Search Results - experiencing tooth

My father is a dentist. No one likes going to the dentist. …

Added by Will Thomson at 3:31pm on August 8, 2012

Blog Post: Instant or Percolated – what does it say about your recruiting style?

I love coffee. There are times when instant does the trick, but the slow-roasted, slow-matured brew is the best. How often do we choose our favorite places for a chat with our…

Added by Barbara Taylor at 9:53pm on August 13, 2013

Blog Post: Excellent Customer Service - Stop Cutting Corners and Remember What Made You Great: I am often really amazed at how easy it is to make a great difference to our…; Added by james nathan at 9:02am on July 4, 2012

Blog Post: Hiring Based on Merit--Does that Still Happen?: I've read a lot of blogs and articles and have sat in on countless webinars and seminars about what makes a "good" candidate and how to prep them for interviews and you know what--so much of it is so…; Added by See_Jane_Recruit at 12:28pm on May 8, 2009

Blog Post: The Impact of COVID-19 on Waiting Times: How To Help Your Staff If They Are Affected

COVID-19 has had a huge and far-reaching impact on our NHS. Frontline staff worked tirelessly to support COVID-19 patients, as well as delivering as many critical services as possible.

Some…

Added by Alicia Walker at 10:38am on November 10, 2021

Blog Post: 8 Sales Hiring Mistakes Employers Make: Representing only 5-10% of the total sales population, consistently producing…; Added by Keith Stone at 1:59pm on April 15, 2014

Blog Post: The Missing Piece to ATS Prescreening Questions: It’s no surprise that the number of resumes stockpiling for HR and hiring managers has increased in the past year. Thus, it’s important now more than ever to have an applicant tracking system (ATS)…; Added by Jake Stupak at 2:46pm on September 11, 2009

Topic: Do I Keep the Money?: tal of two resumes to a new client. One candidate we knew was a slam dunk fit! Over the course of six weeks or so, our candidate (let's call him 'John') had two phone and two face to face interviews. The hiring manager loved him; the corporate big wigs loved him; from Ireland to the US, HR was told "hire him, he's the one for the job." After some low ball negotiations, a starting salary was agreed upon, and a start date of two weeks later was determined. Then typical turned irregular. A week or so after John accepted, but prior to the start date, the hiring manager -- the report to guy -- was let go. Hmm. The client gave great reasons for letting him go: they are moving their business in the direction which our candidate excelled, that's why they hired him, and the hiring manager lacked that background. We were told it was an even greater opportunity for John, as the director level was pretty much his for the taking. Our candidate started as agreed. Immediately upon becoming the client's employee, John learned things... bad things. The client had failed to disclose problems with their quality systems, to both him and us: manufactured materials had been recalled because they weren't up to snuff. Let's just say when the FDA issues warnings, it's a problem. There were bad, deep-seated cultural problems, too. For example, the client's main customer was on site, and John asked an assistant to order lunch for them. The assistant said she didn't have the authority to do that, only top bananas could. No one had authority -- or the balls -- to do anything. Except John, who knew the trigger had to be pulled on certain things if the FDA was to be calmed, and for him to successfully perform his duties. John tried sticking it out, but was 'let go' six weeks after starting. A fall off! :( The very next day, the regional HR person called, and asked for the money back. He seems to be setting things up as if WE did poor work: "you only sent two candidates... he's not the same person we interviewed..." We have since been in contact with the original hiring manager, who told us that his superiors instructed him to NOT reveal certain things to John during the interview process. Naturally, I have gone over the fee agreement with a fine tooth comb. (Yes, we did that before signing it, too.) There is nothing about a candidate being hired for one job, and being utilized in another (the hiring manager would have been a great buffer between corporate and John). There is nothing that applies to deceptive practices. Just that in the "event the candidate's employment is voluntarily or involuntarily terminated for any reason other than workforce reduction," we have to provide a full refund. What would YOU do, and why??…; Added by Mia Hirschel at 4:13pm on November 29, 2010

Blog Post: The 'Lucky Seven' Business Development Strategies for Recruiters: Nothing interests a CEO more than the topic of increasing revenue. Nothing.…; Added by TargetRecruit at 3:42pm on August 2, 2012