nt of 2009. Presented by two recruiting powerhouses, Onrec and Kennedy Information, the event will be held at the Donald E Stephens Convention Center, in Chicago IL, during November 3 & 4, 2009.
Onrec.com is the world’s leading information resource for Human Resource professionals and recruiters using the Internet to recruit. Kennedy Information offers 35 years of experience, providing recruiting and talent management professionals with cutting-edge industry insights and tactical advice. Onrec EXPO 2009 and Kennedy’s Recruiting 2009 Conference & Expo is the only global gathering of online recruiting leaders, up-to-date recruiting strategies, and game-changing technologies. The event will bring together delegates and exhibitors involved in recruitment from around the world to share their common interests, provide a business-driven networking environment and stimulate discussion; debate; and valuable partnerships.
The Alumwire Professional Network™ provides an open, internet-based Professional Media platform for individuals, schools, and corporations to interact. Features include: job search, recruiting, career enhancement, and other business pursuits. Alumwire serves alumni, schools and corporations through virtual career fairs, resume databases, job postings, online chat, video posts, advertising, user generated content, and offline events. Alumwire participation is free to alumni.
As an exhibitor at Onrec EXPO 2009 and Kennedy’s Recruiting 2009 Conference & Expo, Alumwire Professional Network (www.alumwire.com)helps to make this highly anticipated event possible. In addition, they will exhibit their creative network platform, providing great opportunity to all who attend.
For more information on over two dozen exhibitors presenting at Onrec EXPO 2009 and Kennedy’s Recruiting 2009 Conference & Expo, visit:
For details on Onrec EXPO 2009 and Kennedy Recruiting 2009 Conference & Expo session topics, visit: www.onrec.com/Expo2009
For biographies on all of the expert speakers participating at this event, visit:
pensation Manager" for Sony Computer Entertainment America (Foster City, CA). Requirements: 6-9 years of progressively advancing compensation experience; strong project management skills; experience creating, developing, & supporting global compensation programs; experience supporting multi-state/international and multi-company organizations, etc.
Not yet posted to our site, but working on the role already:
"Regional Sales Manager, Latin America" for Sony Computer Entertainment America (Foster City, CA). Requirements: 6+ years of sales experience with consumer electronics; Latin America experience (building sales and distributor relations in Latin America region); bilingual (fluent English & Spanish - Portuguese a plus); video game industry experience strongly preferred; 70% travel required.
Please direct folks to Shannon_Henry@playstation.sony.com or (650) 655-8136.
Thank you for your help & all the best,
ea, a few being referrals and the rest cold calls.
I'm never going to try to tell anyone else how to most effectively recruit but I'll say this. My clients work with me for one sole reason. I find invisible passive candidates they can't access on their own. My recruits typically work long days and reach them after 8 PM at night at home to present my opportunity. They want family time. They may be on LinkedIn but rarely log in to it. They want family time and aren't messing around on the Internet much. They're not twittering. They're often the company's top performers. They're usually astounded I found them. They're incredibly tough to reach.
If one's client want "top performer" candidates they can't find, why would one be looking to socially network when they all have sophisticated inhouse recruiters whose job is to scour the Internet daily looking for candidates? How long will they work with me if I'm duplicating their efforts finding the same candidates? Will they be happy with me if I beat them by 24 hours? And if their T/A Department isn't savvy in scouring the Internet, how long will they or the company be in business?
I'd be wary, as a 3rd party recruiter, recruiting in a similar manner as my client's Talent Acquisition Department. It's a sure fire way to become "obsolete."
That being said if the rookie recruiter, here, can find invisible passive candidates his clients can't find and are willing to pay him a fee for them, who the Hell am I to tell him it can't or shouldn't be done?
That's the name of the game, finding a top performing candidate your client can't find. It's up to each of us to play that game to the best of our respective abilities.…
e company, I led the staffing organization globally for one of the world’s leading companies. As a staffing leader and hiring manager, my future in recruiting is through you – I’m now a fan and an advocate of recruiting. I’ve seen great recruiting and progressive approaches and not-so-effective approaches, and I’m here to tell you that there is a lot of potential to unleash.
Recruiting has a lot of challenges, as you all know from experience. Read any recruiting blog and you’ll find that application volume is high and only a small percentage of those applications meet the requirements of the job. Requisition loads for recruiters in the past few years have increased and recruiting budgets have decreased. Technology has improved the ability for the recruiter to find talent, but it takes a lot of time, and once you find them, good candidate management practices take a lot of time. Hiring managers are demanding and it’s hard to meet their requirements. You’re measured on things like time to fill and retention of the employee, which you may not have a lot of control over.
There are people who do this well and people who don’t. The not-so-great recruiters remind me of a scene from The Simpsons, where Marge was trying to be a real estate agent:
Lionel Hutz: I've been getting a lot of calls about you, Marge. People just love your no-pressure approach.
Marge Simpson: Well, you know what we say: the right house for the right person.
Lionel: I'm going to let you in on a little secret. The right house is the house that's for sale. And the right person is anyone.
Marge: But all I did was tell the truth!
Lionel: Of course you did. But there's.. [face becomes unfriendly, voice deepens] the truth [shakes head, "no"], and [voice becomes chirpy, smiles] the truth! [nods head, "yes"]
The best recruiters know that Lionel Hutz-type recruiters are not effective overall. You may get someone in the door, but filling a job requisition isn’t really the end game. I would argue that even filling the requisitions faster than anyone else is not the goal. Finding someone who is going to contribute to the company’s bottom line and is a good fit for the organization is the goal.
Effective recruiters have a way of finding the needle in the haystack. You manage to make your way through a dizzying array of requisitions and candidates and like a game of “memory”, you pull out a match. You have a strong network and you know what talent is out there. You’re leveraging new technology to build a good candidate pool and build the employment brand for your company. You keep track of your best candidates and when an opportunity comes up, you know who to call. You keep candidates engaged. You’re authentic, representing the company well and giving realistic previews of the job and the company, so you get a good fit. You know what your hiring managers want and what skills the company needs. You move fast and you stay ahead.
You can make a difference in your company. It’s not easy, but it’s recruiting bliss for hiring managers and staffing leaders, and it supersedes the challenges.
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