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Blog Post: What You NEED to Know When Starting a Career in Recruiting

Recruiting could be thought of as a fraternity. When you start out as…

Added by Will Thomson at 11:20pm on November 3, 2013

Blog Post: Can You Quiet the Difficult Co-Worker and Not Lose Your Job?

Almost all of us at one time or another has had to deal with that one co-worker you just wanted to give a little smack upside the head.

Be it their attitude, a habit that just got under…

Added by Dave Thomas at 6:07pm on March 12, 2012

Blog Post: Talent42 Review - Hiring World Class Tech Talent with Cheryl Ainoa from Intuit: Here’s a novel idea – NON-Recruiters speaking at a Recruiting conference. What? Is that even allowed? Thank goodness it is or we would never have heard from …; Added by Amy Ala Miller at 11:09pm on July 7, 2013

Blog Post: Recruitment, still a desirable career?: Imagine if Tarantino had never left that video shop - if Elvis’s parents had bought him a bike instead of a guitar - if Johnny Depp had stayed in school…Careers can define people; all they need is…; Added by Kevyn Robins at 2:40pm on February 3, 2009

Blog Post: Lessons From The Worlds Richest People To Guarantee Career Success: Success, whether at school, at work, or in our personal domains, is ingrained in us from a young age. We strive to plant the seeds of success, so we can reap the fruits of our…; Added by Adam Johnson at 6:44am on April 19, 2022

Blog Post: Spring cleaning...for the career!: It is late February in Michigan and although we have…; Added by Travis Furlow at 12:30pm on February 22, 2010

Blog Post: Racism in Recruitment: Review Your Current Recruiting Process and 6 Steps to Remove Unconscious Bias: The recent killing of George…; Added by Ngan Pham at 5:32am on July 23, 2021

Comment on: Blog Post 'One thing [Overloaded] Corporate Recruiters value in Recruitment Agencies...': respond to a few of you and also rebut a couple… First, to Louis Volpe, I totally agree with you. As there are some unscrupulous “head-hunters” out there, too are the Corporate Recruiters that abuse Agencies rather than partner with them. In my confined world of limited time and opportunity to network with fellow Corporate Recruiters, I have taken the liberty [opportunistically] to “coach” my colleague that have never worked on the Agency side on how to “treat” and “respect” the Agency Recruiter. I think that the BEST Corporate Recruiter is one that has “earned-their-stripes” as a Contingency Recruiter. I commend EVERY ONE OF YOU CONTINGENCY RECRUITERS for doing what you do. You literally put your money where your mouth is (unlike Retained Search Recruiters” and work against all odds!  I am going to follow-up on another topic that is very dear to my professional heart and I’m going to title it, “The Tri-Lateral Relationship…Agency, Corporate Recruiter, and Hiring Manager”. I learned this model from an ex-Leader whom came from the Agency side too and went on to work for a Fortune 100 Company as a Recruitment Manager (up to 125 Corporate Recruiters working under him). I have since, had an incredible relationship and success working with my “Recruitment Partners”. To a few of you that challenged the idea of providing a wealth of information “upfront”, I say to you, how much investment are you willing to make for the return? As a Contingency Recruiter, I learned very early on that my candidate is my ASSET. So if I treat them like an ASSET, I will get to know everything about them possible. Because we tend to forget about the Candidate themselves. They’ve got more Skin-in-the-game than either of us…including the Hiring Manager! So doesn’t it make “MORAL AND ETHICAL SENSE” to understand the candidate BEFORE you present them to anyone???? The only way to do that is to get to know them (professional and personal motivations, desires, dreams, challenges, etc; short-term, long-term goals; limitations/knock-out factors/must-haves. I mean, come on, how well do you really know your candidate BEFORE you ever present them to your client (regardless if your “client” is the Corporate Recruiter, HR Manager, or Hiring Manager). If you don’t view and treat your own candidate as an Asset, then you’re in the wrong business or making ends-meat (regardless of the market conditions). My RECRUITMENT PARTNERS work their desk this way and that’s why they are my RECRUITMENT PARTNERS. By the way, I only work with a few…and we make placements and everyone is happy…including the candidate! With respect to the “ownership” issue, I will only say that if you have signed an agreement as a Contingency Recruiter, you have accepted the fact that there is competition and if the T&C’s also state ownership (and it’s wise to have it in there for clarity and transparency for both “sides”), then that’s the world you’ve decided to live in and if you don’t like it, try your shot at Retainer. So if you want to invest little time knowing your candidate before you present them, then I purport you yield less success. And rounding off my rebuttals, I’d like to state that as Recruiters, we need to go-back-to-the-basics and the foundation that we learned and were [hopefully] trained to know your business. Know your Candidate, know your market, and know your client. Research, research, research! That includes your candidates! Having one candidate for one client is for beginners. I started out that way and worked my way during the times where the internet didn’t have google, social networks and jobsites. We had telephone books, company directories (too bad those are scarce anymore), and old fashion “who-do-you-know”…which by the way, is still effective if you know the trade secrets. If you do this, you will understand why you invest more time with your candidate than you do your client. So if you don’t place your candidate with one client, you should have enough business to place them with another client. So either way, it pays to invest time and gather a wealth of information from your candidate. Did I forget to mention that your candidate is your Asset? ;-) P.S. if your candidate gets selected for an interview, a good Corporate Recruiter, will develop a relationship with your candidate no matter how much information you provide. At the end of the day, your candidate may end up working in the same company as your Corporate Recruiter!…; Added by Mauricio at 2:56pm on March 10, 2011

Blog Post: Is the contingent recruiting model broken?

Well nothing like asking a leading question is there? The short answer is 'No, but . . .’

Recruitment is not a complex process. The client is…

Added by Dyll Davies at 4:05am on September 5, 2013

Blog Post: What HR really thinks about your Office Halloween Costume