esks. I did this when I had to recruit similar types from the fifty largest banks worldwide. You get a copy of many bank directories and cold call the people you want to talk to at their desk phone. Stop trying to educate the recruiters, which is not nedessary, when all they need is a job description. The candidates you call have forgotten more about the job than your recruiters will ever need to know! You need to be a headhunter to be successful doing this. This is a sales job, not continuing education! Good luck- …
Added by Al Merrill at 11:54am on November 15, 2011
the United States and abroad. Digital images of faces, fingerprints and palm patterns are already flowing into FBI systems. In the coming years, law enforcement authorities around the world will be able to rely on iris patterns, face-shape data, scars and perhaps even the unique ways people walk and talk, to solve crimes and identify criminals and terrorists. The FBI will also retain, upon request by employers, the fingerprints of employees who have undergone pre-employment criminal background search so the employers can be notified if employees have brushes with the law.
The increasing use of biometrics for identification is raising questions about the ability of Americans to avoid unwanted scrutiny. It is drawing criticism from those who worry that people's bodies will become de facto national identification cards. "It's enabling the Always On Surveillance Society."…
rch. I've done many, many retained searches, of course. I still prefer to be retained. On the other hand a retained recruiter who is only successful in collecting only 2/3 of a fee most of the time is not going to get a lot of repeat business. Sometimes, working with a client on an exclusive contingency basis is as good or better than working purely on retainer. I have clients that have used me for ten placements in less than a year, where they use me exclusively, and I encourage that arrangement, because they do have qualms about investing in a retainer deposit. I'd rather make the placements than worry about doing only retained search. Still, I think all recruiters would benefit from thinking of themselves as professionals who deserve to be paid for their time. Good post!…
I've employed up to 4 people at a time...that was the largest I ever grew. I can proudly say that I am still friends with most of them. One moved to Buenos Aries over 20 years ago and we still visit each other across that distance. One became a lawyer and we are still good friends after 15 years, and I could go on.
The best producers became my best friends and usually left when there was a divorce, pregnancies or a relocation. The more they made the more I made and we were all happy. I also tried to provide all the tools, seminars, conferences and expenses they needed to make money without worrying about cost. If it helped them to make placements we all won.
These days I work alone with just part time help to research and do administrative work. A lot less expensive and I'm only responsible for myself.
The agency world is a big one and some of us are "good guys/women" :-)…
Added by Fran Hogan at 1:19pm on November 17, 2009
d to worry about the internet going anywhere.
Maureen Sharib said:The other question this brings up is:What if the Internet went away?We have been and are building our businesses around the internet. What if the internet, as we know it was either taken away or became too expensive for us to access large enough distribution of our product? What would we do? Is this really possible? Is there a plan B?Is it conceivable that only the largest and wealthiest companies could be left standing?Can you imagine having access to only about 200 sites?Can you conceive the cost of having to pay for any additional sites accessed that were not part of the package?We are becoming completely dependant on the internet for our marketing, what would happen to our businesses if it became cost prohibitive?What do you think?Video
The UK Recruitment and Employment Confederation/KPMG Report on Jobs also showed a marked slowdown in number of people placed in temporary jobs, a slowing in wage inflation and the first fall in temporary vacancies since the survey began in 1997.
"This is yet another worrying set of statistics, confirming that the financial crisis continues to deepen," said Alan Nolan, a director at KPMG. "Particularly concerning is the construction sector which usually shows a strong requirement for temporary labour."
The permanent placement index fell to 44.1 in July, down from 48.2 in June while corresponding vacancies fell to 46.6 from 48.3.
Wage inflation for both permanent and temporary staff fell to a five year low, providing comfort for Bank of England policymakers but highlighting the income squeeze felt by an increasing number of household as wages fail to keep pace with inflation.
The salary index for permanent staff fell to 50.8 in July from 54.1 in June and that for temporary staff fell to 51.1 from 52.4.
"This is a clear indication that the credit crunch has started to reach the jobs market," said Kevin Green, chief executive at the Recruitment and Employment Confederation. "Business confidence is low and as a result, employers are becoming much more cautious."
Employment tends to be a lagging economic indicator as it takes several months for slowing activity to translate into job losses.
Official figures show the number of Britons claiming jobless benefit rose for a fifth month running in June and by its largest amount since the recession of the early 1990s.
Has the credit crunch hit home in your market? Or are you resilient due to client relationships..