Search Results - loyalty

Blog Post: What the CIA’s Ridiculously Intense Hiring Process Can Teach Us: The Central Intelligence Agency has perhaps…; Added by Paul Petrone at 2:49pm on October 20, 2014

Blog Post: How to Recruit and Retain Millennial Solicitors

Much has been written about the millennial generation…

Added by Richard England at 6:18am on February 15, 2019

Topic: The Sourcers We Are (And Aren't) Today Part II: the Sourcecon AfterDark affair jabbering over the best way to help Bill, our disappointed and alarmed Sourcecon co-attendee sitting next to us, half-listening, his attention wavering between what we're telling him and the siren glare of the LinkedIn interface. We four sourcers, we happy four, we band of brothers raged and rattled and roared at each other over past victories and bitter phone sourcing defeats for about an hour and decided a best plan of attack against the bastion that held the promise of deliverance for our disappointed young brethren who had the sense God gives few to ask for help where it can best be found. Let me ask you something, Reader. If your house is on fire are you going to text or email/InMail 911 for HELP or are you going to CALL SOMEONE ON THE PHONE and scream for HELP! knowing someone will hear you? Bill was calling 911. As a parting exchange one of the phone sourcers, a seasoned gentleman from Canada, nodded to Bill and said, “Don’t you worry - by tomorrow morning all this is going to be fixed.” Young Bill looked at him like a deer in a headlight, not knowing what to believe. How much money would recruiters pay – how much money would a CEO or a CFO of a company be willing to pay - to hear those words from a sourcer’s lips and know he could believe them? I looked at Bill and nodded. “He’s right. Don’t worry. Go have yourself some fun. Come to Room 334 at 7:15 and we’ll get this thing done.” He looked so young and vulnerable. I wanted to make him some hot chocolate. Pam and I left and went to bed. It was past our bedtimes. It was about 11. 7:15a.m. came and went and I was beginning to wonder if Bill was going to show. Did he remember? He was absent mindedly nursing a beer when we last left him sitting slouched back/slightly hunched forward on one of the bar’s couches, hoodie up with the eerie bright glow of the laptop casting a rather cherubic flush onto his young, fresh-scrubbed face. He was earnestly searching LinkedIn and CareerBuilder like all of salvation laid within their gated districts. 7:18 and a knock sounds at the door. Pam is sitting cross-legged on the floor in front of the door putting on make-up and I ask her if she’s ready. “Bring him in,” she says. She’s quiet, getting her game on; pulling herself together - thinking. “Good morning,” I say, as I open the door. “I wasn’t sure I had the right room,” he stammered, slightly. “He’s nervous,” I thought. “Daylight’s burning in the Midwest,” I say to him. He looks at me like he’s just realizing the midsection of the country is two hours ahead of us here in Seattle on Pacific Time. “That’s right!” he exclaims. “It’s 9:15 there!” “9:19,” I correct, glancing at the clock. He’s clutching his laptop. I imagine him sleeping with it clutched next to his chest. I shake the image off and ask to see what he has. Sure enough he opens his laptop. To LinkedIn But then, you already knew that, didn’t you? Before he’d arrived I’d looked up the number of the airline we’d be calling. I had to dig a bit because the first number most commonly found is an 800 number. We don’t want to call 800 numbers because in general 800 numbers are a pain in the ass (too many prompts/they identify my CallBlock number/take too much time to wade past.) Time is money. I found a number that uses a regular area code exchange and called it before Bill arrived to see how it worked. This company employs near 90,000 people and it’s using a number that offers entry to an employee directory and an option to hit zero for “the receptionist” and when you do that it instructs you to “leave a message.” Figure that one out. Please. Someone do that and send me the answer – okay? Moving on: Deciding the best way to approach this is to “stab in” (call directly in to the company number-by-number reaching individual employees at their desks) I had begun that process around 5a.m. PT to find that it was a very simple one-after-another number assignment to individual employees in the company. Piece of cake I was locked and loaded when the knock came. “Let me see what you have,” I demanded. He hands me a list with four names scribbled on it. I’m pretty sure they’re all off LinkedIn. Pam is standing next to me craning to see the list. “That woman’s no longer there. I checked,” she said, pointing assuredly and shaking her head. I looked at her, sideways, “You did?” I was surprised. “Last night. When you went to bed. I’m ahead of you on this, Maureen.” I looked at Pam and laughed. “I’m glad somebody is. This isn’t going to be easy,” and felt myself relax some knowing Pam is every bit as good a phone sourcer (if not better!) as I am. There are many times I know for sure she’s better. “Then you know what to do; you know they use-” “-an answering machine?” Pam almost shouts back at me, emphasizing the absurdity of it all. “I know! Can you believe it? We’re gonna have to stab in. Here’s the- " “-internal dial system? I have it; found it this morning,” I counter back and we both looked at each knowing we each knew what the other knew and not a whole lot more needed be said between us on the subject. Bill looked from one of us to the other like, "What's goin' on?" with that "Who's on first/who's on second?" look. Pam then says, “I did find one woman on that list, though, in the company phone directory. The Sr. Manager for Loyalty Marketing that Bill thinks his Traitoress-Consultant works under. Her extension is 1156.” Let’s start with the 1100’s then, with the hope some of her team members will be assigned numbers nearby. I’ll go in there (pointing at the bathroom) and I’ll do the numbers above 1150 and you take the numbers below,” I said as I picked up my phone and headed for the bathroom. To be clear and to help you stay on track with what we’re doing to this point: We’re going to be “stabbing in” (calling in) to the company – one number at a time – one number after another and keeping track of who answers as we go – until someone answers and then we’re going to ask that person (who answers) if they can help us locate numbers/names/any information on the team members of the Consultant that Bill so desperately wants to identify in hopes of replacing the candidate that was just lost. That’s what we’re doing and that’s what we did and I hope you stay tuned to find out what happens next! This story shall the good man teach his son; And Crispin Crispian shall ne'er go by, From this day to the ending of the world, But we in it shall be remember'd; We few, we happy few, we band of brothers; For he to-day that sheds his blood with me Shall be my brother; be he ne'er so vile, This day shall gentle his condition: And gentlemen in England now a-bed Shall think themselves accursed they were not here, And hold their manhoods cheap whiles any speaks That fought with us upon Saint Crispin's day. William Shakespeare, Henry V Part III…; Added by Maureen Sharib to Phone Sourcing at 10:42am on October 22, 2013

Comment on: Topic 'Are Entry Level Candidates Killing America?': ster until some sort of major occurrence. Not sure what that would be. I find your statement of settling for pennies to help companies lower costs and expand their profits to get rich interesting. This argument proves my point. Your argument is that the company I work for makes all this money and I am entitled to my fair share. And what is your fair share?? Who decides? Ultimately you because if you feel they are not paying you what you are worth, you go elsewhere. Thus increasing employees costs for another company in the process. Again, not saying right or wrong. I apologize about rehashing a previous point, but your Dell situation proves my point perfectly and I am not certain if you agree or not. I can't tell your stance. Again, this is not about right and wrong. BUT, they did that to cut costs and the highest cost for most (if not all) employers is employee costs (salaries, benefits, etc.). So again, how does it not prove my point? And one more time. I am not saying entitlement is right or wrong. However, our actions have consequences. Because we as Americans are entitled to things, we are going to continually force companies to make decisions that impact expenses. I am not sure you are an accountant, but look at any companies P&L and let me know the percentage of their expenses is due to employees. Therefore it is safe to say that employee costs have a lot to do with companies decisions. Morgan Hoogvelt said: So then what is your solution? Settle for working for pennies to help companies lower their costs and expand their profits so they can make their executives and shareholders rich? Also, with your example of (2) candidates, in all my years and experience in recruiting, I have never seen two exact candidates, with exact skill sets at with salaries so far apart, doesn’t happen. Bottom line for companies or anyone, is you pay for what you get. If you want a Thoroughbred, be prepared to pay for one. But if you are cool with a miniature pony, there are plenty of those around. Dells move to Mexico was to cut massive costs, we are not talking about cutting people’s salaries in the U.S. by a few dollars, they took all their jobs and specific plants to Mexico and are now paying the same factory assemblers there $2/hr, a pure form of exploitation; not to mention no environmental rules and what not. I helped several people who worked at these Dell plants here in the U.S for years and dedicated themselves to Dell then watched their livelihoods vanish so Dell can max profits. You choose to use the word “entitlement” so fine, I am with you – I…we are entitled! Entitle: to give (a person) the right to do or have something; qualify; allow We go to college why? Because society requires it, because those with a degree will out earn the non-degreed, because specific jobs require the skill set a degree allows. So yes, we all build our skill sets, education, attributes, etc to move up in the world, to take on more responsibility, to make more money, etc. If you want to define it as entitlement, do so. If one puts in the hard work, effort and has the skills they deserve to be rewarded accordingly; aren’t you for the placements you make? You post does make some good points, I just think you should have geared this toward a complete different audience - corporate executives, professional athletes, movie/music stars and so forth because they are the ones with the outrageous salaries and crazy demands. That would have been a better target audience instead of the working class of America who is already way behind when all we are doing is trying to get ahead. I respect your opinions, I just don’t and won’t ever agree on this subject. Yes, there are pockets of lazy Americans everywhere, but the majority of us keep this country and economy turning everyday by getting out of bed and working in underpaid jobs consistently looking over our shoulders watching for cuts and layoffs. In the Marine Corps they teach their officers to lead from the front - why don’t you start this process off by taking the lead and drop your current role and take a $8/hr job, perhaps some people will fall in behind you. Or, if you are an agency recruiter, start on a pro-bono basis today so companies don’t have to pay fees and incur costs. Ronald said: Morgan, I am not trying to say that people don't work hard or work for the money they make. However, in my opinion, America has turned into a lazy society. You don't have to agree and I do respect that. I am not saying that entry level candidates can not get the salary they want or ask for. I am not saying that people can't ask for more money when they leave. You half way agreed with my analysis by saying people "should" ask for more money when looking for a new job. Should tells me that you think people are entitled. I am not saying that is right or wrong. I am simply saying that asking for more money eventually drives up salary parity and everyone is getting around that amount. Thus increasing companies largest expense, salary costs. You don't think Dell’s move had anything to do with that? It is our fault my friend. We caused the society in which companies feel that they can cut costs elsewhere, and they can. AND, we let it happen. I am sorry you do not agree and I know there are other factors, but if you break it down, it is our fault. If not, I would be very curious whose fault it is. If you have a business, 2 candidates, same skill set. One costs you $30k, one costs $50k. Which one do you take?? Benefit minus Costs equal value. Unfortunately, the answer use to be we have more talent. We can not use that excuse much longer. I apologize if you found my posting abrasive. I guess at the end of the day, my point is simply we need to get more competitive in America because we are losing our swagger. It kills me because I do love this country. Morgan Hoogvelt said: Upon first reading the couple sentences of this post I thought it was going to be on point, however when I got to the part of the paragraph when you quoted asking salaries - now I can say you are way off point and are focusing on only a micro-view of things. First off, in recruiting we want to get our candidates more money - hell, all job seekers on their own should want more money. Have you not looked around and do you not see that the majority of American workers are underpaid and over worked? And way to blast the American worker as it is our fault our jobs are being outsourced. Did you not put one thought into this whole scenario? People move and leave because there is no job security. Gone are the days where you can put in your time, hard work and loyalty and get repaid in the end with benefits and a retirement paycheck. But a company, such as Dell, will not hesitate to close an entire plant down and ship all jobs to Mexico to save a few pennies on each unit produced. You ever read that case study? As for new grads, our corporate society requires education, everyone wants at least a Bachelors degree in the majority of jobs. Congrats, you have your degree - what's that? You are in the hole $50k which the govt is kind enough to let you pay back over the next 50 years. Oh and by the way, here is your starting salary - $30k. In case you didn't realize this, workers in the 70's were already making $7.50/hr + benefits. Now in those same exact position today, they are making $7.25/hr with no benefits, how the hell does this make sense? And it’s not a sense of entitlement, it’s a sense of putting in the hard work and hours to get educated and to get paid for your work, knowledge and expertise. Probably the same reasons why you are in recruiting, because the money is good. I'd say next time you get an idea to write a post like this, unless you are trying to start controversy, to do your research and make sure you have solid talking points. As a recruiter you should know that even the unemployed people have to maintain a proper resume and career path going forward. It's not that Americans won't stoop to taking a lower job, its that we cannot afford to. …; Added by Ronald at 2:01pm on April 14, 2011

Blog Post: Five Ways to Win Top Talent in the Midst of a Shortage

Something significant happened at the end of 2018.…

Added by Mark Jackson at 2:26pm on March 28, 2019

Blog Post: 29 Best Books on Recruitment (MUST Read Resources for Recruiters): Continuous learning is paramount to your growth as a recruiting specialist. That’s why we have spent hundreds of hours going through lists of must-read books on recruitment, looking at reviews,…; Added by Phil Strazzulla at 11:41pm on November 27, 2022

Blog Post: International Staffing Perspectives: GIJS AANEN, Recruiting Consultant, Itelco Solutions Netherlands B.V

Third In A Series…

Added by Dave Mendoza at 12:24pm on June 12, 2007

Blog Post: Fighting the War for Talent? Dont waste your time...: War for Talent? Or the Emperors new clothes?. At risk of offending most people involved in the talent arena, I have to say that the so called war for talent is a totally…; Added by Gareth Jones at 4:50am on March 24, 2010

Blog Post: Next time you hire a CEO, hire a Recruiting Leader: Next time you hire a CEO. …; Added by Michael Wright at 6:40pm on February 27, 2013

Blog Post: Make Your Next Hire a Boomerang — Benefits of Rehiring Former Employees: Resignations often come from employees we’re sorry to see go. But the end of a worker’s tenure with your company doesn’t have to be a permanent loss. In fact, their leaving could be an important…; Added by Phil Strazzulla at 4:49am on October 23, 2022