ual Christmas plans this year, a lot of it due to job loss(es) in the family, etc. And I know how unnerving it is to be cut loose when you've been somewhere a considerable amount of time. The last 3 years have been a weird evolution for me, and I just am so thankful that recruiting (and working daily w/ my hubby!) has ended up being something I love. Never would have done this if I wasn't laid off back then.
Keep giving your mom this great support, maybe take her for a little spa treatment, and send her resume to everyone who offers to help - you probably have lots of karma points built up for all you share and contribute... p.s. of ocurse, feel free to send her resume to me and I will talk our clients in that area.…
but the whole spectrum of recruiting/client development services)
There are videos sprinkled around the internet where a considerable degree of success is claimed by Bountyjobs. Most recently the video from Recruiterearth.com with a snippet of Jeremy Lappin, CEO of Boutyjobs indicating your network/group is doing "Thousands of placements annually".
I am very interested in "thousands of placements annually" myself. Those are the kind of numbers we can only dream about - until now! You are claiming this is the level you have reached - yet I can not find more than a handful of any reference to recruiters being successful with your site.
Would anyone associated with BJs please clarify this for me? I am certainly not the only one wondering. Also wondering if the other Jeremy who posted last week about not getting his money even after the clients sent him copies of cashed checks has been resolved.…
kedIn, professional sites, alumni and college sites, search engines and the open web, we bring over 15 years collective experience in safe, fast, comprehensive automated resume search. If you haven't had a chance to take a look at our product, you may want to consider a quick 20 minute demo which you can request through our site: www.talenthook.com.
Consolidating resume search is one advantage to resume spidering, with a solution like TalentHook you can also eliminate duplicate resumes appearing in your results, you can rank your resumes, automate boolean search logic for all of your search channels, search your existing database for resumes you've already collected and more. It really can (when done correctly), shave considerable time off of your recruitment process.
Best of luck to you and if I can clarify or provide additional information, it would be my pleasure to assist you.
ncountered plenty of scenarios where it has just opened the door for the candidate to be under a bigger microscope and walk on egg shells in hopes the perm contract will come. On the flip side- since locums is not cheap this can also put off your client (depending on time frame) if the candidate at the last moment decides the location is just not for them. Part of my role as recruiter is to not only understand job order, organization culture, and ideal candidate fit, but also the location. Again since all of my placements call for relocation I need to spend a considerable amount of time knowing the schools, athletics, shopping, dining, arts, etc. Sure- I can leave it all up to me clients to sell, but my experience dictates that you leave little to chance in this game. I agree Debbie- huge commitment indeed by all parties. I would love to hear how others tackle relocation issues..especially if it comes down to being the main obstacle in making that placement.…
loyees and waste time and money on an ineffective plan.
Find out the reasons to adopt a pay-for-performance plan and the steps needed to create one that will encourage your talent to excel.
HR and business leaders must devote considerable time to analyze and decide if a pay-for-performance plan is right for a particular organization. In this hour-long session, HR expert Stacey Caroll, MBA, SPHR explains all the ins and outs of preparing to implement this model in your company. You'll learn to:
• Define pay for performance, and understand how it can build upon standard yearly raises linked to performance reviews.
• Evaluate the potential positive and negative consequences of adopting a pay-for-performance plan.
• Identify whether or not a pay-for-performance model is right for your organization.
This webinar has been approved for 1.0 credit towards PHR/SPHR and GPHR re-certification and 1.5 credits towards CHRP re-certification.…
earnings is the problem. Company CEOs do not want some idiot hedgefund executive, who makes money on money -- who has probably never created anything of lasting value in his or her life -- screaming about poor earnings. I wish there were more investors like Mr. Buffett, or more CEOs who had the courage to tell those guys to shove it. But alas, Board members do not want to be sued. They usually cave. So why don't we include prdudent management as a defense from this silliness -- if the company is making money and focusing on fundamentals, some bozo investor whose main drive is greed should not have access to the courthouse, or at least we should put them some considerable risk if they fail with their litigation. Better yet, limit their options to mounting a proxy fight or shut up.
But then I digress...
Spoke with a Wall Street M&A banker last night. His view is that things could begin to improve by July or August. Still, no one knows for sure and his comments were based on a belief that the U.S. economy has probably been in a recession for the better part of a year and that the normal uptick is usually 15-18 months for a bad one.
Personally, I am tired of being BUSHed and 01.20.09 can not come soon enough.