d them (if they ever bothered to ask) that they could reapply to other roles in the future. They missed their chance this time, but I don't hold a grudge if they can learn from their mistakes.
It's true, though, that this is outrageous because it isn't common. Nearly all of the candidates I've ever worked with are incredibly professional and make a great impression.…
you leave I perceive you to be a true, professional consultant in your field.
As i said in my post. This artivle wasn't aimed at the recruiters out there who do a fantastic job. It was directed the large proportion of consultants in the UK who behave in the way I describe, and that myself and many others find incredibly frustrating.…
aradigm shift in the mobile user interface.
Have you played with one yet? The second day they were out I stopped by my local Apple store and stood with 20 or other potential buyers playing with the iPhone. The group was 18 guys and two gals, both of whom were looking bored while their spouse or significant other tried to sell them on why this was going to change their lives. Suddenly several of us looked up, looked at each other, and with a sly grin and a knowing nod we all knew we were touching magic.
If you haven't dinked with the phone do it. If your not in awe and say a few ohs and ahs then your in the minority. An incredible tool and something that I can't live without (or so I told my wife in making the sale). :)…
...my cry was for more of them to try and the leadership in the industry to train , coach and nurture the skills outlined in my two blogs posted in the reply to Theresa. It IS hard, you will get knocked back, you will lose some business if you push for exclusivity.. but the business you secure will be "better" more likely to close and you will bill more with less effort.. and your self esteem in tact.
Theresa, I understand the type of market you work in, that you have described here. I have been there myself. Its incredibly hard to shift the status quo. I believe one should continue to try. It can be done. And the benefits are career changing.. and life changing in terms of stress reduction and income increase. That is all I have been trying to share with you all…
will come to find my change." And so it is with recruiting.
So, I have some questions for you, the brilliant audience of this conversation:
What is the true nature of recruiting?
Does individual staffing organizational differentiation bring about monetary success? In other words, does being different from your competition truly mean you are better? Better for who and how?
Many of the people who have replied to this post have some interesting things to contribute in relation to how the business of recruiting is done, how it could change, how they are different. But for some reason, I can't shake the feeling that I've seen it all before. From my perspective, perhaps the most intriguing and useful suggestion from Jerry Albright is the implementation of Video/ Audio technology that may be relayed to a client for their better understanding of a candidate. I've already seen some firms use this to their advantage and the response from their clients is very positive.
I also agree with Jerry on the fact that while incredible changes have occurred on the candidate side of doing business, very little has changed on the client side...the side that pays our bills. The idea that presentation is the key factor on the client side of the equation resonates strongly with me.
The challenge remains as does the promise; Will only model and process innovation bring about a "better" way of doing things?…
out if there was a way to assign individual performance metrics to a professional "white collar" worker.
His #1 argument: in baseball, individual statistics are valid because you've only got a pitcher and a batter competing one-on-one against each other.
However, Football is more applicable to the Professional World because it's a true team sport that requires working well with others to be considered exceptional.
He offered this as proof:
Drew Brees: not tall enough, not strong enough, not fast enough
JeMarcus Russell: huge, strongest arm they've ever seen in the NFL, runs incredibly well - an absolute physical specimen.
Evaluated as individuals, you'd immediately want Russell. Compare their results on the field and you'd find that Brees has won the Super Bowl and is a proven leader while Russell is facing criminal charges for drinking "sizzurp".
Bottom Line: when evaluating people objectively look at the body of work, not just the raw potential.…