Search Results - essence

Blog Post: Digging Into Recruitingblogs.com v 1.8

This week, we're looking at axes and how they get ground

The interaction between social needs, politics and…

Added by John Sumser at 1:34pm on June 6, 2008

Blog Post: How a Recruitment Agency Can Benefit an Employer: When done incorrectly, recruiting can be a time consuming and costly process for an employer. Therefore, using a recruitment agency can save both time and money, leaving the organization to focus…; Added by Anette Bagga at 2:25am on May 18, 2016

Comment on: Blog Post 'Can Background Checking Screen for Attitude?': not. I also value testing on matters of technical or skill competence--those makes sense, but psychological profiling has a BIG BROTHER tinge to it that I've never quite embraced. It also has a tendency to favor skilled "test takers" who can manipulate a test to predictable outcomes. Yes, there are test designers who claim their tests can capture the essence of a person, but I beg to differ. In my experience customer service oriented professionals have a little quirk that distinguishes them from others--they smile a lot, even in the face of the grim reaper. And they find a way to delight their customers. These are skills that are readily recognizable at fifty paces. Testing for them is not necessary when you can make time to observe them in action--or validate input from others who have. My view of a personality test is as follows...(apologies to those who have already seen it in other postings of mine). …; Added by Valentino Martinez at 1:30pm on June 16, 2011

Blog Post: When Staffing Offers You A Pick Me Up! Counting Your Staffing Blessings One By One: It happened this week, in some interesting way the challenges were there, my colleagues needed a freindly and positive outlook to spur them on their way. Recruiters are much like sales people,…; Added by Mike Rasmussen at 2:57am on March 19, 2011

Comment on: Topic 'A RecruitingBlogs.com Rant': not like saying I'm Pro-Choice or Pro-Life . . . or that I'm on this side of the line while you're on the other. But I can tell you that I don't make free placements or answer any of the littany of LI requests for candidate referrals. Call me crazy, but I do this to make money . . . and I love what I do. The semantic difference here between us is that I believe businesses should make a profit and that there is no such thing as a free lunch. The world of social media and social networking has presented new challenges to the old-media business model . . . but handling the gray area I described above may be the difference between building a profitable business or just building a network where people come and talk. These are nascent issues, Animal, and it's a tough game to play . . . in essence, the game has changed. But unless JD is willing to go broke and just be a nice guy, I think he's a businessperson who has goals. If I was consulting any business, I'd say that we need to nail down your business model and I want you to be able to tell me in one line or less how you make money. If you can't do that, you're overthinking.…; Added by Joshua Letourneau at 1:14pm on July 18, 2008

Comment on: Topic 'Is Headhunting ethical?': for our phone call. They could be anywhere from delighted I called to angered for my non solicited call interfering with their work. Any response they give to my contact, so be it. The difference is they're paid by a company as an employee at will. The company doesn't want them talking with me. The company doesn't want me calling them. They'll do anything in their power to get me to cease and desist from recruiting from them. That's the game. It's not for the faint-hearted or altruistic. We're more like spies engaged in espionage as our activity, in essence, harms the company we're recruiting from at the least and takes valuable employee time away from their work at the most. When I'm sold a product it's my time, and my time only with no one being hurt. Again, I'm trying hard to be discreet when I recruit and make a splash when marketing. The only candidates my clients will accept from me are "passive" recruited via phone they can't readily access on their own through their extensive Internet recruiting. I can't be sending the same candidates they find on their own. It's hard work with tremendous reward for success and punishing defeat for failure. I won't lie, and I won't tell the truth until I'm certain I have a legitimate prospect. Just my self-preservation two cents. Bill…; Added by bill josephson at 11:19am on November 19, 2008

Comment on: Topic 'As a Recruiter you can differentiate your brand with VIDEO...': s of the essence and you need to get your best candidate over to your client ASAP, and if you have a really tight and trusted relationship you get interview slots so you skip the step of having to send anything to the client for their initial review, they trust you to do that screening, knowing the people are more than just a piece of paper....or a video. For the time factor, I also don't see the clients wanting to take the time to review all this material before an initial interview is scheduled, this is what they are paying us to do. Also, this is time consuming on behalf of the candidate, and frankly, the best candidates won't want or need to be bothered to do this. We always want to get the candidate in front of the client for a face-to-face as soon as possible. Using this video will slow down the process and more than likely will screen more candidates out than in, as the majority of people are not truly comfortable in front of the camera, so a mock interview like this won't give the client a true feel for who they are. Just my take on it. It may be an effective tool for some scenarios.…; Added by pam claughton at 8:37am on July 6, 2009

Comment on: Blog Post 'Ageism - Recruiters, Are You Just Being Politically Correct?': e it. I dont think there should be any laws barring discrimination - the free market should sort itself out, and where there are losers in the sorting, some kind of social insurance (paid for by all, in proportion to one's winnings in the market) should assure a dignified and reasonable life for those who the market cannot provide a living for. If that's socialist or whatnot, so be it. My guess is that the market would accomodate all but a small percentage of people- firms that specialized in hiring older, or uglier, or shorter, or otherwise undervalued or misvalued people would do well, just as stock-pickers who seek undervalued investments can do well. By the action of free markets, we would know at what age certain roles become marginal (if any) and which roles favor the young, the old, or the otherwise non-ideal resource projection. Discrimination laws based on group membership (e.g. assigned status based on some attribute out of the control of the person) are basically immoral regardless of intent, and create social and economic distortions that are a net expense to society in the medium and long terms. What do you do when an immoral majority oppresses a minority ? That's the essence of the problem. You need laws that protect, without favoring...... good luck with that......…; Added by Martin H.Snyder at 12:50pm on July 28, 2010

Comment on: Blog Post 'Is social recruiting a symptom – or a solution?': Media Channels facilities exchange i.e. a car is a medium for transportation but it is meaningless if the driver is incompetent. In essence a great recruiter still has to know how to recruit effectively, legally and efficiently. The tools are out there to help us do "part" of our job. The problem comes in when people assert that the tools will eliminate the need for the operator. This is a people business and when you are dealing with human beings - human interactions is imperative. The foundation of a strong organization begins with its people. Thus if the goal of an organization is to a build winning team the recruiting strategy has to be multi-dimensional in considering the various facets of key players from executive level to entry-level. Each role and the ability to attract and source these individuals will be different so it goes without saying…. Recruiting is ineffective if you try and design the process to be like a manufacturing plant. I.E post and pray; shout out job from the roof top…. A strategic organization thinks about how their people strategy aligns with their business strategy and then integrates the most effective tools to help them achieve their overall goals. Finally, they recognize that one size does not fit all.…; Added by Heidi at 3:37pm on November 18, 2010

Blog Post: Digging Into Recruitingblogs v 1.5: So, this week was all about video. On Wednesday and Thursday, Jason

broadcast a live video stream from the floor of the Kennedy conference.

Over the twelve hours of broadcast, there were an…; Added by John Sumser at 4:15am on May 16, 2008