Search Results - gambling

Blog Post: Sun gambles big as outlook darkens: Big Tech

Covering the digital giants, by Jon Fortt

Sun gambles big as outlook darkens

Bryan Cantrill and Mike Shapiro, Distinguished Engineers at Sun, dreamed up a new type…; Added by 01. Lonnie McRorey at 11:32am on November 12, 2008

Blog Post: Can Video Enhance Your Structured Interview?: If you hadn’t heard there are a whole lot of people out of work these days (approximately 13 million) and hiring…; Added by Ryder Cullison at 4:34pm on March 13, 2012

Comment on: Blog Post 'Acknowledging the Elephant in the Room': uarantee that the (guessed) keywords really appear in any job posting in the database. 2) Any keyword search stalls after entering a handful of words. The job board either does not give you anything back or you get some junk back (i.e. when you enter the "and" as keyword on Monster, Monster will show you jobs that contain the "and" in the job posting). 3) A typical job posting has 20 to 50 requirements. If every requirement is just a word (it is typically more) and a job seeker has to match at least half of the requirements to find a useful posting for him/her then the job seeker has to guess at minimum 10 correct words. Now, when you play the lottery you guess 6 numbers out of 49. In this game you have the luxury that you know the 6 guessed numbers are actually in the pool. With the keyword search you don't have that luxury. You have to guess 10 words out of thousands and you don't even know whether you guessed words exists in any of the job postings. Bottom line is that job search on job boards with keywords is just lottery. Job seekers cannot guess 10 correct words out of thousands. It's impossible! They cannot find any close matches to their skills and education. On top of that they are under pressure. They feel the whole process is gamble and they know if you want to win the lottery you have to play alot. That's where the recruiters get hit. They see the floods coming in but cannot sort it out. There in no feedback to job seekers. Result: Everybody complains. What needs to happen is to stop the lottery approach and allow job seekers to know what requirements are in the database of job postings BEFORE they start searching. This list of requirements is the master index that job seekers go through once and store as a profile. All requirements in new jobs that come in are matched to the job seekers who have a stored profile. Job seekers simply review their best matches and apply. There will be fewer job applications but more quality.…; Added by Henning Seip at 2:44pm on April 12, 2011

Blog Post: One Shining Moment...The Purest form of competition: March Madness is upon us.

It is the single most purest form of adrenaline and competition.

Young men and women dedicating an entire season for the chance to shine for the…; Added by Mark A. Leon at 4:10am on March 4, 2011

Blog Post: Are Smart Homes a Smart Move for Google? 3 Great Perspectives on the Nest Labs Acquisition: Very recently Google announced their acquisition of Nest Labs, the maker of…; Added by Julie Salerno at 3:31pm on March 14, 2014

Blog Post: Should Unemployed Job Seekers be Ruled Out? Some Think So: Traditionally, recruiters have sought out job seekers who are already employed, as opposed to those who are…; Added by Matt Deutsch at 9:35am on June 16, 2010

Blog Post: Ten trade show attendee rules: I attend two or more trade shows per year. Most of the work (business development, recruiting and client service) is accomplished on the telephone, of course. But there's nothing like getting out…; Added by Eric Raynard at 12:40pm on July 30, 2009

Blog Post: More cool tips on dealing with clients who want a fee discount: Last week I blogged about how you need to move the focus away from dollars and percentages when…; Added by Greg Savage at 8:34pm on November 21, 2010

Blog Post: Why Paying Employees More Is A Great Way To Save Money

An assembly line at a Ford…

Added by Paul Petrone at 9:20am on May 21, 2014

Comment on: Topic 'Insightful questions to ask when interviewing/hiring a recruiter?': ave happened at our company, and I cover at least 3 to 5 scenarios - some are even related to each other (ability to progress through a day/project, retaining what you've already done). They are lengthy, and highly detailed. I start by telling the Candidate - I have X hypothetical scenarios I'm going to read through to you. I know you don't know our Company/process/policies, so just use the information you receive, and your previous experiences, education, or gut instinct to tell me how you'd handle the situation. You may take notes if you would like to. I want you to think/act as if you're already one of our Recruiters. The company names I use are real companies, however they may or may not be our actual Clients. I use real company names to see if they think one Client is more important than another just because of the brand recognition. The size or brand recognition of the Client only weighs in so much as to how important that Client is to our company - I want the Candidate to have deductive reasoning, so I'll sprinkle in some words that should trigger a person to look beyond just the client name. The scenarios quickly tell you who is a good fit and who is not because: 1. Candidate MUST pay attention to what you say (active listening) 2. They must catch all of the important details and leave the frivolous info alone (attentive, accurate note taking, able to prioritize important vs non-important info) 3. If they don't take notes and still get things correct - they have a great memory. If they don't take notes and they botch the answer, it shows me they don't care about what they're learning, which means our Hiring Manager will have a heck of a time training them 4. I ask them to prioritize at least 3 duties/tasks - shows me if they can do that without us telling them how 5. Some times I do role play, and I play the "mean" or "rude" or "stupid" person, see if they remain customer service oriented no matter what I recommend thinking of all the times you were frustrated, overwhelmed, stressed out at your work (boss is a jerk, client who is unstable & demanding, impossible deadline, coworker stole your placement, you lost a Candidate to competitor, etc) and some things that are more mundane though could be more of a regular issue (NCNS interviews, clients changing their minds, pay range not in line with market/skills, internet/database goes down, etc) IMHO, there are no "perfect" interview questions and you're always taking a gamble on their fit; in the information age, Candidates are well prepped to say a canned answer, or they answer the way they think you want them to. I combine the standard questions with the scenarios - and just this week I've had 4 Candidates gush to me about what a wonderful, thorough, upbeat, pleasant, interesting, insightful and professional interview they experienced. Good luck!…; Added by Megan Bell at 1:17pm on October 17, 2013