Search Results - headache

Blog Post: 4 Tools Every Contractor Needs to Safeguard Their Company

Owning a contracting company involves a lot of hard…

Added by Rachelle Wilber at 11:59am on December 17, 2018

Blog Post: Tylenol Anyone? I've Got a Desk-Splitting Headache!

As if last week wasn’t bad enough, yesterday our…

Added by Paul Slezak at 7:45pm on May 16, 2013

Comment on: Blog Post 'You recruited them, laid them off, now they're in hock': and signed up for subprime loans even though they didn't have legal work in the US. (Believe me I used to work for a subprime company I came across a bunch of cases.) But to the Recruiting ethics issue. I think this one is a two parter - how you sell the candidate and who you choose as a client. I myself have struggled with this one as well. I have worked with a company in the past that honestly made me feel like a snake oil salesman. In the end I decided to steer certain people away from my company that I felt didn't have the scruples or thick skin to handle the place. I actually told a candidate: "You're a really nice person, and speaking as a friend, I think you should look elsewhere. Trust me - you would not be happy here." If you oversell you are just going to cause more turnover and headache for yourself, and you are doing a disservice to the candidate. You don't have to scare people away necessarily, but don't try to sugar coat a piece of crap either. As to client base - I think we have to make the decision to be ethical people even if it might hurt us in the short run. I think this lack of personal ownership and 'mercenary mentality' is why we are in the current economic crisis. For me the question isn't, "Will this company let me represent them?" Rather, "Do I want to represent this company? Do I want to risk damaging my reputation in the community by representing them." **By the way the person I said that two nine months ago not only thanked me profusely, but contacted me a few days ago to retain my services as a resume writer and job coach.…; Added by Jennifer Berry at 10:25am on February 12, 2009

Comment on: Topic 'Digging Into RecruitingBlogs.com v2.08: The Death of Sourcing': e candidates. So, I ask: "Is sourcing a means to an end or and end in of itself?" Candidates sourced from a job board will be approached very differently because they are hyper-active whereas candidates sourced from Amazon because if their interests in subject matter a) and/or skill set b) require an altogether different type of overture. Where is there any mention of how the job profile, demographics, supply and demand affect sourcing and sourcing strategy? Under what circumstances do we go for abundant active candidates and conversely the passive and disinterested folk? How do these decisions impact our choice of sourcing tools and techniques? Or is it just Broadlook, LinkedIn and/or calling Betty? I have retraced the comments and I may have missed it but has anyone mentioned the fact that sourcing strategy is determined by a whole lot more than available technologies and preferred techniques? Are posting jobs online and in print no longer legitimate sourcing strategies or are we to take it that these legacy approaches are, in every circumstance, dead? What about radio, job fairs and employee referral programs, outplacement programs, transitioning military and sticking leaflets on windshields in mall parking lots? Are these forms of sourcing dead too? Maybe it's recruiting itself that is terminally ill. Or maybe its just how to put things in the broader context of recruiting process and so-called "best practice." One thing's for sure, narrow-minded empiricism, cognitive bias and thinking inside the box [make that a coffin] is alive and kicking on RBC. Is it any wonder that reading this entire thread would leave one whose job it is to actually recruit with a pounding headache?…; Added by Amitai Givertz at 7:11pm on March 8, 2009

Blog Post: Sales Recruiting Tips: How to Separate Pretenders from Contenders

Everyone is trying to get ahead of the game,…

Added by Bryony Shaw at 11:41am on July 26, 2019

Blog Post: Beating Recession with Employment Branding: A colleague of mine Peter Sukonek, CEO of Big Gravity, a local branding firm recently wrote two articles on his blog about recession marketing. He refers to experts like Steve Abdalla and John Quelch…; Added by Mike Nale at 11:05pm on April 29, 2008

Blog Post: Key Findings for a Chief Human Resources Officer to Know: Recruitment is a big game. Just like any game, where different individuals from different groups are fighting each other to grab a piece of place under the sun, recruitments make a company…; Added by Lucia Adams at 5:13am on July 20, 2018

Blog Post: I Think It Is Time For a Recession.... REALLY: I can't remember the last time I wrote a post on Recruiting Blogs. I've been pretty quiet the past couple of years. My blogging career really started around 2012 right here on this site! I…; Added by Will Thomson at 5:26pm on September 25, 2019

Blog Post: Dr Pete - Ergonomics at Work: In an effort to bring you more information on a variety of topics, we have enlisted a few "guest bloggers."

I have spoken with a few managers out there and learned that workplace…; Added by Corey Harlock at 3:43pm on February 1, 2010

Blog Post: Increase your Agency's Revenue by 10% - Without Doing 10% More Work