Search Results - offshore internet

Comment on: Blog Post 'The Real Reasons Why Corporate Recruiters Hate You': cing, and corporate cost cutting the opportunities for making lots of money as TPR's is still there, but IMO to far lesser degree.Lots of dynamics working against us which weren't before. Today we're mostly given the problematic or unfillable jobs, which no one tells us when we're given them. We either must have the market knowledge to protect our time wasting or we find out in the process that we're wasting our time.Yet, the moment a company has no needs that corporate recruiter has to often physically pack up unless remote site finding a new gig, whereas we have to pick up the phone to find a new client. So clearly the security isn't there.What I see are fewer opportunities with the same success numbers meaning smaller billing numbers. So today, a corporate recruiter may be earning more than TPR's.…; Added by bill josephson at 9:46am on January 14, 2012

Comment on: Blog Post 'Staffing agencies: do they have a future?': ying, till the last 15 years with the commercial use of the Internet, 3rd party recruiting was going to become obsolete--I never believed that. The first time was exactly what you mentioned, Monster like Internet job boards. Next was I/T offshore outsourcing where long term major clients of mine in investment/financial services, banking, and insurance maintained a static I/T budget with incrementally increasing percentages mandatory spent overseas--specifically Bangalore, India. A $100 Million I/T budget with a mandatory 20% spent in India in 2002, 30% in India in 2003, 40% in India in 2004. They could hire 5 Indians per American worker. Hiring managers telling me they no longer had a US staff--they had 40 people reporting to them, all overseas in India. Then came ths social media which is still evolving but putting a crimp in my model which has always been to source and phone recruit direct competitor invisible/passive candidate. Incrementally more and more of them becoming "visible" to my clients. In a poor jobs economy with more people actively looking and pressure for companies to cut costs they more often go it alone expecting their internal recruiter to go find people directly saving money, using a third party recruiter as last resort. Thus the jobs received today are not just tough, but impossible to fill meaning a poor likelihood of success. I could keep going, but I believe you understand where I'm coming from. I've worked opposite of the way of my clients so as to not uncover the same candidates they have. Over the phone. Helping one Corporate America company find people out of their direct competitors. Candidates they were reluctant to directly recruit out of fear of being sued for piracy, harassment, or retribution by the company itself. They were on the Internet. My mission was to find people they couldn't. However, now often they can so politely say there's no budget for recruiting, or a case for authorization will be made if they're unsuccessful, or call them in 6 months as they have an array of internal recruiters mostly getting the job done. I was excoriated here about a month ago for suggesting our market relevance was in question. What role are we performing a company can't more and more do on its own? What's our future? Hadn't asked that question till, really 10 years ago. But it's like offshore outsourcing. If it hasn't impacted you because your clients haven't dried up, yet, it's all foolish folly thinking blasting with bravado the "losers" who're "embarrassing to the recruiting profession" for giving it a thought. I want to thank you for offering the truth as you see it. Perhaps your critics are right, and you'll be proven wrong. My mission today is searching for niches where I'm relevant. Finding candidates my client can't. Getting that star performer out of Liberty Mutual Insurance for MetLife. Unless MetLife can access and directly recruit that individual, themselves. I appreciate your vision as I sense your prognostication is likely valid based on my day to day intensive phone recruiting model--even if not what I'd like to hear. …; Added by bill josephson at 8:21am on May 31, 2012

Comment on: Topic 'Bounty Jobs': ds. What We Do: PRI provides comprehensive recruiting services for a low monthly flat fee ranging from $500 per month all inclusive – DEDICATED 100% to your needs). We provide at no additional cost to you, for your dedicated person, use of all major job boards. Our Recruiters cost significantly lower than hiring in-house recruiters. They are college graduates and have 2 - 4 years of experience and are committed to helping you find the best technical talent in a wide array of industries. They are skilled in use of various job boards as well as internet search techniques. We have over 90,000 technology resumes in our internal database. Our Recruiters are also equipped with access to premium job boards, which translates into further savings for you. Our services : Resume sourcing/Searching E- Recruiting E- Sourcing Business Development Name Generation/Lead Generation Database Cleansing Patrick Hunter | Business Development Manager | Offshore Recruitment Process Outsourcing Patrick@Pri-Recruiter.com…; Added by Patrick at 7:27pm on April 14, 2009

Blog Post: Your Trustful Outsourcing Partner in China: Devott Co., Ltd. (former Chinasourcing Co., Ltd.) is a leading Chinese offshore outsourcing advisory & research company, which provides offshore outsourcing services and consulting…; Added by Devott at 3:40am on March 20, 2009

Blog Post: How to do Effective LinkedIn Recruitment ?: Around 89% of recruiters have filled positions in their company using LinkedIn. Over 97% of staffing and HR…; Added by Ekansh Pahwa at 3:38am on December 7, 2017

Comment on: Blog Post 'The Real Reasons Why Corporate Recruiters Hate You': seem to be receiving from Corporate Recruiters symptomatic of a temporary poor jobs creating economy or permanent due to technology/offshore outsourcing?Amy, from what she stated, is being consistent with other Corporate Receuiters I work with. They share the marginal or impossible to fill positions as there's something wrong with it that doesn't add up or they'd fill it, themselves. Difficult for a TPR to earn a living working on marginal/impossible to fill jobs. Sure, you can tell Amy "no." But the risk is the likelihood of losing all opportunities doing business with Amy as she'll turn elsewhere. Because of a dearth of clients with both a fillable and an urgent to fill position necessitating using a recruiter a TRP starts thinking twice about turning Amy's position down or entertains the idea of working on a high risk of failing position.The analogy.......that woman at the bar who isn't attractive at 10 PM starts to look better at 2 AM. So do you approach her at 2, or determine tomorrow's another day with potentially better opportunities? …; Added by bill josephson at 8:19am on January 18, 2012

Blog Post: Reed Kremer, Young IT Client Manager: The crowd loved this show and it was pretty…; Added by Recruiting Animal at 11:13am on March 16, 2013

Blog Post: Words of Wisdom on Name Generation From Mike Johnson of Avature (And A Few Comments of My Own, Of Course): Wow - when I see business professionals telling the truth, it's like a breath of fresh air. Wouldn't you agree? So I was reading through my typical morning run of blogs and forums to keep abreast of…; Added by Joshua Letourneau at 11:02am on July 10, 2008

Comment on: Blog Post 'Active & Passive Candidates - What Are They?': hey can access. I'm given an opprtunity. In this awful jobs climate for different reasons, I'm often grateful for the chance. The assignments are either extremely difficult or impossible, and I don't know which it is till I've invested some time in the recruiting process. Is Corporate HR asking for candidates for their managers with reqs to actually fill the positions, or do they solely want candidate coverage ensuring their own job security so no one points the finger at them for being ineffectual? I don't know till I embark on the recruiting process. Paul, give me 2000 again. Give me 1995. Give me 1985. But please take 2001-2011. Fewer corporate sector jobs than back in 2000 with 30 million more in population, offshore outsourcing, H1B Visas, L1 Visas, Internet technology, downsizing causing market gluts with candidates, tighter HR/Recruiting budgets, reluctance using 3rd party recruiters, etc... Jerry said my world is tough. Damn right. Nasty. Unforgiving. More risk, less reward. When my boss hired me in 1980 he said not to worry, "recruiting gets easier over time as you gain more experience." Paul, it's been 30 years. Let me know when I've gained enough experience so the job becomes easier. Please?…; Added by bill josephson at 1:48pm on June 28, 2011

Blog Post: Popular Part Time Jobs in the Philippines for Young Filipino Job Seekers and Expats: There has been a good performance in economic development over the years in the Philippines. The country is gradually shifting from an agriculture-based economy to a service and manufacturing…; Added by arpana sharma at 8:54am on March 27, 2019