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Comment on: Topic 'Don't invite me to invite you to LinkedIn': one of the ones we look up to. I implore you to set a good example for us. Please follow the rules.…; Added by Jerry Albright at 11:39am on February 4, 2009

Comment on: Blog Post 'Conundrum of Candidates' Conjecture': me, lack of information on the resume (thus not prompting a phone call), poor attitude when they do receive a phone call, etc. I have more clients asking for 'mature, experienced' candidates than I do 'Gen Y'ers. I encourage, no implore, candidates, REGARDLESS of age to take a serious look at how they are presenting themselves to prospective employers. However you present yourself is how you will be perceived. Make sure you present your true self in the process, but don't sell yourself short. Be thorough in your resume, highlight your accomplishments, use action verbs, etc. Not everyone who is passed over for an interview, or a position, is truly a victim of 'age discrimination'. More times than not, they are a victim of 'ho hum' a presentation. …; Added by Linda Ferrante at 5:07pm on January 13, 2014

Comment on: Blog Post 'Dear John...': t working in-house if you’ve never been there. As an in-house recruiter your aim is always to do what is best for the company. Ideally you will do this through direct means in order to return healthy cost and time-per-hire metrics (not forgetting the most important metric – Quality of hire). I am completely of the opinion agencies still play a vital part in the process but come on guys. How many of you are on PSLs with some of your other clients? Where you’ve worked your butts off to be accepted on to that list? Where you’ve built up a REAL partnership with them. You know their culture, the hiring managers, the teams, culture, dynamics etc. And then how do you feel about that company when you hear they’ve gone outside the PSL because an opportunistic firm happened to have one suitable candidate on their books and the client said, “oh what the hell, we don’t value our relationships with our other 3rd parties, let’s just use this guy / gal because they happened to be in the right place at the right time.” Frustrating isn’t it? And I bet you lose all respect for that client don’t you? Anyone would if that lack of integrity, honesty and trust was demonstrated. Okay fair enough. If you know the client has been looking for several weeks / months and still hasn’t successfully hired anyone then that’s your chance to shine. But to fall on the old counter argument of, “but surely you’re ultimate goal is to find the best candidate” is only part correct. Of course we want to find the best candidate but we want to do it ethically, giving our partners (and I emphasise the word “partners”) every opportunity to service the contract they worked so tirelessly to agree in the first place. Hiring managers are naturally an impatient bunch. I’m rarely briefed on a role that wasn’t needed “yesterday!” In their rush to get a bum on a seat they sometimes loose the foresight of quality and longevity. Agencies know this and often use this sense of urgency to good effect. Hell, I was trained on how to use it at every agency I worked for so I guess it’s still being taught to today’s consultants. You know what? To a point someone made earlier. We in-house recruiters are a protective bunch and I’m not going to apologise for this. We want to protect our hiring managers from being bombarded and hassled. We want to protect the agencies we have agreements with and have invested time fostering trusting relationships with. We want to protect our company and its reputation of honesty, integrity and trust with EVERY supplier we partner with. And We want to protect every candidate submitted to us – To ensure the agency representing them knows us as if they were an extension to our HR department, and that the they’re coming to us with their eyes wide open regarding what they’re getting themselves into. I implore you not to confuse this with cutting our noses off to spite our faces.…; Added by Ben at 4:47pm on May 3, 2011

Blog Post: Would You Outsource Your Career Management?: I’m sitting here at 11000m above the ground somewhere between Melbourne and Sydney thinking about career management. Why? You ask. Well late last week one of our consultants received within the space…; Added by Aaron Dodd at 8:09pm on May 3, 2010

Blog Post: Stephen Hart, Recruiter Trainer

Recruiting Animal Show - Recording - Feb 27, 2013…

Added by Recruiting Animal at 1:47pm on February 28, 2013

Blog Post: Recruiters and the Compendium Conundrum…: At the risk of offending about 97.2% of corporate recruiters in the industry – It’s time I raised what I believe to be a very important issue. I’m all about breaking the stereotype,…; Added by Craig Watson at 6:16pm on February 29, 2012

Blog Post: Speak to me of forbearance. Seriously?: Added by Bonnie Brooks at 2:58pm on November 29, 2012

Blog Post: Personal Accountability In Social Media

Facebook, Wikipedia, YouTube, Twitter – in addition to all holding spots in the top ten of…

Added by Jacob Cohen at 12:58pm on May 11, 2016

Blog Post: 5 Interviewing Mistakes Companies Should Avoid Like the Plague: When it comes to interviewing candidates, regardless of the position,…; Added by Skip Graham at 8:09am on August 3, 2015