Search Results - merchandise

Blog Post: 5 Factors Behind A Good And Effective Website Design: Websites are the latest and most preferable platforms for interacting with customers, selling merchandise, and promoting services and products. An effective website design is vital to keep…; Added by Geo Msn at 12:51am on December 28, 2015

Blog Post: Cover Letter Template Free: Added by Mandy Fard - CPRW, CMRW at 4:34am on November 26, 2022

Blog Post: Sports Teams Going Social to Recruit Talent: Owners, General Managers, Athletic Directors, and Coaches understand better than most the need to secure top talent for their sports team. However, they have not just paid lip service to this…; Added by Omowale Casselle at 11:45am on February 17, 2010

Comment on: Blog Post 'New to Recruiting': grocery company supporting the distribution centers. I handled the full cycle recruiting process (excluding administering the actual on-the-road driving test) for the class-A drivers we hired. Aside from already working in the grocery industry, I knew absolutely nothing about truck driving when I started. By asking a lot of questions of the transportation managers and doing independent research I somehow managed to get up to speed quickly. I guess I was convincing enough since I even had a few drivers ask (while I was interviewing them) if I how I knew so much since they assumed (correctly) that I was not a driver myself. The dept managers were always satisfied with candidates I screened and passed on for the OTR driving test. Just like recruiting for any other job that you don't have personal hands-on knowledge of, the first thing to do is get as familiarized as possible with the industry lingo. In the case of trucking, learn different types of equipment, types and makes of vehicles, load capacity or trailer length, type of merchandise or materials being transported, type of driving (distance, local, shift) relevant DOT regulations, and any other aspects related to the needs of that specific company. At the company I worked for, my biggest issue for hiring drivers was the requirement for clean driving records (no incidents w/ in past 3 or 5 yrs - I think?), minimum level of experience as Class-A (no rookies) and preference for the type of driving (over-night, local, long-distance, refer, 52' trailer, etc.). I left that company 10 yrs ago, so not sure what the market is like now, but I have heard drivers are not as plentiful as they once were. Hope that helps. Best of luck and let us know how things go... ~KB @TalentTalks …; Added by Kelly Blokdijk at 8:23pm on April 10, 2014

Blog Post: How to Do Executive Job Title Research

Often, especially when sourcing for executives, we need to answer questions like these):

What are possible job titles at a particular level of seniority, in a given…

Added by Irina Shamaeva at 8:41am on August 30, 2019

Blog Post: A Key Marketing Tip Which Could Be Key To Your Business

All businesses require some form of printing from…

Added by Adam Johnson at 1:14pm on December 15, 2022

Topic: Today's MagicMethod Phone Sourcing Class - Sourcing Risks and Rates: asked to: Phone-source security clearanced workers Contact them and present the opportunity Profile them and get their resumes if she could Set up a "second call" with the "recruiter" who would then "take over" and "close" the deal She also mentioned somewhere, in the rush of job duties that she was explaining, that she would be "background checking" these individuals She reported that the recruiter's comp was 20% on a minimum salary of $80,000. Most of the salaries were in the $120,000 range. "At least half," I retorted. Silence on the other end and then a pensive. "That's what I was thinking, too. At least half." "I'd ask for more though," I added. "How much more?" she asked. "Ask for 60%,maybe 70% and settle at 50%. That's how I'd handle it." "To tell you the truth I was thinking a 60/40 split," she confessed. "Then go for it," I encouraged. "Nothing's going to happen unless you put the merchandise on the shelf. Contingency is like the real estate business and a good lister is worth far more than a good seller in that industry. In order to be sold something has to "exist" and the person bringing the inventory** deserves more, in my estimation, than the one "filling" the order. Security clearance is one of the hardest things to work in. There are all kinds of open job orders out there if you look - anyone can bring those "in" on a contingency basis. There's not much trick to that!" What would you have said? *Contingent search is when you get paid when the hire is made. Not before and not if it isn't made. **Inventory in real estate is, in general, the property being sold. The golden rule is that it must be "priced right" but other factors apply as well (condition, location, attributes). All these have application to the recruiting industry. THIS is the subject for today's MagicMethod Phone Sourcing Classroom Chat. Come here at noon EST to participate!…; Added by Maureen Sharib at 8:28am on February 26, 2009

Topic: Today's Class - Sourcing Risks and Rates: asked to: Phone-source security clearanced workers Contact them and present the opportunity Profile them and get their resumes if she could Set up a "second call" with the "recruiter" who would then "take over" and "close" the deal She also mentioned somewhere, in the rush of job duties that she was explaining, that she would be "background checking" these individuals She reported that the recruiter's comp was 20% on a minimum salary of $80,000. Most of the salaries were in the $120,000 range. "At least half," I retorted. Silence on the other end and then a pensive. "That's what I was thinking, too. At least half." "I'd ask for more though," I added. "How much more?" she asked. "Ask for 60%,maybe 70% and settle at 50%. That's how I'd handle it." "To tell you the truth I was thinking a 60/40 split," she confessed. "Then go for it," I encouraged. "Nothing's going to happen unless you put the merchandise on the shelf. Contingency is like the real estate business and a good lister is worth far more than a good seller in that industry. In order to be sold something has to "exist" and the person bringing the inventory** deserves more, in my estimation, than the one "filling" the order. Security clearance is one of the hardest things to work in. There are all kinds of open job orders out there if you look - anyone can bring those "in" on a contingency basis. There's not much trick to that!" What would you have said? *Contingent search is when you get paid when the hire is made. Not before and not if it isn't made. **Inventory in real estate is, in general, the property being sold. The golden rule is that it must be "priced right" but other factors apply as well (condition, location, attributes). All these have application to the recruiting industry. THIS is the subject for today's MagicMethod Phone Sourcing Classroom Chat. Come here at noon EST to participate!…; Added by Maureen Sharib to Phone Sourcing at 8:37am on February 26, 2009