Search Results - memory-reliving service

Comment on: Topic 'Starting my own recruiting business from home.': un your own business with no distractions, however I also want to get this going while I'm young! (kind of) :) Robert said: Hi Joel, I started my own firm in October (A&F also). This may or may not help you but here is what I did. 1. Bought Maxhire for $98/month. I feel much more comfortable with a solid database. 2. Bought Careerbuilder for $600/month. 3. Set up standard searches in CB to quickly populate HM with candidates from CB. 4. Bought in all my Linkedin contacts to MH db. Upgraded Linkedin account 5. Did memory jogs to enter any and every name I could remember (entire career!) Called everyone to seek assistance and referrals 6. Hired graphic guy for $500 to make a website, logo and business cards 7. Set up arrangement with an EOR (payroll service) so I could do temp placements with no cash outlay 4-5 temps can generate $25k plus in revenue (takes the pressure off to at least have some income) 8. Reached out to every warm contact to announce my transition 8. Review daily leads on Indeed Find contacts and market candidates every day 9. 12 hours 6 days a week - commit to 1 year at this pace. If your ready to quit after 3 month then perhaps you did not count the cost. So far for me 4 Direct placements and 6 temp placements 10 current open orders. PS I waited until empty nest to go out on my. I don't see how I could do this with kids at home with me. …; Added by Joel C. Riet at 10:23pm on March 20, 2011

Comment on: Topic 'indeed.com AND simplyhired.com the future of ad posting?': from much earlier in the year if memory servers - but don't hold me to the source... if you want it, I'll dig it up.) Other research shows that cost per leads across various direct marketing methods is much lower with Search than email, classifieds, banners, direct mail, etc. And by much lower I mean avg of $0.45 per lead versus upwards of $2-10 per lead. The benefits of PPC (Pay Per Click) are easy.... you get measured value (track your conversion!!!) you have no commitment to spend minimum amounts, you can pace your budget, and yes - there is click fraud detection. Not to mention you are paying for action - not 'readership.' This is SEM (Search Engine Marketing) and should be balanced with SEO (Search Engine Optimization) for sure. It's not a matter of which one to select or finding a magic bullet. While Job boards own 30% of the total US Internet audience (Comscore?) they are losing market share and only target active job seekers. The other 70% is in content and communities. Don't believe me? Head to Alexa and rank the top sites... guarantee you'll find the top 5 to contain at least two search engines - also within the top 10 you'll be hard pressed NOT to find some social network sites like Facebook, MySpace, or YouTube. Recent homework (and my own data) also shows that job seekers are starting their searches in search engines and NOT on job boards. So ensuring that your jobs are optimized to show up in the organic results of google, yahoo, etc. is not to be ignored. There are several places that offer this service (optimizing your jobs or creating micro-sites) that can help get you where you'd like to be - the front page of that job seeker's preferred search engine. (Jobs2Web comes to mind and does greatness with RSS feeds - another topic I could ramble about all day.) Of course, don't forget your goal. SEM for an executive title? SEM for volume? There is a reason you don't hunt birds with a fishing pole. It's important to know what your goal is and to adjust that strategy accordingly. I have no vested interest in any of the services mentioned above - I'm just sharing. So to your original question... SimplyHired and Indeed are definitely players. And if I had to pick a SINGLE form of marketing for a considerable amount of hiring... hands down it's SEM/SEO. No hesitation. Happy to talk directly if you'd like - stepping off my soapbox now. :-)…; Added by RecruiterGuy at 5:29pm on October 3, 2008

Blog Post: Safest Way for SSD Recovery: An SSD or Solid State Drive is a kind of hard drive that consists of control unit and storage. Both SSDs and HDDs are performing exact same functions, only that SSDs are way faster and expensive.…; Added by Geo Msn at 5:20am on January 3, 2017

Blog Post: Holiday Sickness: In the 12 months leading up to August 2016, 86% of Brits revealed that had taken at least one holiday, either in the UK or abroad – a significant increase on the previous year’s figures (77%), and…; Added by Jake Holyoak at 5:49am on December 1, 2017

Blog Post: Keys to Workplace Happiness

Do you wake up on Monday morning dreading the week ahead or do you pop out of bed with a feeling of zest and vigor? Do you have the same sense of pride about your company…

Added by Mark A. Leon at 10:12am on February 21, 2012

Blog Post: Are mobile Sales & Recruiting apps for real?: The Stage

The Apple AppStore has over 100,000 iPhone applications. Verizon's Droid is a a few months old and Google just launched the Nexus One. Microsoft has Windows Mobile…; Added by Donato Diorio at 11:56pm on February 5, 2010

Blog Post: How Tech Trends Made Life Easier For HR Professionals: HR, as a profession has seen a lot of changes in the last few decades. The names kept on changing and so did the roles of HR people. Administration, labor welfare,…; Added by James Nelson at 3:08pm on December 4, 2018

Blog Post: Are You Unforgettable?

un·for·get·ta·ble adj. - Earning a permanent place in the memory; memorable

Years ago I read a great cartoon that showed a dog owner talking to his dog. The cartoon was about…

Added by Nick Tubach at 3:57pm on October 17, 2011

Blog Post: The Right Tool Makes Candidate Engagement Easy: Getting to know your candidates and keeping them is harder than ever before. As a recruiting professional, you’re overloaded with candidate information from LinkedIn, Twitter and Facebook and you…; Added by Deborah Katz at 3:30pm on February 23, 2016

Comment on: Topic 'Insightful questions to ask when interviewing/hiring a recruiter?': ave happened at our company, and I cover at least 3 to 5 scenarios - some are even related to each other (ability to progress through a day/project, retaining what you've already done). They are lengthy, and highly detailed. I start by telling the Candidate - I have X hypothetical scenarios I'm going to read through to you. I know you don't know our Company/process/policies, so just use the information you receive, and your previous experiences, education, or gut instinct to tell me how you'd handle the situation. You may take notes if you would like to. I want you to think/act as if you're already one of our Recruiters. The company names I use are real companies, however they may or may not be our actual Clients. I use real company names to see if they think one Client is more important than another just because of the brand recognition. The size or brand recognition of the Client only weighs in so much as to how important that Client is to our company - I want the Candidate to have deductive reasoning, so I'll sprinkle in some words that should trigger a person to look beyond just the client name. The scenarios quickly tell you who is a good fit and who is not because: 1. Candidate MUST pay attention to what you say (active listening) 2. They must catch all of the important details and leave the frivolous info alone (attentive, accurate note taking, able to prioritize important vs non-important info) 3. If they don't take notes and still get things correct - they have a great memory. If they don't take notes and they botch the answer, it shows me they don't care about what they're learning, which means our Hiring Manager will have a heck of a time training them 4. I ask them to prioritize at least 3 duties/tasks - shows me if they can do that without us telling them how 5. Some times I do role play, and I play the "mean" or "rude" or "stupid" person, see if they remain customer service oriented no matter what I recommend thinking of all the times you were frustrated, overwhelmed, stressed out at your work (boss is a jerk, client who is unstable & demanding, impossible deadline, coworker stole your placement, you lost a Candidate to competitor, etc) and some things that are more mundane though could be more of a regular issue (NCNS interviews, clients changing their minds, pay range not in line with market/skills, internet/database goes down, etc) IMHO, there are no "perfect" interview questions and you're always taking a gamble on their fit; in the information age, Candidates are well prepped to say a canned answer, or they answer the way they think you want them to. I combine the standard questions with the scenarios - and just this week I've had 4 Candidates gush to me about what a wonderful, thorough, upbeat, pleasant, interesting, insightful and professional interview they experienced. Good luck!…; Added by Megan Bell at 1:17pm on October 17, 2013