write about something you know something about or at least interview a few people who do know something about your subject before you write it, not after.
We do not get to know people over a long period of time. Any newbie who tried to do that would be out the door in 30 days.
Recruiters have to be judgemenal people, able to evaluate candidates on several different levels with limited interaction.
Sales is not crass.
We do not have to like or have any kind of affection for either our candidates or our clients. The mark of a good recruiter is being able to place a qualified candidate whom we personally, genuinely do not like and be able to separate our personal prejudices from our business judgement. Any idiot can represent someone they really like. Good recruiters handle, manage and evaluate business situations and people to solve problems. Pushy recruiters fail period.
One of the most successful recruiters I have ever known lives on the island of Maui. He never met a candidate, never talked with a candidate by phone, resumes were submitted via fax as were job reqs. He hated people and social situations but he knew a good petroleum engineer when he saw the resume. Placed them all over the world. He retired last year. Still doesn't use email. Just the fax , ma'am.…
if you receive too many incidences of restrictions, they SUSPEND your account for a period of time at least 30 days (eternity when actively sourcing - right?)
Linkedin does not educate members (non recruiters especially don't know this) that by simply clicking the I DON'T KNOW response that it is a mark against that person. They think it is harmless. LINKEDIN need to make that clear to everyone. Ultimately, who is penalized? The person that is just trying to connect with someone. I usually send a note saying that I have a job that matches their profile etc.
Linkedin also says to send invites to people you know. That makes absolutely no sense because - the reason you are sending in invite is to get connected to that person and be able to contact them. I accept invites all of the time from people I don't know.
Linkedin in is NOT responding to my requests to discuss and reconsider this 30 day suspension. I am so livid because they call you when they want to sell you a very expensive membership.
What are your thoughts?…
unit called "Recruitment and Retention". However, more and more people are starting to realize that they are two very different things.
I'm not a big statistics buff because anything can be manipulated to show what you want, but in the majority of our exit interviews (which are done confidentially), the people leaving the agency list their manager as one of the top reasons for leaving. They list this above better opportunities, benefits and flexible schedules.
I believe that as a recruiter, it's our responsibility to provide more than one quality candidate to our client, but the onus on retention is on the manager. It's their responsibility to choose a good cultural fit for their office and their responsibility to give that person what they need so they stick around.
Mark Walztoni said:Thanks for the opportunity to have my say. My coaching and consulting business begins after a person accepts an employment offer and extends through their first 100 days in a new role.Since major research studies show that over 60% of newly hired leaders leave their new company or fail to meet expectations within the first 18 months in a new role, how can recruiters’ best add value for their clients by "vaccinating" new hires against early failure?Granted, one answer to this question is self-serving, but with over 600,000 Fortune 500 managers changing jobs each year, that's a whopping 360,000 potential failures with significant negative business, employee, and personal costs. Not to mention redoing searches for free within the guarantee period.Does addressing this problem fall into a recruiter's role now, or should it?
on the people that they need the first knee jerk reaction is to fire the recruiting staff and bring on new people. Generally the person you were working with is not going to say HEY this person was/is good!! New staff sees the old candidates as useless because, well, the other recruiter got canned.
Two, the position is now on some kind of hold due to a budget, customer, or a vacation. I know this seems silly but believe me this happens more often than not in many cases. I have said many times recruiters are only as good as the managers and clients they support. We are all human and things do come up.
Three, you filled out the forms, good for you. However that is just not what they were looking for OR you were close but not AS close as the other person(s) that did the same paperwork. They do not want to drop you as the candidate since the person with a better response may not take the position and you are the backup. Lastly you did not make the cut. Period. You will get a letter like everyone else when the position is filled.
All in all the recruiter is blasé about their job and probably goes to meeting saying “recruiting is so tough” and “they are so hard to find” then goes in to HR benefits or something. Chalk it up to finding a job. Always take the high road. However, remember them. Keep it in a file on your gmail folder list so it is always with you. Share the name AND the company in quite smoke filled coffee halls with others. Whisper the name to friends and colleagues as a person that is not worth calling back. Word of mouth privately can do a great deal without doing it publicly. I have a folder of people and companies I would NEVER work for. The list would surprise many. …