Search Results - network game

Blog Post: Transforming your recruiting is a process not a quick fix: Yesterday, SmashFly CEO Mike Hennessy and VP of Sales & Customer Success Mary Grace Hennessy were featured guests on the DriveThruHR Internet Radio Show hosted by William Tincup and Bryan…; Added by Chris Brablc at 2:29pm on September 11, 2012

Blog Post: Day 10 - Friday 13th, Interviews, new shoes and wet suits #myjobhunt: I have now been actively looking for a new job for 2 whole weeks. This is Day…; Added by Gary Franklin at 3:56am on August 15, 2010

Blog Post: Recruiting In the Trenches with @ThisIsLars: Should You Care About Social?: Added by Matt Charney at 2:28pm on October 21, 2013

Blog Post: Setting Social Boundaries: With our social networking and recruiting worlds colliding between candidates, friends,…; Added by Jenn Francine at 11:11pm on June 23, 2010

Blog Post: Why Pinterest Should Grab Your Interest

This article originally appeared on NAS Talent Talk.…

Added by Charles Davis at 12:51pm on April 26, 2012

Topic: Dr. Janice Presser, CEO of The Gabriel Institute, to Speak at Onrec Online Recruitment Conference & Expo Sep. 9-10 2008: uman capital, will be speaking at the Onrec.com Online Recruitment Conference & Expo 2008 to be held at the Donald E Stephens Convention Center, in Chicago, on September 9 & 10, 2008. Onrec.com EXPO 2008 is widely regarded as the “must attend” online recruitment event of 2008. To register for Onrec.com EXPO 2008, at a $150 discount, use this code: tS8M3L(case sensitive) and register at: https://www.cteusa.com/onrec3/ Onrec.com is the world’s leading information resource for Human Resource professionals and recruiters using the Internet to recruit. Onrec.com EXPO 2008 is the only global gathering of online recruiting leaders and game-changing technologies. For more information about Onrec.com EXPO 2008 visit: http://www.onrec.com/conferences/090908/default.html Onrec.com EXPO 2008 will bring together delegates and exhibitors involved in online recruitment from around the world to share their common interests, provide a business driven networking environment and stimulate discussion, debate, and beneficial partnerships. Dr. Presser’s knowledge in the assessment and human capital will provide a great opportunity to those who attend Onrec.com EXPO 2008, in which she will be one of several speakers to attend. For more information on the 40 speakers participating at this event visit: http://www.onrec.com/conferences/090908/speakers.html Dr. Presser will be presenting “Engagement Networking™: The Talent Management Advantage” Dr. Presser asks, “What’s a talent manager to do when recruiting and retention pressures rise? Whether you’re an internal or external recruiter, you’re in the talent management business.” Her answer is to enter Engagement Networking™, the latest talent management tool from The Gabriel Institute. Dr. Presser explains, “It’s all about motivation, so you’ll start by understanding how and why YOU network and how to use your networking style to increase your own engagement in your career life. Then you’ll apply what you learn in an interactive simulation where you manage your candidate, your customer and yourself through the process.” With this learning, you’ll recognize the value of empowering hiring managers to use Engagement Networking™ to break down silos and retain the organization’s top talent, even the people they don’t supervise, and you’ll also learn how to position your client’s employment brand as a pro-networking organization. For other session topics visit: http://www.onrec.com/conferences/090908/topics.html TGI's products and services include web-based screening and selection for hiring; assessment of leadership for private equity, succession planning and restructuring; Role-Based Assessment™ for additional personal, professional and business applications; workforce improvement initiatives and human resource strategic development solutions. Dr. Presser serves on the Society for Human Resource Management's (SHRM) Human Capital Assessment/HR Metrics Special Expertise Panel; the National Advisory Board on Talent Development and the Measuring Quality of Hire Expert Panel for Human Capital Institute and the Philadelphia Board of The Entrepreneurship Institute. She is on the faculty of Temple University, editorial board of HR Metrics Review and is Contributing Editor for the Selection Profile in ELLA®, Employment Labor Law Audit™. She is a frequent contributor to Leadership Excellence and the author of five books. For more information on The Onrec.com Online Recruitment Conference & Expo 2008, contact Keith Halloran at Keith@Onrec.com or visit: http://www.onrec.com/conferences/090908/default.html For more information on The Onrec.com Online Recruitment Conference & Expo 2008, contact Keith Halloran at Keith@Onrec.com or visit: http://www.onrec.com/conferences/090908/default.html To register for Onrec.com EXPO 2008, at a $150 discount, use this code: tS8M3L(case sensitive) and register at: https://www.cteusa.com/onrec3/…; Added by Keith Halloran at 2:47pm on July 1, 2008

Topic: Wednesday Wisdom: Lying Sack of Recruiters: s and I all have stories of recruiters who think they’re so smart because they’ve mastered a few phrases but cannot for the life of them get below the surface about specific work questions. It’s like the TV show “The Pretenders” where Jared successfully pretends to be anyone he chooses – except in the case of recruiters, they try but fail miserably each time. It seems to me that recruiters are trained in lying – as in telling us a company is a great place to work when in fact it’s more like a slaughterhouse or the boss is a recovering pedophile! Why don’t recruiters ever receive functional training – as in finance or marketing or programming? At least then they wouldn’t come across as complete idiots. Claudia, can you explain to “them” that they need to improve their games? Disgusted Dear Disgusted, Oh where to start? There’s a call for two answers to this question, and since I couldn’t decide I’ll give you both: Of course there are bad recruiters out there. Of course they talk trash and don’t know their elbows from their earlobes about the jobs they represent to candidates. And definitely, the game needs to improve. A lot. Everyone has a story tucked up their sleeves about evil recruiters; my personal favorite was the guy who bullied candidates with a stopwatch in hand to see how fast he could piss them off. His reasoning? The manager was an a**hole, he was just weeding out the ones that wouldn’t make the cut anyway. He was a walking public service announcement, that guy. It’s sad, but ours is a profession with a low bar of entry. We don’t have proficiency exams like accountants or lawyers or even project managers, and there is no Board of ethics that we’re held accountable to. Many don’t even know the extent to which federal and state laws affect them. But you can make an amazing amount of money as a recruiter if you play your cards right, and unfortunately that doesn’t always translate to being skilled at what you do. It’s one of the reasons why candidates like you keep meeting the low hanging fruit. And this leads me to my second answer: It’s your job search, tied to your career. Nobody has a higher stake in the outcome than you do, so stop whining, get a stopwatch of your own, and start firing the bad ones. If you're not sure how to assess a good recruiter from a bad one, RBC is an excellent forum to engage in that conversation; put up a post and I'm sure you'll get an earful. One other thought. If you’re relying heavily on recruiters and job board postings to learn about opportunities, you’re running a one-dimensional job search my friend, and missing out on the good stuff. You either need to learn how to network or take a refresher course pronto, and I strongly recommend that you practice the behavior daily. Who knows? In addition to some most excellent peers, you might even meet a few really great recruiters in that process – connected in your industry, knowledgeable of your skills, and talented at making matches – and never have to look hard for another job again. ** In my day job, I’m the Head of Products for Improved Experience, where we help employers use feedback to measure and manage competitive advantage in hiring and retention. Learn more about us here. Do you have a question you'd like answered in this weekly forum? Drop me a line!…; Added by Claudia Faust at 6:57am on May 27, 2009

Topic: Why is this man smiling?: th his insight, innovation, and incredible talent. And yes, I blazed brightly in those days. Big City, Bright Lights. One success followed another, CEO’s asked my opinion (and often followed it), awards were won, and the appropriate amounts of thunderbolts were hurled around the firmament. I had been blessed with working with the best of the best. I’ve played my part in tripling the size of a private company and taking it public. And been privileged to be part of a small rag-tag team of ten who grew a business from a blank sheet of paper to $700,000,000 in 5 years. Life was good, until I heard the voices. “The people you work with are crazy, maybe even certifiable”. “You know, it’s not normal to be pulling all-nighters with your team for people who just don’t care”. “You want me to do what? By when? And for how much?” Crazy me. I started listening. Through all of this there was my extremely patient family. And here’s the part where recruiting comes in. My wife, she’s been in the business for 20 years, a marvel, a pro, she “makes it happen”. Me, I was too busy hurling thunderbolts around the firmament to understand what she really did. Fast forward. “Tell me about what you do” was the start. After a lot of conversation, it brings me to today. Today is a small town in West Central Iowa in the middle of cornfields as far as the eye can see. Today is giving a hand to small businesses imparting the knowledge to be successful. Today is watching my son’s football game (hey, they won 48 to 0). So why is this man smiling? Because of the future. The future means making a profound effect on individual’s lives and businesses. It is a responsibility I take very seriously. So I look under every rock, read the 127th resume, interview the friend-of-a-friend-of-a-friend. This is serious, meaningful, stuff that makes a difference and will continue to do so. The future is a compelling mix of new and old. The Old. Two weeks ago I’m volunteering at a local SHRM event for displaced workers. Over 100 showed up to hear firsthand what hiring managers and recruiters are seeking in talent. My part, a round table discussion with 6 people to answer their questions, listen to their fears, and do my best to give them hope the next interview will be the right interview. It doesn’t get more old-school than a face-to-face discussion. The New. A few weeks ago, old school marketing guy (me), attended a webinar on social networking. Now I’m no novice at this, I network with the best of them and LinkedIn is my friend. But Facebook, Twitter, and others as business tools? Where am I going to see the bang for my buck? Where am I going to get that 25th hour in my day? Well the light bulb went on that day, and it wasn’t just a 60W bulb, it was a 1000w bulb. The King of Marketing was dead, long live the King. The future is you. I’ve only been at this for 3 years. In those 3 years I have never seen an industry which shares, participates, and gives of themselves so much as this one. I’m not sure of the reasons. Maybe it’s because we look for the best in people. Maybe it’s because we’ve worked with crazy people and no one should have to do that. Maybe it’s because what we do makes a difference and we want to help others make a difference. Whatever it is there will only be more on this road we are on. So if I see you on that road to the future, wave. I promise I’ll wave back, it’s what we do in Iowa.…; Added by Paul Stenbo at 9:58am on October 2, 2009

Comment on: Blog Post 'How to Conduct a Passive Search': s interested in a good opportunity, build relationships with good recruiters, letting them know they want to hear about what is going on in their field. If i call a candidate who tells me they are not looking i can find out they are in about five minutes. It has been my experience that almost anyone will look at a good job if it offers them improvement in their career or the earning ability or a move to a place they always wanted to live. I am a stickler concerning, tell it like it is. I spend a lot of time telling candidates that they can't hide their age by leaving the dates of education and half their career experience off their resume because some recruiter told them to do it to get the interview. They loved that sort of tricky advice until i asked them if they planned to have a face lift or lie on their application or be ready for a very short interview when the employer was expecting someone 20 years younger and they came through the door. If they put their resumes out there a few years ago it is probably a lead pipe cinch they are in all kinds of databases so it doesn't hold much water when a recruiter says, "this is a passive candidate, he/she is not actively looking. HR or a recruiter like yours truly who has been around since tennis balls were square runs a fast search and discovers that they have not one but several apps from the same candidate. Game over, candidate not being upfront. Next thought , sure you aren't actively looking that's why i have three copies of your resume. So why be sneaky and snakey when you don't have to. If someone is interested in making a career change they don't need to be coy and in my opinion they can certainly be missed if they take down the flag that says, "interested in career opportunities". If they are not looking they wouldn't need to be told not to put their resume out there or pretend that their status is any different than what it really is. After i help my candidates by getting them back in the real world about letting people know their asking salary, reflecting their full career experience on their resumes and being upfront about why they are looking, as well as if and where they would relo. The question i always get is , "Why do recruiters tell you all this crap". The only thing i can ever think of to say is, "I guess it makes them feel like they can make someone be something they aren't, i can't, all i can do is tell it like it is and find an employer who will do the same". I am now on the third generation of candidates who refer their friends, family and business associates to me ,so upfront and tell it like it is has worked extremely well both with candidates and clients. In my opinion it's simply disingenuious if not blatantly dishonest to pretend to be anything that one is not. In any way. Period. No games played here. I don't have time for games or candidates who play games. I use linked in a lot. If a candidate does not have a notation that they are interested in career opportunities i don't contact them unless i am asking for a referral. When they come back and say they might be interested my red flag goes up that they are going to be the kind of canidate who goes all the way through the interview process then decides that they really don't want to move or blah, blah. I want my candidate engaged in the process of finding a good opportunity for a good reason.…; Added by Sandra McCartt at 12:46am on June 16, 2010