Search Results - precisely

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: Second-Year MBA Resumes Now Available!: Browse 2nd-Year MBA Student Resumes and Work Profiles Today!

Graduating 2nd-year MBA student resume databases are now available to recruiters on the…; Added by Ryan Pratt at 3:27pm on July 9, 2008

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

Blog Post: The interview's the thing...: A woman has been sitting in our lobby for 71 minutes. Patiently waiting. Sitting and chatting. More precisely, a candidate for our administrative/bookkeeper position has been sitting patiently for…; Added by Jonathan McLeod at 4:30pm on June 3, 2009

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: Day 7: How to make a Recruiter ROTFLMAO!

So I'll start this one with a joke:

Today at 3PM, one of my established clients had their VP of Sales write me an e-mail. He dusted off our fee agreement and changed some words and…

Added by Stephen Nehez, Jr. at 5:39pm on June 3, 2013

Comment for: John Rhine AKA JR: familiarize yourself with their current clients. Don’t wing it! 2. Dumping: Too much talking and not enough listing. Great sales professionals ask good questions. Strike that, they ask GREAT questions. You will use these questions to formulate your interviewer’s needs and then sell them on why you are the solution to their problems. A consultative selling approach is encouraged. 3. Tangents: Answer questions as clearly and precisely as you can and avoid going off on tangents. People that dance around questions come off as unprepared, lacking focus, and overall poor communicators. Not the lasting impression you want to leave! 4. Numbers….What Numbers? You need to know your numbers! What was your W-2 last year? Are you at quota? How many calls do you make in a day? How many leads do you get? How many deals do you close, what is your average deal size? If you don’t know your numbers you come across as an under or average performer. Top sales people know where they are and use numbers to monitor progress. They tend to keep a close eye on the sales funnel and are able to accurately forecast results. 5. Closing Questions: Every great sales person asks appropriate closing questions. The trick is to do this in a way that doesn’t come across too strong, but still gets the point across. Believe me, if you don’t close the interviewer you will NOT be invited back. 6. Depending on Personality: You most likely have a likeable personality. You are after all, in sales. Although it will come in handy, at this level it isn’t going to seal the deal. Just about every person your interviewer meets has a great personality. What you need to get across in the interview is your burning desire for success and your internal motivation. Secondly you need to prove that you have a track record of sales success. You have over achieved for other companies, and you will overachieve for your next employer. Other great personalities will also be competing for high- level sales positions, so concentrate on differentiating yourself from the pack! 7. Negativity: Under no circumstances should you say anything negative about your former/current employer or company. Sound like old news? It is—almost everyone has heard this but they just can’t help themselves in the interview and wind up doing it anyway! If you catch yourself speaking negatively about a former employer, stop yourself immediately. No one wants to hear it! 8. Bottom Line……GET THE JOB! Tips provided by John Rhine, Vice President Business Development & Recruiting Medical HR LLC www.MedicalHR.net…; Added by John Rhine AKA JR at 2:39am on May 15, 2008

Comment on: Topic 'Wednesday Wisdom: The Right Stuff': easures the results of decisions made by every contributor to the hiring process ("Did we get what we expected? Did we get value for our investment?"). Everyone owns it, and no other metric more strongly indicates the collective commitment to, or disconnect from, the hiring health of the organization. When Finance reports on the dashboard, they don't report just those things under their control; they report revenue and expenses, the very things that every stakeholder in the business is responsible for. When business silos present only the information that makes their own turf look good, the business is crippled; on the other hand, best-in-class businesses are interested in the metrics that drive discussion and alignment with global goals and objectives. Quality of Hire is a global metric that every stakeholder (read: recruiter, hiring manager, interviewer, and upline manager) has some responsibility for, and should have a healthy interest in. Research released earlier this year from the Aberdeen Group showed that QoH was the preferred human capital management metric assigned by executives in best-in-class organizations. My opinion: Corporate Recruiting is a more strategic contributor when it steps out of the territorial "that's not my responsibility" mode and demonstrates a commitment to speaking the truth - even when it is uncomfortable. The business has to win - not just the recruiting or HR department. If the business fails, recruiting fails too (even if it looks marvelous on the dashboard). And TPRs, although vendors, are more trusted partners when their vetting processes include consideration and discussion of a candidate's potential for performance and retention throughout the first year. Do they own it? Of course not. But as consultants, do they have an obligation to watch for signs of potential mismatch that may lead to turnover in the first year? To the best of their ability, in my opinion, you bet they do. Peter Ceccarelli said:I agree with "fill time" and "cost per hire" as meaningful metrics, but not "quality of hire". The recruiter is not accountable for how well someone is doing on the job. The hiring manager is, and after all they are the ones making the hiring decision based on the interview assessments.I think a meaningful metric is quality of "recruiting", or "customer service" ratings. That typically relates back to fill time and cost per hire, but even an in-house recruiting function should work just the same as a TPR or agency in order to add value. Recruiters drive a process, but if they are driving it wrong, or staying at a red light too long and not pushing the button to turn it to green, then a customer service rating by the hiring manager/team will indicate where the fix might be.Lastly, source code is meaningful. Where are your hires coming from in relationship to where are you spending your time/money to find candidates. …; Added by Claudia Faust at 6:41pm on September 2, 2009

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

Blog Post: 5 Common Myths About Offshore Recruitment Services

Most Organization Establishments all Around the World Have begun working along side professional international recruitment agencies to manage their varying recruitment needs.

Using an…

Added by Ekansh Pahwa at 4:39am on December 26, 2017