d for many organizations, the "how to's" still elude many. We will tackle difficult issues in diversity recruitment and retention and how to develop processes that deliver measurable outcomes. We will also discuss risk management issues as they pertain to diversity recruiting and retention.
Each participant will leave with an action plan to take back to their organizations and start implementing immediately.…
My friend in Shanghai attended a tearful candlelight vigil a few days ago.
The closest guy I know to what you do is my former student in Bangkok, MK Balaji (@hotmail.com). He heads a 20 person environmental firm in Bangkok now. He will be happy to hear from you. He is also on my linked in account (Rick Price).
I need 5 warehousemen/materials management guys to work for 3 years in the middle east on expat terms. Top consideration will go to SAP endusers who have Shell or ExxonMobil backgrounds, especially knowledgable about the Envir, Health and Safety regulations pertaining to oil and gas sector.
Good to hear from you Alex. Have a relaxing weekend!
gives the recruiter concern about communication skills. Let's take someone with an Asian name. We need help with pronunciation. When we call and they don't answer the phone, we don't if we should say, "When do you expect him, or is it her?" Further, we need an idea of their English skills. A 2-minute video would put these concerns to rest. Another example might be entry-level employees. A short, video would lend a flavor of their personality and self-confidence; which is something we need to know about every entry-level hire we make. Your comment about excellence is well-taken. A video could hurt as much as it helps. I don't think the time is right for this, but I do think it's coming.…
b seekers and for self assessment during the interview process. The example thats top of mind (although there are endless) is:proficiency in Quickbooks; if your headed to an interview for a bookkeeping gig and your not an expert in the new version (v.10) understanding that you need to get yourself up to date; and its important to let the employer know your are working on it - so they can gauge your ability to think critically and stay proactive, if your an expert in V.9 this will play itself out.
Majority of the time when I recruit, positions are similar in skill-sets but not so much in technologies. Understanding that you need to evolve your skill set is a sign of maturity and your ability to push your self forward without having someone tell you. I also agree that you should focus on our strengths but be mindful of everything you bring to the table.…
once you have it running, it can be very easy (a minute here, a minute there)
At the very least what it does is help your company have a more out-reached brand, now you can label yourself how you want to and reach out to people with the message your marketing team hopefully nailed down.
I know as a marketing manager who has embraced social media, it's hard getting recruiters on board but the best and easy way to get them to embrace it is when they have a candidate come to THEM because they saw our videos on Youtube, or follow our tweets about now just jobs we have open, but content that pertains to their industry and in turn keeps them engaged. Social Media now accounts for a major stream of traffic to our site.…
ur sales skills. You could perhaps read a book on this subject as well.
Go to Linked In and see if there are discussions pertaining to recruiting.
Realize that you should spend a portion of your day planning and making call sheets for the folloowing day.
Find an MPC and market that candidate as soon as you can in the new gig.
Once in the trenches listen to what other recruiters are doing and saying.
When you run up against any snags, write them down and find experts in the industry to bounce scenarios off of.
The recruiting profession is full of people that are willing to help and lend suggestions. Find them.
All the best,
erences available upon request", I always want to say, "Really, you would do that for me"? Yes, I know you will provide references if I request it, why take up a valuable line to tell me that?
Darryl is correct. Hiring Managers are not as well versed on the legalities of posting req.'s and things NOT to say about an applicant, even in jest. I had a HM that didn't want to hire a person for a Business Mgt. position because he had been on the practice squad of the New Orleans Saints and the HM hates the Saints. He was actually stupid enough to tell me that!
If it doesn't pertain directly to the position being applied for, leave all the junk off the resume as I don't have time to read it when I have 75 more resume to read today. …
d listening to them complain about their job or lack thereof. Honestly, I think you did what you could. If your friend wants to take your advice, he will need to figure that out on his own. It's sad because you know what will help their situation, you have given them the tools to make the changes, and they simply don't have the drive or motivation to take the time to do it. I also think there is general disdain toward those in the recruiting/HR fields. It's like we're looked down upon because people think the ideas you suggest only pertain to your specific field of hiring. There are many tangible aspects...such as resume content and format or networking...that easily transfers from industry to industry. Focus on those that truly want your help as a professional and hopefully those that don't want your help will come around and eventually take your advice to heart.…