Search Results - illness

Topic: Why I Love Recruiting: helping others. Every time I sat down to write, my thoughts drifted to a little girl named Kelsey. When Kelsey was 3 years old she went to the doctor for her annual checkup. At first Kelsey’s mom didn’t think she had anything to worry about – Kelsey was slower than her siblings in most areas, but every kid is different. Then there were these weird birthmarks. Turns out that Kelsey had Neurofibromatosis – or NF. The delayed speech, muscle weakness, and café au lait spots (those weird birthmarks) are all symptoms. No parent ever wants to imagine their child with an illness – certainly not a genetic anomaly that can cause tumors to grow on their nerve endings, or cause developmental delays and learning disabilities. No parent wants to hear that their child may not be able to play sports, ride a bike, or even read and write like everyone else. Luckily Kelsey’s mom was a recruiter. All of a sudden those long days, evening and weekend candidate meetings, early morning calls and other wacky scheduling all made sense. Recruiting has never been a 9-5 time clock punching sort of job. So when Kelsey needed an MRI, mom could take her. When Kelsey started occupational AND physical therapy, mom could take her twice a week. When Kelsey finished her first year of school mom was able to lobby hard and schedule meeting after meeting with the teachers and administration to make sure she got a 2nd year of Kindergarten, not wanting her to move up before she was ready. And then there’s the money. You’d be amazed at how much of this stuff is not covered by insurance. So when the therapy bills started rolling in Kelsey’s family didn’t go bankrupt. Recruiting can be a lucrative business. Thanks to the incredible, crazy roller coaster that is recruiting, Kelsey’s mom was able to arrange her schedule to be at the physical therapy appointment when 6 year old Kelsey rode a tricycle for the first time. I love recruiting because it gave Kelsey’s family the financial stability and schedule flexibility to take care of their youngest daughter. This is Kelsey, and I am her mom. …; Added by Amy Ala Miller at 2:46pm on February 7, 2012

Comment on: Topic 'Do you offer to refill a position even after a guarantee has expired?': he right thing by offering a discount, but are being put into a tough spot by your customer. After all, you are well over your guarantee period and the candidate is not leaving for a reason that can be considered a lack of thorough vetting on your part. I would remind the customer that you are trying to do what is right for them, but considering how scarce work may be, can't afford to backfill a position you are over the guarantee for without some sort of income. You really don't want to play hardball too much since the customer is apparently disgruntled about paying another fee, but remind them that you can find the right talent, and that this departure is related to an illness, not a performance or fit issue. You will be saving them a lot of money by reducing the fee, and if you don't fill it, somebody else will charge a full fee so they may as well go with you. It is definitely a tough negotiation, but I think you're doing the right thing here. I would stick to my guns without being too pushy and really try to convince your customer you have their best interest in mind. Gino Allison Sherwood said:Thanks Lonnie,I agree that unique times call for unique solutions but am torn over this one. This was an exclusive agreement and the original fee was 15K. Because of the unique circumstances, I offered to refill for 4K and also credit 2k of that toward a future search. Client thinks that we're not offering enough and the potential for future business is limited. I hate the idea of not reaching a mutual agreement but don't relish the idea of working for free either! Is a "win-win" in this case even possible?01. Lonnie Ti-22.com said:Hi Allison,Typically an organization sticks to its guns regarding contingency agreements however my take on the matter would be depending if the client is considered a valued source of steady revenue. I would refill if client offers me couple of openings on a 30 day exclusive. The key would be a gesture of good faith and nurturing current client relationship. In these interesting times we all have to make sacrifices even if its refilling a role to keep client coming back.Hope this helpsLonnie McRoreywww.ti-22.com …; Added by Gino Conti at 3:03pm on February 10, 2009

Comment on: Blog Post 'How to Spot You're a Recruitment Bore': s you what you do, you are tempted to tell them you are financially independent but you mumble something about being a "consultant" and ask the if they know where the bar is and could you get them something. 2. If somebody says, hey you are a fellow recruiter, your first impluse is to say, "Well sort of but not so much anymore. You would rather take gas than go to any kind of conference, unconference or any other location where a bunch of recruiters hang out and lie to each other about how much money they make and bitch about HR. 3. Your Droid or Iphone is left in the office or in the car. You do not respond to a text from anybody. You can think of 400 other things you have to do other than check email. You have learned to say. "Sorry, my internet was down last night, having a lot of problems with that thing lately". 4. Any invitation to anything that sounds like a party or any gathering of more than three people who are still in the workforce has been lost in the mail or is returned with "moved no forwarding address" written on it. 5. You gave all your business books to Friends of the Library. You are sure all business blogs contain a virus, you click on no links to anything a recruiter is tweeting. The twitter peeps you follow are comedians or something concerning cocker spaniels. You watch a lot of CSI , criminal minds and law and order because you are sure you placed most of the perps in those shows and morbid curiosity makes you wonder what happened to them. 6. A "Dream Dinner Party" is ordering a pizza and sharing it with the dog. If the bitch starts to talk, she's out. Eat your pepperoni and be glad i didn't order green olive and artichoke. 7. It takes three days to work up the guts to post a job opening because you know what's comin at you. When you do post one, you have to fight to keep from leaving town for four days or developing a serious illness that keeps you from anserwing the phone or being able to type. Above all you are recovered enough that you have started buying powerball tickets and thinking about 200 acres in the badlands of New Mexico or an island off the wrong coast of some country nobody has ever heard of with a wall topped with broken glass, a moat with a drawbridge and some deaf mute bodyguards.…; Added by Sandra McCartt at 5:23pm on March 1, 2012

Blog Post: 5 Must-Know Paid Sick Leave Laws For Contract Staffing Recruiters: One of the trickiest things about running your own back-office is navigating the complex web of state and local laws. Paid sick leave (PSL) is an area where recruiters need to be…; Added by Debbie Fledderjohann at 1:36pm on April 16, 2013

Blog Post: Red Flags for Healthcare Professionals Seeking Work

If you are a nurse, PA, or physician…

Added by Rachael Murphey at 2:38pm on December 27, 2017

Blog Post: Happy, Happy, Happy...: This is the time of the year best spent reflecting on the year passed, On our various successes, on our family, on our chosen career, and to re-commit to the coming year, thankful that for us…; Added by Daniel J Smith at 10:31am on December 16, 2010

Blog Post: Review, Recharge, and Repeat: How To De-Stress At Work: Owning a small business during the pandemic has been a challenge for many. As the nation was told to stay indoors, small business owners continued to run their companies and care for their…; Added by Adam Johnson at 8:40am on September 22, 2022