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Comment on: Group 'Virtual Recruiters Network': support-level work to be assigned to you by the Team Double-Click® corporate office. Does this sound like something that would interest you? If so, then the Team Double-Click® Virtual Sales Associate Program is for you! Working as a Virtual Sales Associate or support-level virtual assistant for Team Double-Click® is a wise move on your part. Your research into the virtual staffing industry undoubtedly showed that when you do a search for “virtual assistant” on the internet, you get an intimidating 12,000,000 plus matches. As the virtual assistant industry becomes more and more popular, it becomes harder and harder to start your own virtual assistant business and even more difficult to locate work as a virtual assistant. Anyone these days can slap up a website and call themselves a virtual assistant, after all. Team Double-Click® is here to help by offering careers in virtual staffing for sales representatives and support-level virtual assistants. As a Virtual Sales Associate you have the unique ability to draw upon Team Double-Click’s strength in the industry, our name recognition, marketing, training and knowledge. Clients know when they hear the Team Double-Click® name that it means quality. All of this gives you a leg up. We're looking for high-energy individuals with outstanding interpersonal skills to sell virtual staffing solutions while not being restricted to a limited territory. As a Virtual Sales Associate, you will be responsible for contacting and developing sales leads, and closing sales with no geographic limits. We'll support your career growth with ongoing sales training, advanced sales tools and an attractive compensation package designed to reward you for your initiative. It's a high-speed, exciting career with unlimited earnings potential, and our standards are high. If the Team Double-Click® Virtual Sales Associate programisn’t for you, no worries. We will always need support-level virtual assistants to perform the work that our Virtual Sales Associate, Virtual Services Representatives, and Order Acceptance Representatives locate. And as always, there is never a fee to register as a support-level virtual assistant or Virtual Sales Associate with Team Double-Click®. For those of you who are interested in the Team Double-Click® Virtual Sales Associate Program – please read on. We have lots of exciting details to share with you. Team Double-Click’sgoal is to provide you with as many opportunities as possible to build your home-based business and client base. What Is A Team Double-Click® Virtual Sales Associate? A Team Double-Click® Virtual Sales Associate is an individual who wishes to build their client base, backed by Team Double-Click’s® recognized branding and stellar reputation. As a Virtual Sales Associate for Team Double-Click® you will have the ability to seek out clients on your own, rather than wait for us to locate work for you. If accepted into the program, you will be allowed to use the Team Double-Click® name, brand, logos, and marketing messages and will receive sales training. You build your client base and the business you bring in is turned over to our service department where it is placed with Team Double-Click® support-level virtual assistants. Team Double-Click® pays you a commission from the clients who you sign. There are no set up fees to become a Team Double-Click® Virtual Sales Associate. However you must pass our interview process. You will be expected to remain in contact with those clients and assist in maintaining their accounts. After our Virtual Sales Associates reach a certain level they earn the ability to recruit other Virtual Sales Associates and move up to Virtual Sales Consultants, earning a higher commission percentage. Virtual Sales Consultants also earn money from the sales generated by their recruits’ clients. Commissions from recruits are paid one-level deep only. The information we have provided you is just an overview of the Team Double-Click® Virtual Sales Associate program. When you apply to become a Virtual Sales Associate, you will receive so much more information about the program and strategic ideas on growing your virtual business! The Team Double-Click® team will be with you every step of the way. Compensation for Virtual Sales Associates (VSAs) and Virtual Staffing Consultants (VSCs) Compensation for VSAs No base pay 20% of the profit margin from the sales for the clients they sign personally Commission for each client is good for the first three months that the client is with the company and then commission ceases VSA must reach a minimum of 20 billing clients per week and sustain that level for 8 consecutive weeks and have been with the company for a minimum of 3 months then commission increases to 40% 5% of the profit margin from the sales of each new VSA they successfully recruit into the company (recruited VSA must also pass the interview process) while at the level of VSA Commission for the gross sales of the VSAs they recruit is good for the first three months that the client is with the company and then the commission ceases The commission for the VSA’s first two sales is split between VSA and Sales Director (or their sponsoring VSC if applicable) Recruiters’ commissions are only paid one-level deep Must apply for VSC and pass an interview process with Sales Director for the same Compensation for VSCs No base pay 50% of the profit margin from the sales for the clients they sign personally To be eligible for VSC, the individual must reach a minimum of 20 billing clients per week and sustain that level for 8 consecutive weeks and have been with the company for a minimum of 3 months to move to Sales Consultant and have successfully applied for and passed the VSC interview Commission of 50% of the profit margin is payable on all currently billing clients, which the VSC may have signed as a VSA, for the remainder of the 3-month commission period Commission for each client is good for the first three months that the client is with the company and then commission ceases 10% of the profit margin from the sales of each VSA they successfully recruit into the company (recruited VSA must also pass the interview process) Commission for the gross sales of the VSAs they recruit is good for the first three months that the client is with the company and then the commission ceases The commission for the VSC’s recruited VSA’s first two sales is split between VSA and VSC VSC is expected to assist with their recruited VSC’s first two sales to be eligible to obtain the commission split on said sales. The 10% recruiting fee is excluded from the first two sales made by the VSA. Does the Virtual Sales Associate program sound like something just right for you? Visit www.teamdoubleclick.com to apply. Feel free to contact me with any questions.…; Added by Shawn King to Virtual Recruiters Network at 12:35pm on October 24, 2008

Comment on: Blog Post '5 Signs You're Dealing With a Recruiter That Cares': e is generic, though. With exception, everyone and their mother claims they spend the requisite time managing their candidates through the placement process and in fact, the harder they push this message, the more it becomes clear this becomes their value-added. Using a 'caring' and knowledgeable approach becomes the competitive edge, they claim. Except that most everyone does the same thing- we endeavor to know our industry, have a thorough understanding of the Job Order/Client/Culture and the field from which our candidate is coming. Everyone here is the same-same; each recruiter claiming to do the same thing better or as well as the best. So you are restating the facts that are, generally, reasonably well-known within the candidate pool, especially those pools where calls from recruiters is as common as coffee breaks. They have a common buzz about which recruiters seem to know their stuff. We all know that. You are saying what we all know- that we all want to be at the top of that buzz. So what is my point? Ah, I thought you'd never ask. And this is for candidates, not recruiters. (By the way, Dominic, I am curious- you are asking candidates what they think but this is a forum for recruiters, yes?) Where, here, is your candidate audience? Following my post here will be a number of recruitment firms and agencies who are all going to be piping up, "oh, yes! we do all that and more!" but where will the candidate response come from since, as I understand it, this is a forum for recruiters? I'm thinking your blog is a cheerleading theme rather than a targeted message to the candidate pool. [No one {excluding recruiters/HR pro's} comes here looking for a job, do they?] Anyway, if you can do it, so can I: Candidates! (Wherever you are because I don't believe you are here) Please know that from my own experience I have seen recruiters from whom I would not buy the time of day do actual and reasonable recruitment work. They may come off spazzy, they may come off disjointed in their conversation and yes, they may even sound like they sell used cars. But they have a knack of knowing how to put candidates and clients together, whether each half of that puzzle likes it or not. Point in case: I approached a hospital to do some of my usual Ancillary Services recruiting and was told she had a recruiter, already. 'No problem', I say,' I am better, I know my stuff, I used to be in health care and speaka de' language/know the culture and have an enormous pool of candidates from which I can draw since I specialize in this arena.' I mention a few hospitals and throw in a few Director names as icing. (The Directors all know each other) Badda Boom, Badda Bing, I am thinking. "Well, Paul", she replies, "I've heard your name but I've got someone who is doing some very fine work for us and frankly, I don't much care for him but he does an excellent job for us." Hmmm. So I ask and she tells me he comes off all wrong, is just this side of rude and is a bit clumsy. Plus he doesn't know the industry. (He Doesn't Know the HealthCare Industry!!) "But he always has the 'just right' candidates for us....so as much as I don't like dealing with him, we've hired from him on several occasions and will continue to do as long as he performs." By now I'm calculating that I may have to regretfully take this one and put her company in my 'out' box instead of the 'in' box. (Yes, the 'in box' are those companies for whom we recruit and the 'out box' are those companies from which we recruit talent for the inbox crowd.) Reaching for straws in this bizarre conversation, I ask if everyone he refers is still on the job, thinking this is where the [Michelin] rubber hits the road but I am informed, as she seems to turn toward them while holding the phone to her ear, 'they are all here', she says, proudly. Oh, well. I keep it polite, say 'thanks' and suggest limply I'll stay in touch from time to time, privately hoping one of our Southern California earthquakes takes this bizarro to his well-deserved doom in the near-term. Hanging up and thinking how unfair life is I remember that spazz two desks over where I first started as a contingency recruiter who was making placements regularly after only about forty-five days on the job, that woman across the room who talked low into the phone, like a mouse and looked like she was gossiping and that old timer there who had a bad habit of laughing at his own stupid jokes while ramming them down the clients' throats- all producing fees regularly. So, candidates, as much as I am in agreement with Dominic here, it is equally important to watch out for certain key parts of the conversation and worry less about others: 1. Is the job with a relevant company to your industry? 2. Do the job specifications sound about right and if not, will there be an opportunity for someone on the client side to recognize how the interview can transition from one job description to another as the interview evolves? 3. Will the candidate be interviewing with an actual HA or an underling with less than perfect industry knowledge and who also won't be able to make a final decision, necessitating the need for a return interview? If everything on the client side sounds credible, there is often enough to justify going on the interview regardless of how the recruiter comes off. After all, if the job sticks and even better, it can be anticipated the company has the depth and breadth necessary to provide progression, the recruiter can be considered a 'use once and throw away' lever in order to take advantage of the job opportunity at the right company. [Sorry, Matt, I the devil made me do it!] So candidates -wherever you are- don't overlook the possibilities the recruiter brings just because s/he doesn't sound as if s/he actually cares about you as a person. Warm and fuzzy may not matter if the job is with GE or Honeywell. Capice? Thanks, Dominic!…; Added by PAUL FOREL at 5:24pm on March 7, 2014

Blog Post: How To Conduct Diverse Recruitment

Originally posted on the…

Added by ISL Recruitment at 8:17am on July 21, 2017

Blog Post: Set Social Recruiting Boundaries: Just because your company is still deciding on whether or not to implement Social Recruiting into your overall recruiting strategy doesn’t mean you should delay setting a Social Recruiting policy.…; Added by Omowale Casselle at 8:30am on April 28, 2010

Blog Post: PQE and Why it Matters to Solicitors in Scotland

The term PQE is heavily used within the legal sector…

Added by Richard England at 9:03am on March 5, 2019

Blog Post: 2016’s Must-Attend Recruitment and HR Conferences: Attending conferences is one of the best ways to learn and advance your…; Added by Chris South at 8:07pm on January 30, 2016

Blog Post: Don't Stop Believin' - The Staffing Journey - Economic Metrics/Analysis

https://www.youtube.com/watch?v=HOEKsQVvqfM

It was one of those weeks that describes,…

Added by Mike Rasmussen at 2:55am on October 12, 2013

Blog Post: What I learned in Vegas: #HRTechConf Wrap-Up: The 14th annual HR Technology Conference didn't disappoint in Vegas this year. Not only was this the biggest collection of rockstar attendees at the conference to date but the breakout and main…; Added by Chris Brablc at 4:31pm on October 6, 2011

Blog Post: Recruiting Metrics and Its Importance

Rich Peterson insists recruiting metrics are important.

The quantity of recruiter activity and quality of hires produced by a recruiting team are important figures to understand. Metrics…

Added by Richard Peterson at 12:11am on September 25, 2013

Blog Post: Interview Brag Book