Search Results - headache

Blog Post: Social Media Vs Being Social: Every article I seem to read at the moment extols the virtues of using social media to network, some to the extreme; I mean really does having 500+ contacts on LinkedIn really help? Does having…; Added by Chris Bailey at 11:24am on February 24, 2012

Blog Post: Employee Branding: Quantity v's Quality

A misconception amongst many hiring managers is the belief that…

Added by Tracey Lane at 8:39pm on July 31, 2014

Blog Post: Is Your Work-Life Balance Tilting Towards Work?

One of the most important aspects of a healthy work environment is employees who have a good work-life balance. By maintaining good work-life balances, employees can reduce stress levels…

Added by Christopher Connolly at 8:48am on June 26, 2019

Blog Post: Hiring Headache? 4 Tips For Bringing On Production Workers

Finding a great manufacturing employee to fill a position is becoming…

Added by Emma Sturgis at 5:50pm on November 16, 2016

Blog Post: Paul DeBettignies Quoted In Minneapolis StarTribune Article On LinkedIn

As posted on the MN Headhunter blog:

In the January 4^th 2009 Sunday career section of the Minneapolis StarTribune I was quoted in this article from…

Added by Paul DeBettignies at 10:37am on January 7, 2009

Blog Post: Quantity Doesn't Equal Quality

Is the title of this post a cliche? Yes. Does that make it any less true? Not from a recruiter's perspective.

These days there's no shortage of places to post a job and no matter where you…

Added by Cody Pierson at 10:37am on May 15, 2012

Comment on: Blog Post 'Understanding team dynamics before hiring': nts is that we suggest 'change' that is 'digestible'. Liam may need a lesson in intrapersonal skills, but what is the likelihood of a C level exec, who knows the company inside out, to be open to criticism about his personality, especially if he has been a part of building the company for 16 years. If one would look at the status quo, it would not be realistically to change the behavior and personality of the management, or replace the CTO. Furthermore it would not be realistic to bring immediate change to the hiring process - it would ideal, but it would just not be practical. I am sure that you would agree that the change is a slow process. Having said this, one way to increase productivity is to adjust the hiring strategy. In this case the suggested hiring strategy is not to bring in a clone of Liam, rather, bring in someone who "has Liam’s back"... like a Watson to Sherlock. Liam has been delivering thus far, so he needs to be provided the relevant resources to continue delivering. Mark turned out to be Liam's headache, and Liam was Mark's obstacle to growth. Unfortunately a lot of this cannot be picked up in an interview until and unless a proper behavioral and skill assessment is conducted - thats where we come, but unfortunately, we are usually brought in after the storm.…; Added by Saleem Qureshi at 4:20pm on August 26, 2009

Comment on: Topic '5 Salary Negotiation Mistakes To Avoid': ates, we lock them down every time we talk to them. As I was going to make the offer to him, he came back and said he wanted $5k more per anum, PLUS financial consideration for the trial period to cover medical benefits. ALL this had been discussed before, every time we talked! To say I was surprised is a bit of an understatement. I took a breath, then withdrew the offer to the candidate. I am authorized to speak on behalf our of client when it comes to salary negotiations, and I was not going to allow this to happen at such a late date. NOTHING CHANGED except he now had the offer. I really felt like we had been operating under bad faith with him. So, I withdrew the offer. My client was fine with that choice. They know we look out for their best interests and anytime something like this happens, it simply will not end well. It never does. Whenever something like this happens, I always go back and re-evaluate the situation and see if we could have done something different. I honestly don't know what we could have done different in this case. I'm glad it worked out the way it did, however, because it could have been a bigger headache if he went to work for us!…; Added by Linda Ferrante at 10:48pm on February 2, 2014

Topic: Cyber Harassment? or Cyber Bullying? A LinkedIn Tale: Linda Eagle is a renowned banking trainer and when she was let go from her consultancy firm a federal complaint was issued that accused her former firm of stealing her reputation, privacy, and her identity. How did this happen? She had an assistant that maintained her LinkedIn profile. After she was let go the complaint alleges that former colleagues logged in and changed her password and locked her out. To make matters even worse they replaced her name and photo on her profile with the new interim CEO. The job history, education, contacts, recommendations, groups, etc all remained, but a new name and face added. Once the lawsuit was filed all of Linda Eagle's information was restored and she once again regained access to her account, but what a headache. It should serve as a reminder to be careful with your social media presence. Claims were made that this was a form of corporate cyber bullying, but a representative from the National Crime Prevention Council responded with saying it was more a case of cyber harassment. What do you think? If you for whatever reason have others maintain your social media profiles you might want to think twice. *Credit to New Haven Advocate for sharing this story …; Added by Tim Spagnola at 12:05pm on August 24, 2011

Comment on: Topic '5 Top Ways to Succeed as a CORPORATE Recruiter?': acements, and starts)....I think the only thing I should be reporting is placements. I also staff and help with payroll and time cared issues, which is a headache. I'm a top recruiter at the firm, but i am ready to move up (I believe corporate recruiting in my head, is a step up for me). I don't want to recruit forever, but I would like to lead and do recruiting mgmt and talent development. I actually am replacing someone who has worked as their Recruiter for a year and a half but she is being promoted to Career Devel. Manager and she and I used to work at the same company, so we have a pretty good relationship. She was their first corporate recruiter, so they created that position for her. So I'm taking her spot while she goes up to another position that they created for her. So, I have some shoes to fill, *wipes sweat from forehead*... I don't do business development, but I do network often. I am looking forward to the challenge especially getting to know the hiring managers or "clients" and keeping up with the nature of the brand that i will be working for. So, I did hear that you could be managing 30-40 reqs at any given time, how do you manage your day? What are some tips for dealing with agency recruiters? Since now I will be on the other end of the spectrum... :)…; Added by Jai Turner at 11:21am on March 11, 2013