Search Results - decision

Comment on: Topic 'Is it more important to save money or hire the best people?': f corporations and they tend to be more willing to take risks to prevent loss than to increase revenue. The VMS staffing model is simply sold as a solution to appease corporate decision makers. Will it increase corporate revenue by delivering top talent, probably not. But it certainly is a no-brainer decision.…; Added by Ken Forrester at 10:26am on January 21, 2010

Blog Post: The Pros and Cons of a Data-Driven Corporate Culture

Anyone who works in human resources knows just how important corporate…

Added by Samantha Marsh at 10:03am on August 16, 2018

Blog Post: The Top 3 Benefits of All-in-One Training Programs: Software decision makers know just what a hassle finding the right…; Added by Sean Pomeroy at 1:25pm on May 21, 2014

Comment on: Topic 'Dilemma: Sourcing efforts by 3rd party, AFTER candidate was contacted by employ…': candidate's decision (as it's also the employer's decision on who they want to engage with). That is ultimately the answer. But the extended issue becomes whether agencies should pursue candidates already contacted by an internal recruiter. I mentioned it with another responded. When I was with an agency and knew that my internal contact at "hiring company" had corresponded with the candidate, I would let the candidate know it's a great place and put a good word in with my my internal contact. Not sure I would try to use the power of salesmanship and persuasion to entice that person to change their mind. Tracey Logan said: Well, the outcome is still the same even if we are talking sub-contractor internal recruiter vs. employer (prime) internal recruiter. It's still the candidate's decision. The candidate needs to be informed that they actually have a choice. Jason Lau said:That makes sense. But was if USAF hired an internal recruiter and this played out as an agency vs. employer decision?Tracey Logan said: I am an IT Recruiter for a government sub-contractor (mainly USAF) which means the contracts we are on involve many other sub-contractors and this situation comes up often. But there is already a teaming agreement established making it clear on handling these types of situations. My answer to your dilemma - It is the candidates choice. No one owns the candidate, not in my world anyway. And the way I handle it when I find out a candidate has been previously submitted for a position and/or is currently talking to another sub-contractor is to give the candidate all the facts to make an informed decision. I tell my candidates that only one sub-contractor can represent them on the contract and it is ultimately their decision as to what company they decide will represent them. I also make it very clear the benefits and salary flexibility we offer as well as our longstanding relationship we have with the prime contractor. 9 times out of 10 they choose my company. …; Added by Jason Lau at 10:50am on February 7, 2011

Blog Post: Contingencies on an offer aren’t a joke: I heard a mortgage horror story the other day from a friend as he was buying a new house and selling his town home. He had arranged to have back to back closings to make it easy, but as it came time…; Added by bill martineau at 10:50am on July 18, 2008

Comment on: Blog Post 'RESIGNATION PACKAGE': window of the restaurant and points to himself and then does a throat slash. The decision maker says " I think he's saying he's sick" and I go "Yeah that must be it- another bottle of wine?" …; Added by Bill Schultz at 7:40pm on October 17, 2011

Comment on: Topic 'Dilemma: Sourcing efforts by 3rd party, AFTER candidate was contacted by employ…': informed that they actually have a choice. Jason Lau said: That makes sense. But was if USAF hired an internal recruiter and this played out as an agency vs. employer decision?Tracey Logan said: I am an IT Recruiter for a government sub-contractor (mainly USAF) which means the contracts we are on involve many other sub-contractors and this situation comes up often. But there is already a teaming agreement established making it clear on handling these types of situations. My answer to your dilemma - It is the candidates choice. No one owns the candidate, not in my world anyway. And the way I handle it when I find out a candidate has been previously submitted for a position and/or is currently talking to another sub-contractor is to give the candidate all the facts to make an informed decision. I tell my candidates that only one sub-contractor can represent them on the contract and it is ultimately their decision as to what company they decide will represent them. I also make it very clear the benefits and salary flexibility we offer as well as our longstanding relationship we have with the prime contractor. 9 times out of 10 they choose my company. …; Added by Tracey Cress at 10:22am on February 7, 2011

Blog Post: Lesson from the Wolf Pack #1 When speaking with receptions

Lessons from the Wolf Pack is an ongoing series of recruitment advice…

Added by Stephen Hart at 10:52am on February 27, 2013

Blog Post: TLS Continuum: Dangers in Collaboratiion: The continuous process improvement field is inundated with articles and practices touting the benefits of working with cross-functional teams. The TLS Continuum methodology is based on the input…; Added by Daniel T. Bloom at 10:45am on April 8, 2016

Video: Randy Hood of eQuest on Improving the Candidate Experience: Randy Hood of eQuest offers a few suggestions on what you can do to help the candidate make a more informed career decision. http://www.shakercg.com; Added by Joseph P. Murphy at 10:21am on September 5, 2011