Search Results - inscrever-se

Blog Post: Niche job boards: how to find them: Much has been written about the big 3 job boards as a place to find work. But those sites are just a small slice of the available job market. In the past few years companies and recruiters have begun…; Added by Chris Russell at 5:35pm on October 6, 2009

Blog Post: Is the term ‘employer brand’ a misnomer?: It’s a phrase that has been around for years, yet different people define it in different ways. Some think it’s just about a slogan or ‘tag line’, others equate successful companies like Virgin or…; Added by Alasdair Murray at 10:19am on November 20, 2009

Blog Post: Just What Are YOU Doing to Prepare for 2011?: It’s already December 7. The new year will be here before we know it. In addition to…; Added by Matt Deutsch at 1:11pm on December 7, 2010

Blog Post: Judging A Job By Its Title: Your job title says a lot about you, whether you want it to or not. It's shorthand for what you do and where you fit into an organization. It's also inherently meaningless, since no two companies…; Added by Cody Pierson at 4:45pm on July 12, 2012

Topic: Unemployment - Critical Election Issue - If unemployed due to a layoff the mdia needs to hear your voice: e of the many good people who have been impacted during this economy through a layoff, please tell your story through our survey. We have a couple of hundred people that have responded so far, but to get this story into the main stream media we need at least a few hundred more. We are driven to tell the real story of what is happening as the politicians will be putting their spin on it. We want the truth to be heard and need your help. This easy, online, confidential survey is 100 questions and should take you 15 to 30 minutes. We will be happy to send you a copy of the findings. Click on the survey link below to take the survey. https://fox.qualtrics.com/SE/?SID=SV_e8nvFuMIt9Epnw0 Here is a sampling of the comments we have received thus far: “I ran one of the most productive departments and I know I was let go instead of a younger manager” “I received a terrible severance package” “My savings has been almost depleted” “I gave the company 60 hours a week and this is how I was rewarded” “How they decided and explained who was getting laid off made no sense” We are faculty members in the Temple University Human Resource Management Department (215-204-8099 begin_of_the_skype_highlighting 215-204-8099 end_of_the_skype_highlighting): Gary Blau, gblau@temple.edu; John McClendon, johmac@temple.edu; Tony Petrucci, petrucci@temple.edu. Please contact us if you have questions about the survey. By requesting the results of this survey through email at the end of the survey you can see how others are managing their job search activities and dealing with their job loss as we will gladly send you a copy of the report. Thank you for your help and we are committed to getting the real story of what is happening to the good people of this country out while the politicians are engaging in rhetoric.…; Added by Tony Petrucci at 11:39am on February 5, 2012

Comment on: Blog Post 'How Do You Advise Friends That Are Out of Work?': customer-service provider relationship.Having said the above, let me try to be sensitive to your sincere posting: your comments are practical, logical, rational, etc., but they are not taking into account how a job seeker's psychology influences (and deteriorates his attitude) as a job search campaign fails to reap positive results. I'm not a recruiter per se, but have for the past ten years operated a job search assistance service. What you describe in your posting is very typical of long-term job seekers (6 months or more). When they first start a search campaign, they are generally optimistic; but as time goes on, without a tangible result, they think about starting a business, going back to school, change careers; they finally become indecisive, yada, yada, yada. The critical point is when they begin isolating themselves to one degree or another and then trade their career goals with treading-water strategies, such as, applying for an unemployment extension. Job seeking is really a system of causality. One takes actions (many little actions) that "should" reap some kind of result. So, the problem is not that the person has given up but that he has not obtained results from the actions he has taken. So, why would an experienced person who had no real problem in the past now have problems landing a job? That question must be answered to get him back on track again.Just saying it's a bad job market is not good enough for these types of job seekers. One most give them concrete solutions to make them see a path to moving forward. Here's how:I spent about 3 years studying and tracking job seeker behavior when I began my business a decade ago. After studying job seeker behavior for 3 years, I saw that all job campaigns go through three phases described by a job-seeking problem:Phase 1 (skills marketing): Apply to jobs, post resumes online but never get a recruiter/employer call backPhase 2 (transitional): Get employer recruiter call backs but never offered onsite interviewsPhase 3 (final): Get onsite interviews but never get a job offerWith a 5 minute interview, I can place a job seeker in a phase. Then, I suggest concrete actions to take to move into the next phase. I have three articles on my website that indicate what actions to take given a job seeking problem: go here: http://fs5consulting.comUsing this system, I have frequently taken a job seeker who's been unemployed for 1 to 2 years and got their campaigns functioning again within 6 weeks.Best of luck to your friend.Randall ScasnyFS5 Consultinghttp://fs5consulting.com 847-668-2576…; Added by Randall Scasny at 12:30pm on April 9, 2012

Comment on: Topic 'Question on acquired vs. hired candidate': e rational. Basically, the part that's similar is some technicality or claim by the client that relieves them of paying my fee. I don't want to talk about my situation since what's relevant is yours. First, let me tell you that your issue is much more complicated than what appears on the surface to lay people. That's not to demean anybody's intelligence but this is not an issue of "intelligence" per se but rather the letter of the law. I'm also a 3rd year law student by the way. I'm embarking on my third career change. :) Anyway, let me oversimplify what is actually quite an interesting and intriguing problem you have. You have one agreement and they are flaming some corporate merger trumps your fee agreement provision. It's a battle of contracts. One of the things to find out is if "she", the candidate" is a true bone fide "corporation" / business. If they acquired her business in a merger than there are actual steps that need to be taken. Any material misstep in the official legal process that is required for a true bone fide merger and its a fraud. It's no merger at all. Get me? Another approach is to actually charge them with something serious like fraud and intentionally screwing you over. This is juicy punitive stuff which means you may not only get the value of your services or the contract price that they would owe you under normal circumstances but that because their actions were done with mal intent you would get the value of what dollar figure would punish them. If they are a $1m a year firm, about $200k would be right and so forth (however this is hard to prove). You have to prove they intentionally knowingly went against your agreement so they could avoid paying fees instead of their likely claim of a legitimate business interest in her firm's services. 1. Just taking at face value what you stated, you have a good case. 2. To determine how good, will require more information. Probably not worth fighting unless you have at least 65-70% chance of winning. 3. Even if you do win, it will cost you money. So answer yourself this question. Do you think that a properly addressed and serious demand letter and a little bullying will get them to see the error in their ways and settle out of court? Do you know what kind of people they are and how deep their pockets are? If they are the type to fight it out, you're probably better off just letting it go and chalking it up to a lesson learned. Feel free to email or contact me. Your situation is of interest to me but I am not an attorney.…; Added by Joshua Lee at 7:08pm on June 15, 2012

Event: Webcast: A Customer Journey – Fixing High Volume Hiring: best of breed of solutions that could handle the way they wanted to make high volume hiring hum [say that five times fast]. Well, after a rigorous review of available solutions, they fell in love with Oleeo. The journey was soul crushing but worth it in the end. We were so intrigued by their story that we asked them if they’d share with our audience. Guess what? They said yes. Register now to learn about: The journey of finding the best talent acquisition tech solution for high volume hiring Creating a world class high volume hiring machine Now, when we say high volume hiring we’re not talking hourly hiring per se, but high volume, an important difference to note. They’ll talk specifically about what processes are critical to great high volume hiring and what metrics you should care about. If you’re into high volume hiring you’ll geek out on all the process discussion. Join us. A few more things we’ll be covering if you aren’t already impressed: Processes and the belief that process change needs scrutiny How to know when to push back when a process is expired [and how to create a new process in it’s place] Register now. See you there. #rdaily The Presenters: Joanna Walker, Vice President, Human Resources, Evercore William Tincup, President, RecruitingDaily…; Added by Noel Cocca at 2:59pm on October 15, 2018

Topic: Research for third-party (external) recruiters: a as a researcher/sourcer for a year and a half. I am completing my master’s thesis on the topic of recruitment, specifically on third-party (external) recruiters. My thesis topic is examining third-party recruiters or headhunters, which have been examined very little in academic research. I am trying to examine them to help bridge the gap between what we know about corporate recruiters and headhunters, and see if what academia has discovered about corporate recruiters is applicable to headhunters. I would like to send my survey to the candidates you have interacted with and submitted to open requisitions in the last 90 days. Candidate status (active/inactive) or outcome (such as accepting the job) does NOT matter.My survey for you will take less than ten minutes to complete. By your voluntary participation in my five-question survey to you, you authorize me to contact and send a survey to the candidates whose email addresses you have entered into the survey. You will have the option of entering up to ten candidate email addresses for me to contact for research. These email addresses will be kept strictly confidential. I will send these candidates you enter a short survey. The survey the candidates participate in will measure their perceptions of the recruiter behaviors/characteristics, their perceptions of the job and organization attributes they were submitted for, their expectancy of a job offer and their acceptance intentions. These responses and participant information will be kept strictly confidential and analyzed and presented in aggregate form. Candidates will be informed their participation is voluntary and information and responses confidential. Additionally, candidates will be informed their responses will NOT have any impact on their current or future employment status. This data will NOT be used in any form of administrative capacity or metrics reporting for recruiters. Only aggregate data will be presented or reported. Benefits to You and Your Organization: This feedback can potentially provide a concise picture of candidate-recruiter relationships and recruiter influence. Where possible based on participation of recruiters and candidates, I will provide offices a basic report with aggregated data/statistics for personal and professional review/development. Additionally, a copy of my completed thesis and findings will be made available. Thank you for your time and consideration. By clicking the link you may begin the five-question survey after reading the informed consent and agreeing to participate. https://valdosta.co1.qualtrics.com/SE/?SID=SV_2o5aoK3jYzlI30FBest regards,Bryant BushBryant Bushbabush@valdosta.edu770-639-0076Valdosta State UniversityDepartment of Psychology and Counseling…; Added by Bryant Bush at 1:30pm on March 19, 2015

Comment on: Topic 'Claudia's Wednesday Wisdom: The Case of the Disappearing Hiring Manager': esidential election. Some may be offended by my ethnocentric viewpoint of the mass-importing of H1-Bs'. In fact, they might even be as offended as U.S. citizen workers that I see being passed over each day in lieu of the lowball rates offered by H1-B contractor firms. To that, I offer to retract my usage of the concept, "Banana Boats", and instead offer, "Slave Ships". This is a good discussion for us to have as the issue above is on a very large number of American citizens' minds - "What if I can't find a job? How can we pay our mortgage or rent? What about buying school clothes for our children? How are we going to heat our homes this year?" Let me be clear: My business mind understands the economics of offshoring & outsourcing to maintain adequate margins; however, my loyalty remains with the American worker who is out of a job due to an imported H1-B resource, not the other way around. This is a HUGE subject and debate, not only on recruiting forums, but all business forums, not to mention Capitol Hill itself. I do admit that this is a subject I am passionate about. I have friends and family members close to me that are struggling to get by, and furthermore, I have intimate knowledge of several H1-B mass-importing, contract-staffing firms here in the SE U.S. I understand how they play the game and hold no reservations in letting the cat out of the bag. Please note that I'm not discussing offshoring; I'm discussing outsourcing that involves such business practices. By all means, offshore if it's the right thing to do . . . P.S. As you can see, I'm not running for Mayor. But if I was, it would be here in the U.S., where I live and call "home". Therefore, I believe I side with the 10k+ U.S. members of RBC over the 268 from India. I'm sorry, but that's the bottom line. If I'm chauvinist for holding loyalty to friends and family that live here in this country with me, then so be it. That's a rock I'll carry. Amitai Givertz said:Hmmm... two points: @Sirisha, where are you? No comment? @Josh to your remark "sending over banana boats of non-citizens" I assume you mean banana boats as in the some affectionate reference rather than the alarmist prejudice that sometimes underlies such off-the-cuff stereotyping. It's easy to take an Americentric view of the world and overlook that fact that the U.S. offshore millions of recruiting dollars to India or that it would only take one of the 268 members from India to take exception to your remark for it to have been truly an unwise choice of words. For anyone who doesn't know you as well I do it would be wrong to assume you are a chauvinist any more than it is to assume Sirisha is simply trying to find answers to the problems that challenge their place in the universe of recruiting. …; Added by Joshua Letourneau at 9:58am on August 28, 2008