a team of A players. ”
The only thing I would add is the value of automated reference checking to the hiring process. Somtimes C players interview like A players and vice versa. The only way to really know what you are getting is via a good reference check which these days is fast, easy and inexpensive.
You can see an example here: https://app.chequed.com/signupnow
abase of job seeking technicians who are open to hew opportunities. Some of these candidates are high level "key technicians" who are looking for advancement. This inexpensive service is acceptable to some employer labs, however some labs want special "Key Person" technicians of higher ability and are willing to wait for the right person. To help find these key people I wish to offer a higher level of service and utilize my growing database of technicians (and my time in facilitation). I need to figure out a formula that pays for my services along the way and an additional fee once they hire or do a deal with one of my candidates. The reason for this is that many labs once they find an ideal candidate through me will do whatever they can to avoid paying me. Key people in this industry are paid in the order of $80,000/year. Also I am not sure what a reasonable fee for my services would be. Any comments will be much appreciated.…
dn't lie about my experience, I did neglect to inform him that I didn't meet the given prerequisite of one year of recruiting experience. He actually laughed and told me that was obvious from our interview, but that wasn't why he was hiring me. He needs a specialist, and training me will be a mutually beneficial opportunity.
That being said, I sincerely appreciate all the great feedback, and I'm still looking into as much self education as I can manage. I have noticed quite a few sites pitching fairly inexpensive home training packages by Mark Sangerman. Is his material useful? I know you get what you pay for, but I'm waiting to see the training program they are going to put me through before I invest in anything significant on my own.
He also mentioned exchanges as an area to become familiar with, so I'm working on that as well. Any pointers there would be great. …
host it so I don't have to worry about losing data in crashes etc. It is very easy to learn and to use, and synchs nicely w/outlook, you can hit a key and it will parse an outlook email into the system, create a candidate shell, import the resume and attach the email notes. You can also download hundreds of resumes and/or emails at once, which is a nice timesaver. You can add all your jobs and clients, and do bulk mails or add all your activity and view it easily.
Cbiz is just one of many inexpensive options. I've also heard good things about pc recruiter, sendouts, bullhorn, etc....some are a bit more pricey than others, just depends what you really need. For a small office, cbiz is perfect.
Other than a good ATS, all you really need is high speed internet access and a good phone, and Outlook...that is a must have, and the search feature in Outlook is great. There are other products that are helpful, such as zoominfo, but that is probably better for executive level searches, Director and above.…
Not everyone is a CEO with a PR rap sheet a mile long. However Jim, you start out talking about sourcing and end talking about relationships and recruiting. Two different concepts and no one would disagree that building a long-term relationship with a candidate would be unimportant. However, sourcing is not recruiting although a recruiter can be a sourcer. There are a lot of HR departments where the typical monthly workload for new hires can certainly go over 20, 30 or more. It takes time to source and depending on the complexity, sourcing can consume a large number of hours. I would rather have a list of targeted names put together inexpensively so that I can concentrate on reaching those people quickly while doing all the other aspects of recruiting like building a relationship, setting up interviews, preparing the candidates for interviews, preparing the client for the interview and candidate, debriefing both candidate and client, negotiating offers, handling last minute glitches, and so on. If you only have to recruit a handful, take all the time in the world. If not, use a qualified sourcer to save time, money and frustration. Just my 2 cents.…
y productivity, and access to information on the Internet has never been so limitless, but how does a recruiter decide from among the vast selection of tools and learning resources without sacrificing effectiveness?
In this webinar, Shally Steckerl will give you an overview of his top picks for organizing and maximizing your recruitment desk, extracting knowledge from all the freely available information, and using technology that helps you become more efficient and cost effective. You will walk away with a clear strategy on how to better manage all the resources at your disposal while continuing to grow professionally. Topics covered will include:
* How to extract valuable information from the noise
* Decide which blogs to read, and quickly extract information from them
* Simple inbox management and automation
* Keys to evaluating which tools work for you
* A selection of free/inexpensive tools that make you instantly more efficient As an additional take away participants will be provided with a PDF handout listing supplementary resources, and a few other surprises.…
recruiting college educated talent.
The NACE Global Initiatives Committee is currently working on launching an initiative for international students educated in the US. International students are currently increasingly challenged with finding employment opportunities to stay in the US with the current visa restrictions. We have developed this effort to link companies with open global positions to those US educated international students that could be potential candidates for the openings in their home countries.
Last year we had success in our pilot initiative in the winter/spring of 2008, where a total of 62 employers posted more than 400 jobs to the NISVCF with 16,000 international US educated candidates registered for the program (China, Latin America, India, Europe, Australia, etc.)
This may be a good source for finding qualified candidates for your open global positions. (It is very inexpensive to participate, $150 USD for unlimited number of postings for 9 months – to cover operational costs. It is free to the international students.)
The more companies that participate the better breadth of opportunities will be available for the international students that are struggling with this issue.
You can see information about the initiative at http://www.naceweb.org/public/NISVCF/source_talent.htm.
Thanks in advance for any creative ideas you may have on getting the word out to other possible employer participants.…
ld float a cigarette packet down a river with a message on the back and attract people - Virgin, The BBC, Apple, Microsoft etc. etc. Back in the day when I was a media researcher if I had contacted a newspaper and asked for facts and figures if all they had was one exampkle of someone finding a job through their newspaper and were very cagey and protective and considered me something of a fool for daring to ask the question "does it work?" you could guarantee that I would not be using them as a recruitment vehicle.
There is,of course, a vast difference between an employer embarking on a profile raising campaign across social networks and a recruiter looking for a one off hit. As far as the employer building the profile is concerned, of course, no harm done.It's inexpensive and it gets your name out there. would I recommend social media as a recruiting tool for recruiters? I would have to say, with the evidence, or severe lack of it, at hand, right now the answer would be 'no'. There will be exceptions to the rule, but you're missing out on such a large chunk of your audience and you really have no idea what has motivated someone to fire up twitter or facebook. If someone visits a niche job board you know they're not there to follow Justin ****ing Bieber or talk about last night's tv!…
today actually (non-recruiting related, this one is for a national writers group), and a key reason I'm attending this year is because it's in New York City, which is just a few hours away from Boston and there's loads to do there. I skipped last year, but went the year before that because it was in San Francisco and I'd always wanted to visit that part of the country (and take a detour through Sonoma and Napa of course).
I really wanted to go to Fordyce this year, and a big part of that was because it was in Vegas. I love Vegas, it has the feel of an Adult's Disney World. Even if you don't gamble (and I admit, I love playing a little black jack), there's still plenty of sightseeing and it's fun to play tourist there. It's also an inexpensive trip as rooms are very reasonable (because they want you spending money in the casinos) and there's loads of great food options. Last time I went there, I actually tagged along with a friend who was going to a business conference and we had a ball, and saw the amazing Siegfriend and Roy white tiger show (about a month or so before one of the tigers attacked and the show shut down).There's something for everyone in Vegas, which is why I think it's so appealing for conferences.…