Search Results - precisely

Comment on: Group 'Recruiter Training': m still processing and working on the information that you have been so kind to share. I have lulled over in my mind my need to have "all my ducks in a row" before launching out and I think that it is from so many years in the therapy/medical field where everything has to be done precisely for the patient's benefit and to prevent litigation. So, for the time being, I am stuck with my need for structure! I apologize, but I still have so many more questions. Can you all bear with me while I ask even more questions from you guys with the knowledge and experience? Can I ask...What is your favorite recruiting software? Someone had recommended cBiz but I know there is a whole lot out there. Also Someone had recommended that I go to a Bill Radin conference and there is one in my area in approx. 1 and 1/2 weeks. What do you all think? What is your recommendation about that? Also, you all did recommend insurance. I think that I need E &O, but do you know, if I am working out of my home, do I need liability insurance? Is there a company that specializes in recruiting and is very knowledgeable about what I would need? Is there a specific agent? What is the best way to get contracts back and forth? Are they usually done electronically or by FAX? I apologize for so many questions--but I just have this need for a knowledge base before I launch out into things. Thank you all again for all of your help!…; Added by Jennifer Bryan Gray to Recruiter Training at 1:17pm on September 15, 2011

Comment on: Topic 'I'm Begging For Help': d love to hear about guests who have been damaged by appearing. Everyone I know who's been on have enjoyed it and in some cases come back for more. My first appearance my after show score was like a billion (thanks Astringer). So I guess the guest won that round. :) I second what Kelly said - that's what I love most about the show - people are allowed, no - encouraged to be real. Just e ready to back it up. Paul Wall said: That's equally interesting Amy, however you have to ask yourself this question... Why is he having such a difficult time finding recruiters to come his show? At the end day, if you are not attracting preferred guests, then you have to change the approach, don't you think? You should avoid being a clone, give this guy some real feedback, he needs it! By the way I do agree with you regarding the questioning of ones beliefs, however, this is precisely the problem? He can't get recruiters to be a guest on his show because they don't want to be denigrated. People have to cease seeing the world as they are and but as it really is, right? P Wall …; Added by Amy Ala Miller at 7:16pm on January 12, 2013

Blog Post: How AI Is Creating The Recruiter Skill Set Of The Future: As AI continues to automate the administrative load of recruiting, there is a growing consensus which the skills recruiters have today wont be the exact ones mandatory tomorrow.

Even the…; Added by Ekansh Pahwa at 6:09am on November 24, 2017

Blog Post: Fascinating: Custom Headline Search

I must admit that until I started using the search technique that I am about to describe, I did not realize that a significant number of LinkedIn members customize their…

Added by Irina Shamaeva at 8:01pm on November 26, 2017

Topic: Scarifying Sourcing Stories: t I am an advocate of first going directly at the Gatekeeper and asking her for precisely the information that is being sought. The "trick" is in the asking - if you ask for ONE THING AT A TIME you are far more likely to achieve your goal than if you demand of her, "I need to know who all thirteen of your sales reps are on the West Coast," numerical information you divined from some unwitting soul on an earlier call into same company. Although most Gatekeepers are way beyond the usual sets of intelligence most of us possess, occasionally, and I do mean occasionally, you'll get someone who truly lacks the knowledge you seek. "Hello, Cindy, this is Maureen Sharib. May I speak with your Director of External Reporting?" "I don't know who that is." "Then can you connect me to your finance department?" "I don't think we have one." When this happens, you have to help this poor soul help you. Glancing quickly at my screen and the list of executives Hoovers provided to me when I set the job up, I note the CFO's name listed four slots down on the pecking order organizational chart. To read the whole Sourcing Script for a Director of External Reporting go here.…; Added by Maureen Sharib to Phone Sourcing at 10:39am on June 28, 2008

Blog Post: Top Interview Questions Asked and How to Answer Them: We have all had that not-so-special feeling of beating hearts, sweaty palms, and raspy breaths. The state describes…; Added by Ladderise at 6:57am on April 2, 2018

Blog Post: JD Edwards Business Analyst that can knock it out of the park!: This is killing me to have to bench this girl, so I thought to reach out to RecruitingBlogs members...

You guys know how most of our clients look at BA resumes and think they are too high…; Added by Greg Kost at 11:00am on October 3, 2008

Blog Post: Maddeningly Moronic Murkograms (an ode to Bill 1618 Title III)

You've seen them, but did you know they had a name? Emails with the following drivel conveniently inserted at the bottom:

"In…

Added by Greg Post at 11:20am on November 2, 2012

Comment on: Blog Post 'The Real Reasons Why Corporate Recruiters Hate You': think it comes down to the ability and want to build sustainable relationships and recognising that others objectives may differ to a certain extent, but with the end goal largely the same. To pick up on your points: 1) Being cocky - Not sure that's an agency thing, more likely just a personality disorder. I've met recruiters on the corporate side who are cocky but I don't put it down to which side of the fence they are on! 2) Agency recruiters should not view you as an obstacle. As I said, there is - or should be - recognition of a common goal. 3) Totally agree! 4) Right again Amy. Why waste anyones time - but only I know I can't help and it's not in my area of expertise. This is different from not being willing to take on the tough to land briefs. That's precisely why I expect to get briefed from corporate recruiters, because they need market / functional expertise and knowledge. No one said it should be easy. 5) A good working relationship should always have a healthy level of open discussion. But we do also need to respect that the corporate is also our client just in the same way that a candidate is. Healthy two way respect is the best way. The only way! 6) An extension to your team - the perfect attitude and the best way to get your agencies motivated and working their hardest for you. 7) Yep, ask - but we need to remember to listen to. But ultimately it should not be about competing with one another. We are all aiming to achieve the same thing. If we all recognise that then the relationship will work more times than it fails.…; Added by Andy Young at 12:41am on January 14, 2012

Blog Post: Temping vs benefits: Is it such a tough choice?: I’ve recently moved into the exciting world of providing Temps after a few years’ break & wow – has it changed. Not only because the Agency Workers Regulations that were introduced in October…; Added by Roseanne Stockton at 8:23am on January 31, 2012