more. If you have need for a 1099 commission only independent sales professional, we have the candidates you need. I am new at this split concept, but happy to work with whatever arrangement is customary and reasonable to us both.…
I source and call everyone in the department of those companies. There may be 2 potentially interested. Neither get hired due to position stringency candidate missing something making them less than a 100% fit or "your candidate just isn't good enough" for a typical customary variety of reasons.
So after draining the ponds, there actually are no fish to eat.…
ndidates TPR's have customarily looked for, how do Third Party Recruiters differentiate themselves from in house recruiters, and what exactly is the future of Third Party Recruiters in peoples' opinions?
Clearly, we're still getting the 90 day old assignments internals couldn't fill either due to their degree of difficulty or impossibility to fill. Fewer and tougher assignments to work on.…
s here in the US? I don't know. I've never heard of it - but then again - it's not my world. I'm glad I'm not working with any client who would think it appropriate to invite me and my competitors to the same meeting.
A client meeting is a one-on-one encounter. Or at least ONE recruiter. I'll take all the decision makers in one place as I can get!
I wouldn't have accepted and then been a no-show however. That was a bad call. I would have suggested another time to meet.
The last place I would want to be is in a room full of other recruiters drooling over the same bit of business.
I suspect (and hope) the other two did have better things to do.…
le degreed, IT professionals?
Are recuriters only looking for potential candidates that bring in the highest dollar?
Is it customary for potential candidates to get caught up in the in-fighting between recruiters and then be dropped?
I ask these questions because I was laid off on the 15th of February and have still not found a position. I have sent my resume to multiple recruiting firms such as Buchanan & Associates, etc., and I hear nothing.
Has recruiting become just a business where the concern is to try and out-do each other or are there recruiters out there that still truly care about the job-seeker.
I certainly mean no offence but I am at a loss here.
ndant came over and asked me for my ticket. "I gave you my ticket already." Ten minutes later still no car. "Do you have the smaller ticket?" "What smaller ticket?" I ask. "The smaller one," he persists. "I gave you the only ticket I had. It was medium-sized and blue. I gave it to you. You have my car and I would like to go home now."
Several minutes passed before my dark gray Honda Accord pulled up in front of me. How did I feel about tipping at that moment? Not so great. But it is customary, right? Now, if my car had been returned to me in a timely manner, with speed, with alacrity..., I probably would have tipped without question. Yes, I had dined at this hotel before. No, I had never had a problem... Would I return for a repeat engagement? That was now questionable.
The dinner was lovely. The conversation splendid. The service by the valet? Five attendants running around at midnight does not sound like organization or tip-worthy. But tipped, they were. Why? because it was customary. A good enough answer? It was at the time. I regret it now. When we reward less than stellar service, what message do we send?
The children's dentist I worked for many, many years ago used to say, "You are only as good as the last visit. It doesn't matter if you handled a difficult child twenty times with perfect precision and all went right with every appointment. If the last one was less than perfect, that is all they remember. And you will hear about it. Often."
So if you are only as good as your last visit, your last project, your last recruitment, your last assignment, what chance have you at gaining another opportunity? Not a very good one. The dentist, the cop, the waitress, the teacher, the recruiter: you are only as good as your last appointment, arrest, table service, lesson, fulfilled search. Make it count. If you don't, who will?
aring about an opportunity from me, started contacting former colleagues at the client company to do some due diligence even before I had a chance to submit her. The concern of course was that this could allow the client to make a legitimate claim that I was not responsible for this introduction. This occurred even after I explained the many benefits of being represented by their friendly neighborhood executive recruiter. In this case it was an honest misunderstanding and it was tough to get annoyed with the candidate. Everything worked out OK in the end. But it reminded me to not take anything for granted and to look for signs that a particular candidate might decide to go "off-road" on me out of ignorance.
The person in Hardeep's story seems to be proud of his cleverness and obviously doesn't understand how the relationship is supposed to work and how it can benefit him. There's probably only so much that a recruiter can do when a candidate (or a client for that matter) decides to act in bad faith.…
kes me put my hand into my budget and sign the cheques?
Is there no value add in contingency? Or is it just a fact that you get what you pay for?
My role became a national one in the last 12 months, and when looking at some of the relationships we had in other states, was essentially scared to death. We had a relationship with a company, for $4000 a placement. Awesome huh, when our average salary there was $100K. My executive was cock-a-hoop that that State Manger was able to screw the agency down so far, to the point that everything was judged against this mythical 4K.
I rang the place to introduce myself (and to try to find out how they could do the $4K and make money) an surprise surprise all they were doing was flicking cv's over to us. No care, no quality, no guarantee, no agreement at all apart from the fact we'd pay them $4K if we hired someone.
Even though it was cheap, I couldn't keep the relationship going. Why bother? They were using them basically as a job board.
Just like the customary tipping (that I don't understand in restaurants) I pay for value add. Throwing mud up against a wall and seeing what sticks doesn't add value. I'm sure noone markets their services to clients that way.
"Yes, Mr Client, we'll send you cv's or all kinds of crap... somewhere in there will be your perfect candidate.. I can almost promise you that!!!"…
Korean site with colorful, animated icons.
As major U.S. Internet companies stake their ground abroad in anticipation of the next billion people coming online - and the advertising revenue they might generate -the flags they are planting aren't the Stars and Stripes.
Companies are trying to expand globally without seeming to, designing market-specific services with customized features that reflect differences in connection speeds, payment options and attitudes toward sex or violence.
The stakes are high as the United States faces a weakening economy and a slowing of online ad growth.
And the opportunities are large. People in two populous countries, India and China, are just getting online. The research firm IDC projects worldwide Internet ad spending at nearly $107 billion in 2011, compared with $65 billion this year.
But getting it right will be tough. American companies that merely translate their U.S.-focused sites into other languages risk losing to homegrown businesses that can better respond to cultural nuances. More here.
Need telephone names sourcing to fill your hard-to-fill positions? Call the experts at TechTrak 513 899 9628…