Recruiting News Recruiting Jobs Recruiting Social Network Human Resources

Search Results - international rules

Topic: Easing tax rules could attract foreign candidates: n UK companies could benefit from calls for the government to simply the country's tax rules. Sean Drury, international mobility partner at PricewaterhouseCoopers, urged the new administration to review the regulations without removing the UK's attractiveness of non-domiciled status for key foreign talent. This would help to attract foreign talent into the country, which is likely to benefit recruiters looking to serve this segment of the market in a bid to focus on a niche sector. A recruitment professional who was sharing his views recently on peer-to-peer business forum LinkedIn about what prevents people from setting up their own recruitment agency urged focusing on a niche segment. Such an area is less likely to be oversubscribed, which can improve the chances of an agency succeeding as long as what they are providing is good and required by the market.…; Added by Stewart Roberts to Total Back Office Solutions Limited at 10:12am on May 21, 2010

Comment on: Topic 'Claudia's Wednesday Wisdom: The Case of the Disappearing Hiring Manager': knows it is complete B.S. I can't tell you how many of my customers have been lost over the last 4 or 5 years (without being replaced as easily as they were lost) to these "International" firms. In my marketplace you see qualified American people being cast aside - not for outsourced/offshored replacement - but to have someone on H1B jump on their desk here in the USA. My understanding was always that an H1b could ONLY be issued when a suitable U.S. worker was not available. That rule has been thrown out the window. And THAT is something that makes me absolutely sick.…; Added by Jerry Albright at 12:03pm on August 28, 2008

Topic: Taking the Time: ly slows down. What once seemed huge, long-distant, and impossible is no longer the case. Global business has pushed our boundaries and removed borders. The company that I work for is based in London. Labor Day has little meaning to the UK and it was business as usual. Learning to play the world's rules has changed the way I view business in my head. There really are no set business hours, not anymore. Yes, you can set your own hours, but remember that so can everyone else. International business rules change and that is consistent. Writing reports at midnight, working on a holiday, making 7am calls, making 7pm calls, and then taking the family time when needed, playing hard, and veg-ing out as time allows. All important. All essential. Taking the time away from the computer, away from the desk, away from the stress is a must for good mental health, to maintain the relationships you care about. Mobile phones have been an incredible aid in making business more accessible and allowing time away from the office. But, sometimes, the office goes with you a bit too much. The people I care about, my children, my close friends have staged various interventions and actually removed my phone from my hands. Actually taking away my temptation. And this is a good thing. Kicking it and watching several episodes of "Friends" with my girls, walking on the beach, taking a harbor cruise with friends, sitting quietly on my balcony. Time to renew, time to restore. Taking the time, making the time. If it slips by, it's lost. You have to take it, you have to make it. by rayannethorn…; Added by Rayanne at 6:46pm on September 6, 2010

Blog Post: Corra Group Has Moved to Its New El Segundo, California Office Space

We are here at last! Moving. The "M" Word. Rule of thumb, whatever you think you have to move, multiply it by five. And then allow for surprises. But here we are in El Segundo.…

Added by Gordon Basichis at 10:38am on May 11, 2012

Blog Post: Ten trade show attendee rules: I attend two or more trade shows per year. Most of the work (business development, recruiting and client service) is accomplished on the telephone, of course. But there's nothing like getting out…; Added by Eric Raynard at 12:40pm on July 30, 2009

Blog Post: Concerns, Costs, and Caution: How Can We Safely Reopen UK Universities?: For both university staff and prospective students, the future looks daunting. Universities across the UK are still going through a period of transition, adapting to the ‘new normal’ and…; Added by Jack Johnson at 11:15am on October 20, 2020

Comment on: Topic 'Shouldn't we just get rid of internal recruiters?': be. I have trained, mentored. Hired and fired some great and not so great sales professionals and I have huge respect for the occupation. I have been in IT since before most of the recruiters I work with were born; I have grown up selling IT and the contractors to implement it. My position was designed specifically for me and MY experience. This is because I was the top vendor, followed the rules, and brought her some GREAT candidates, My Boss did not understand IT, and by the way, in my company, we do not allow vendors to talk with my managers. I have I am a technical recruiter for a large international company and I have contact with the good, the bad, and the ugly when it comes to outside vendors. I have met the cute Woman and/or Men sales reps who know absolutely nothing about IT and are just a mantelpiece (sorry if you think that is chauvinistic but it is true all the same) , I give them the specifications (that I write) for the position and they take it back to their recruiters. Let’s face it, it is the internal recruiters at ALL these national firms who are the hero’s, NOT the “front end” salespeople. This may sound brash, cocky, and even egotistical unless you realize that my managers prefer it. They do not like vendors, they may like to go out to lunch sometimes but they do not like having to tell them “no” and they do not like having vendors bother them all the time. That is my job and one I am good at because I know what you folks want, to make money and in order for you to make money, you need to bring me the best candidates and it is for me to decide IF the manager looks at them or not. So what value do I add, you are not even going to get in my company if you don’t go through me.…; Added by David Morris at 1:07pm on May 12, 2009

Blog Post: Tech news you may have missed: CES, Instagram, Tom Hanks, the Olympics and Coffee Makers to take your breath away!

What a way to start off the New Year!

The 2012 International Consumer Electronic Show officially…

Added by SkillStorm at 8:23pm on January 9, 2012

Topic: Lou Adler, of The Adler Group, to Present at Onrec Online Recruitment Conference & Expo Sep. 9-10: based Hiring, will be speaking at the Onrec.com Online Recruitment Conference & Expo 2008 to be held at the Donald E Stephens Convention Center, in Chicago, on September 9 & 10, 2008. Onrec.com EXPO 2008 is widely regarded as the “must attend” online recruitment event of 2008. Onrec.com is the world’s leading information resource for Human Resource professionals and recruiters using the Internet to recruit. Onrec.com EXPO 2008 is the only global gathering of online recruiting leaders and game-changing technologies. For more information about Onrec.com EXPO 2008 visit: http://www.onrec.com/conferences/090908/default.html Onrec.com EXPO 2008 will bring together delegates and exhibitors involved in online recruitment from around the world to share their common interests, provide a business driven networking environment and stimulate discussion, debate, and beneficial partnerships. Lou Adler is a noted recruiting industry expert, international speaker, and columnist for a number of major recruiting and HR organization sites including SHRM, ERE, NACE, RCSA, Kennedy Information, HR.com and ZoomInfo.com. His expertise will provide a great opportunity to those who attend Onrec.com EXPO 2008, in which he will be one of several speakers to attend. For more information on the 40 speakers participating at this event visit: http://www.onrec.com/conferences/090908/speakers.html Mr. Adler will be presenting, “Extreme Sourcing – How to Find More Top Talent in a Tight Market” Adler explains, “If you want to see more top people in today’s competitive environment, you need to be outrageous, compelling and visible. You also have to eliminate every barrier to entry you have that prevent the best people from even finding you and getting into system. Collectively, this requires a consumer-marketing strategy and mentality to sourcing. The best people are looking for careers, not jobs, and to attract them you need to revitalize your advertising, stop using traditional boards and overhaul your career website. The process starts by replacing your antiquated requisition-driven approach to sourcing with a talent-centric process.” In this action-packed session, recruiting industry guru, Lou Adler, we’ll guide you through a new vision of what it takes to source tomorrow’s best talent, that you can start using today. For other session topics visit: http://www.onrec.com/conferences/090908/topics.html He is the Amazon best-seller author of Hire With Your Head (John Wiley & Sons, 3rd Edition, 2007) and the new Nightingale-Conant audio program Talent Rules! Using Performance-based Hiring to Hire Top Talent (2007). For more information on The Onrec.com Online Recruitment Conference & Expo 2008, contact Keith Halloran at Keith@Onrec.com or visit: http://www.onrec.com/conferences/090908/default.html To register for Onrec.com EXPO 2008, at a $150 discount, use this code: H4gxkF (case sensitive) and register at: https://www.cteusa.com/onrec3/…; Added by Keith Halloran at 5:06pm on July 24, 2008

Comment on: Blog Post 'Hiring 32 professionals.......an update on the Atlassian32 recruitment campaign': n a recruiting firm. What you taught your client to do is good and creative. But, why Bounty? Why would you do that to aclient? Why would a recruiting firm want to give 25% of the fee to Bounty? What is the point? I signed up with them about a year ago. Submitting resumes, waiting for answers, all the rules, etc. are disturbing and to me, disrespectful to our industry. We are worth what we charge. It is expensive to recruit. Overhead is enormous. And, for some reason you think it's nifty for us to give up commissions. I refuse to work with Bounty. I will work with any good recruiting firm with splits. If someone needs jobs to work, I have them. You mentioned that the recruiting firms on bounty were allowed to submit a certain amount of resumes. You don't understand recruiting. It is not about resumes. Most of the people I place haven't updated a CV in years, and there is no way I'm papering the world with someone's resume, I consider a resume to be a private document. Submitting a resume is worthless. Oh well, your blog wouldn't convince me to hire you to train anyone. If I were you, I wouldn't use the name of the corporations you are working with. This didn't help them at all. I was all set to take your people, and excited about it, but you are the recruiter/trainer. You might want to train companies how to work properly with recruiters. We don't just place engineers. We place people like CFOs and CEOs, VPs of marketing and sales. These people bring value to the company. There are a lot of places that recruiters aren't needed. Like when hiring international unemployed engineers. Lots of people looking for work. But, that's not where we step in. I won't touch a job order unless the company needs me. Again, do you have stock in Bounty? I'm surprised at all of this.…; Added by Barbara Goldman at 8:03pm on February 25, 2010