iting for Canon USA it’s no wonder they do not have the best internal reputation. That being said let's address a couple of these points shall we.
1) Why would I ever “fit someone into a job.” Not s...ure about you but I don’t like trying to fit square pegs into round holes as it leads to fall offs, unhappy placements, and continuous refills. From just a purely selfish stand point that makes my job 100x harder. Why would I do this? In addition considering I work with people for years on end, why would I jeopardize relationships I spend an inordinate amount of time attempting to build. Do you even fundamentally understand recruiting is really a relationship driven business? Most of my conversations revolve around sharing the good, bad, and the ugly about the company/position and letting potential candidates determine what’s right for them.
2) I agree with your advice to the candidate, move on. However any good recruiter will convey what they don’t know. Sometimes req’s get put on hold, hiring managers leave etc. And most of the time I know, sometimes I don’t. But when I don’t I share that with the candidate. It’s called transparency, it builds trust and is one of the foundations of a professional relationship.
3) What? Do you really believe this? If you are recruiting for almost any professional level position, think Controller, Lawyer, IT Manager…. School matters in fact there is a preference for top tier schools because many hiring managers are from similar alumni. And graduating? Are you kidding? I concur this may not be relevant for ALL positions but to say that you just need a “strong business background” is tantamount to leading candidates down a wrong path and LIMITING their career options.
4) Why would I do this? First go back to number one, why would I jeopardize a relationship? Second since I am usually paid on what people make why would I want to make less money? Third in the beginning of the job I always tell candidates the range, why would I want to get to the end of a search process and then take a chance of low balling a candidate and having them walk away, that makes no sense.
5) Maybe? Most of the time it means it’s a new position and the hiring manager may be trying to figure out exactly what they need. Remember when I mentioned “transparency” this is when as a good recruiter you admit what you know and admit what you don’t know. And if a job has turn over, I would be sure to let the candidate know. When someone puts their career into my hands I don’t take it lightly.
6) NO. Just NO. NO. NO. I recruit for professional jobs and oddly enough ALL of my clients have ethics and want candidates with a similar background. This is just very bad advice. In short this is a terrible article with bad career advice.
I know part of your job is to do SEO work but this is article is rife with advice that is detrimental to job seekers, frankly it is people like yourself who give professionals a bad reputation.…
irewall solutions have already made a huge impact on how organizations internally communicate with staff and externally interact with suppliers and clients. If we are talking about the future of sites like Facebook in particular, one can only venture to speculate that it too will find an economic model that will turn it from a nice-to-have to an essential B2B, B2C and C2C tool. If for no other reason than the social interaction created by social media, it is here to stay warts and all
good questino though. I thought Skype was gonna burst. I thought Coke Zero was gonna burst. the thing is, Facebook earns money not only from advertising, but even from advertisements who use it to say "go like us on Facebook". So if fb is a bubble, it's bigger than the worlddddd
What do you think?…