Search Results - expressions

Comment on: Topic 'Taboo': (nor would I want to), however I believe that you are responding to her comment in the post above, and not mine. That said, I agreed with her because I read her statement as a call for behavior modification (i.e., how we speak to each other), and not censorship (what we have to say to each other). Perhaps if our forums encourage a respectful exchange of ideas (like you and I are having now), every contributor can feel as confident as we do in saying what we think. And if we learn something from each another in the process, or come to appreciate a slightly different way of thinking about an issue -- all the better. My grandmother (whom I loved dearly, rest her soul) used to tell me "you can attract more flies with honey than with vinegar." Now why I'd want to attract flies is still a mystery to me today, but even in the 3rd grade I understood that she wanted me to speak in a way that didn't turn others off to what I had to say. Sometimes the lesson is as simple as that, don't you think? cheers, Claudia…; Added by Claudia Faust at 11:16am on June 30, 2008

Comment on: Blog Post 'B-Level Candidates? Then It's a B-Level Company': of course, that you're removing most of my candidate base from consideration? Because I have a lot more unemployed candidates than I do, those that are employed, but looking for a change? (Yes) So my next question was whether this criteria came from her own personal feelings, or if it was pushed upon her from above. (CEO's mandate). My only response at that point was that I would send her the best candidates I could find, under those conditions, but that she shouldn't expect to be scheduling a lot of interviews. I also told her I'd be more than happy to sit down and explain it to her CEO, or provide her a letter, explaining how such a policy would probably keep them from finding the best candidates. She jumped at that, so I sent her a letter, explaining how "her" policy limited my ability to meet their schedule. She forwarded it to her CEO, and three days later, the limitation was lifted. I have no doubt that the intention was still to favor employed candidates over unemployed. But at least I gave the best candidates an opportunity to sell themselves. Eventually, they hired the boyfriend of the CEO's granddaughter! Should have seen that one coming, huh?…; Added by Sheldon Campbell at 10:37am on June 22, 2010

Comment on: Topic 'CAN YOU PLACE A CANDIDATE YOU DISLIKE?': that expression for what it has come to mean) let me rephrase that....our own personal type or style of what is right, wrong or acceptable and appropriate. One of my best friends and i are polar opposites when we make a judgement call about another person. We have glorious fights about other people. I wouldn't be caught dead in public with some of the guys she dates. She thinks i am a surface son of a bitch. She has more dates than i do and i think that is just dandy and so does she. I kind of like arrogant jerks if they are funny. She misses half the humor and doesn't know what we are talking about half the time. She can't help it, she's a lawyer.Jerry Albright said: I realized quite a while ago that I am not the one personally hiring anyone. While I do believe my clients expect me to weed out unprofessional, unmotivate, etc. types - I don't expect everyone to get along with me on a personal level. I've placed arrogant jerks before. …; Added by Sandra McCartt at 1:49pm on July 8, 2011

Comment on: Blog Post 'The Death of Blogging': from this post. @Paul- You are right by saying freedom of expression is here to stay and that there are filters to read what you want to read. That being said, do you believe the average person knows about those filters? I don't know statistics, but I believe most don't and would give up before trying to figure it out. Time will tell. The magnitude of content is unreal. Huffington Post blogs will make it, but Joeaveragerecruits will be gone. No one will read their stuff, and they will quit. @Valentino- There will be some that make it. The idea of anyone blogging to help self promote themselves with bad content will die. Vultures will circle. Great content will rise to the top while others will get fed up with blogging all together. They will move on to the next best thing. @Kelly- Thank you for your response. Over-saturation is what is frustrating. There is awful advice. It is frustrating just in recruitment blogs, because people take blogs as the TRUTH when they aren't. Okay- I'm going to page 2 to read the rest. :) …; Added by Will Thomson at 4:17pm on September 23, 2013

Blog Post: Are you prepared for Job Interview? What about your body language?

Besides the common notion that your body language affects the way…

Added by Ben Karter at 9:06am on August 31, 2015

Blog Post: Discrimination: Tattoos and Body Modification Challenge to Business Casual and Business Attire

The face of the up and…

Added by Daryl Daley @IntelMinds at 9:24am on June 18, 2014

Blog Post: 6 Ways to Optimize Your Blog Posts for SEO: In the event that you have a blog, odds are you as of now comprehend the significance of business blogging. Be that as it may, do you…; Added by Lucia Adams at 3:30am on July 4, 2019

Blog Post: 2006 OFCCP Ruling Made Easy!!

2006 OFCCP Ruling Made Easy!!

OFCCP (Office of Federal Contract Compliance Program), and the 2006 ruling on "Internet Applicants" have…

Added by Dean Da Costa at 6:47pm on January 25, 2011

Comment on: Blog Post 'A Better Candidate Experience: A Laundry List': onsiders and rejects). However, I'm sure you do it very well. So, assuming a firm had 100 openings they are filling at any given time at all levels, in the US that would mean the candidate experience for approximately 3-5 positions is well taken care of by having the company partner with folks like yourself. So the other 95 positions that generate 100 candidate each? The almost but not quite, the wannabes and all those who had the skills to compete and targeted your client directly but when they researched how to get in failed to discover the job had been outsourced to you, etc? If 80% of 10,000 candidates are customers and some small percentage, say 3% resent their treatment enough to stop being customers...and decide to each tell their friends... The issue about candidate experience isn't about bringing joy and happiness vis-a-vis parties and ice cream. it's about exactly what you said "common courtesy and respect". But the problem is what that 'expression' actually means. How sure are you that courtesy and respect is common? Would that include something as specific as "Thanking" every person interested in a job? Because at least 15-30% of even the best firms in the country fail to do that...mostly because their technology is poorly configured. Perhaps respect might include ensuring 100% of the qualified candidates are informed when the position is closed? Because more than 70% of ALL firms fail to accomplish that. I'm sure you would be explaining to every finalist that didn't get the job for every position that they were considered a finalist for exactly what the winning profile for the job was so they could make choices about how to compete next time...out of common courtesy and respect (10% do that) and to prove it to yourself you would survey them to learn whether in their opinion you 'fully disclosed the information about why you didn't get the job that was useful to them in the future." Common courtesy and respect includes "Telling me what I need to know to compete or what I need to know to make the best decision for myself short and long term regardless if the firm wants me or not." The candidate experience is really about the attitudes and opinions I have about your client as a place to work. And specifically, attitudes about their job and about the people I met (including you) who find, assess, inform, guide and counsel me... as well as the subsequent behaviors I'll exhibit as a result of those opinions and attitudes. Now that "expression" is a candidate experience still worth a conversation or two and useful to both the firms who differentiate themselves by providing it...with or without your help. Some of it has to do with simple stuff like making the technology work. Even something as simple as your message when someone makes a phone call to you when you are on the line with someone else can drive value that impacts the candidate experience if you help set expectations about what will happen working with you rather than someone else...but I'm certainly not telling you anything new. IMHO mapping sourcing and attraction of skilled prospects through a candidate experience that commits (publicly and upfront) how it will treat interested (and eventually qualified) candidates AND then delivers on its promise will re-make staffing as we know it. And, by the way I do have stories from around the world where that is already happening...and I'm seeking more in 2012. See http://www.thecandidateexperienceawards.org…; Added by Gerry Crispin at 11:15am on May 11, 2012

Blog Post: If you can't use it in Scrabble, you can't use it on your resume: I have a few pet peeves in my life. Ok, several actually, but only one that will make me stop sourcing, scream, and then run over here and actually write an entire blog post about it.…; Added by Melissa Zentgraf at 11:56am on November 16, 2011