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.…
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?…
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.…
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.
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.
etrate those markets and find new candidates.
If you love the small business community or want to have an impact on helping local entrepreneurs grow their business, this is the job for you! We are experiencing consistent growth in New Jersey and are seeking highly committed performers to join our expanding team.
Administaff is advancing the PEO industry and wants to be the premier partner to small businesses for their benefits and human resources needs. By providing impartial advice and proven experience, we impart our clients with a Human Resources department so they can truly focus on their business. Our mission and success comes from our dedication and invaluable team of professionals. It means becoming part of the leadership, integrity and absolute commitment to quality that is the essence of everything we do.
We are looking for a money-motivated Sales Consultant to join our San Francisco, LA and San Diego District Sales team to continue leveraging our growth in the market. We are looking for someone who can identify value-added opportunities and sell solutions for complex human resource needs. The person in this position will be responsible for the consultative selling of Administaff's personnel management services to the small to medium-sized business market. We provide the vehicle for the Sales Consultant to persevere and become the best in the industry...and compensate accordingly. Further your independence!!
* Call on business owners to explain how Administaff can take their company to the next level
* Complete required sales paperwork in a timely manner and finalize new client contracts
* Travel throughout the market area - open territories
* Accomplish sales goals determined by management
The ideal candidate must be able to demonstrate the following:
* At least 5 years of B2B outside intangible selling experience
* Successful and stable sales track record
* Aggressive prospecting ability for new business
* Winning attitude
* Desire to further your independence
* Guaranteed base plus bonuses
* No caps on commissions (uncapped residuals!$!)
* No territory restrictions
* Professional sales training
* Work/life balance
* Excellent employee benefits package effective day one!
To respond to this opportunity, please email your resume to firstname.lastname@example.org
We continue to be a noted and admired company to work with. Care to join us?
* America’s Most Admired Companies: Administaff was named in 2003 to Fortune magazine’s list of America’s Most Admired Companies for the fifth consecutive year, ranking among the top four businesses in the Payroll Services category.
* InformationWeek 500: Administaff was included in 2003 for the fifth consecutive year on the InformationWeek 500 list of leading information technology innovators.
* Employers of Choice 500: Administaff was named to the 2001 and 2002 Employers of Choice 500 list, a national ranking conducted by Employment Review® and BestJobsUSA.com. This award honors organizations that recognize employees as their greatest assets and have instituted programs that not only attract but also retain employees.
* Best Companies to Work For in Texas: Administaff was named in 2007 to Texas Monthly’s list of Best Companies to Work For in Texas for the second time. The award was based in large part on the results of a survey sent to randomly selected Texas-area employees of the company.
* Best Places to Work: In 2006, Administaff was ranked number one by the Houston Business Journal as one of the Best Places to Work in Houston in the category of companies with 500 or more employees, marking the fifth year the company has been included on the list. The award was based on the results of a survey sent to all of the company’s Houston-area employees.
As the premier provider of HR outsourcing solutions, we're advocating small business like no one else. Learn more about the outstanding benefits, real career potential and healthy work/life balance that comes with every career.…