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Blog Post: When There Are Too Many Candidates: Whether you are working in internal our outside recruiting, when there are too many candidates something is wrong. The problem is that the job specs are off. They are either…; Added by Todd Kmiec at 7:15am on January 28, 2012

Comment on: Blog Post 'Heather's Twittering...': a play-by-play of your day.... for anyone who cares to know you on that level. That's interesting.. and, like I said earlier.. strange at the same time. You would not really want to do that in a place like this (correct me if I'm wrong.. or you disagree). I can say that this has expanded a few more brain cells for me. That's 4 of the 10 I have left. Thanks folks.…; Added by Jim Canto at 5:40pm on February 8, 2008

Topic: Poor levels of service to senior candidates, when will we learn?: ounds and industry sectors recently who are fed up with receiving poorly written rejection emails and who have little or no contact from consultants who have their details. Those that are interviewed frequently find the experience a nightmare with poorly trained recruiters less able to conduct an interview than themselves! The picture is just as bad within the recruitment industry itself, which is why I'm attempting to correct this through expanding the recruitment to recruitment side of my business. I'm keen to know what others feel about this? …; Added by Stewart Stone at 7:31am on January 19, 2011

Comment on: Topic 'Does Recruiting BLog work': th persons that may have opportunities to share I think that its original mission was to give recruiters a place where they could congregate and share great ideas and thoughts... a community of recruiters and driven by recruiters. (if Jason spots this and I'm way off base I'm open to getting corrected, of course.) You'll find several postings and messages sent out here about working opportunities, but I think you're more likely to find great networking contacts and relationships first... that could possibly lead to what you're immediately looking for today. A few things you might consider here on RBC... Begin a quick blog to showcase your expertise or background. Expand a bit on your profile - focusing on your availability and work history. Find more groups and discussions to participate in. If social networking for your next gig really isn't of any interest to you... you might want to give a look at services like www.RecruitAlliance.com - where you can freelance recruiting work quickly and easily (and that gives you an easy foot in the door at some larger companies.) The first month is free and it's only $75/mo. after that. There are others... that one just comes to mind since I was on the phone with them for a few hours yesterday. :-) Hope you find what you're looking for... and you stick around RBC!!! (I just sent you a connection request.) :D…; Added by RecruiterGuy at 10:55am on October 10, 2008

Comment on: Blog Post 'Lies, Damn Lies, and Recruiting': are the minority creating noise that is way out of proportion. Amy is 100% CORRECT. I think these morons that do treat candidates that badly are in some ways good for those of us who are professional: they make us shine when our chance comes. At the end of the day it is all about setting expectations. If someone applies and comes in for a specific job we posted somewhere, we let them down if we don`t think they will get it. If it is nigh on impossible, be straight so that they and no-one else waste their time: focus on the "high probabilities". I even tell people to apply directly rather than through me as an agent in some cases where that would help them (i.e. very low probability). For people who we "headhunt" and are looking for suitable roles to pitch, I actually forewarn candidates that I am most likely not going to place them. I work for a select group of clients and if the roles and timing don`t work out then that is our fate. But if they do, I will do everything within my power to assist them to get that job. Even if it is exclusive I have to tell them I am also helping "the other guy" and may the best man win. Sad to hear how shitty the market is over in the States. But it does explain why some internal recruiters over there treat agents like shit when their company eventually expands into Asia. Such is life though, we just have to prove we are better than that.…; Added by Murray Clarke at 4:48pm on March 22, 2013

Comment on: Blog Post '5 Reasons Millennials Can't Find Jobs': ted you to have all we could afford for you to have and do and a whole bunch of our generation could afford a lot because of the work ethic we got from our parents. So we worked , sent you to all kinds of lessons and activities etc. then we woke up one day and wondered why you felt entitled. It wasn't supposed to work that way. We protected your little psyches, insisted on political correctness, went on and on about sensitivity. No the hell wonder this generation is not tough and is more worried about who is a racist than winning a race. No wonder so many are a bit confused about how all this is supposed to work. However, it may be a little late but now that we are about ready to pitch you the keys, you are getting your chance to fail or not and pick yourselves up so you know you can..and you will. I remember the day with clarity that I really realized I could take care of myself and two very young kids without any help from anybody. It was the most empowering day of my life. Your late start may be partially our fault but at least most of you are better educated , your horizons are much more expanded than ours were. Now if we can just stand you until you get over all our help your generation will make their mark. I can't wait to hear you tell your kids how tough it was when you got out of school. :)…; Added by Sandra McCartt at 3:46am on August 18, 2012

Blog Post: Redefining Employee Referral Programs into the Modern Referral Network

Ask a recruiter where she gets the highest quality candidates,…

Added by Lori Sylvia at 8:47pm on May 14, 2015

Blog Post: TECH TIPS FOR VIDEO JOB INTERVIEW

Using video as a recruiting tool is a relatively new…

Added by Recruiter Raya at 1:34pm on April 23, 2015

Comment on: Topic 'Where Do You Find The Majority Of Your Candidates?': rify its content with the hiring manager--so you're clear on what is required (in writing and what is verbalized). You then start building a target list of places to start looking for viable candidates. Amy is correct about going to the competition--but start by asking your hiring manager to prioritize a list of competitors you should pursue/or should not pursue. I mention this because sometimes companies have joint ventures, or existing legal issues with a competitor that makes them "untouchables" so be careful (when I was recruiting for Purina we could not pursue two obvious targets for those reasons). If you don't have an operative Employee Referral Program (ERP) depending on the job/pay level and discipline--ask permission from your hiring manager to interview valued employees who are either in a similar position you're working to fill, or were promoted out of such positions. They can be a gold mine of information on where to look and even whom to look for. Getting introduced to them by the hiring manager is a plus--it sends a message that he wants to include them in a team recruitment effort. This intro will aid in befriending them. Give them a job description and your contact info. Pick their brain on their backgrounds e.g., past employers; professional and technical organizations they may belong to (where membership directories can be accessed). Post your opening in all the standard places and use your imagination to think-up additional places. I can say more, but I have to assume your making some headway having done some of this homework already. Good luck to you as you build your network (as Holand recommended) for this and future searches. Hope this helps. …; Added by Valentino Martinez at 10:48pm on October 18, 2011