Search Results - off-even fashion

Blog Post: Improving Employer Branding Online: The concept of employer branding has nowadays become an important trend for companies to attract best talent and also retain their employees via the organisation’s reputation and its value…; Added by José Sánchez Montojo at 7:41am on July 13, 2016

Blog Post: Cats, Ghosts and Other Scary Stuff: In true Halloween fashion I could not resist using the title to represent the different type of individuals that make a team function (or not function) as the case may be for some of you reading…; Added by Vicki Z. Lauter at 3:22pm on October 26, 2009

Comment on: Topic 'Hiring Woes - Internal': d. When you are hiring lets say a software coder - coding for search algorithms or other multi-variant algos and ask them to move to a quant role in an I bank, you will have to explain the nuances of the role to him / her and not just send the JD. Its not just about "are you interested", it more about explaining how his skills sets would be used in a I Banking quant role, how much of challenge it is going to be etc. JD , well i dont know about the JDs your clients give but about 60% of the JDs that i get mostly are vague and i get a clearer picture only after talking to the Hiring Manager ( not from the HR dept ). I truly believe in cold calling, mapping out departments of the target companies, but one cannot approach it in a robotic or automated fashion, it all comes down to common sense about whom to speak to and who fits and how to find the one that fits, sadly i face a situation where common sense is not common. It is not a continuing education in a regulated sense but i do think a headhunter learns in his/ her process of headhunting. Thanks for the inputs once again. Martin Al Merrill said: Martin- First of all, stop worrying about the knowledge front, and stop hiring MBA's! Get strong sales people who will make the calls directly into the banks and recruit the candidates off their desks. I did this when I had to recruit similar types from the fifty largest banks worldwide. You get a copy of many bank directories and cold call the people you want to talk to at their desk phone. Stop trying to educate the recruiters, which is not nedessary, when all they need is a job description. The candidates you call have forgotten more about the job than your recruiters will ever need to know! You need to be a headhunter to be successful doing this. This is a sales job, not continuing education! Good luck- …; Added by Martin at 3:27am on November 16, 2011

Blog Post: Hold the Vision and Trust the Process...: I’m hearing from more and more from people I meet with and interview how difficult it is out there. Particularly during the holidays when you are reminded about a holiday bonus, giving gifts and…; Added by Lisa Kaye at 7:37pm on December 6, 2009

Blog Post: Generic recruitment - why so many ads look the same!: Far too many position descriptions are complicating the recruitment process, rather than helping recruiters to recruit the right person. Good recruitment always starts by having a crystal clear…; Added by Charles Van Heerden at 12:06am on August 22, 2009

Blog Post: My New Year's Resolution - A Ban on Ceramic Dalmatians: My New Year’s Resolution is quite simple. I will no longer be brainwashed by Pat Sajak.

In a…; Added by Chris Hood at 7:09pm on January 6, 2010

Blog Post: Top advice for interviewees.... how to present with gravitas

10 things to do with your body in an important meeting

(interview, first date, flat mate interview, meeting the future…

Added by Mary Hope at 4:32am on August 9, 2011

Blog Post: How to Dress to Impress for an Upcoming Job Interview

If you’re preparing for a job interview, it’s important to put your…

Added by Meghan Belnap at 11:41am on August 20, 2018

Comment on: Topic 'Is Headhunting ethical?': ne and know exactly who to call - sometimes, I can pull it off. Other times, I can't. What I do observe is that most high-performing 20+yr Exec Recruiters make much more 'touching base' calls because they know all the movers/shakers in their respective markets. However, there are times when this isn't possible - sometimes I think we must be able to reinvent ourselves and move slightly to the left or right of our markets, depending on where the demand and growth is. I can also personally attest that sometimes, being very niched can be a bain as much as it can be a bain (i.e. are we niched in a high growth segment that will be around for a while, etc.?) So what I'm suggesting is that you're both right, depending on situation. If you're entering a new niche . . . or don't have contacts or a reputation, then building a list through web research and phone research is necessary. Even if you are niched, there is surely a business case for keeping up with all kinds of research because things change. As a matter of fact, Rice & Cohen, as well as Peter Lefkowitz, advocate taking time out of each week to call your 'alumni' (people you have placed or have rapport or a great deal of respect for). This is likely analogous to the "Apple Orchard" approach, at least to some degree. It just makes good business sense. I understand that you two are both Sr Exec Recruiters that have two different ways of looking at recruiting (i.e. "zero commonality"), however there is more than one way to skin a cat and I imagine you're both great in your approach. Also consider that you likely recruit in different sectors/geographies, and you have differing genders and perhaps are different generationally. I'm 33, and I can assure you there are mid-20-somethings that look at recruiting way differently - I learn from them as much as I learn from retired recruiters. Anyway, just my $0.02 - I think you both have a great deal to offer given your experience. bill josephson said:Sure, if I have a "warm" name or two it really helps. But it's rare to find people who help you to that degree, unless you're doing something directly for them at that moment--and even then they often won't help you. Sure, if every call I made was to a friendly candidate it would be optimal--it just isn't reality, at least not in my world. Reality to me is working long hard hours to put together enough of "a list of cold names" to call out of a competitor the following day to give me a full 3 1/2 to 4 hours of recruiting--the more in my specific niche area the better. All are asked and few, if any, help me in my networking either only concerned about themself or deeming it "inappropriate" or "uncomfortable" to give names of fellow employees. So my "list of names" that I or an expert sourcer like Maureen Sharib comes up with is what I have......and in this challenging employment environment/economic time increased volume of calls (one's own efforts) is all I have. Your recruit experience and my 29 years of recruit experience have zero commonality. Just my two cents. Bill …; Added by Joshua Letourneau at 9:36am on November 21, 2008

Comment on: Blog Post 'Older Workers': you saying that your idea of “cultural fit” means exclusive cultures will be the rule now and in the future rather than inclusive one? Wouldn’t that be going backwards particularly with the growing diversification of the population particularly in the U.S.? You imply that older employees can't see the long term goals? When did they go blind? And when did the older folks ooze out their passion and decide to work just for the paycheck? Have you ever witnessed a Senior Olympic 100 yard dash, or brainstormed with an older group of employees? Some of those older dudes and dudettes could blow you away. So painting them/us with such a broad brush is more indicative of your limited exposures and insights, not theirs. And as to your observations about "newer" technologies—why do you assume that older employers were left in the dust and therefore cannot adapt to change? NASA’s teams have long established the record for cutting edge technology applications, with far reaching technical spin-offs, and are staffed by fairly senior techies. How can you assume that senior techies cannot adjust to next level technical leaps? Who do you think established the foundation for newer technologies to make the leap to the next level, and the next? And who do you think manages those new technologies and technical teams going forward? With the exception of the video games, music, and the fashion industries--how many youngsters are winning the Nobel Prize and patents for technical and scientific breakthroughs these days? You can bless us but don’t write off the boomer generation or any individual over 40. Future breakthroughs in any industry will be on the shoulders of those folks who stand on the shoulders of prior generations WITH RESPECT. …; Added by Valentino Martinez at 5:01am on August 9, 2011