Search Results - neutralize

Blog Post: Interesting take on mind-set - positive psychology: Went to a seminar last night and was pleasantly surprised by the topic of positive psychology. Here is an interesting site with more about it.

Just think we need 3 positives to neutralize…; Added by Jessi LaCosta at 9:49pm on February 5, 2009

Comment on: Topic 'Guerilla Recruiting Strategies and Methodologies': h the following: Ever since the dawn of business, there has been competition in some form or another. Competitive pressures, ideally, are good for the consumer when they drive down market prices for a specific product or service, or impel businesses to refine their product or service quality, features, etc. to meet market demands. Unless you are running a state-subsidized business entity or have an outright monopoly on a product or service, you are going to have to adapt to evolving competitve market forces. Now, different companies, industries and individuals respond differently to these forces. Less scrupulous ones will resort to industrial espionage, sabotage, maligning reputations, and techniques such as guerilla recruiting. As with any competitive situation, you seek to gain the upper hand not only by your own superior performance, product or service offerings, but also by understanding your adversaries -- how they think and behave -- and seeking ways to neutralize their influence. American business as a whole has been clever enough over the years to dominate the world in many aspects -- but some sectors which woefully lacked forward vision and the ability to adapt to changing market conditions (i.e., competitive pressures - especially those associated with globalization) suffered severely for it -- the American steel industry, the auto industry, textile industry -- just to name a few. If guerilla recruiting is a growing threat to American business, then American business (and its individual players) needs to make a concerted effort to neutralize its effects, or learn how to harness it for its own ends. The business world is often a brutally Darwinian place where only the strongest players survive. American business has been a dominant player in so many areas, but has collapsed in others. Guerilla recruiting is just another tactic in the overall game of business survival -- often employed by the weak, but dangerously effective What do you think? You can read all the LinkedIn answers here.…; Added by Maureen Sharib at 8:51am on April 17, 2009

Blog Post: The Four Least Wanted - how to counter and neutralize poor candidate etiquette: I recently read an article written by Jonathan Littman and Mark Hershon, summarizing their new book called “I Hate You.” This comedic take on a traditional workplace self-help book shows you how to…; Added by Mindy Slobodkin Fineout at 6:21pm on August 13, 2009

Topic: Top Read Posts of 2009 on RecruitingBlogs.com: The 7 Habits of the Highly annoying Social Networkers - by Andrea Persico 4. Why Recruiters Should Use Twitter and Must-Know Tips - by Jessica Meher 5. 14 Killer Leadership Traits - by Brian Keith 6. Resume Parsing System Built just for RecruitingBlogs.com - by Slouch 7. The Six Biggest Applicant Lies - by Les Rosen 8. The Four Least Wanted - how to counter and neutralize poor candidate etiquette - by Mindy Slobodkin Fineout 9. Twitter for Recruiting Part 2 - by Jessica Meher 10. Clients requiring approved vendors to utilize bounty jobs - by Sal Petrara…; Added by Slouch at 11:16am on December 28, 2009

Comment on: Blog Post 'Creating a Positive Candidate Recruiter User Experience': is a legitimate question. If it assumes the best interests of the other person whatever follows in conversation will lead to a mutual understanding and respect that makes deciding not to work together -- or moving forward, whatever the case may be -- an easy decision to agree on. The problem is that the question is more likely asked so that the recruiter can position him or herself favorably in the mind of the candidate. By virtue of the fact the question was asked as a social engineering tactic, the negative stereotype of recruiters is reinforced at some level of both parties' consciousness. So, framing the question is important because the truth of the matter is recruiters have a self-interest which, at the outset at least, has nothing to do with the candidate at all. Referrals, inbound calls and cousin Vinneys aside, most candidates are qualified in or out based on our assessment of how well they fit the faceless, nameless genetically-perfect profile and/or the extent to which we think we can persuade them to align their interests with ours. Say it ain't so. Surely it is easier to call a person and just come straight out with it... "Bob, if I told you that I was a recruiter calling you about a potentially dynamite job that you appear to be best suited for you'd probably tell me to go shove it and hang up on me, right?...Oh, I won't tell you I'm a recruiter then." As stupid as it sounds, in my experience at least, this is a better approach to neutralize the knee-jerk negativity we fully expect and implied in asking, "What do you not like about working with Recruiters?” Some recruiters are plain daft in their assumption that they can immediately position themselves as "trusted advisors" from the get-go. Trust is something that strengthens over time, built on each transaction and a shared confidence that the other person is looking out for them. Without the maturing of a relationship, I don't think you can have that level of "intimacy" with anyone, let alone someone whose initial approach was based on their self-interest, not mine. "Speak softly - carry a big stick" sums it up, doesn't it? For people who are honest, sincere, professional and yada-yada-yada, being up-front, candid and transparent is second nature. It is why they can overcome the initial hesitation candidates understandably feel. It is that personal presence that enables the meaningful relationships that can span all of five minutes or fifty years. As Mother used to say: "You can't teach a man how to be a mensch but you can show him by example." She also used to say: "Don't ask stupid questions. Not everyone thinks like you."…; Added by Amitai Givertz at 10:56pm on February 13, 2009

Blog Post: Conundrum of Candidates' Conjecture: Although I understand how and why it happens, it is not in my nature to make…; Added by Kelly Blokdijk at 11:28pm on January 11, 2014

Blog Post: The ABC of an Employee’s Salary Slip: Talk about the heaps of paperwork and documentation that you need to perform and procure as a working professional! Sounds hectic and…; Added by Amit kumar at 7:15am on May 18, 2020

Blog Post: The AWKWARD Side of Recruiting (….and no….I’m not selling anything with this blog): No matter what your profession, we all have circumstances that make things a bit awkward. Look at Justin Bieber and how he’s been dealing with the paparazzi. And how about those folks in…; Added by Stephen Nehez, Jr. at 11:46am on June 9, 2013

Blog Post: Coaching Employees Who Challenge or Adapt?

Added by Ryan Mead at 11:02am on July 23, 2015

Topic: That was the week that was...Week ending August 21, 2009: e, is it? Monday... Above the Fold Increasing Return by Understanding Talent by Saleem Qureshi Recruitment, The Times They Are A-Changin by Paul Jacobs Deal Maker or Deal Breaker, Which are you? by Craig Silverman Recruitment is a non-rational process by Charles Van Heerden Rayanne's Bonus Track Persistency Recruitopian Footnotes HR Florida: Walk Down Swag Lane by Laurie Ruettimann Tuesday... Above the Fold Top Influencers v1.21 Mike Mayeux by John Sumser Recruiters: The Sportscasters of Industry by Dan Nuroo Big Shoes Leave Lasting Footprints! by Alex Putman The money question The money question by Eric Raynard INNOVATE or DIE by Chad Sowash Rayanne's Bonus Track Green Light Recruitopian Footnotes Our Role As Leaders During Times Of Change by Vivian Wong Wednesday... Above the Fold Talk it out by Suzanne M King How long is your shortlist? by Charles Van Heerde Social media – it’s a tool, not a strategy by Greg Savage Claudia's Wednesday Wisdom Wednesday Wisdom: I wonder why? Rayanne's Bonus Track Wind-Up Key Recruitopian Footnotes Jim Durbin on Recruiting on Facebook The Recruiting Animal Show Three Reasons Why HR Isn’t Politically Vocal by Lance Haun background checking with social networking by cheezhead Thursday... Above the Fold A Bad Case of CEO-itis by Saleem Qureshi Is good recruiting about experience, expertise or talent? by Andy Headworth No Respect for the Candidates! Who is with me? by Darrin Grella Thursday's Thrasher WHY IN THE NAME OF EDGAR ALLEN POE CAN YOU NOT WRITE ????? by Sandra McCartt Rayanne's Bonus Track The is an E-Ticket Rife Recruitopian Footnotes The Jessica Lee Twitter Follow Starter Pack, for HR Pros by Jessica Lee What They Hear Is Related to What They See by Maureen Sharib Is Your Resume Fact or Fiction? by Lisa Rosendahl Friday... Above the Fold Top Influencers V1.22 Shally Steckerl by John Sumser The Ringmaster’s on a smoke break… by Kelly Moeller Rayanne's Bonus Track Has Your Product Expired? Recruitopian Footnotes What woodworking has taught me about job boards by Jeff Dickey-Chasins Best Out Of Office Replies for the Recruiter on the Go by Michael Glenn The Four Least Wanted - how to counter and neutralize poor candidat... by Mindy Slobodkin Fineout …; Added by Amitai Givertz at 1:23am on August 23, 2009