but the whole spectrum of recruiting/client development services)
There are videos sprinkled around the internet where a considerable degree of success is claimed by Bountyjobs. Most recently the video from Recruiterearth.com with a snippet of Jeremy Lappin, CEO of Boutyjobs indicating your network/group is doing "Thousands of placements annually".
I am very interested in "thousands of placements annually" myself. Those are the kind of numbers we can only dream about - until now! You are claiming this is the level you have reached - yet I can not find more than a handful of any reference to recruiters being successful with your site.
Would anyone associated with BJs please clarify this for me? I am certainly not the only one wondering. Also wondering if the other Jeremy who posted last week about not getting his money even after the clients sent him copies of cashed checks has been resolved.…
rom a few steps back and see a larger potential.
Chad’s about this being the MySpace for bloggers is a great line.
Karen, in a moment I am going to send you an invitation to be my friend. I have learned quite a bit from your viewpoints. I am happy to see you have your own page here and look forward to “seeing” more of you.
Frankly I look forward to seeing some new voices here and at Recruiting.com. My frustration with Recruiting.com (and no fault to you, Jason) is that it appeared to be taken over by a handful of people and I grew tired of it.
I also believe that is why some are concerned over what the future of that site is. There is a new sheriff in town and I am guessing that some are concerned with how much their voice can/will be heard.
Jason, there are quite a few recruiters here in Minneapolis that I will suggest to that they find their way here. Recruiters who have been interested in blogging but have not taken the plunge. I bet they will enjoy creating a page of their own here, learning from others, and exchanging their stories.…
I’ve created a sub group on Recruitingblogs.com for recruiters and professionals to support and share their charities. It’s free and can accomplish a ton for the good causes you support.
I hope you will join to share your charity, connect and expand your reach on a global level.
Also, We have entered a video contest to win $10K towards our donations to Multiple Sclerosis. I am NOT asking for money. I am asking to use the “pay it forward” approach though and vote!
It’s simple if we get the most votes we win and we need more. Please take 2 minutes to click or paste the link below, register and vote. The registration is simple and requires name and email.
It literally take 2 minutes. Please also forward this on to as many people in your networks as humanly possible. Let’s together support MS.
Thanks so so much!
Click or Paste this link to vote:
Video title: “St. Albert the Great MS 150 Video”
Direct Link: VOTE AND VIEW HERE…
or of the town I grew up in. So political news and campaigns on all levels have always been something I'm fascinated by. I also happen to be a huge fan of documentaries. So easy to see why this film was always one that sucked me in if replayed on cable. I just learned this week that they made a follow up film The Return of the War Room. It looks at what (if any) lesson were learned from those that were involved with the 1992 presidential campaign. Solid documentary and a must see for anyone that liked the original.
One interesting part of the follow up was a look at how campaigns from all countries and all affiliations have adopted the need for a 'war room' to be successful. It made me think about recruiting. How would a war room look for recruiters? Would be a handful of sourcers and some social media gurus?
d you are not looking for a job, or maybe you are a passive job seeker. You might be really busy right now and not thinking about your resume. You may even have an old resume hanging around just in case you need it… but, will you be ready with the RIGHT resume if a great opportunity presents itself? Perhaps you are one of the unfortunate victims of cutbacks, layoffs, the economic downturn, rightsizing, or downsizing. If so, are you getting calls for the small handful of jobs that exist? Do you have the RIGHT resume for your job search?
Join the FENG on Wed., July 21, 2010 5:00 pm – 7:00 pm at Temple Israel, 14 Coleytown Rd, Westport, CT. Guest speaker Christine Damato, is a Certified Personnel Consultant & President of the Right Resume Place & Career Center, LLC and will discuss How to Be Prepared with the RIGHT Resume…Even in the Worst Economy! Visit the website at http://www.therightresumeplace.com…
he letters and numbers are worn off the keyboard but the "market forces" will still make the greatest impact on a community ) or business sector). Remember - and I'm gearing this to some of the "older" members of RBC (like John, Mo and moi) - how universities create paths on new campuses? They pretty much hpave where the students have trode on the grass.
As long as the "guiding members" - and with RBC perhaps there are hundreds - behave in a manner that is internally consistent - the norms will be transmitted to other members of our community. Only a handful will read FAQs or wikis or READ THIS posts leaving the rest to dive right in.
But what Paul is writing about - Paul, I'm reading between the lines like recruiters should - is about Human Factors design: Perhaps what is really needed here is useability assessment of RBC to see whether there is a better more intuitive interface for RBC that "guides" new and experienced users. Intuitive then becomes cultural.
Too all who read - when you come to NYC let me know ahead of time. I'll play tour guide... heh-heh.…
ormers, they axed the folks with middle-level performance ratings who would have qualified for bonuses so Fidelity could avoid paying the bonuses!). That policy could come back to haunt them. But as you said, many companies had to lay off far more than 10% and that obviously goes beyond deadwood. Some smart companies (even in hard-hit industries like retail) are using that as an opportunity to get great talent on the cheap. As Sande Foster, a veteran third-party recruiter, recently told me, other industries that aren't suffering layoffs (e.g., healthcare, medical devices, energy) need to realize that there are transferrable skillsets from these layoffs. They would be wise to look beyond the handful of target companies and hire some seasoned managers who will make a real difference in the long-term bottom line. As she said, hiring younger workers who may have the right type of industry experience but lack the depth will, when they come on board, waste a lot of time floundering and being relatively ineffective because there are no mentors to show them how to get things done.…
the 'right way', the 'international way', and they kept filling out forms after forms after forms. For all I know they are still trying to do it that way.
"Guanxi" pronounced 'guan she', mean 'matters', its a loose term for 'contacts'. In China you can save yourself a great deal of money for heartburn medicine, by paying off certain government officials. Most Western companies who have reputations to protect, will hire a local consultant to do the dirty work and allow them the veneer of deniability.
One company who was involved in the the Asian Games held in Beijing in 1990 wanted to promote themselves to western media. So their Head Office quite reasonably hired a Hong Kong based PR firm to set up a press conference, with free food and booze. Hardly a handful of local newspaper reporters showed up. The Chief Rep of the company in Beijing met the Reuters Beijing based Reporter and was told, "you, I know. those others...nope. If you would have called, I could have had this placed filled for you."
Guanxi. It matters in China.
Not everyone is a CEO with a PR rap sheet a mile long. However Jim, you start out talking about sourcing and end talking about relationships and recruiting. Two different concepts and no one would disagree that building a long-term relationship with a candidate would be unimportant. However, sourcing is not recruiting although a recruiter can be a sourcer. There are a lot of HR departments where the typical monthly workload for new hires can certainly go over 20, 30 or more. It takes time to source and depending on the complexity, sourcing can consume a large number of hours. I would rather have a list of targeted names put together inexpensively so that I can concentrate on reaching those people quickly while doing all the other aspects of recruiting like building a relationship, setting up interviews, preparing the candidates for interviews, preparing the client for the interview and candidate, debriefing both candidate and client, negotiating offers, handling last minute glitches, and so on. If you only have to recruit a handful, take all the time in the world. If not, use a qualified sourcer to save time, money and frustration. Just my 2 cents.…