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Blog Post: 4 Strategies To Keep Your Business Current and Competitive: Since COVID-19 forced the part-time closure of many UK businesses, companies…; Added by Caitlin Purvis at 11:08am on April 15, 2021

Blog Post: Web 2.0 - Social media Organizational tips

Web 2.0 organizing your hiring resources –Original publication 2008, update 2009

Are you unemployed and looking for a position on every job board and social network under the…

Added by Susan Hand at 2:03pm on April 26, 2011

Blog Post: Promoting your business through social networks: 10 tips: I found this article very interesting. Social Networking is the way of the future... It is so effective if done right!

Enjoy,

Leslie…; Added by Leslie Lopez at 7:42pm on December 11, 2008

Blog Post: Business Best Practices: Why You Should Invest in Digital Transformation: The term “digital transformation” doesn’t just mean one thing. In fact, it can be interpreted and put into practice in many different ways depending on your company’s needs. No matter how you…; Added by Alicia Walker at 6:40am on January 24, 2024

Topic: Fall our frustrations - looking for your thoughts: batt Blue (brewed in Canada, not the crappy US version). I did read about a possible West Coast version next year which would be of interest to me being in AZ, I hope Slouch will bring me some Canadian Labatt Blue, you are allowed 2 carry ons… (don’t laugh, my buddy has done it before) So Friday was a tough day for me and hopefully I can get some advice from my fellow RBC members as they get back to work and deal with Recruit Fest hangover. As I mentioned a few weeks ago I was frustrated with a fall out which became official on Friday when the candidate resigned and walked out the door. I have not talked to him to get his side but my contact at the company said he was far from professional in his words and actions. This was my first placement there (great first impression) and my standard fee agreement gives 30 days to pay (which they did) and offers a 90 day replacement guarantee with no time frame to provide said replacement and no where do I mention anything about a refund. Initially, their legal team reviewed my fee agreement and made one change that they did not have to pay me for candidates they all ready had on file that were being considered for the position. That is a gray area for me but I agreed to the change and we signed. So it is apparent they have gone over the agreement, made their changes and are (or were) happy with it. When my contact called I said I would get to work right away on a replacement per the agreement and she wanted information on a refund. I said I only offer replacements and not refunds, I could tell this did not sit well. About 10 minutes later she called back and said she talked to their legal team and they are requesting me to commit to a time frame to find a replacement and if I do not do so, they get their money back. It was at this point I told her I needed to consult with my lawyer and get back to her as I did not want to say anything to hinder my agreement or relationship. I will let you in on a secret, I don’t have a lawyer. I am a bit ticked that I was given all of 10 minutes to work on a replacement before they called demanding more than is in our fee agreement that they have all ready modified and signed. I am confident I am in the right because they modified my standard agreement and brought this up only after the situation happened and now they want me to go back and modify our original agreement so that it benefits them and screws me. I can understand their situation as they sent me a sizeable check for a candidate that lasted about 45 days and walked out but we need to abide by the agreement in place and at the very least allow me an opportunity to find a replacement. I did make one offer that if I was not able to find a replacement I would like to continue working with them and would offer them a lower fee on future placements so they could re-coup the money that way but it would require them to continue to work with me which is my ultimate goal, I was told no quite quickly. I have dropped everything to focus on this and need to respond back today, I have been working on a written response with a business associate which I will include below. If I am not able to find a replacement in a suitable time then I assume they will try to come after me legally but I do not think they have a leg to stand on due to our agreement which was in place but this is a situation I hope to avoid. I apologize as I have been long winded but I am frustrated that I am having this discussion about what to do when I fail on finding a replacement before I have been given a chance to do so. I wanted to get your thoughts on my situation and how I should respond to the company. Thanks in advance! Jason Response; I am sorry to hear that your hire of George did not workout. I am sure that this is frustrating for you and your team, and it is for me as well. Please know that I am doing everything that I can to find a suitable replacement for George in a timely fashion and as you are keenly aware, qualified candidates are challenging to locate. My ultimate goal is to replace George in a timely manner free of charge and maintain a positive working relationship with you for the future. As a follow up to our Friday discussion regarding our fee agreement, I fully intend to honor the commitments made in our agreement. I understand that you are concerned about the loss of George and the timeliness of his replacement and your legal team is pressing for changes in the fee agreement that we jointly modified per their request prior to its execution. I am not in a position where I can retroactively modify our fee agreement, and I would not expect you to retroactively modify an agreement between us either. I would be open to discussing changes for the future if you chose to continue working with me. If I am unable to replace George in a timely manner, I am willing to discuss accommodations outside the scope of our current fee agreement on future placements as a professional courtesy to you and your team. I am confident that we can reach an arrangement that is agreeable to both of us which will hopefully allow us to continue working together.…; Added by Jason Babyak at 10:44am on September 22, 2008

Topic: Tutorial Tuesday: How to Bulk Accept LinkedIn Invitations to Connect: iple invitations to connect and accept them all at once from the main inbox page. It took me a little bit of exploring the new inbox interface and functionality before I figured out how to be able to bulk accept LinkedIn invites like I had grown accustomed to. Then the other day I was on Twitter and made a comment about bulk accepting LinkedIn invites and received a number of responses from people asking how to do it. I had assumed everyone knew how to select and accept multiple invitations to connect – but you know what they say about assumptions… So – I’m here to show you 2 different ways of bulk accepting invitations to connect on LinkedIn. Method #1 Navigate to your inbox. Hover your mouse over “Received” and a drop down menu opens up and you can select “invitations.” Once you select “invitations,” you will be taken to all of your invitations to connect, and this is where you can select the entire list if you like: Then simply click the blue “Accept” button to accept all selected invitations to connect. After you accept the invitations you’ve selected, you’ll be taken to a page showing you’re the connections you just added. Here’s the trick that many people miss – you have to scroll all the way down to the bottom of the list of the people you just connected with and click on the tiny “See your other invitations” – which, if you’re not paying careful attention, you can easily miss. Am I the only person that thinks it’s a little weird that they tucked this so far out of the way? Once you click on “See your other invitations,” you’ll be taken back to page 1 of your inbox of invitations, which have likely all been accepted. Now you have to scroll down to the bottom of the page to click on page 2 of your invitations in order to see other invitations to connect that you have not processed yet. Alternatively, you could bulk “archive” all of the invitations you just accepted, and then your “pending” invitations from page 2 would advance to page 1. Once you get to page 2 – simply repeat the process of selecting the invitations you would like to accept, click accept, then scroll down to the bottom of the page of all of the people you just connected to and click on “See your other invitations,” and go to page 3, and so on. Method #2 From the home page, you can “take action” on an invitation to connect: Once you accept an invitation to connect in this fashion, you are taken to the “Add Connections” page where you can see the person whose invitation to connect you just accepted. You’ll have to scroll down to the bottom of the page to find and click on “See your other invitations.” If I didn’t know better, I’d think that LinkedIn was trying to hide this.  Once you click on “See your other invitations,” you’ll be taken to your inbox of received invitations, where you can repeat the cycle detailed in method #1 above of selecting the invitations you would like to accept, click accept, then scroll down to the bottom of the page of all of the people you just connected to and click on “See your other invitations,” and go to page 2, 3, and so on. So if you didn’t already know how to easily bulk accept LinkedIn invitations to connect, now you do. LinkedIn’s changes certainly added more steps to the process than the original process, and likely on purpose – but that’s a topic for another post.  I think it’s poor functionality to be taken back to page 1 of your received invitations every time you accept a batch of invites – not sure what the thought process was there and why you’re not automatically taken to the next page of unprocessed invitations to connect, but I’m not a user interface designer @ LinkedIn, so what do I know? If you’d like to see a video that details most of method #1, you can view Jonathan Duarte’s how-to video here: http://recruitingblogs.ning.com/video/linkedin-changes-inbox Nice work Jonathan!…; Added by Amitai Givertz at 8:55am on June 16, 2009

Topic: CRM and Marketing Automation Meet Technical Recruiting with Launch of “TalentBin 2.0": communication, pipeline management and reporting San Francisco, CA – September 24, 2013 – TalentBin, the market leader in open web talent search, today announced the launch of TalentBin 2.0. The new version incorporates automation and relationship management features into the existing TalentBin platform, allowing recruiters to efficiently manage the entire "pre-apply" recruiting process in one place. “TalentBin’s initial features solved a huge problem for recruiters by automating open web talent discovery, a previously frustrating manual process,” said TalentBin co-founder Pete Kazanjy. “Now, we’re automating the entire process by adding new features that make TalentBin a one-stop shop for managing the many steps it takes to hire qualified technical candidates.” TalentBin has aggregated more than 500 million profiles of potential candidates to date. Now, the platform provides automated tools centered around recruiting-centric communication, candidate management and prioritization, and collaboration for larger recruiting teams. TalentBin 2.0 can be used as a stand-alone solution, or integrated with existing CRM, ATS, or HRIS systems. Communication Automation: TalentBin 2.0 integrates directly with Gmail and Microsoft Outlook / Exchange, enabling recruiters to contact qualified candidates directly from the TalentBin platform using their own email address. Emails appear in the TalentBin platform as well as the recruiter’s inbox. Other features include: ·Templated messaging across both email and social channels ·Campaigning tools for reaching multiple candidates more efficiently ·All interactions -- including emails, stage changes, approvals from hiring managers, notes, and tasks -- are automatically stored in TalentBin 2.0’s “Candidate History” ·Embedded open tracking and click-through tracking in outbound emails "Successful technical recruiting is about finding the high-quality potential candidates, and going after them in an efficient, persistent fashion," said Gary Garceau, Director of Recruiting for Visible Measures. "I use TalentBin to quickly narrow down a list of the best technical talent, and keep all my interactions organized. The new features help me do my job more efficiently and accurately, and make me a better recruiter overall.” Collaboration, Management and Reporting: TalentBin 2.0 also makes it easy for teams of recruiters and hiring managers to work together and stay organized. Recruiters can also track the stage of a candidate (i.e., promising, qualified, attempting to contact, interview, etc.), visualize their pipeline, and share this information with hiring managers. Further, recruiters can set prompts within TalentBin to remind themselves to follow up with a candidate, which removes the additional step of creating a separate calendar task. "Successfully managing a recruiting pipeline requires organizing and tracking information on hundreds of candidates,” said Luke Beseda, Lead Recruiter at Flurry. “The useful relationship management tools that TalentBin offers have helped us communicate as a team and stay coordinated, ensuring that our candidates have the best possible experience in their first interactions with Flurry.” “Many of TalentBin 2.0’s new features - like templating, open and click tracking and lead scoring - have existed in sales for a decade, and we’re now applying the same capabilities to recruiting,” added Kazanjy. “Recruiters shouldn’t lose out on viable candidates just because they didn’t realize someone opened their email but never replied. We went above and beyond to make sure that this new version of the product gives recruiters a competitive edge.” To find out more, visit http://talentbin.com. About TalentBin TalentBin is a pioneer and market leader in open web talent search, turning the internet into a talent sourcing database for hiring managers and recruiters to discover hard-to-find technical talent. The TalentBin platform combines a powerful people search engine with automation tools to streamline communication, pipeline management, reporting, and collaboration among recruiting teams. TalentBin has aggregated over 500 million professional profiles to date, and provides user access from anywhere as a web application or within existing Recruiting CRM, ATS, or HRIS systems through an API. Based in San Francisco, TalentBin staff hails from VMware, eBay, and LinkedIn, and the company is funded by First Round Capital, Lightbank, New Enterprise Associates, Foundation Capital, Charles River Ventures, and Ron Conway’s SV Angel. TalentBin was named an “Awesome New Technology” at the prestigious 2012 HR Tech Conference and a “Recruiting Game Changer” at HR Tech Europe’s iHR Awards, and recently recognized as a “Cool Vendor Supporting Multiple Nexus Forces” by Gartner. For more, visit www.talentbin.com…; Added by Purandhar Rayudu at 5:20am on September 25, 2013

Comment on: Topic 'No one returns emails or calls any more. Did professionalism go out the door wi…': rt, and a smirk that said, “90% of you newbies will never make it past the first 60 days.” We had to learn the “pitch”, and it went something like this, “Hi, my name is Jack Young I’m an executive recruiter I take it you know what I mean.” Depending on whether you were cold calling a candidate or a client you then went further in your spiel with, CANDIDATE: “I’m calling you today because I just received a fabulous assignment to recruit a Director of Operations for a wonderful manufacturing company in your area, and I was wondering if you’d be interested in hearing about this opportunity?” Jill, apropos your discussion from the CLIENT SIDE circa 1986, “I was calling you today because I just met an incredibly talented Director of Operations. I’m handling a search for another distribution company, and frankly, this particular Director of Ops is too senior for my current client company. Do you think you’d be interested in hearing about this very talented operations professional?” Here’s a laugh from these pre-scripted call days; I worked with another new recruiter “Bob”. Bob really took the training literally, and committed to memory the opening phrase, “Hi my name is Bob I’m an executive recruiter I take it you know what I mean.” Well, we all worked off of paper company lists at the time, and you simply were “dialing for dollars”, not paying too much attention to who, what and where. Bob is on his umpteenth call of the day, and about twelve of us in the “recruiting bullpen” were making calls, and hated hearing Bob and his inane rendition of, “Hi my name is Bob I’m an executive recruiter I take it you know what I mean.” Finally, Bob get’s the next potential client or candidate on the phone, and he starts his pitch when all of a sudden we hear him say, “Hi my name is Bob I’m an executive recruiter I TAKE IT I KNOW WHAT I MEAN”. Jill, I’ve laughed a lot during my years in this business, but maybe never harder than hearing Bob utter that one phrase. Imagine the thoughts going on in the mind of the person listening to that pitch. It is amazing with this training I ever survived in the business. On and on, evolving and evolving we’ve trekked. Always trying to professionalize our approach, and gain entre' to the next great client, or superstar “Operations Manager”. I find myself having morphed from newbie/novice salesman, agency proprietor, to seasoned showman/schmoozer. A day does not go by where I’m not formulating a strategy of how to break into an account. How can I reinvigorate enthusiasm with a long standing client company that’s been hit hard by the economic downturn? No one returns my calls, where has professionalism gone was the salesman’s lament in 1986; it is still a challenge to overcome today in 2009. The biggest difference is that the snub can emanate from so many different forms of media. Our email can be ignored, our voicemail can be ignored, our text can be ignored, and the greatest indignity of all, our Tweet can be ignored… I posted a blog on April 23rd. titled “I just want someone to call me” http://www.allowmetointroducemyself.com/blog/ from the 100’s of candidate calls I receive and their pleas for help in connecting with a potential hiring authority or recruiter that can offer them some hope. Man, I don’t want to be preaching, (particularly to this choir), but many of us face the same challenge as the candidate(s) wanting audience with a hiring manager. Reinvent, or as our President sold us, “change”… and so I shall. I’ve reinvented my recruiting model for the fourth time in 23 years. This incarnation is the most drastic, innovative, and circular in design. I’ve tried to consider the most glaring needs of the client, candidate, and recruiter. This new model gives me reason, and purpose to reach out to 23 years of connections. I won’t be sending a single postcard, letter or facsimile. There’ll be links to PowerPoint presentations stored online. Announcements throughout the Social Networking community, and yes, old fashion phone calls to my most valued accounts. Jill, I need to be extraordinarily compelling in my message. I need to be inventive in my service, and need to employ strategic risks that look good on paper, but are wholly unproven in practical application. I can do this because I am convinced my plan is solid, and the implementation benefits everyone. I’m leaving emails regarding this launch that are being returned. I’m calling my client base with a message that goes something like this, “Hi, it’s Jack Young, and I would like to speak to you about a new recruiting solution for your company. I’ve crafted a unique way for us to work together that will dramatically reduce your cost in utilizing my service, and provide you greater access to my network.” I’m receiving a call back of about 90% of the time. As a maniacal Class A lunatic, the 10% not responding still drives me nuts. My attitude is once the program roles out and gains it’s first, and second success, the ten-percenters will come along as well. Be compelling, be beyond excited, be positive – if you believe you are calling with a product or service that will definitely improve the functionality, productivity, and profitability of a company, and that belief is born from solid research and experience, keep calling until the CEO, President or owner of the company tells you to stop!…; Added by Jack Young at 3:49pm on May 13, 2009

Blog Post: Interesting Approaches to Performance Appraisals: Employee performance appraisals are very integral to organizations to increase employee productivity and business results. Although, …; Added by Dhanya Raghavan at 2:33am on August 19, 2019

Blog Post: Searching For the New Recruiting Model: A few weeks ago I woke up in the middle of the night and it was obvious that something was weighing heavily on my mind. Actually, it was this free-to-fee recruiting business model that I read about…; Added by Ken Forrester at 10:38am on August 29, 2009