Search Results - individuals submit

Blog Post: Acquisition or Attraction?: I live in the recruiting world...been a citizen for around 10 years now. While I have seen numerous posts on the horror stories of individuals who have encountered less than ethical recruiters in…; Added by Doug Douglas at 10:18am on May 14, 2015

Blog Post: Using a Cover Letter Template: Yay or Nay?: A cover letter is often the first impression a potential employee gets of a job candidate. This single sheet…; Added by Mary Ylisela at 4:21pm on August 30, 2013

Blog Post: Tips in Getting Short-Term Secured Loans: Having a loan won’t get anyone to the road of luxury. However, having a loan for the right investment or proper usage might bring someone somewhere a bit higher than where the initial capital has…; Added by Geo Msn at 9:41am on October 20, 2016

Comment on: Topic 'Shouldn't we just get rid of internal recruiters?': th internal and third party) are getting weeded out in this market. How's that for a silver lining? Todd Kmiec Valentino Martinez said:The questions is interesting but would be more valid if it was stated as: "Shouldn't we get rid of ineffective recruiters--both internal and external?" Internal recruiters are effective when they facilitate the process of identifying, attracting and hiring quality, high potential individuals in concert with the hiring manager or hiring team. However, internal recruiters are ineffective when they block, slowdown or drop the ball in identifying, attracting and hiring quality, high potential candidates. Quality candidates can be overlooked or never submitted because the internal recruiter is protecting his or her turf.External recruiters can be a great asset or a nightmare. They can help find ideal candidates, and even help attract and facilitate the hire of those candidates for a company. The no-nos relate to over badgering for updates; embellishing resume content and/or the candidate's true qualifications, and potential; pushing past HR to speak directly to the hiring manager; and the kill-switch is on when external recruiters can be linked to recruiting employees away from the very company they serve as an external recruiting resource.So your question has value, but it is a bit one-sided because it supposes external recruiters are all that. And the fact is, it cuts both ways.VBMG …; Added by Todd Kmiec at 3:46pm on May 12, 2009

Comment on: Blog Post 'Death Knell of Hiring As we Know It': interactions for us, thecontacts in the communities and the client recruiter/hiring manager. One of our clients wanted to make it more automated and we put it together for them so there was more of technology managing the process - but still maintaining the human element through video meetings, conversations, and challenges all on the web - it worked great and actually enabled teh client to expand their reach and cultivation of the top 20% of the talent pool for future hiring...we have taken that approach - used it as a guideline and are about to go to market with the program... The recruiter is absolutely not replaced - in fact their role is enhanced in he process as they manage the Networking Events - monitor the digital conversations meetings - and feed questions to the Twitter hash tag chats and on and on...of course this is just another tool in the recruiter's arsenal and it is not meant to replace other means of recruitment - but we do expect that all other sourced candidate flow we hope will be asked to join the Career Community too! With a targeted Community membership engagement drive - where we target folks with specific talent to join the Community - hopefully if successful we'll be able to add difficult to find and hire individuals that are drawn by the confidential aspect of the community and their curiosity that we generate in our approaches to them...its not like we are asking them for a resume or to be submitted after all... Social Web helps to increase the ease of creating community - just look at the FB with their 500MM members as evidence of that...thanks so much for your input...it was invaluable!…; Added by K.C. at 5:18pm on August 13, 2010

Comment on: Topic 'Digging Into RecruitingBlogs.com v2.08: The Death of Sourcing': l be elaborating on this in future comments.... ............................... Maureen: Responding to Maureen (at the risk of being accused of being even more self-promotional than usual): Maureen, you have a very successful and sophisticated sourcing business, and I have much to learn from you. Right now, I am in an early, unsophisticated stage of operations, so I operate much more simply: If a prospective client is interested in some of my services, I ask them what they need as specifically as possible. I then go back to the appropriate group (internet sourcing, phone sourcing, board searches, scheduling/coordinating, etc.) and see what they think about the possible assignment. At this point, three things can happen: 1) “It’s easy, no problem Keith!” I tell the client “let’s do it!” 2) “We can do it, Keith but there may be problems”. I tell the client this, explain the possible problems, and see if the client wants us to go ahead, anyway. 3) “We can’t/don’t do this, Keith.” I tell the client this and we turn down the search- I want to make sure that if we do something, we do it well or not at all. I believe in small, conservative pilot projects, so when we work with a new client, we try to perform a little bit of work, submit it, and tweak the results based on feedback. If we can’t get it to the customers’ satisfaction at this point, we stop and charge the customer nothing. If it’s working, we proceed to conclusion with periodic feedback. As far as specifics (numbers, processes, etc), it comes to what satisfies the customer within our capabilities to do well. Excellent satisfaction of realistic expectations is our goal. By using the pilot project approach and submitting work in small batches, the customer should have very little dissatisfaction, and if we can’t resolve it, they won’t pay for it. At worst; they are out some small amount of time at their end and labor at ours. Except for the individuals I contract directly (usually on an hourly basis), most of the groups are paid in whatever manner their employers decide. Hope this helps. .................................................................... Everyone: Though this has probably already been said, I believe that the number of people who are hard to find (BY ANY MEANS) will be decreasing, so the paradigm will switch (or has already switched) from "hard to find" to "hard to get". This could open many opportunities for people who are able to get others to listen to what they have to say ("That must be nice...." -kh); I guess you could say they have good "opening" skills. Keith “Grateful for What He Gets” Halperin keithsrj@sbcglobal.net 415.586.8265…; Added by Keith Halperin at 3:25pm on March 2, 2009

Comment on: Blog Post 'Is Common Courtesy a Bother?': there was astronomical growth, too many open positions and not enough skilled labor to fill them-- so there was opportunity for "training" or bringing in the bright "I'm a fast learner". Not the case today. Too much labor (population growth, immigration, offshore) and not enough open positions-- so it's easier to find individuals who fit a multitude of requirements. Network and find a company that's willing to deal with a learning curve--- but don't waste a recruiters or HR person's time if you know you don't qualify. Also-- early on in my recruiting career, I tried to give feedback and told people to follow-up--- and it turned out to be answering the phone all day with the same answer for everyone "I don't know why, but I haven't heard anything from the client." And I've never had a cordial conversation telling a candidate they weren't selected for the position-- every instance was the candidate becoming irate and defensive. I decided it was better to tell a candidate that "there's no guarantee for a callback after I submit your resume", "there's always someone better than you", "job description is so vague, we don't know exactly what the hiring manager's looking for", etc. In other words, "Don't call me-- I'll call you when I hear from the client." It works beautifully and it's better for candidates and recruiters alike.About the government cutting the time it takes to fill positions? Great--!! But since I've worked government req's in the past--- I'll take the cynical route and say "I'll beleive it when I see it." Maybe filling a clerk, lower level secretarial, or entry level positions maybe--- but there is SO much bureaucracy and red tape with positions requiring degrees and many years experience--- the 3 month deadline is a pipedream. Unfortunately for the government, they miss out on some of the best and brightest available candidates because they take too long to fill positions--- and who wants to hire the sub par candidate who can't get a job in a 3 or 6 month time period?? Well-- the Govt HAS to-- which could very well explain it's many inadequacies. (No offense to people out of work today--- this was a few years ago.) I have never had a top candidate still be available after three months, let alone 6 months, while working with government open positions. Once, a hiring manager called two weeks after submitting resumes--- and it was if Jesus Christ himself had just resurrected before our eyes!! A true miracle!…; Added by Mat von Kroeker at 2:37pm on January 18, 2011

Topic: Physician Recruiter Wanted...: e health care staffing industry. MHR is a member of the National Association of Physician Recruiters (NAPR) and the National Association of Healthcare Recruiters (NAHCR) MHR has a unique medical environment, working among the very best medical professionals worldwide. www.MedicalHR.net Job Description: Medical HR LLC has an opportunity for a Physician Recruiter in Las Vegas, and California. This position is responsible for recruiting quality direct-hire and contract physicians in a timely manner for multi- hospital systems and clinic locations nationwide. The Primary Responsibilities will include: • Recruits physicians within appropriate time frames based on established performance standards • Initiates the placement of employment ads in various sources, to include, but not limited to, the internet and newspapers • Generates physician leads via cold calling and follows up on other leads such as responses to ads and mass mailings • Screens/interviews prospective candidates via telephone, while working virtual office • Develops and maintains a physician filing system for current and future openings in order to follow-up on contract renewals; sends contract renewal letters, with the approval of the VP Western Region; • Heavy phone work is required minimum 70 calls per day. • Maintains accurate records on recruiting efforts and submits monthly and weekly reports, as needed and assigned • Contacts various multi-hospital systems, physician groups, family practices in the Western Region to secure employment contracts for physicians. • Initiates correspondence to potential physicians by providing information to physicians about new client facilities and the organization’s policies • Physician recruiters will work virtual offices. • All resources will be provide by MHR • Career minded individuals only, who want and need to make a six figure income. (passion for healthcare recruitment) Compensation: first year annual salary 250K, to include equity, bonus, and full benefits. Job Requirements: The Physician Recruiter position will have the following requirements: • Bachelor’s Degree • 5-7 Years Recruiting Experience: Physician, Healthcare or Agency Recruiting required, (no exceptions) • Excellent Communication/Negotiation Skills • Be Self-Motivated and a Problem Solver • Good Organization and Time Management • Candidates must Demonstrate the Ability to Meet Deadlines • Advanced proficiency in various computer applications, e.g. word processing, excel spreadsheet, e-mail, database management and presentation software Contact Information: Please submit résumé with salary requirements for considerations to: John Rhine Vice President Business Development & Recruitment JohnR@MedicalHR.net Thank you for considering a career opportunity with Medical HR, only those qualified candidates will be contacted.. Medical HR LLC, Is an equal opportunity employer V/AA/D…; Added by John Rhine AKA JR at 4:41pm on June 7, 2008

Comment on: Topic 'LIONS, TIGER AND BEARS - OH MY!': hat we are going to have to assume in the current environment that everybody is lying until we prove them honest. Not a mind set i want to take but rather than further risk our reputation by submitting anymore Lions, Tigers and Bears to any of our clients, wasting their time and ours, it appears to be the only position we can take. To any job seekers who may be reading any of this. We are sorry that you run into situations where recruiters seem to be focused on drilling you about your background, refusing to work with you without your social security number or making you feel like we don't trust you. Unfortunately due to the number of candidates who are blatantly misrepresenting their background, we have no choice but to operate in a mode of fraud prevention based on current events and past history. It would be nice if there were web sites where recruiters could post the names of people who commit fraud during their job search just as there are sites where people can vent about things their employers do. Unfortunatley we would get sued. It's my take that all of the screaming about privacy of the individual and the laws have created a fertile field for fraud, liars, cheats and criminals. So, Mr./Ms honest candidate. Understand that it's not you. Help us help you by providing the information we need to represent honest candidates. …; Added by Sandra McCartt at 12:48pm on January 12, 2011

Blog Post: When A Recruitment Fee Is Prohibitive To A Candidate's Chances: I chose to address the above question after 3 similar conversations I had last week with candidates who wanted me to submit their resumes for roles they were not qualified for. My response to them…; Added by Adam Karpiak at 10:28am on May 9, 2017