Recruiting News Recruiting Jobs Recruiting Social Network Human Resources

Search Results - distinct side's

Blog Post: Business vs Social Networking & Legislation: Things that make me go hmmmmmmmmm....

I recently attended a free webinar, where the speaker made distinct lines between social and business networks. However, as recruitment professionals, those…; Added by Susan Hand at 11:15am on June 3, 2009

Blog Post: Time Kills Brain Cells, Not Deals: It’s been said that time is not on our side. The latest stats back this up. According to the Dice-DF…; Added by Scott Wintrip at 10:20am on April 20, 2015

Comment on: Blog Post '5 Recruitment Career Killers…': regime only to then turn that recruiter in to a FT sales person, which many recruiters quit because they don't want to do it, nor can they. They are distinctly two separate skills. While sales is obviously a portion of your job as a recruiter, they are not best suited to "pound the phones". This then leads into short stints, and not being able to use managers as references. While I agree attitude is an important thing and willing to be flexible is important, remember there are TWO sides to every story. Additionally, am I to understand that you work as an agency for recruiters? I appear to be inferring that, and quite frankly there is a market ready for the picking in the Northeast, the agencies of that stature up here do a HORRIBLE job. They tend to have open arrangements with about 20 different staffing agencies, and when they get one resumes they just AUTOMATICALLY set up interviews at each one. They don't even screen the candidates with the manager, many occasions, I've heard people saying managers don't even know who they are. It's a market ripe for the picking I tell you. …; Added by Nate Fischer at 10:21pm on November 9, 2011

Comment on: Blog Post 'Not Every Social Network is Created Equal': em to have different boundaries. That being the case, I don't believe any single set of rules will ever apply to all of these sites or all users. There seems to be a pretty consistent agreement that FB is friends, family, fun and personal/private. LI is almost universally viewed as professional, career or business focused and not personal/private. Where it gets a bit blurred for many of us is G+ and Twitter. I've always considered Twitter a free-for-all. I'm not sure that I would have the ability or inclination to decipher anyone's motivation for following my account and it really makes no difference to me either way. I follow an assortment of accounts and enjoy the variety of available information. I don't consider G+ personal or professional, but in my case, my circles are skewed to the professional side. I'm secretly hoping that it evolves into what LI should have become. The ability to compartmentalize different populations is valuable in so many ways. But, what I hope doesn't happen (as in the case w/ LI) is the FB-ification of the site. I don't need to see math problems, eye charts, quizzes, puzzles, inspirational quotes, cute cuddly lion pictures or any other stuff cluttering up the space. Save that for pinterest or instagram or whatever! What troubles me about this entire topic (not this post) is the constant attempts to compare and critique each site's attributes, usefulness, popularity, membership numbers, revenue, etc., based on all of the other sites. If we accept the premise that these sites do have overlapping similarities, but remain unique in their overall existence, it makes no sense to rate, rank or treat them equally. …; Added by Kelly Blokdijk at 7:23pm on February 12, 2014

Blog Post: Recruiting vs. Human Resources (Different DNA): I have been thinking a lot about this topic lately. I have been trying to think of the right way to say it without upsetting the majority of people that would be reading this. But the topic is about…; Added by Shea Putnam at 4:46pm on September 2, 2008

Blog Post: Involve Gamification In Recruiting And Engagement: Improving recruitment, increasing operational efficiency and building skills. All these things requires the element of fun, and we can call it gamification. Involving gamification in recruiting…; Added by Skillventory at 3:19am on August 10, 2017

Blog Post: Diversity in the Workplace

Rich Peterson's Ten Up and Down Sides for Diversity in the Workplace:

1.) Upsides

a.) Organizations that continue to hire,…

Added by Richard Peterson at 4:26pm on November 11, 2013

Blog Post: The Hiring Decision - In the Current Job Market, Who’s on First?: I have had the opportunity to observe and be directly involved in hundreds of hiring decisions through the years.

As the saying goes, I have seen (almost) everything.

As the…; Added by Steve Eddington at 2:32pm on February 15, 2010

Comment on: Blog Post '7 Essential Telephone Screening Questions': rike me as very one-sided and not setting the tone for a positive candidate experience. If you are calling an applicant out of the blue (unexpectedly and unscheduled) then judging them on whether they remember applying (or why exactly they decided to apply to your ad) doesn't seem reasonable. I don't really see what you gain from that unless the intent is to put them on the spot. Most likely if someone is applying for your job, they are also applying for others. Depending on how long ago they applied, unless there was something incredibly remarkable about that posting, expecting them to distinctly remember it without the benefit of reviewing the info in advance of your call seems a bit unfair. I actually think the response to your second question is probably all most applicants care about. Though I agree best not to express it quite like that. #3 & #4 make sense to ask, but again not sure too much should be read into the status of their job search activity level or what they rattle off from the top of their head as a wish list in the midst of trying to recall anything about the position you are discussing during an unplanned conversation. The word "expectation" (or the also commonly used "requirement") in the context of #5 implies that you might be more concerned about price tag than value. How or why is it essential to your ability to evaluate their suitability for the role by knowing what dollar amount is listed on their current paycheck? While it is appropriate to establish whether a person's target compensation range for their next opportunity falls within the hiring company's budget, current competitive market conditions along with the scope of the role should take precedence over how their current or prior employer pays them for what ever job they do/did there. I always find it amusing to be asked about "when can you start" during the application or initial screening phase. If the hiring company has an urgent need to fill the position, that should be stated on the posting and reiterated during any preliminary interactions. Unless someone has extenuating circumstances (relo or bonus payout at specific time frame, etc), they most likely would be planning to be available upon standard 2-weeks notice of offer acceptance. Since most hiring processes are not particularly speedy, what difference does it make if they are immediately available at that moment when there is a high probability that the final selection won't be made for several weeks or even months? As much as it would be nice for applicants to drop everything and hustle right over to meet, I think it is important to recognize that people have personal and professional obligations and may not be able to schedule something until the following week. Why should that be held against them? It doesn't necessarily mean they aren't interested or flexible if they can't show up right away. Interesting topic for discussion, thanks for putting this up here. ~KB @TalentTalks …; Added by Kelly Blokdijk at 6:15pm on January 29, 2014

Blog Post: A quick guide to interviewing: I often get asked for some quick and easy advice on ‘how to interview’ by clients or professional connections that do not have a lot of experience with the process. While I do have a system that I…; Added by Mark Nelson at 5:30pm on March 19, 2012