Search Results - network game

Topic: The Butterfly Effect: A Discovery Zone: everal years ago, I sat across the desk from a Senior Executive at a Hospital in Northern Illinois. It was a gorgeous Midwestern day and I was thrilled to be so close to Chicago and its pizza. We (the Managing Director of our firm and I) had traveled from California to place a bid on a senior-level search. Our presentation was impeccable, proposal in hand, and camera waiting to take pictures of the beautiful new facility that was recently built off-site from the main hospital. It felt good, it felt right..., to be there in that moment, marketing the firm and selling our services. We visited several other health care facilities while in the area and felt the trip had been a prosperous one, filled with promise and hopefully, revenue. That day, the drive through Northern Illinois brought certain joy, as well as optimism that the capital spent on the travel and pitching woo would close a deal, seal a retainer, and open a portion of the country we had been trying to crack into. The endorphins had certainly kicked in and the breeze blowing through and around Chicago crackled with expectation. It was a good day. Upon returning to sunny Southern California, there was a flurry of follow-up calls and emails to several new connections and, of course, the big one. Unfortunately, that trip didn't yield one search. We lost the big one to a firm in Chicago, a local team. We made some good friends, but nope, no money. Had we wasted resources in trying to cultivate a new territory? Perhaps. But what had we gained from taking a chance, losing money and time? New-found confidence. Expanded network. The planting of a seed. Risk. It is more than a board game. It is a tool to build character and branch out into the unknown. In a 1983 Royal Society report, risk was scientifically noted as the probability that an adverse event will occur during a specified time period, or results of a particular challenge. Where would Steve Jobs be if he had noted the probabilities? Or Jackie Robinson? We all face threats and dangers to the comforts of our jobs, families, and lives. Weighing the imminent risks can be full-time job. Especially in 2009. I no longer work for the firm mentioned earlier but I have heard that that they did break into the Midwest and have accomplished some of the goals that were in place while I was there. This is good. So many what if's. What if I hadn't left? I would now be a part of that expansion opportunity. What if we had sold that big search? I might still be with that firm, but I would have definitely missed the numerous opportunities that have since come my way. Don't run from your Butterfly Effect - but discover and grow. The term The Butterfly Effect is based in chaos theory and is resultant of the idea that merely a slight change in the flap of a butterfly's wings may illicit minuscule changes that could, ultimately, alter the path of a tornado. A small change could have large effects.…; Added by Rayanne at 12:23am on March 20, 2009

Comment on: Blog Post 'One thing [Overloaded] Corporate Recruiters value in Recruitment Agencies...': respond to a few of you and also rebut a couple… First, to Louis Volpe, I totally agree with you. As there are some unscrupulous “head-hunters” out there, too are the Corporate Recruiters that abuse Agencies rather than partner with them. In my confined world of limited time and opportunity to network with fellow Corporate Recruiters, I have taken the liberty [opportunistically] to “coach” my colleague that have never worked on the Agency side on how to “treat” and “respect” the Agency Recruiter. I think that the BEST Corporate Recruiter is one that has “earned-their-stripes” as a Contingency Recruiter. I commend EVERY ONE OF YOU CONTINGENCY RECRUITERS for doing what you do. You literally put your money where your mouth is (unlike Retained Search Recruiters” and work against all odds!  I am going to follow-up on another topic that is very dear to my professional heart and I’m going to title it, “The Tri-Lateral Relationship…Agency, Corporate Recruiter, and Hiring Manager”. I learned this model from an ex-Leader whom came from the Agency side too and went on to work for a Fortune 100 Company as a Recruitment Manager (up to 125 Corporate Recruiters working under him). I have since, had an incredible relationship and success working with my “Recruitment Partners”. To a few of you that challenged the idea of providing a wealth of information “upfront”, I say to you, how much investment are you willing to make for the return? As a Contingency Recruiter, I learned very early on that my candidate is my ASSET. So if I treat them like an ASSET, I will get to know everything about them possible. Because we tend to forget about the Candidate themselves. They’ve got more Skin-in-the-game than either of us…including the Hiring Manager! So doesn’t it make “MORAL AND ETHICAL SENSE” to understand the candidate BEFORE you present them to anyone???? The only way to do that is to get to know them (professional and personal motivations, desires, dreams, challenges, etc; short-term, long-term goals; limitations/knock-out factors/must-haves. I mean, come on, how well do you really know your candidate BEFORE you ever present them to your client (regardless if your “client” is the Corporate Recruiter, HR Manager, or Hiring Manager). If you don’t view and treat your own candidate as an Asset, then you’re in the wrong business or making ends-meat (regardless of the market conditions). My RECRUITMENT PARTNERS work their desk this way and that’s why they are my RECRUITMENT PARTNERS. By the way, I only work with a few…and we make placements and everyone is happy…including the candidate! With respect to the “ownership” issue, I will only say that if you have signed an agreement as a Contingency Recruiter, you have accepted the fact that there is competition and if the T&C’s also state ownership (and it’s wise to have it in there for clarity and transparency for both “sides”), then that’s the world you’ve decided to live in and if you don’t like it, try your shot at Retainer. So if you want to invest little time knowing your candidate before you present them, then I purport you yield less success. And rounding off my rebuttals, I’d like to state that as Recruiters, we need to go-back-to-the-basics and the foundation that we learned and were [hopefully] trained to know your business. Know your Candidate, know your market, and know your client. Research, research, research! That includes your candidates! Having one candidate for one client is for beginners. I started out that way and worked my way during the times where the internet didn’t have google, social networks and jobsites. We had telephone books, company directories (too bad those are scarce anymore), and old fashion “who-do-you-know”…which by the way, is still effective if you know the trade secrets. If you do this, you will understand why you invest more time with your candidate than you do your client. So if you don’t place your candidate with one client, you should have enough business to place them with another client. So either way, it pays to invest time and gather a wealth of information from your candidate. Did I forget to mention that your candidate is your Asset? ;-) P.S. if your candidate gets selected for an interview, a good Corporate Recruiter, will develop a relationship with your candidate no matter how much information you provide. At the end of the day, your candidate may end up working in the same company as your Corporate Recruiter!…; Added by Mauricio at 2:56pm on March 10, 2011

Blog Post: Home Again: "Life's A Climb-But the View Sure is Great!"

"Life's A Climb-But the View Sure is Great!"-Mylee Cyrus-Hannah Montana The Movie

It was…

Added by Mike Rasmussen at 3:59am on November 4, 2009

Blog Post: What actually happens to online applications?: Every day thousands of professionals take the time to apply to a job opportunity online. The vast majority never receive a personal response, only an automated email confirming the…; Added by Mark Nelson at 4:53pm on May 8, 2012

Blog Post: HBO's Hard Times, Lost in Long Island. How HR and recruiters can give back.: I just watched the HBO documentary Hard Times Lost on Long…; Added by HRNasty at 5:17pm on July 15, 2012

Blog Post: In 2016, Realign Your Employer Branding: 2015 was a big year for employer branding. Because the job market right now…; Added by Catherine Hess at 1:53pm on December 29, 2015