Search Results - internet buying

Blog Post: How Technology is Driving the Massive Restructuring of Employment: Over the last couple of weeks, we've been exploring the massive restructuring of employment occurring today -- how traditional, full-time jobs with benefits are…; Added by Jay Fenello at 1:05pm on March 19, 2010

Blog Post: Are you a Gold Recruiter?: Recruiting is a highly competitive sport. All external recruiters reach for the top, hoping to become finally recognized as a Gold Recruiter.

Recruiting is probably not much of a team…; Added by Charles Van Heerden at 4:19am on October 16, 2009

Topic: The Economy, How to set yourself up for success when the market slows: y, but at least I'll be ready for it this time. Back in 2001, coming off the fast and furious internet boom, we initially thought the slowdown was just a blip, a bump in the road that would quickly smooth out. This internet thing was just too big to go away, right? Needless to say, we were all blindsided when the bubble burst, and it burst hard. Back then, VC firms were throwing money at any start-up with an interesting internet idea. One of the key problems was noone had figured out how to make money on the internet. When I first started in recruiting, back in 1994, I was fortunate to have some really great mentors. One of them, Dave Tomer, taught me pretty much everything I know about recruiting and I'll never forget one of the first things he said, "Everything is cyclical. About every 7 years or so, the market tanks and you just have to be ready for it. Work smart, and work hard. It's tempting to coast a little when times are good as it's easier to make things happen with less effort, but if you work just as hard when the times are good as you do in the downtimes, you'll be way ahead of the game. So that when your income drops and you're making a third of what you used to make, you go from 300k or so to 100k and you can still buy plenty of diapers on that." He used to use that diaper analogy a lot. :) But his point was simple, and he said I actually had an advantage starting out when the market was still not so great, because I had to work hard to make things happen. Back then, 15% fees were the norm and we were still faxing resumes back then, no e-mail, and no internet! It was all about the phone back then and it was hard work. We called out of directories, networked liked crazy, and my biggest source of leads was boxes of old applications, calling candidates to reactivate them, and calling their references to see if they'd be interested. Then when the internet boom hit, our office swelled from 30 something people to over 100. Seemed like if you knew what Java was, we could get you five interviews that same day, and multiple offers were the norm. E-mail, web advertising, and the job boards had arrived, and suddenly we had a whole crop of newbie recruiters who didn't really know how to recruit, but were still making placements like crazy due to the market. They thought recruiting was easy, and in a sense it was. But when the market crashed, these recruiters were at a loss. If they didn't find candidates easily online they didn't know what to do. Since agency recruiting is a commission job, the majority of these people either moved over to the corporate side or got out of recruiting completely. The ones who'd been around awhile, were a little more prepared. They found ways to stay afloat, and even to prosper. How? By doing the following: ~~~Diversifying. If you have a narrow focus, now is the time to broaden it a little, so that the impact won't be as dramatic if one sector suddenly shuts down. ~~~Step up your communication with everyone. Reach out more now to your clients, and especially to those smaller clients that maybe only use you once or twice a year. Just check in and say hello. You want to be top of mind when they do have a need, instead of desperately calling once the market really drops and then you'll be in line with everyone else who is scrambling for orders. ~~~Same goes for candidates. We're all busy, but make more of an effort to 'touch' all of your candidates more often. Even if you don't have anything new, call and give them that update. They appreciate it more than you know and you'll get more leads and referrals from them. And be sure to call them and congratulate them when they do get a job, regardless of who places them. They'll remember you and may very well become a client if you treat them well. ~~~Start working harder NOW. Seriously. Tell yourself that the market is going to shut down in six months and you have to do all you can before that time period to prepare. Work more hours, place more candidates, and develop new clients, and save as much as you can. That way, even if the market does slow, you'll still be able to ride it out. ~~~Keep an eye on trends in the market, such as what kind of companies are receiving VC money, both initial and additional rounds. This can point you in the direction of opportunity and potential growth markets. ~~~Get organized. If you don't have a working ATS system, get one, there are many inexpensive ones out there. If you do have one, make sure all your information is current and in there. (Note to self....go through Outlook and get all those resumes and emails into the ATS!) ~~~Use that ATS. If you don't send out regular mailings, you are missing out on a HUGE source of referrals and placements. You don't have to do a fancy newsletter, just the occasional simple email with a few hot jobs. You will be guaranteed to hear back from people, candidates who took a job and it didn't work out the way they expected or referrals as people who receive your email forward it to their friends. This is so hugely powerful when done well. ~~~Invest in training. Any training to improve your skills. You know which areas are not your strongest and even if you feel pretty good about your skills, you can always get a good idea or two when you listen to a speaker. There are webinars available all over the net and regional and national conferences abound. I went to a regional one last April, and was thrilled by all the great info I was able to immediately implement. Plus, it gets you energized to try something new. ~~~Remember, that this is a fun job. The busier you are, the more fun it is. And no matter how slow the market is, you can always be busy....it's completely up to you! Happy Friday! ~Pam…; Added by pam claughton at 7:57am on September 26, 2008

Blog Post: The Secret of Sourcing Candidates from Your Own Website

You probably pay to post job ads to every corner of…

Added by Hagi Trinh at 11:07am on February 16, 2016

Blog Post: You have nothing to fear but the PHONE itself: Has the Internet killed phone skills?

Does social networking limit the need for actual…; Added by Dan Nuroo at 5:49pm on January 11, 2009

Comment on: Topic 'I get that the phone is heavy right now...so what.': ication to get the best out of your employees. Long gone are the days of working loyally for the same employer for 40 years with the reward of a pension and a watch. As a recruiter, I ask every candidate "When you hear about an opportunity, what is the first most important thing you must hear to be interested? Second? Third?" From the younger work force, flex time or work/life balance is usually in the top 3. Another one is the culture and liking the people that they work with. That doesn't mean they aren't any less self motivated to excel at their job. They are still aware of their responsibilities and willing to do whatever it takes to get the desired results. It is what is important to them and motivates them. I don't think my younger candidates are any different than younger recruiters. Being a successful recruiter takes much more than a 40 hour work week. Everyone of us is on the phone in the evenings talking to candidates that work in cubicles with ears. Everyone of us spends evenings planning our next day or doing internet research. Rewarding someone who gets 5 send outs per week with a Friday afternoon off is not offering them a 35 hour work week because it takes a whole lot more effort and hours to reach that goal. Even if you are independant, you are going to motivate yourself with extra rewards or incentives. I like to buy myself something nice or get my nails done when a check comes in. I put an annual cruise into my business plan as a reward if I reach a net profit goal. Anyone that has lost weight will tell you that non food rewards at certain milestones helps keep you going and pushing harder. Is the ultimate reward a healthier body or a great big commission check? Of course! Shouldn't you just do it because of that ultimate reward alone? Of course! I still don't see anything wrong with incentives for small goals along the way to reaching that ultimate goal.…; Added by Dawn Skiba at 2:08pm on April 29, 2009

Comment on: Blog Post 'The Candidate's Experience: Is it just Smoke and Mirrors?': ce for 10 years and it;s based on a simple fact " candidates have opinions, they understand good and bad behaviour, they then share them". I did a survey some years ago amongst 8,000 job seekers and 54% had had a bad experience. As a result of a bad experience in the recruitment process, people are less likely to: - accept a job at that company - 76% - Recommend that company to a friend -82% - Buy that company's product or service - 6$% This was a professional survey. Another survey by the RPO firm the Capital Consulting Group highlighted the following; - 53% of job seekers will not purchase products and services if they have been badly treated - 31% of people tell between three and five people about their bad experience, and 24% of people tell more than six people. A very vocal 10% tell more than ten others, and 1% will go as far as venting their spleen on the Internet by blogging about their bad experience. So what are the issues that upset the jobseeker: - One in two (53%) people were aggrieved that no reason was given for not being offered the job. - 51%of people said the lack of feedback following an interview was their main irritation. - Almost half (49%) of all job seekers find the lack of acknowledgment of their application the most annoying part of the recruitment process - 34% say they are asked irrelevant or stupid questions at interview - 30% are asked to do irrelevant tests - 26% of job seekers don’t like dealing with third parties and recruitment agencies – men (30%) dislike this more than women (20%) - 32% of people say they are sent details for jobs that do not meet their skills or salary expectations. Now I understand that for most 3rd party recruiters it is the fee which is king BUT if I'm running a P&L and thought that treating my "consumers badly when they were trying to consume a career with my company cost me $$ I'd take notice". A jobseeker is a consumer and a consumer is a potential employee - that is a reality. Keith Robinson…; Added by Keith Robinson at 4:05pm on September 11, 2010

Topic: What is AcquiSourcing? (Sourcing Is Dead): drop-off in making a live connection with them and when you do - there is a distinct downturn in those who may be interested in making a career "move." Companies are deciding in many instances it's a better idea to buy the cow than milk her. This is called "acquihiring" (acquisition + hiring) and is occurring (in some instances) just to purchase intact workforces! This is becoming increasingly important in tech as companies recognize that development efforts are enhanced by a team that already works well together. One of the more challenging areas in AcquiHiring is search. AcquiSourcing (acquisition + sourcing) identifies suitable potential companies that are interested in having a conversation (about being acquired/partnering.) Acquisourcing is a process that identifies a potential acquisition candidate followed by a live approach to the owner(s) with an inquiry as to their interest in being acquired by (or partnering with) another company. Anyone versed in sales will tell you a live approach will reveal all sorts of things and it is not uncommon, when approaching owners, for them to tell you they're not so much interested in selling (but few owners turn away discussions about their businesses) but would be interested in buying. ****** "Small" business probably isn't what you're thinking it is. The U.S. Small Business Administration's Office of Advocacy defines a small business as an independent business having fewer than 500 employees and/or $7 Million in annual receipts. These are the primary size standards for most industries.*Source Small businesses in the United States hire 43% of high tech workers (scientists, engineers, computer programmers, and others.) *Source There are about 27 million small businesses in America; about 25% of these have employees. Small business accounts for between 1/3 and 1/2 of all employment in the U.S. (42.7 Million out of 120.6 Million) About 1/4 of the economic activity in most states in the U.S. is attributable to small business ($7.8 Trillion out of $29.7 Trillion) Small business pays about 1/3 of all U.S. payrolls ($1.5 Trillion out of $5 Trillion) *Source ****** There's a subtle art (and science) to acquisourcing just as there is in phone sourcing*. If you (truly) believe people are a true strategic advantage and you want to hire (or buy) the best use phone sourcing or acquisourcing to do it! *phone sourcing The identification of persons holding specific titles inside (usually) specific companies. It is the only way to identify whole teams inside an organization - the greater majority of almost any team inside any organization does not have an Internet exhaust among its members large enough to identify the team online. This is the distinct advantage of phone sourcing today. Maureen Sharib PhoneSourcer/Acquisourcer www.techtrak.com www.acquisourcer.com 513 899 9628 513 646 7306 maureen at techtrak.com…; Added by Maureen Sharib at 8:25am on January 16, 2013

Blog Post: Kill Time With Online Manga: Reading is one of the best and most effective ways to kill time – there is no doubt about that. While some people prefer to spend their free time in leisurely walks, a night out with friends, or…; Added by Geo Msn at 6:48am on August 3, 2016