Search Results - corporate

Comment on: Topic 'Will LinkedIn Recruiter Make Executive Search Firms Obsolete?': use....That could cause the swing.…; Added by Ryan Leary at 10:13am on December 13, 2012

Blog Post: Why Corporate Cultures are Key to Employee Referral Programs: A values-based corporate culture is fast becoming an integral factor in the workplace. It sets the tone for the daily employee experience – employees want to feel good about their work activities,…; Added by Assaf Eisenstein at 10:56am on January 21, 2013

Blog Post: Corporate Recruiters: Check Out "Nine Steps to the HR Exec Seat"

Attention corporate recruiters:…

Added by Assaf Eisenstein at 10:10am on May 29, 2013

Blog Post: New e-book on hiring for corporates launched - feedback wanted.

Hi all,

We will shortly be launching a small e-book on recruitment, a kind of guide to hiring for corporates and before we officially release it to our clients we wanted to open it up to…

Added by Nick Leigh-Morgan at 5:19am on September 24, 2013

Topic: Are you looking to hire military experienced professionals?: ndidates …; Added by Varun Sharma to Indian Recruiters at 3:41am on November 29, 2013

Blog Post: Contract Recruiter opportunity in NYC: Got a 3+ month contract recruiter opportunity in Mid-Town NYC for Pfizer.

Need corporate experience with corporate groups such as finance, I.T., Legal, Communications, etc. and 8 years of…; Added by John Pettine at 3:11pm on January 29, 2010

Blog Post: Engaging Your Candidates With Blogs: Attention corporate recruiters! There has never been a better time to start a corporate recruiting blog. Read my article posted today on ERE to learn more:…; Added by Ben Gotkin at 8:56am on February 12, 2009

Topic: In need of a mentor from the corporate recruiting world (preferably in the Los Angeles area): t shot down. I know I am doing something wrong, but I really don't know what it could be other than lack of corp experience. Perhaps I am just losing out to other corporate recruiters who have better experience than I. For this reason, I am going to take a break in my search and switch gears a little. Right now I think I just need a mentor. Maybe someone who was once in my shoes and made the actual break into corporate from an agency? Looking for someone to give me advice, constructive criticism, etc. Anyone? Not looking for much time. Maybe a phone call every month for a Q and A session, or an e-mail buddy. Thank you in advance! -Cristina …; Added by Cristina Lewis at 8:00pm on March 21, 2016

Topic: Headhunting from a Corporate recruiter's office: itors via cold calls, social networks, linkedin invites, etc, at least part of their time. It adds value for the organization for which they are employed, and goes against the myth that corporate recruiters are nothing more than paper pushers and job ad placers. However, there are still corporate recruiters with whom I speak who feel that as a corporate recruiter, headhunting directly into one's competitors can be a slippery slope. I will not state some of their reasons as to keep this discussion as objective and fresh as possible. My question to the group is when, if ever, is it NOT acceptable to directly source into your competitor and/or business partner? We can certainly exclude non-competes from a legal standpoint such as law firm/client or CPA firm/client relationship, where it may be both legally and ethically unsound to do so. But what about the less clear cut cases? For example, two firms who have a joint selling arrangement where one delivers the software and the other delivers the hardware for a product. I would like to hear as many viewpoints as possible. I posted this question to a linkedin corporate recruiters group a few weeks ago and I felt like virtually all of the answers were the types of answers you'd give in an interview (not very thought provoking or controversial). Let's mix it up a bit here. External headhunters, here's your chance to sell your case for using the outside hired guns! Thanks.…; Added by Chet A. Hazan at 3:51pm on June 2, 2010

Comment on: Blog Post 'One thing [Overloaded] Corporate Recruiters value in Recruitment Agencies...': nd then respond in a timely manner when a candidate is submitted. Conversely the agency recruiter would carefully read the job requirements and vet each interested candidate by thoroughly interviewing the candidate, and then only submit the very best of the lot, no more than 2 or 3. Once your candidate is accepted, then determine the time frame from the corporate recruiter as to next steps, keep you candidate in the loop and don't bug the corporate recruiter, until they do not live up to their end of the agreement. In reality too many corporate recruiters simply abuse the relationship they have with agency recruiters by not reviewing submission quickly or at all. By not providing any feedback or very little and in some cases taking the referral and THEN searching their resume data base to determine if the candidate is in it and then reject the agency referral. Agency recruiters can be just as bad; posting the job requisition verbatim all over the net and then submitting any candidate who looks reasonably qualified to the employer, hoping against hope that one of the submissions may make it through. The relationship between the corporate recruiter and agency recruiter is complex but should not be viewed as adversarial. Both want the same conclusion, a placement or filled requisition. A wise corporate recruiter knows that a true agency partner will be there, when needed to help fill a critical position; and a smart agency recruiter will understand that corporate recruiters have a lot on their plate besides feeling requisitions. Their job is to shoulder the responsibility of thoroughly qualifying candidates BEFORE they are submitted and then work within the parameters set by the corporate partner. …; Added by Louis Volpe at 12:32pm on March 10, 2011