Search Results - outdated Search

Blog Post: Should You Trust All Google Tip Sheets? (No)

To the best of my knowledge, these are trustworthy, informative posts, correctly outlining Google's advanced search syntax as of…

Added by Irina Shamaeva at 7:47pm on April 23, 2018

Blog Post: Don't Forget The Past

Here’s a quick tip for Recruiters.

If your search for top talent includes any of the many Job Boards there’s an easy way you can find some excellent candidates.

Before you focus your…

Added by Jeffrey K. Radt at 11:31am on January 22, 2008

Comment for: Francesca: d with other tough searches: 1. google this search term exactly (including quotes), changing only the underlined keywords based on your job order: "facilities manager" OR "Building operations manager" AND "Washington DC" OR "Washington D.C." AND resume OR "cv" (this is to find resumes not on the job boards - once you've found some you can then search on the company names of their former employers to find more candidates and people to call for referrals) 2. google this search term: "facilities management" AND association AND "DC" OR "D.C." (this is to find associations for facilities folks where you can do some networking) I hope all is well in your world! Lesa Caskey…; Added by Lesa Caskey at 7:33pm on October 1, 2009

Blog Post: Hot Resume Tip…

Times have changed, after all, as Grant Cooper, president of Strategic Resumes Strategic, notes in the Resume Critique Writer software…

Added by Gavin Redelman at 9:08pm on July 18, 2010

Blog Post: Boolean is Alive and Well, But Long Boolean is Dead

Recruiters like very long Boolean search strings. Why? It seems that the…

Added by Irina Shamaeva at 6:39pm on November 12, 2015

Blog Post: Things are starting to happen.: Yesterday was nothing to write about so I'll combine the 2 days into one post. I spent most of the day gathering names and numbers for marketing calls. I really didnt get much else done, where does…; Added by Mark Walton at 8:53pm on March 5, 2008

Comment on: Topic 'Recruiting Then and Now - What has changed in the last 30 years?': names and dates that he put out to nearly every NYC area search firm; sometimes the directories would be outdated, sometimes only for a specific department. It was considered a "big win" internally if any of the directories were departmental (versus alphabetical). The rumor was that he was connected with a company that printed the directories, and that he used this to start the business, growing it into an ever larger business by either acquiring directories from employees (for cash, via an advertisement in the Village Voice) or trading directories with search firms (typically one-for-one...but we never traded ours with him because we wanted to preserve the value inherent in low distribution). I wonder what Butchie's doing nowadays since almost everyone's directory is intranet-based? And while I agree that the phone is a great tool, who among us would trade the internet and social media for the old days of the paper directory?…; Added by Dan Ogden at 11:27am on August 4, 2011

Blog Post: Why Is It So Hard To Find A Job?: Why is it so hard to find a job? The …; Added by Connie Hampton at 11:51am on December 8, 2014

Comment on: Blog Post 'Why clients give out orders in competition… and why it’s wrong for everybody!': rs don't realize that the fees are the same in most instances. They think that retained is more expensive. They also don't realize that the level of customer service and the guaranteed results with retained search will actually save them money in the long run because they're not going to waste time interviewing candidates who are not qualified and the position won't sit open for longer than necessary. I've talked to a lot of contingent recruiters who wish they could switch to a retained model because then they would get paid for their efforts (what a concept and a subject for another discussion). But they say that companies won't use retained recruiters because of unfounded fear and outdated corporate policy. So where does this leave us - with unhappy contingent recruiters and frustrated hiring managers. Sad. Here's my proposition to contingent recruiters who would like to get paid for their work and who have a desire to raise the bar for better customer service and solidify a long-term relationship with your clients - start asking for a retainer and explain to your hiring manager why it's in their best interests. We need more recruiters to be brave and ask for what you want in order to change this outdated (in my opinion) contingent model. I know that it's not easy but in the long run you will be happier with guaranteed income (via retainers) and your clients will be happier with guarenteed results. It has to start sometime and why not now? And don't forget the candidates who are frustrated with having their resumes shot all around town without their permission by contingent recruiters; or who interview on a job where they realize it's not a fit because the recruiter didn't have an indepth understanding of the job/client. Candidates are a vital part of our business equation and more and more of them don't want to work with contingent recruiters. It's time to address this dysfunctional business model. Thank you Greg!…; Added by Marni Hockenberg at 8:32am on November 5, 2009

Blog Post: Reputation Management on the Job Boards: Finding the right job board is just as important as finding the right job,…; Added by Dave at 10:39am on December 30, 2014