are any other resources that you may recommend. My # is 647-502-4473. I would appreciate a few minutes of your time. Thx
Ami has uncovered an extremely advanced and powerful combination of secrets and has effectively found a way to leverage what's out there for free to creatively supercharge a recruiter's toolkit."
Shawna Armstrong, Recruitment Outsourcing at Aon Consulting/Human Capital Practice…
's run with it!" I am an extremely hard worker, excellent communicator, advanced rapidly in the recruiting world based on strong multi-tasking skills, ability to quickly adapt to new scenarios and think outside of the box, sharp critical thinker and excellent relationship builder.
I look forward to discussing this opportunity further with you as a remote contracted recruiter.
obile access, better linkedin/ 3rd party vendor integration,,better reporting, equally easy to use; and ideally quick and easy scheduling of calls ...
we are used to planning our days out on the calender and jump from a calender to candidate/resume quickly and easily ..
We have looked at the typical players maxhire, pcr,sendouts,cbiz, target recruit and others. All have their positives and negatives
Our short list is sendouts and cbiz but would love to hear peoples opinions and views on the various products especailly if they have moved from pcr or winsearch both of which we have used over the years…
a very short lead time between knowing about the requirement and filling the role.
In the last two weeks I’ve seen two examples where sourcing candidates to fill short term temporary or contract positions has been effectively delivered by text based communications. The first was the sourcing of experienced temporary workers for a one day event; candidates were taken from an approved list of workers and selected on a location basis. Responses to the texts were quick (far better than email communications) and less work intensive than calling candidates by phone. The second was the sourcing of IT resource to fill an immediate and unexpected need, again the response was immediate.
There’s obviously some overlap in the above examples, the candidates already had a relationship of some kind with the ‘texter’ and the roles were the type that are typically filled by Gen Y. However using texting as a method for sourcing freelancers, temporary workers and contractors seems an obvious solution, as people working in these areas are typically more familiar with responding quickly to resource requirements.
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ich many raise their eyes to the ceilings, and go sphaw, this doesn't apply to me? and to which I ask, why not - why is it Recruiters, even third party are not Legally Mandated to live up to the Uniform Guidelines of the Employment Selection Process, better known as UGESP?so, let's get to the Legal Obligation/mandate/requirements -1 - of the Requirement of telling a candidate Why one is making a Disparate Hiring Decision..2 - if you are a recruiter, and the candidate meets the Objective Qualifications, it is our Legal Obligation to submit the candidate, and yeah, you can inform the client of your thoughts and perspectives, but we still are mandated to submit the candidate to the client for review, if they fit the process3 - If you as a recruiter find out ANYTHING about the candidate which could be deemed as a dis qualifier - the candidate MUST be informed of the information in full, and allowed to challenge the accuracy.We can choose to call it transparency, or we can choose to call it respect, even call if Honesty if you want.. but as long as you are doing it, well.. that is all that counts..Hopefully this would Not be a conversation killer, which sadly it appears that when one mentions the Extremely Important Facts that surround What we do every day as Recruiters.. and our Legal Obligations that we are MANDATED to uphold.. and not because we are being Nice or Honorable, but because WE CAN BE HELD legally Liable.... well, it is sad that bring up these Very.. NO... EXTREMELY Important conversations, and somehow the conversations closes and dies on the vine..
part of the business that the fee would 100% be mine. :o)
However I was told on Monday after 7 weeks of performing what was essentially an executive search for this candidate that the role has been cancelled! The job description is being redefined internally and will go out as a new roles however I will not have the chance to work on these as the RPO will try and fill them themselves first.
I don't even know if the hiring manager looked at the last two very strong CV's I sent over and I'm extremely frustrated.
I'm thinking of approaching the hiring manager to get more clarity and see if he's even assessed the CV's - what have I got to lose? The RPO is going to continue to try and fulfill all roles themselves and they only brought me in for this very hard to find role with an extremely pernickity hiring manager who was looking for the perfect candidate on paper and didn't even consider interviewing ones who were off that chart which was very short sighted as my RPO contact wholeheartedly agrees.
I should have been on a retained fee basis for the service I was providing but as the organisation was historically my best client I didn't go down that route and they were so adamant about needing this person.
I would like to bill them anyway for 33% of the fee but I know there's probably not a great deal I can do in all honesty but ... AAAAAAaaaaaarghhh.