Search Results - issue speak

Blog Post: A Guide to Keeping Your Cool in a Tense Office Environment

In an ideal world, our offices would be stress-free environments, and we’d get along well with all of our co-workers.

We know that this is rarely the case in reality, though.

After…

Added by Alicia Walker at 3:20am on November 9, 2021

Blog Post: Why Recruiting Websites Lose Millennials and Why It Matters

Among the many buzzwords circulating throughout the recruiting and…

Added by Adam Appleton at 3:53pm on September 14, 2017

Blog Post: Networking Networking Networking: Take a moment to think about all the business interactions you had last week…..are you thinking? OK, in how many of those interactions were you alone? Were there any?

The truth is so much of…; Added by Chernee Vitello at 8:52am on August 7, 2009

Comment on: Blog Post 'What makes you think you deserve a "premium" fee?': ill don't know whether the recruiter is going to come thru. There are bad staffing depts just like there are bad headhunters, and the bad employers try to save money by haggling or low balling a fee, but most just realize there's a market and they can set a fee within reason (and it ain't 30%). Employers do have the leverage these days in that they have the jobs. In this market especially, they can name thier fee and find plenty of good recruiters who will take it. There are caveats all over this of course, I've seen employers put out a 10-15% fee for a critical role and I grimace because I know the quality of recruiters they're likely to get. While that level of fee may work for someone hiring volume, it just won't get you the cream of the crop. Where the market stands now for fees is debatable, but I think if you want a good recruiter who is going to send you quality candidates that you can't source yourself off Monster for a critical role, 20% is most common fee followed closely by 25%. Those two levels are still the most popular price point on BountyJobs at least. What justifies that gap between 20 and 25% (which I think gets at Jerry's question)? I can only speak for what I see on Bounty which I know is different but I see three things that can apply to broader market as well: 1) You've got to present yourself well and present yourself truthfully. Don't go after every job - go after the ones you truly specialize in and have the stats and the experience to back up your…; Added by Mike Hard at 10:15am on June 9, 2010

Comment on: Blog Post 'More cool tips on dealing with clients who want a fee discount': een your company and the competition, my suggestion is that you sit down and itemize what makes you who you are, then translate that into company benefits. If there is no difference, if you are part of the crowd, then the ability to negotiate is limited. Simply give in and take what you can get. Though we do not recruit as recruiters being an IT integrator, we recruit for ourselves in the support of the large federal contracts we service. To do this effectively, pulling people from other vendors, as well as getting the clients to select us - we needed to come up with a specific model that made a large difference between us and the other companies. We looked at who agencies used, what we did and then drew comparisons. After evaluating, we picked the most audacious of the differences and now sell them in a direct and complete package. For example - we are mid sized, able to deliver on-shore and off-shore services but at 30% less cost than the big guys. Translation, get the larger firm service that you need but at anytime pick up the phone and touch base with one of the partners if it is needed. This gives clients the comfort of ensuring their IT services are delivered, plus they can feel as if they are the most important person since they can speak to a partner if required without a hassle. This is huge as mid level managers cannot get decision makes on the phone from companies like IBM, Accenture, Lockheed Martin, etc. Figure out your space, your specific niche and your personality or model traits that make you different from the rest. When you find those, package them and sell them. When you do that, price rarely is an issue as you are no longer viewed as a commodity.…; Added by Jason Monastra at 5:56pm on November 22, 2010

Comment on: Topic 'What has your experience been with Bounty Jobs?': ounty was when they contacted me and I have yet to meet an agency recruiter who did not tell me they were the answer to my issues. After back and forth negotiations on fees and finally settling on a fee I quickly would learn that the agency recruiter was not able to find me what I was looking for. At Bounty I get to set the fee and then several headhunters (HH) get to view my needs and essentially request to engage. I get to review their credentials and backgrounds and in some cases I choose to call them and have a discussion. I can choose as many as I want and then that allows for a better pool of candidates. What I have found with Bounty is that when I have an issue finding quality HH then they help me locate the ones they feel would help me the best. Bounty also sets up a weekly call with me and listens to my feedback and then makes recommendations to help. With any relationship it still requires that the company and the HH speak on a consistent basis. Bounty has connected me with some really good HH who have made money because they submit the level of talent I require. They have also connected me with HH I would have never have been exposed to. Bounty works for the HH and the company IF both view it as a partnership and utilize the resources Bounty offers to both sides. Our organization has hired somewhere around 10 new employees through Bounty over the past 1 year and I have developed some really good relationships with HH whom I will continue to engage in future searches.…; Added by Jamie Spurlock at 12:08pm on May 20, 2011

Blog Post: 3 Quick Tips that Will Improve Your Customer Service Skills: Customer service skills training is an essential part of any business. When you’re employees have good…; Added by Daniel Horton at 11:27am on November 27, 2017

Blog Post: Don’t Be One of Those Recruiters (Recruiters Are…): Have you ever gone to Google and typed in…; Added by Eric Putkonen at 1:14pm on January 5, 2016

Blog Post: Improving Candidate Sourcing For A Better ROI

Efficient candidate sourcing is a major issue that all recruitment…

Added by Jessica Potts at 7:45am on March 22, 2017

Blog Post: The Rise of the Intern: In our previous post “Are you killing the recruitment consultant?” we discussed the issues encountered by a recruitment consultants when putting…; Added by Emma Osborne at 2:56am on May 24, 2015