Search Results - pertaining

Blog Post: Simple Networking Ideas To Find A New Job: https://www.market-connections.net/blog/simple-networking-ideas-to-find-a-new-job…; Added by Mandy Fard - CPRW, CMRW at 2:49pm on September 4, 2020

Blog Post: Affiliate SEO Tricks...: The majority of the world’s working population perform their jobs

in offices and most of the world’s working population do not

like their jobs because, well, who wants to work? So, if…; Added by David Williamson at 10:21am on February 14, 2009

Topic: Wednesday Wisdom: Risky Business: ck to double that figure again in 2009. He works from a home office, and all was well until he flew in for meetings at corporate recently; apparently while he was there IT caught him surfing for porn on one of the office computers, and they’ve got a no-tolerance policy for that sort of thing. His manager is now fighting to keep him in the face of an HR department that says he has to go; the decision is currently in the hands of the CEO. I think they should just coach the guy for being stupid and move on. Am I missing something? And as the recruiter responsible for his hire, should I have uncovered this (no pun intended) in the reference checks? Scratching My Head Dear Scratching, I have to say that I agree with you on the coaching for stupidity thing; I think there’s a balance between appropriate and inappropriate behavior in most situations, and the human stupid factor can never be fully discounted when people are involved. But I really like that you brought up reference checks in this context. Could you have foreseen this with better due diligence on the candidate? Maybe, maybe not. I’ve never gone fishing for this particular behavior in a standard reference check, and I don’t think it’s possible or even feasible to cover every potential pitfall in every candidate in advance. But it is possible to structure the reference check in a way that helps you to connect the dots of consistent behavior reflecting a candidate’s competencies and values. In a nutshell – and regardless of the laws that pertain to your geographic location - great reference checks have two clear guidelines: they should provide third-party perspective about a candidate’s competencies for the job and work environment, and the content should have been supplied in good faith. There are some good reads to be found here and here for more technical HR information on the subject, and there’s a sample reference check template attached to this post that you might find interesting as well. Use it if you find it helpful. When checking references, a great recruiter listens for trends of behaviors, probes for inconsistencies, and reports the findings as factually as possible back to the employer. Some recruiters see this as the final chance to “sell” the hiring manager on the candidate; I think it’s your final chance to discover if others have seen the same behaviors that you have seen (or suspected) in the interview and assessment process. Use it well and wisely, and you’ll be a stronger consultant back to your clients. ** In my day job, I’m the Head of Products for Improved Experience, where we help employers use feedback to measure and manage competitive advantage in hiring and retention. Learn more about us here. Do you have a question you'd like answered in this weekly forum? Drop me a line!…; Added by Claudia Faust at 7:24am on May 13, 2009

Blog Post: Grandma's Chicken Soup #16: Recruitment News Served Hot!: The online recruitment paradigm has shifted. Are you stuck in neutral? Hopefully, some of these articles will…; Added by Scott Ryan at 10:23am on May 9, 2011

Blog Post: Resume Written for Specific Job

Thought everyone might be interested in why and how we tell our candidates to tweak their resume to a specific job we are submitting them for.

How many versions of your resume do you…

Added by Kara Stringer at 10:01am on February 6, 2012

Blog Post: Recruiting Employees You Can Trust: During the hiring process, there are a number of characteristics employers…; Added by Dave at 1:33pm on May 29, 2014

Blog Post: A Lesson in Lessons: Find the best technology so that you can teach and learn in the fastest most…; Added by Sean Pomeroy at 1:05pm on September 23, 2013

Blog Post: Where did you learn to interview?

Talent Acquisition – The Accidental Competency

I was having a conversation with a client last week during a kickoff meeting and he asked, "Where did you learn how to…

Added by Kimberly Lucas at 4:12pm on April 29, 2015

Blog Post: Do you trust the resume more than your staffing partner?

Do you trust a resume more than your IT staffing partner? If you do, you’re most likely losing out on top IT talent.…

Added by Jon Prete at 4:31pm on May 6, 2011

Blog Post: Candidate Available: Sr. Project & Implementation Mgr. / Sr. Technologist: CAREER SUMMARY

Project Implementation Manager with over 20 years of proven and progressive experience. Provide value-based business transformation through successful change management and…; Added by Christian Fauchald at 8:45pm on February 20, 2008