ty in their never-been-through-a-soft-economy-OMG-what-now situation rather than default to seeing the threat it would have been better than getting a gruff-me.
They would have learned more about themselves in relation to the problem if they had spent a moment in reflection. Instead they expected me reflect back how to apply this technique or that to alleviate the problem at hand. In not addressed the root cause -- their response to hard times -- I actually did them a disservice.
Reading your post and thinking about yesterday I was reminded about Dr. Paul Stolz's book Adversity Quotient: Turning Obstacles into Opportunities. Maybe we could all benefit from an assessment of our tough-it-outness?…
Illinois Recruiters Association currently has over 1500 active members.
The Illinois Recruiters Association membership offers you the opportunity to share ideas and information about how to address recruitment issues through networking with colleagues and peers in the recruiting industry. The Illinois Recruiters Association's mission is to address recruitment issues impacting employers in the greater Chicago area. We will accomplish this through a relentless pursuit of the best practices to share amongst our members including:
Recruiting & sourcing techniques, social media optimization, using LinkedIn to make hires, recruiting blogs, search engines, talent acquisition, consulting, recruitment strategies, and professional networking.
- Excellent training opportunities
- Leading-edge resources to enhance every member's efforts
- Power of influence over the quality of vendor products and services
- Holding productive and informative meetings to enhance networking between members
- We invite you to learn more about how you can benefit from The Illinois Recruiters Association members and participate in the development of our organization.
The Illinois Recruiters Association's goal is to provide education and training seminars, and offer members the latest information on what's happening in the recruitment market. Scheduled events include networking mixers, education programs and recruitment technique seminars.…
f bonus. Candidate's gloss over being terminated and your technique is excellent. The relocation issue is common, but one which is rarely an issue in my practice.
However, one area candidates always lie about is their specific experience. We are advertising recruiters and I have learned to probe. I had a candidate just today tell me she had done lots of television production as an account manager. When I probed, I learned: she had never been on a "shoot"; she had never been responsible for budgets; she had never attended a "pre-production" meeting. These are telltale signs that she didn't know what she was talking about. When I explained that telling the truth was important because I didn't want her to get into a situation over her head which could cause damage to her career, she was thankful. The rest of the interview went very well.…