and the fee are very different things indeed. Just because as Recruiters fees is less it does not mean the process will cost less; more often it’s more expensive. Whenever I am discussing this topic I am always reminded of the quote “If you think I am expensive, imagine how much an amateur will cost you”
The very best recruiters are rare commodities; finding and engaging with them requires a clear strategy. I often tell customers that just driving down the agencies recruitment fees can be a false economy, the negotiation process with the Recruiter must be managed correctly. The best Recruiters are motivated Recruiters, and understand the value of making an investment in the negotiation process; and for the right commercial engagement or agreed process, they will often agree to reduce their fees; whilst still being motivated to deliver quality. Those are the agencies that realise that an equally motivated customer, who has a commitment to hire, with a refined recruitment process in place, is also an equally rare commodity. …
conomy is still shedding jobs because we aren't in a recovery.
We have a bunch of unsupervised children trying to take over every economic sector and industry - it's no wonder employers are paralyzed...nobody knows how much it'll cost yet to HAVE employees, or if the executives will be frog marched outside and sent to the gulag because their offices are too big.
Seriously, why try to grow your business when the gov't appointed czar will run it for you?
The plan is to fundamentally change the system.."recovery" isn't part of the plan.…
ewer people posting their resumes up on boards, the less of a reason companies "need" a relationship with a job board. In my mind, its the ability for firms to network their job boards together at no cost to them, that's the big juicy apple. The fact that the article quotes an job board industry rep as calling .jobs an "economic recovery killer" shows that they are taking this very seriously.
It really doesn't matter about the user experience. People don't go to a job board because of the user experience!…
he article was in quotes. "One such story which has been making the rounds starts in (not-so) Merry England where “A human resources executive was forced from his job because his employer found his resume online and that he would consider career opportunities”.
Not factual. As both Bill and i have pointed out. He was not forced from his job because his employer found his resume online and that he would consider career opportunities.
Daniel went on to opine that they should have issued him a memo or had aquiet word. As Bill said and i said and is reflected in all the news reports....they did. So again albeit Daniel now indicates he was talking about a hypothetical situation or sort of based on his reference to this specific situation, he didn't get the facts right.
The headline was "The Cost of (personal) Social Media Accounts" followed by the above quote indicating that the it was a social media account ie; a resume and checked box that forced him from his job. Perhaps if Daniel were going to refer to this specific story it might have been prudent to include all the facts as reported. ie' the derogatory remarks within the profile and perhaps a headline that said, "The Cost of making derogatory statements about your employer in your (personal) Social Media Profile."
In Daniel's response to Bill above he indicates t"I just think that certain facts are currently being presented incorrectly and thought I would try to bring light to the most obvious--that it seems odd you lose your livelihood over incorrectly filling out a profile; "
Thus my question to him. What facts did he feel were being presented incorrectly and his source.?
I didn't read it as a "What if" either. Daniel is correct that profiles need to be reviewed but he has a lot of opinion in there about "The Man" telling employees what they can and can not put in a profile. After giving the impression that this person was fired for having his profile on linkedin with a box checked. I simply don't think when we take bits and pieces of something that is really going on in the real world to shore up our opinions that we should leave out the facts of the real world , particularly when we put it in quotes. That is my point as to misinformation by ommission if you will. If that is over reacting then i am certainly guilty as charged and that bes my opinion.
Oh and Castro is not dead according to the news reports, no matter what anybody read on twitter. It's too easy to start stuff that spreads like wildfire that can have real unintended consequences.…
ust more cost for the outsourced response mgt company. What we should realy be focusing on is what you let individuals see, so many of the industry, myself included just drop the standard postings into fields which then loads via an agrigator of some nature, as it is far easier. I think we, as recruiters, should take some responisibilty and use greater advertising techniques to target our audience. I do agree with the ATS systems and a set of pre screening questions thereafter. Using Graphics, Audio, Video, Flash, Footprint tracking, advert positioning, and google add word search may reduce the dissappointment factor and hopfully limit the 90% unrequired.…
fortune of interviewing.
"Corporate recruiting = post and pray. That drives me nuts. I am a proactive recruiter. When I identify good candidates, I am invested to get them invested." ~Becky Metcalf, Former Bully ;-)
"It's the strong recruiters with the relationships built over the years that will last. It will be the scramblers that will fail. You have to know how to sell and understand really what recruiting is. A recruiter is a recruiter is a recruiter. Forget that you are a specialist in this or that and remember that you are, above all, a recruiter. Your specialty is that you are a recruiter. 'Get your job done and get it done cost-effectively,' keeping your ego in check is also necessary for continued success. I got over my cheap self years ago." ~Sandra McCartt, a recruiter since Lincoln was a cadet
"A lot of the companies that post IT positions, the HR departments, they look strictly for word match because they do not know IT. For instance, if the candidate needs to know a particular programming language, HR simply matches words. But I can look at a job description and résumé and be able to tell almost instantly whether or not the person is a fit. I can see what an HR professional cannot. Not only do I see what is there, but I see what isn't there. If a particular skill or ability is missing from the résumé and that seems out of place to me, I make a simple phone call, and ask the right questions to discern the candidate's ability because I know the job, I know the terminology and that sets me apart." ~Michael Crooks, Director of IT turned Recruiter
"All the things that are going on, how can we attract candidates like never before? How we grow, how we engage? I am looking ahead five, ten, twenty years down the road." ~Joel Cheesman discussing why he launched mJob, almost as "cool and progressive" as his blog.