Search Results - distinction

Blog Post: Paul DeBettignies Quoted In Minneapolis StarTribune Article On LinkedIn

As posted on the MN Headhunter blog:

In the January 4^th 2009 Sunday career section of the Minneapolis StarTribune I was quoted in this article from…

Added by Paul DeBettignies at 10:37am on January 7, 2009

Blog Post: 2012 Results and Learnings from the Candidate Experience Awards

Click here to download the 2012 Candidate Experience Awards Report

This past…

Added by Chris Brablc at 12:52pm on February 7, 2013

Blog Post: How does a good Sourcing professional continue to develop all the talent in their pool? (Question posted by Jeremy Langhans): This is a good question in that it helps to define the role of a Sourcer by the contemporary standards…; Added by Preet Mroke at 4:52pm on August 2, 2007

Comment on: Topic 'Question of the Week - Do the many social media tools save time and help make m…': ommunication skills, emotional intelligence and a calculator. In many places those things have been diluted by the supposed value of being social-web savvy. You are right to draw the distinction between "sourcing" and "recruiting" [by which I think you mean candidate engagement, development and delivery]. Social media has an impact on both steps in the process but without some stragegic purpose deploying social media tactically can not only be a huge waste of time but lead to delusions of productivity. @ Joshua - intetesting observations. I'm curious: If, as you say, time is money and your in depth reply was your "two cents worth" you either type 240 words per minute or are not getting paid enough! Which is it? :-) To your point: "If I were to devote my time to just plain calling around and asking for referrals, cold calling candidates, and using job boards my success ratio would be 7K a week in GP for 30 weeks (dividing a 40 hour work week into 1200 plus hours spent on social networks) resulting in a total of 210K of GP for my company, " that supports my response to Shibu, does it not? It also begs the question: then why aren't you doing it? Last, some would argue that LinkedIn has limited use as a social media because to fully utilize it you need to "game the system" by building expansive but very shallow relationships. What say you?…; Added by Amitai Givertz to BillVick.com at 12:41pm on May 15, 2008

Comment on: Topic 'People vs. Technology - Are Recruiters Facing Extinction?': or skill/culture fit, coordinating interviews, test close on salary, offer negotiation... then that can be happening with an internal person OR an external person. Both are valuable and there are reasons companies use either or both. At the end of the day recruiting is an investment. Companies can invest in internal recruiters, or hire 3rd party on a contingent or retained basis. I personally don't find one to be "better" than the other, based on the company needs and what makes sense from a ROI standpoint. The question is not does a company have a list of names and titles, i.e. social networking or Monster resumes. It's does the company have a recruitment strategy (in house or 3rd party) that can DELIVER. As far as your question on how to convince companies that using a recruiter is the better route, you have to have a really good understanding of what their alternate "route" is. If the internal system is working just fine thank you very much, probably not much reason to chase that business. If they're consistently losing top candidates, unable to get people in the door, or there's no urgency, then you speak to how you solve those problems. Access to candidates doesn't have a damn thing to do with real recruiting as far as I'm concerned. Sometimes that's the easy part. :)…; Added by Amy Ala Miller at 7:12pm on July 18, 2011

Comment on: Blog Post 'My Split Partner': t is illegal to publish a debtor's name in connection with a delinquent debt. They are protected under the FDCPA. Collecting from a business is a bit different. Contracts make this distinction. Contracts, agreements, et al guide our entire relationship in business - cradle to grave. 3- Using attorneys for letter-writing is really just a time saver for busy people. The attorneys are really only good when it is time to sue. Even that you can do yourself. And just last month a decision was made in the US regarding the ways attorneys draft such letters. They are be regulated more and more. First party rules are more lenient or not existent at all. You can do more for yourself acting... for yourself. When a third party steps in it changes the game. If you do need a thirdy party hire them as a contractor working for you directly. Not as a 3rd party agency. 4- A top collector or attorney really won't charge for a letter! They charge based on collecting cash or for skiptracing work! Talk is cheap - show me the money. 5- I viscerally do not respond well when we think of calling a debtor as "harrassment". It is our obligation, our duty - morally and contractually - to call on a delinquent debt until it is either (1) forgiven by the grantor or (2) collected in full. …; Added by Jason Lee Overbey at 11:02am on July 25, 2011

Comment on: Blog Post 'Tips for Tuesday - Corporate and Agency Recruiters: Working Together in Harmony': re with you this is a key consideration toward resolving differences of perspective, particularly among people with varying agendas. I think that you are fine with how you wrote your piece- this is more an instance of my meddling than your omitting anything; there is a certain amount of commonality between the agencies and search firms so I took an opportunity to express myself in this regard- whether we are agencies or search firms, there needs to be a 'peace' between ourselves and corporate HR. As for 'Jams', that is me, being me. I've been successful over the years in creating new vocabulary words that with my persistent use, become adopted by others over time. I refer to 'Jammers' as people who like to have fun and are basically good-hearted with no underlying agendas. I am a good reader of people and once I looked over the pictures of the executive team at Vivaki, it was easy to see that most everyone there looks like people who are well balanced and are a joy to work with. To see so many such people in one setting speaks well for the company and I'm sure, how it executes. Thank you for taking the time to speak with me. Best Regards.…; Added by PAUL FOREL at 11:58am on March 14, 2014

Topic: Why you should diversify into providing contract placement?: ur profit portfolio and, if you ever decide to sell your business, consistent temporary business shows favorably for getting what your agency is worth. Another very important reason for providing contract / temporary workers is to allow your agency to be full service to your client. If you only provide permanent placement then your client has to deal with another agency for their temporary needs. Of course this other agency would love to have the client’s permanent business as well and will be asking for the opportunity as they develop their relationship with your client. Providing full service allows you to be the supplier of distinction in every area of their staffing requirements. Even if their staffing requirements are outside of your staffing niche or geographical area, asking your client to use you as the point of contact for all their staffing needs gives you the advantage to then farm out anything that you are unable to fill to reputable agency partners. If you are thinking about diversifying your business and including a contract side, don't hesitate to contact The Staffing Edge. We are experts in the contract staffing arena and can help you provide temporary / contract business without having the burden of financing and administering the payroll. We also take care of the insurance, risk management, credit & collections and invoicing. You just make the match and we’ll do the rest. With The Staffing Edge behind you, you never have to say no to your client again. Sue McKechnie smckechnie@staffedge.com 905-454-1144 x 209…; Added by Sue McKechnie to Toronto Recruiters at 8:52am on January 6, 2010

Topic: Why you should diversify into providing contract placement?: ur profit portfolio and, if you ever decide to sell your business, consistent temporary business shows favorably for getting what your agency is worth. Another very important reason for providing contract / temporary workers is to allow your agency to be full service to your client. If you only provide permanent placement then your client has to deal with another agency for their temporary needs. Of course this other agency would love to have the client’s permanent business as well and will be asking for the opportunity as they develop their relationship with your client. Providing full service allows you to be the supplier of distinction in every area of their staffing requirements. Even if their staffing requirements are outside of your staffing niche or geographical area, asking your client to use you as the point of contact for all their staffing needs gives you the advantage to then farm out anything that you are unable to fill to reputable agency partners. If you are thinking about diversifying your business and including a contract side, don't hesitate to contact The Staffing Edge. We are experts in the contract staffing arena and can help you provide temporary / contract business without having the burden of financing and administering the payroll. We also take care of the insurance, risk management, credit & collections and invoicing. You just make the match and we’ll do the rest. With The Staffing Edge behind you, you never have to say no to your client again. Sue McKechnie smckechnie@staffedge.com 905-454-1144 x 209…; Added by Sue McKechnie to Canadian Recruiters at 8:53am on January 6, 2010

Comment on: Blog Post 'Are "Social Media Experts" the old black?': I mean, after all, html was the baby of the day. b. Most webmasters in the late 1990s' could, as you say, write some html and likely had some experience with WSIWYG editors like Dreamweaver, etc. Some could do some Fireworks things, and some even knew a little javascript to boot. The difference is that the title of "webmaster" in the 1990s' pointed mainly to technical ability . .. while "social media masters" today don't have that dilemma. The tech component is largely taken care of (for example, by Ning in the case of RBC.) So the "social media master" is more a marketer/market psychologist (who is able to manipulate existing widget/technology more than create it) than a jack-of-all-trades techie. Oddly, Colin, there is a dichotomy to my argument. See, I agree with you on one hand . . . and then on the other, I agree with Louis that there are "social media masters" appearing all over the place. There is one major acid test for me, and it hasn't failed me yet: If someone claims to be a social media expert, show me the networks and communities you've created. And I don't mean a 4 person Ning group; I mean a living, breathing community like RBC . . . full of sneezers, thinkers, doers, and village idiots as some like to put it. There are many "studies" out there - people observing best practices, but nothing more . . . until you camo up and hit the beach, you're not an expert yet. You're a fan. :)…; Added by Joshua Letourneau at 5:07pm on July 17, 2008