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Topic: Broadbean Technology and myStaffingPro Applicant Tracking System Announce Strategic Partnership: ewport Beach, CA (July 29,2010) – myStaffingPro, a leader in applicant tracking software, has entered into a strategic partnership with job distribution and candidate response tracking company, Broadbean Technology. This partnership allows myStaffingPro applicant tracking customers to post to any job board using one simple integrated interface. Through this partnership, myStaffingPro customers will be integrated with the Broadbean user interface. With the integration, users can quickly and easily submit a job opening to any or all of their registered job boards without logging into a separate system or repetitively creating the job opening. "The partnership between myStaffingPro applicant tracking system and Broadbean Technology creates a seamless integration for recruiting. The offering allows customers to reduce their administrative costs by eliminating duplicate data entry. The result is a more efficient hiring process, which will save companies time and money," said Bob Schulte, CEO of myStaffingPro. Kelly Robinson, Founder and Chief Exec of Broadbean Technology, continues, “Broadbean’s partnership with myStaffingPro proves our continued expansion efforts in North America. The combined technologies of myStaffingPro and Broadbean streamline the online recruitment process for recruiters and hiring managers. The analytics and reports provided will, no doubt, benefit myStaffingPro’s clients, as well as our epic customer service and tech team consisting of thirty full-time employees. We look forward to a long-standing relationship." About myStaffingPro: myStaffingPro is a full-featured applicant tracking and recruiting system with advanced screening and configuration capabilities. The system provides recruiting professionals with the tools they need to recruit, qualify, track, and hire the best applicants. The scalable myStaffingPro system can be configured to any hiring process or budget. myStaffingPro currently delivers the hiring process for over 500 clients and has processed over 19 million applications. To learn more about myStaffingPro applicant tracking system, visit www.mystaffingpro.com. About Broadbean Technology: Broadbean provides global job distribution and candidate response tracking solutions to over 1400 clients worldwide and 32,000 individual users that include staffing companies, recruitment ad agencies, tech vendors, RPOs, and major employers. Our universal reach allows Broadbean to increase the effectiveness of online recruiting with in depth return on investment metrics for job board performance. Please visit: http://www.broadbean.com …; Added by Rayanne at 5:57pm on July 29, 2010

Topic: Are Recruiters Really Necessary?: fect match for Peter’s talents. So, I placed a call to the vice president. The VP agreed that my candidate was indeed perfect, and could immediately help his company grow. However, there was a catch: Under no circumstances would they pay a recruiter’s fee. “So, you see no value whatsoever in working with a recruiter,” I said. “You got it,” he said, cutting me off. “We get 50 resumes a week from posting on Craigslist. So, if your candidate really wants to work for our company, I’m sure he’ll find us.” “Sorry I wasted your time,” I told the VP. I could tell from his tone of voice that any attempt to convince him otherwise was a waste of my time as well. Things Get ComplicatedJust as the VP predicted, Peter eventually found the company online, and after an exchange of emails, the VP flew him out to interview. Not once, but twice. Soon after the second interview, Peter received an email from the VP, and it had the look and feel of an offer—almost. “We’d like you to come to work for us,” The VP wrote. “All we need to do is find out what sort of salary you’re looking for.” I know all about the email, because Peter had forwarded it to me and asked for advice. Now, I’m not one to hold a grudge; nor am I about to keep two interested parties apart, especially in light of the fact that the candidate was unemployed. So I advised the candidate to strongly state his interest and request a formal offer, with the understanding that if the offer was reasonable, he would accept the offer and set a start date. But instead of taking my advice, the candidate took a detour, which proved fateful. In the email message to Peter, the VP went on to say that their salary range was $100k to $150k. Since Peter’s last job had paid $100k, he figured there was some room to negotiate. So Peter emailed the VP that he needed more money to: [a] compensate for the higher cost of living where the job was located; [b] bring his salary up to “market” value, according to an online survey; and [c] provide him with a 6-percent increase to adjust for inflation during the two years he’d been unemployed. Want to guess how the VP reacted? He pulled the offer. I don’t blame the VP for being put off. But instead of saying, “Whoa, can we talk about it?” he took the sleazy way out. He wrote back that after careful consideration, his company actually didn’t have an appropriate position at this time. Which, of course, was a total lie. Maybe Next TimeHad I been in a position to broker the deal, I’m certain the outcome would have been very different. Ambiguities, concerns and expectations would have been dealt with confidentially, and a smooth and orderly consensus would have been reached. Instead, Peter and the VP communicated in the manner or two dry sponges rubbing against each other; and as a result, our little drama morphed into a triple tragedy. First, a talented and deserving candidate still has a family to feed and a creative mind that’s going to waste. True, he overplayed his hand. But that was more a reflection of inexperience than greed or malicious intent. Second, a perfectly good company that could have reaped untold financial benefit by expanding its capacity is still turning away business. And third, the VP who regarded my services as worthless not only let his penny wisdom and pound foolishness cost his company ten times the money he would have paid me; he also stuck a sharp stick in the eye of our country’s economic recovery. So, the next time a company tells you they can’t afford a recruiter, you may or may not win the war of ideas. But at least you can state your point of view—that in fact, they can’t afford NOT to use you—with utter and total conviction. …; Added by Bill Radin at 11:22pm on August 10, 2011

Comment on: Topic 'An interesting subject for a presentation to recruiters?': er. Calculated being the important word. But when it comes down to it, the majority of the time I would take that client on. However, I would make sure to highlight my concerns with the company and the specific hiring manager. Making sure that they know my concerns are about their company's benefit. (There's nothing wrong with criticism as long as it's constructive). Back in December, I worked with a client that had a really bad reputation for being a micromanager, controlling and quite demanding when it came to doing things her way. I did some research on her before I started working with her to see what types of things set her off, who she like and didn't like and why and in general what her overall vision for her office was. Once I found that out, I started researching candidates and spoke to them in the same manner she would speak to them in (short, blunt and to the point). I ended up finding 2 candidates that really responded well to that and were also qualified to do the job. One of the candidates was hired for the position and is still there. Not sure if this helps, but if you're ever faced with working with someone that you don't want to work with, I have found that some initial research can go a long way. Gareth McKnight said:Really good point Michaela, I think that us recruiters should be more selective in choosing clients also. I have encountered particular hiring managers or decision makers within organsiations that have caused real problems for candidates placed in the past, which with a three month guarantee provides a real headache. A quick question though; if it comes to late November and you (like every other recruiter) is eager to get through a few more deals to try and hit that yearly target, would you turn down business if an individual/company has a bad reputation? I would love to be able to say I would, but unfortuantely the figures don't lie and I would have to take on a client that I wouldn't normally or would prefer not to... What you think?Michaela Favre said:I am in Agreement with you Gareth. I think that a company should offer at least a 3 month guarantee to demonstrate that they can give you quality work and they are assessing the whole candidate not just job related competencies. However, I think that we as recruiters need to be a little pickier on who we choose as clients as well. It's not good for business or your reputation if you put forward a really good good applicant and they leave after 2 months because of their supervisor. My point is that part of a recruiter's job is to work with the hiring manager as well, not just finding applicants.The Adler company is a great source that does online seminars and workshops training hiring managers not just on being better interviewers but also on how to be better managers so they don't lose those diamonds in the rough.Gareth McKnight said:I work for a specialised IT recruitment agency and we offer a three month guarantee to our clients. I agree with your assumption that this can be "impossible" to find the right candidate at times, however this does increase the quality of your work as a recruiter. If there is a three month guarantee this ensures that you are not simply interested in getting someone (anyone) into the role, but instead getting the right person. Although there can be diffiuclties with providing a guarantee I feel that eventually clients actually start to value the service that you are providing and will inevitably come back to you when they are next looking to add staff.Thomas Gray said:I agree whole heartedly here. People leave people they don't leave companies.The key thing to tie this to is the extreme number of companies that want you to guarantee the success of the candidate you place. They ask for the impossible with a 90 day or any number of days unconditional warranty.You are not able to make sure that the candidate that you place will show up on time and not be subjected to cruel or unusual work stress. how can you possibly guarantee that they would stay in that position?Michaela Favre said:I believe that as a recruiter, it's our responsibility to provide more than one quality candidate to our client, but the onus on retention is on the manager. It's their responsibility to choose a good cultural fit for their office and their responsibility to give that person what they need so they stick around. …; Added by Michaela Holmberg at 1:30pm on September 9, 2008

Blog Post: Staffing X Factors - As The Times Change So Do We: X - it's a variable that leads to multiple scenarios. In math x is the number or goal we are trying to uncover to lead to the balance of the equation, in life x is often the hurdle or problem,…; Added by Mike Rasmussen at 1:32pm on July 31, 2011

Blog Post: 3 Tips for Aligning Organizational Goals with Performance: Added by Chris Arringdale at 10:09am on October 21, 2015

Blog Post: Environmental Scan of Technical Recruiting Industry - As I See It !!: Social Trends:

• Demographic Shifts

o Days of the Account Executives in the designer suite and expensive sadden are LONG GONE

o Companies are limiting the amount of money vendors and…; Added by Daniel Parrillo at 12:50pm on March 24, 2008

Blog Post: How HR and Staffing Are One & Recruiters: The Best Career Counselor: Take it from a HR Professional, HR and Staffing are one. How? Why? Because in order for your HR department to add its maximum value, you must realize that Staffing and HR are joined at the hip. HR…; Added by Mike Rasmussen at 4:21am on May 28, 2008

Blog Post: How to Fail at Hiring (Even With a Great Recruiter!)

Let me be frank: even the best recruiters can’t save you from…

Added by Paul Slezak at 5:35pm on December 5, 2013

Blog Post: What Talent Shortage? It's Not Them, It's You.: There's a lot of people out there talking about the skills gap out in my…; Added by Matt Charney at 4:43pm on April 24, 2014

Blog Post: 5 Companies That Always Hire Great People: 5 Companies That Always Hire Great People
Employees are a valuable asset to any company due to their intrinsic value. Every…; Added by Glenn Fox at 3:26pm on October 20, 2014