Search Results - inscrever-se

Blog Post: 4 Cs For Solid Social Recruiting Foundations: It’s been a while since my last post. It would appear a new job and the birth of a 2nd child can be rather draining on ones time. Who would have…; Added by Ben at 3:21pm on November 15, 2011

Blog Post: Revolutionizing Recruiting: Upgrading Your Career Site Changes Everything

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Added by Joel McLean at 11:08am on February 8, 2016

Comment on: Blog Post 'Quantity vs. Quality, Reason #1 to Reject Contingency Search': send out a minimum of 80 resumes per week and present candidates within a few days, if Im not mistaken. You obviously are filling a short term need for your clients. It is just a vastly different business model of mine and one that I left long ago. I believe recruiters like you will be the first to go away since anyone can spam/blast a JO to a master list of “fill in the blank” titled people. This simply is not what I would consider “search.” This is better called “sift.” If you are only finding people who can be sourced within hours of receiving an order, then they are available to anyone online or through email lists which are not proprietary. So, what then is your value proposition? Speed? Because speed is never high quality. There is a general rule that goes like this, “If you want it to be quick, is isn’t going to be good. If you want it to be good, then it isn’t going to be cheap.” I subscribe to this way of thinking. If you set out to find someone who “can simply do” a job, then how can you be confident that they are talented? By taking their word for it? If we apply the Paredo Principle which is the 80/20 rule, there is a large portion of the market who do a particular job with the performance that falls within the fat part of the bell-curve. If your clients are have such a high urgency that they are willing to sacrifice quality on the alter of speed then perhaps they are willing to have anyone who can do a job in that role. Perhaps that is a function of your industry. I don’t know the automotive industry. My conviction is that talent makes ALL the difference. The best companies have the best talent, regardless of the function. A company can have an average product, but if they hire the top sales talent, they will outperform other companies that have better products than theirs. It happens all the time. My firm’s value proposition is that if just about anyone with a particular skillset will do for you, don’t hire me. Go online and do it yourself and save the money. Or find the bottom feeder firms who can sift the market for you and get a cheap flat rate while you’re at it. But if you want to hire the top professionals in your industry, then lets talk about it. That is the kind of work we are interested in doing. I am not saying that your way doesn’t work. We all know it does for many within the MRI system. What I am saying is that it is the most expendible and least valuable to the clients. I also believe that the type of work you do does more to undermine the industry than it does to help it from a reputation perspective. As for Retained Search ALWAYS being better, that is an over reach and not what I am saying. I too have done clean up work for Heidrich, Korn Ferry, CT Partners and Russell Reynolds. Their model isn’t ideal in my mind either, but that isn’t my soapbox today. Essentially, what I am saying is that if you are working on contingency, you are not ABLE to do the best work for your clients. You cannot do your best work because the terms of the search/rules of engagement incentivize you to take shortcuts and dilute the true effectiveness of high quality search work. How do I know this? Because those who work on contingency must have many searches simultaneously because you don’t get paid on every one you work on. As a survival tactic, you must mitigate your risk by working on as many “searches” as you can at the same time. I am currently working on two searches. (CEO & VP Engineering) This is the kind of work that has you target all the people who can’t be found online and who are not currently motivated to leave their jobs or find employment. Those candidates are not “low hanging fruit,” and “always looking.” If anyone else with an internet connection can find your candidates, and and maybe even beat you to them, what does that say about you? I don’t believe there is a better way to partner with a client than in such a way that you have the freedom to perform the difficult work of finding talent, getting them to engage with you so that you can evangelizing them about your client’s opportunity and bring them to the table to explore a new opportunity. This process takes longer. Not months, but certainly weeks. This person typically has been at their company for several years and it doesn’t take one quick call or an email to get them interested. This is the caliber of candidate that we should be concentrating on to differentiate ourselves from the rest of the noise. I’m not saying contingency doesn’t work. I am saying it is not in the client’s best interest to engage a recruiter in this manner because it forces a behavior that doesn’t yield the best talent. I’m sorry to offend those who make a living by this means. Though it is not my intent to offend, I recognize it happens. Any time that I have needed to make a change, it took an uncomfortable situation to get my attention and motivate me to change. I am not saying it is the fault of the recruiter per se. I believe that the problem ultimately lies with the process that you use. Somehow in the minds of the clients this makes sense. They think it is in their best interests to work on contingency and I get why they do. They simply don’t fully understand the Unintended Consequences of Contingency. I am calling out the process that the vast majority of recruiters default to it because it is easy. The funny thing is that working on retainer, engagement fee, container or whatever you want to call it, changes the process and the relationship with the client. I haven’t done a contingency search in over nine years. Does that mean I never place someone without being retained? No. If I know of a company with a need, and I know a candidates with the requisite skills who I believe fits, then I have made placements on that basis. But that is usually a “one and done” scenario. Additionally, I have received many emails and linkedin invitations from recruiters who read my comments and completely agree with me, however they are afraid of the mob mentality on this site. There are a few very vocal and cranky people who love to call people names rather than engage in an intelligent discourse. Too bad that the loudest voices drown out the reasonable ones and deter people from engaging in the discussion.…; Added by Drue De Angelis at 11:17pm on June 15, 2013

Blog Post: Do You Know the Difference Between Ineffective and Effective Onboarding?: Added by Christine Marino at 10:22am on September 8, 2015

Blog Post: 10 TIPS For A CV Too Get Into Recruitment: It’s the last week in this part of Thailand and its certainly been an experience I shall never forget. Next week I shall be in a new country writing this blog. I’ll let you know where I am next…; Added by Jonathan Low-Hang at 5:49am on March 31, 2016

Blog Post: 2013: When "self expression" completely demolished "decorum": This Father's Day, I'm officially admitting that I'm a "prude". While I'm at it, I'll also admit that I'm one of those people who doesn't really "get" most song lyrics and if you heard me sing…; Added by Stephen Nehez, Jr. at 1:26pm on June 16, 2013

Blog Post: Great Article on the Virtues of Fencing as Preparation for Business: This is a terrific article which reinforces some of the points I have tried to make previously. Not really a recruiting article, per se, but the principles have definitely proven true in my life:…; Added by Nicholas Meyler at 2:52pm on August 15, 2014

Topic: Splits for Enterprise Software Sales positions: opdog-inc.com and we can set up a split fee agreement. Each candidate must meet the following basic core requirements: Must be currently employed or recently out of work Must have a good job stability track record - at least 2-3 years at each company Must have a solid track record of meeting/ exceeding annual sales quotas of at least $1M annually for at least the last 3+ years Must currently reside in the state that the position is in AND be selling in that territory now. Must have at least 5+ years of enterprise software sales experience Compensation structure on each is up to 120K base DOE/ OTE up to 250K with uncapped earnings ) AZ – selling ERP / CRM solutions 2) CA – selling DW / Analytics software into Finance 3) CA – selling ERP/ CRM solutions 4) DC – selling erp/crm solutions 5) DC – RDBMS sales 6) DC – Cisco Network Engineer (to 90K+ bonus) 7) FL – selling erp / crm solutions 8) FL – selling DW sw 9) GA – selling DW sw 10) GA – selling e-commerce enterprise sw to the financial sector 11) GA – Selling CRM/ ERP solutions 12) IN – selling DW sw 13) IL - data integration software sales 14) IL – Natl SE Director (will relo) Cisco/Networking bkgrnd to 170K + bonus 15) LA – DW sales 16) MA – DW Sales 17) MA – Cisco Architect (to 140K+ bonus) 18) MI – selling enterprise software solutions to Manufacturing industry 19) MI – selling CRM/ERP solutions 20) MI – DW sales 21) MN – selling security solutions (relo avail) 22) MN– data integration software sales 23) MS – DW sales 24) NC– selling e-commerce or supply chain solutions (online purchase supply chain) 25) NC – selling collaboration SW 26) NJ – selling to Manufacturing industry 27) NY/NJ – selling to financial sector 28) NY/NJ – selling to commercial 29) NY – Cisco Architect 30) OH – DW sales 31) SC - selling collaboration SW 32) SC -selling e-commerce or supply chain solutions (online purchase supply chain 33) TN -selling e-commerce or supply chain solutions (online purchase supply chain 34) TN – selling ERP / CRM solutions 35) TN - selling collaboration SW 36) TX – Patient management (healthcare) sw sales 37) TX – dallas – pre-sales SE VM ware, Linux,virtualization to 110K + b 170K+ 38) VA -selling e-commerce or supply chain solutions (online purchase supply chain 39) VA - selling collaboration SW 40) ANY US CITY -TECHNICAL SAP people (need a ton of them all US citizens with 2+ full life cycle SAP implementations under their belts. – Any modules) If you can email email me and let me know! We're moving fast to fill all these! Chris …; Added by Chris to Recruiters Looking For Splits at 3:06pm on November 19, 2010

Blog Post: DON’T BE ANTI-SOCIAL. EMBRACE THE ADVANCES IN EMPLOYEE REFERRAL PROGRAMS.: Many HR processes have been transformed in the recent past as the evolution of social media has given rise to new HR issues and methods. Traditional employee recruitment practices are now a small…; Added by Michael Brandt at 11:49am on November 10, 2010

Blog Post: I am A Nurse Practitioner, For Gosh Sakes! Hire Me…Please!: Talk about a catch-22! Let’s use Sally, the average Nurse Practitioner (although there’s nothing average about NPs), as an example. She has been a nurse for many years and has been working on her…; Added by Cynthia Doyle at 8:13pm on July 17, 2012