Search Results - pennies

Blog Post: Add LinkedIn PPC to Your Sourcing Toolbox: Source: …; Added by Assaf Eisenstein at 7:10am on July 31, 2012

Blog Post: Studs & Cuddlers: The future of Talent Assessment: How many Sexual Partners have you had?: No, I'm not seriously expecting you to go out and ask that question of the next person you interview for a sales or recruitment role, but hear me out on my…; Added by Johnny Campbell at 8:07am on December 20, 2012

Blog Post: How to Attract Graduate Developers Part II: We ask top Graduate Developers what they REALLY want from 2018 graduate schemes.

Welcome to the second section of the…

Added by ISL Recruitment at 5:12am on February 13, 2018

Blog Post: The Three Steps of Candidate Attraction: Why is it easier to see other people’s mistakes?

by…; Added by Peter Rogers at 11:24am on April 5, 2016

Blog Post: 5 Money-Saving Practices Businesses Should Continue Post-Lockdown: For many businesses, penny-pinching hasn’t exactly been a choice lately, with lockdown regulations forcing the part-time closure of companies across all industries. However, in recent weeks we…; Added by Caitlin Purvis at 11:36am on September 24, 2020

Topic: Are Recruiters Really Necessary?: fect match for Peter’s talents. So, I placed a call to the vice president. The VP agreed that my candidate was indeed perfect, and could immediately help his company grow. However, there was a catch: Under no circumstances would they pay a recruiter’s fee. “So, you see no value whatsoever in working with a recruiter,” I said. “You got it,” he said, cutting me off. “We get 50 resumes a week from posting on Craigslist. So, if your candidate really wants to work for our company, I’m sure he’ll find us.” “Sorry I wasted your time,” I told the VP. I could tell from his tone of voice that any attempt to convince him otherwise was a waste of my time as well. Things Get ComplicatedJust as the VP predicted, Peter eventually found the company online, and after an exchange of emails, the VP flew him out to interview. Not once, but twice. Soon after the second interview, Peter received an email from the VP, and it had the look and feel of an offer—almost. “We’d like you to come to work for us,” The VP wrote. “All we need to do is find out what sort of salary you’re looking for.” I know all about the email, because Peter had forwarded it to me and asked for advice. Now, I’m not one to hold a grudge; nor am I about to keep two interested parties apart, especially in light of the fact that the candidate was unemployed. So I advised the candidate to strongly state his interest and request a formal offer, with the understanding that if the offer was reasonable, he would accept the offer and set a start date. But instead of taking my advice, the candidate took a detour, which proved fateful. In the email message to Peter, the VP went on to say that their salary range was $100k to $150k. Since Peter’s last job had paid $100k, he figured there was some room to negotiate. So Peter emailed the VP that he needed more money to: [a] compensate for the higher cost of living where the job was located; [b] bring his salary up to “market” value, according to an online survey; and [c] provide him with a 6-percent increase to adjust for inflation during the two years he’d been unemployed. Want to guess how the VP reacted? He pulled the offer. I don’t blame the VP for being put off. But instead of saying, “Whoa, can we talk about it?” he took the sleazy way out. He wrote back that after careful consideration, his company actually didn’t have an appropriate position at this time. Which, of course, was a total lie. Maybe Next TimeHad I been in a position to broker the deal, I’m certain the outcome would have been very different. Ambiguities, concerns and expectations would have been dealt with confidentially, and a smooth and orderly consensus would have been reached. Instead, Peter and the VP communicated in the manner or two dry sponges rubbing against each other; and as a result, our little drama morphed into a triple tragedy. First, a talented and deserving candidate still has a family to feed and a creative mind that’s going to waste. True, he overplayed his hand. But that was more a reflection of inexperience than greed or malicious intent. Second, a perfectly good company that could have reaped untold financial benefit by expanding its capacity is still turning away business. And third, the VP who regarded my services as worthless not only let his penny wisdom and pound foolishness cost his company ten times the money he would have paid me; he also stuck a sharp stick in the eye of our country’s economic recovery. So, the next time a company tells you they can’t afford a recruiter, you may or may not win the war of ideas. But at least you can state your point of view—that in fact, they can’t afford NOT to use you—with utter and total conviction. …; Added by Bill Radin at 11:22pm on August 10, 2011

Blog Post: No Longer With the Company: With trepidation, I dialed the telephone number and asked to be connected to a candidate that I’ve been

working with for the past three months.…; Added by Ken Forrester at 4:39pm on March 29, 2010

Blog Post: WhatsApp Group Chat – Recruiter Rewards & Recognition and its Impact on Recruiters: We’ve heard of Recruiter Rewards & Recognition and have either seen or experienced its impact first hand. Then again not all of us are fortunate enough to have such…; Added by Sourcing Adda at 1:34am on January 18, 2017

Blog Post: Jobs for Sale! Recruiters, Big Data & Data Privacy: After attending a number of Recruiting and HR conferences this fall, I have…; Added by Nicole Greenberg Strecker, Esq at 12:00pm on October 31, 2013