salaries, we can start working for them. …; Added by Linda Ferrante at 9:08am on November 20, 2013

Blog Post: The Client Side - Aging Baby Boomers and the War For Talent: Last week I wrote about our industry and the post bubble world and the responses were fantastic and all really helpful from my perspective. Some of the discussion touched on the aging Baby Boomers…; Added by Todd Kmiec at 11:30am on March 13, 2009