Search Results - outstanding balances

Comment on: Blog Post 'I don't buy all this "allowing Facebook access at work increases productivity"…': t use of access to social media is for those outstanding multi-taskers that are brilliant and use social media to unplug during their productive day. I specifically know 2 people that do this and still outperform their peers and have even won company awards for their outstanding performance. Even the other brilliant people in the company cannot understand why these 2 people are on Facebook all day long but continue to outperform. When I asked these 2 people how they do it, they both agreed that they would not be as productive if they could not "unplug" on Facebook throughout the day. But agreeably, even the above average "Joe" or "Mary" cannot usually balance outstanding productivity with effective downtime.…; Added by Tom Polak at 9:09am on April 13, 2012

Blog Post: What “Hiring for Cultural Fit” Means to These 5 Pros

One giant light bulb came on over employers’ heads not…

Added by Ryan Mead at 11:12am on December 3, 2014

Blog Post: MIS Business / Data Analyst and Tester - ICG Performance Measurement & Analysis (PMA): Job Specification

DEPARTMENT OVERVIEW:

The Institutional Client Group (ICG) Performance Measurement & Analysis team is a newly formed global function, created to provide senior…; Added by RAJ MANGAM at 11:55am on March 24, 2009

Blog Post: Law Protection for Payday Loans: In California, it is wide-spread practice to take out a payday loan for an immediate cash assistance. It is easy, fast and a convenient way to have a loan for immediate cash use. Although the…; Added by Geo Msn at 3:24am on September 22, 2016

Blog Post: Oh the Things We Don’t Know About Employee Assessments: Until very recently, there…; Added by Ryan Mead at 10:38am on January 28, 2015

Blog Post: How Job Search Tactics Vary by Generation: Recruiters from different spheres tend to divide job seekers into three…; Added by Monica White at 3:53am on November 3, 2017

Blog Post: Creating Connection: How a Great Technology Workplace Keeps Its Talent Happy: At Great Rated, we recently analyzed 50,000 confidential employee surveys to create our list of …; Added by Kim Peters at 3:57pm on October 10, 2014

Topic: What you see may not be what you get.: ing, candidate flown in for on site. Tall, good looking young man, personable to the max, dressed like he stepped out of GQ, outstanding background. Client loved him, made an offer 20% higher than they had every mentioned. Three months temp housing and a 15K hiring bonus plue physical move after his home sells in California. He accepted and was excited about moving to a smaller city from the West Coast. As we discussed his move he mentioned that his wife was a "little person" and wanted to know what resources were available in the town. Also had a daughter who had the same condition. Not a problem resources were available as there is a medical school and specialists in that city. Went in for a househunting trip. The wife was in fact a "little person" a dwarf not a midget. As was the baby. Ok, not a problem, company does not hire based on who someone is married to ever. He calls me and says he is going to take his drug test but needs to tell me that he was so excited about his new job that he went to a party and smoked a little grass, something he does not do and it was stupid. I call my client HR and discuss. Ok, let's see what comes back.. Company is not that picky if it's just a little maryjane. Test comes back ok so we move on. He reports for work. Says his wife is staying behind until the home sells , it's brand new so shouldn't be a problem. He moves into an extended stay hotel at company expense. All is going well, everybody loves him. Then he announces to several of his coworkers that he was gay but is now bisexual. Ok, not a problem but some eyebrows are beginning to arch a bit but no dis crimination here. The day before his three month temp housing is to end he goes in and says that he has been unable to sell his home so is going to have to quit and move back to the West Coast. He is unable to pay back his hiring bonus because he had to use that to pay the balance of the down payment on his new home. And there is one other little problem. The feds have raided his hotel room and confiscated his computer because it had kidde porn on it and he may be facing federal charges.. He did in fact repay the hiring bonus over the next three years in monthly payments. Nobody knows if he went to the pen for kidde porn. And by the by, his references were stellar. But, what you see may not be what you get, should it have derailed along the way. Maybe but it was one of those horror stories that everyone would like to forget. One of the sharpest candidates this company ever hired. Except he wasn't what he appeared to be.…; Added by Sandra McCartt at 1:37pm on October 31, 2011

Comment on: Topic 'The Winner for the Smart Recruiter Contest is......': contests that he has had a hand in. I have seen judges panels, online surveys, scientific analyses, peer reviews and any number of "fair" processes applied to selecting a winner. In every instance, someone has complained this wasn't fair, that wasn't properly managed, this one gamed the system and that one nobbled the jury. I know I'm not qualified to say that one person's post is better than another person's post, especially when there's dinner at stake. I guess what makes me a smart recruiter is entirely subjective anyway, regardless of my being right or wrong. So who's going to judge me? The fact of the matter is that subjectivity and chance are better determinants of fairness than pseudo- processes that require Ernst and Young to validate how the contest was decided. Given the inevitable dissenting voice, I can only imagine Jason wondering why bother? And yet he does over and over again. Why? Because if you look at the guy's history every contest he has ever run has been about a win-win-win not about one person, one sponsor or one agenda. Stick around long enough and your reasonable question will one day seem trivial, as understandable as it is in this context. So, Paula, if you you want balance, fairness, systematic and deliberate selection of winners for our humble little contests, there is an alternative you know. Diane... RA RA RA!!! Paula Agius said:At the risk of being critical, how is it a competition like this can come down to - basically - a "lucky door prize?" Perhaps it's to do with your lottery or competition laws but I would have much rather seen the prize go to Diana Luger (or whoever) for her (their) outstanding response rather than just for being lucky. …; Added by Amitai Givertz at 5:12pm on January 19, 2009

Comment on: Blog Post 'There never was, nor will there ever be a qualified candidate shortage.': are always on the market, as they are in constant pursuit of career enhancement and have managed their careers accordingly. That's what makes them the most sought after. Whether it be money, responsibility, title, etc., the best are always looking. For me, contacting the most qualified candidates is the easiest recruiting call. They're always listening. Ask any client if they would rather have an outstanding performer for 3 years with a recruiting fee attached or an under-achiever for 6 without a fee. Such is the cycle of recruiting. Unfortunately, most recruiters are frightened by these candidates because they haven't done their homework or have had adequate training. So why do my clients pay my fees? Clients pay my fees not because they have exhausted all other options. They pay my fees because not only am I less expensive in the long run than trying to conduct the search themselves, but clients pay me to manage the process and convince the candidate they want to say "Yes". The only thing that separates one recruiting firm from another is the recruiters and their shared philosophy of business. Other than old episodes of Seinfeld, there is nothing that makes me laugh more than hearing a recruiter say, "we work with the best candidates and the best clients". Nonsense. The clients are the same. The candidates are the same. It's just how we handle them that is different. As highly skilled 3rd party recruiters, I tend to believe that over the long term we will always be more qualified to offer our clients a more cost effective solution than can ever be done in-house. Who is with me? Light the torches! PS...Maren made a comment about nursing recruiters...to my point, nursing schools have never been busier...it just takes a bit of time to balance the market. Who can guess the next imbalance?…; Added by Christopher L. Poreda at 12:02pm on February 23, 2010