here you always be" To me it is important to note whether anyone can find you. If not, move and do it quickly.
We tend to focus so heavily on the tools we sometimes forget were supposed to be using them to do the right thing by all the stakeholders in our sphere of influence. You can destroy your credibility with your clients and candidates just as easily with the phone as with mobile text messaging...just slower.…
a great working environment. The recruiting team functions well and has a solid hiring process that helps things flow smoothly. These are great opportunities to learn and grow in a corporate recruiting environment. These are not HR type positions.
Candidates must have 1-5 years of dedicated recruiting experience to include sound sourcing and research skills, a solid work ethic, a positive attitude, and be a team player. Our client is partial to recruiters coming out of an agency environment or with at least 1-3 years of recent or current agency experience. The selected candidates will be responsible for researching and sourcing candidates in technology and working with the recruiting manager and hiring managers to fill their open positions in a timely manner.
Candidates that have been working for a staffing agency for 1-3 years are ideal for this position.
Compensation will be based on experience and the initial length of the contract will be 6 months but will most likely go longer. These are great opportunities where you can make a difference and learn a lot.
If you are interested in learning more please forward a resume to me and I'll get in touch with you. If you know of anyone that might be good to network with I would greatly appreciate the introduction or you forwarding on this email to them.
Thanks in advance and I'll hope to hear from you soon.
Please send resumes to firstname.lastname@example.org
h language to try and make recruiting, jobs and candidates into something that sounds more important. I have had to laugh as i have noticed that some of our brethern are now billing themselves as "talent attraction" instead of "talent acquisition" specialists. Now they are going to attract talent instead of acquire it. Or maybe now HR can have two different departments. I can hear it now, "This is our Talent acquisition Group, they go out and drag people in off the streets." "This is our "Talent Attraction Group, they go to trade shows put on skits, tap dance and look cute to attract talent."
A career is defined as an occupation that a person progresses in for a period of time. So maybe these idiots should start calling people "occupation seekers" which of course makes Jerry's point that career seeker is totally incorrect unless you want to interchange it with occupation seeker as in one who is still trying to figure out what they want to do when they grow up.
The biggest joke in the recruiting industry for the past three decades is the person who hits our offices and when asked what they do or want to do says, "I am looking for a career change with a challenge."
I agree Keith and Jerry and everybody else who has enough sense to laugh at and not use phony, pretentious, incorrect bullshit words, terms and expressions for what we do and what we really mean. Are you so insecure that you sit around and make up words and phrases to try and sound more important? Rat Crap!