Search Results - play games

Blog Post: The Best Betting Site for 2022 – Including the Secret Strategy That Beats Them All: The world of betting has changed drastically in the last decade and it doesn’t look like it’s going to slow down anytime soon. Online bookmakers, in particular,…; Added by Alice Thomas at 3:07am on May 8, 2022

Blog Post: FTC Questions FCRA Compliance With Social Media Background Checks: A recent FTC blog questions the legitimacy of the social media background checks with regard to Fair Credit Reporting Act compliance. Thomas Ahearn of the San Francisco Examiner summarizes the FTC…; Added by Gordon Basichis at 12:07am on July 6, 2011

Blog Post: Have You Ever Heard A Manager Say: Shut Up and Get With The Program!: Shut up and get with the program 15th December 2009 written by Margo Rose

How many times have you heard that one? Well, that’s short hand for “welcome to your next training program,” the…; Added by Margo Rose at 7:10pm on December 17, 2009

Blog Post: Great Scott! It is Fall (Almost)

There is something about the Fall that puts everyone in a good mood. …

Added by Will Thomson at 1:21pm on September 3, 2013

Blog Post: Winners and Losers

Tonight I watched the Dallas Cowboys and the Washington Redskins play…

Added by Will Thomson at 12:12am on December 31, 2012

Blog Post: The Future of Psychometric Testing

With the incessant evolution of technology I often catch myself dreaming about what pre-employment testing will look like in the not so distant future. While…

Added by Salih Mujcic at 8:43pm on March 13, 2012

Comment on: Blog Post 'How to Conduct a Passive Search': s interested in a good opportunity, build relationships with good recruiters, letting them know they want to hear about what is going on in their field. If i call a candidate who tells me they are not looking i can find out they are in about five minutes. It has been my experience that almost anyone will look at a good job if it offers them improvement in their career or the earning ability or a move to a place they always wanted to live. I am a stickler concerning, tell it like it is. I spend a lot of time telling candidates that they can't hide their age by leaving the dates of education and half their career experience off their resume because some recruiter told them to do it to get the interview. They loved that sort of tricky advice until i asked them if they planned to have a face lift or lie on their application or be ready for a very short interview when the employer was expecting someone 20 years younger and they came through the door. If they put their resumes out there a few years ago it is probably a lead pipe cinch they are in all kinds of databases so it doesn't hold much water when a recruiter says, "this is a passive candidate, he/she is not actively looking. HR or a recruiter like yours truly who has been around since tennis balls were square runs a fast search and discovers that they have not one but several apps from the same candidate. Game over, candidate not being upfront. Next thought , sure you aren't actively looking that's why i have three copies of your resume. So why be sneaky and snakey when you don't have to. If someone is interested in making a career change they don't need to be coy and in my opinion they can certainly be missed if they take down the flag that says, "interested in career opportunities". If they are not looking they wouldn't need to be told not to put their resume out there or pretend that their status is any different than what it really is. After i help my candidates by getting them back in the real world about letting people know their asking salary, reflecting their full career experience on their resumes and being upfront about why they are looking, as well as if and where they would relo. The question i always get is , "Why do recruiters tell you all this crap". The only thing i can ever think of to say is, "I guess it makes them feel like they can make someone be something they aren't, i can't, all i can do is tell it like it is and find an employer who will do the same". I am now on the third generation of candidates who refer their friends, family and business associates to me ,so upfront and tell it like it is has worked extremely well both with candidates and clients. In my opinion it's simply disingenuious if not blatantly dishonest to pretend to be anything that one is not. In any way. Period. No games played here. I don't have time for games or candidates who play games. I use linked in a lot. If a candidate does not have a notation that they are interested in career opportunities i don't contact them unless i am asking for a referral. When they come back and say they might be interested my red flag goes up that they are going to be the kind of canidate who goes all the way through the interview process then decides that they really don't want to move or blah, blah. I want my candidate engaged in the process of finding a good opportunity for a good reason.…; Added by Sandra McCartt at 12:46am on June 16, 2010

Comment on: Blog Post 'Getting it Right: Social Network Recruiting': an old green-screen Macintosh is not too different than the internet. We're talking about two very different animals. I agree - the core problem is the same (reach a lot of people in an efficient way), but the tools are drastically different. Take my example: Early Macinstosh vs. The Internet The green-screen Macintosh was a cool tool. It allowed to to word process, play games like "The Oregon Trail", even save information to a disk that would have taken up reams of paper. The problem was saving information and making our work easier. The internet accomplished the same thing - but in a very different and much more productive way. It's the difference of the ability to play "Oregon Trail" - to the ability to compete with other players in another country. Key word: Interactivity. In the same light, social network recruiting is a vastly different tool than the old online bulletin boards. To make the assumption that they are similar will set you on a path to failure with social networking. The level of interactivity and engagement you find in social networks far exceeds that on old bulletin boards. To sum up: You're right - the problem you are trying to solve is no different. But you also have to understand that the tool you are trying to use to solve that problem is INCREDIBLY different.…; Added by Sean Ryan at 2:45pm on May 25, 2010

Comment on: Blog Post 'Wednesday Wisdom: The Amazing Houdini Candidate': on is like rather than play games with the person's background. In an industry where there is little, if any, cooperation between any recruiters - knowing who is working with what candidates, getting to know your peeps especially if they are a good candidate (cause you will want to place them again) is far more damaging to your competitors than everyone using the same script. We all know that there is no perfect person for any job, but if the person has the passion and carry that position to the degree of that exceeds the employer's expectations, then haven't you secured your incumbency with both the employer and the candidate? I really value and appreciate the peeps who want to build relationships with me first before tearing up my background, as I have worked hard building my career. Just my humble opinion.…; Added by Jan Simpson at 10:03am on April 9, 2008

Comment on: Blog Post 'Send us your resume and we will send you a cow!': rketing mistake in the BOOK, I think that everyone thinks like I do, which is seldom the case. I hate social games, never play them, not interested in them, hide them from my FB stream. However, that is obviously not the case. The story around David and Susan's building of the game (for a very specific recruiting purpose) is mind-blowing and shows just how far I need to go as a marketer. Bill, it's cool that you get to work with teams that have these resources but that many of these strategies will also work for companies with smaller budgets. Can you share the number of folks that worked on this project, time to completion and budget guidelines? I would love to know just for my own calculations :) …; Added by Maren Hogan at 5:01pm on August 29, 2011