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Topic: Learning from mistakes: to learn than to learn from others mistakes, if you are open enough to learn from them and humble enough to think you can learn anything from a site/community such as RBC. I've made heaps of mistakes in my career, but hopefully I've taken a lesson from it. I learnt a lot politically this way, I was way to trusting at the start of my career and got burned subtly at the beginning. A silly mistake... We had a huge drive back in the mid-late 90s when I was starting my career. I was overwhelmed by resumes, messages and general interest to a campaign my company was running. In a stressed mode with the idea of candidate care, I ensured I emailed every single applicant back thanking them for their response, promising a prompt response. However, sending them all individually seemed too time and effort intensive, so I put as many as I could on the one email and pressed send. I was new to technology, email (Eudora of all things) was new to me (I was still receiving cv's via fax and we kept hard copies), little did I realise that I put everyone in the "TO" part of the email. I was pretty proud of myself.... until the responses started coming back.. Guess what people were upset about a lack of confidentiality (and rightly so). My Managers were equally upset. I felt sick... my sentence.... I had to individually call every single person on the list, apologise for my error and smooth it all over. Let me assure you there were a lot of phone calls. I overcame, and after a few days of struggling to make eye contact with my managers, placements were made, the world turned and we kept moving forward. Was that day bad? yes... the worst I had in my career? No.. did I learn something, and not forgotten it EVER.. yes! As this is a forum for learning and sharing, I am inviting people to add/share their mistakes that they have learnt from so that the rest of us can learn.…; Added by Dan Nuroo at 7:35am on December 2, 2008

Comment on: Blog Post 'Are ‘Phishing’ Scammers Shifting En Masse To Recruiting: How Deep? How Widespre…': our home mortgage holder and then asks if this is "Maureen Sharib or Robert middle initial Sharib. Press 1 to say yes or say yes." I was busy and I vaguely recognized the name of the bank (Bob pays those bills and the mortgage had just changed hands in one of those govt approved switcheroo-mortgage-scams that are all in a class by themselves but we mere mortals aren't privy to the details to and yes, they seem to be on the rise again too!) and I said "yes." It then tells me our mortgage payment is late and that it will pause while I "check my record and get my checkbook." With that I woke up. Not only did I highly doubt our mortgage payment was late (I've never known Bob to be late on a payment!) but the fact that it wanted me to "get my checkbook" is what rang my bell. However, I wonder how many others "ran" to get their checkbooks and obediently handed over routing numbers and account numbers! Mortgages are public record and I imagine this new filing (the new bank took our mortgage over maybe a month or two ago) caught the attention of some phishing artists. Taking this a step further I can also imagine foreclosure filings could be a lucrative phishing hole for scammers to ply their trade against those who have lost jobs so I can see where a scam like this could impact recruiting! By the way when I pressed 0 to talk to someone live the line went haywire - it went to a fast busy signal which tells me, an experienced phone sourcer, that it's a line having trouble or it's an unassigned line. In other words, I'm 100% sure out was a phishing call. (Bob checked - our mortgage went out on auto pay just as it always does and was showing as paid.)…; Added by Maureen Sharib at 6:25am on November 10, 2013

Blog Post: Sumser's Dallas Recruiting Roadshow...: I finally managed to attend one of Sumser's Recruiting Roadshow - and I'm glad I went. With great…; Added by RecruiterGuy at 12:07pm on September 26, 2008

Blog Post: 7 Employer Branding Strategy Tips: Employer branding is an important aspect of any talent acquisition team's efforts to attract candidates and drive inbound recruiting. However, many companies still struggle to develop a strategy…; Added by Phil Strazzulla at 9:57am on January 24, 2018

Blog Post: 5 questions to ask yourself before opting for medical transcription training: The services of medical transcriptionists are much sought after by healthcare professionals all over the world. Medical transcriptionists listen to recorded voice dictations of…; Added by Angel Joana Hall at 10:50am on August 28, 2014

Blog Post: Excuses Are Like Armpits, Feet, and/or Buttholes: I live, eat, and breathe recruiting. I came into the industry in an entry…; Added by Doug Douglas at 4:08pm on August 9, 2013

Topic: Do Gatekeepers Tell You the Truth?: department so she cannot connect you to anyone unless you give them a name? Receptionists don’t always tell you the truth. Uh – duh! That’s right; some of them routinely misrepresent their state of affairs on orders from above. When she tells you that their directory is “sorted by names” she’s probably telling you the truth. What she isn’t telling you is that she has the ability to search (and re-sort) that directory using a multitude of functions – by title, location, extension number, etc. So she’s not really telling you the whole truth but you haven’t pressed her for the whole truth, have you? Now when she tells you she can’t connect you to anyone unless you give her a name, she again is probably telling you the truth. That may be the company policy. That doesn’t mean she doesn’t know who everyone is and what they do; it doesn’t mean she can’t recite by heart the extension numbers of most of her company’s employees and tell you who’s on maternity leave and who’s out on disability. She probably knows too who’s about to get the axe too as well as who’s kissing who in the copy room. She knows far more than you’re giving her credit for knowing and once you realize this you can help her better to “help you”. This ’07 ERE article - How to Make a Gatekeeper Feel Comfortable – might help you achieve your mission. ****** Like what you just read? MagicMethod is brimming with information like this and will show you the inside tips and techniques of true telephone names sourcers! Subscribe today here. The Book of Sourcers is ready! Get your list of 200+ sourcers now here. NameSourcer blog. NEW Join the SourcersGuild Ning network here. Join the MagicMethod telephone names sourcing group here on RecruitingBlogs here.…; Added by Maureen Sharib at 10:49am on April 18, 2008

Topic: Do Gatekeepers Tell You the Truth?: department so she cannot connect you to anyone unless you give them a name? Receptionists don’t always tell you the truth. Uh – duh! That’s right; some of them routinely misrepresent their state of affairs on orders from above. When she tells you that their directory is “sorted by names” she’s probably telling you the truth. What she isn’t telling you is that she has the ability to search (and re-sort) that directory using a multitude of functions – by title, location, extension number, etc. So she’s not really telling you the whole truth but you haven’t pressed her for the whole truth, have you? Now when she tells you she can’t connect you to anyone unless you give her a name, she again is probably telling you the truth. That may be the company policy. That doesn’t mean she doesn’t know who everyone is and what they do; it doesn’t mean she can’t recite by heart the extension numbers of most of her company’s employees and tell you who’s on maternity leave and who’s out on disability. She probably knows too who’s about to get the axe too as well as who’s kissing who in the copy room. She knows far more than you’re giving her credit for knowing and once you realize this you can help her better to “help you”. This ’07 ERE article - How to Make a Gatekeeper Feel Comfortable – might help you achieve your mission. ****** Like what you just read? MagicMethod is brimming with information like this and will show you the inside tips and techniques of true telephone names sourcers! Subscribe today here. The Book of Sourcers is ready! Get your list of 200+ sourcers now here. NameSourcer blog. NEW Join the SourcersGuild Ning network here. Network for Names Sourcers!…; Added by Maureen Sharib to Phone Sourcing at 10:51am on April 18, 2008

Comment on: Topic 'indeed.com AND simplyhired.com the future of ad posting?': from much earlier in the year if memory servers - but don't hold me to the source... if you want it, I'll dig it up.) Other research shows that cost per leads across various direct marketing methods is much lower with Search than email, classifieds, banners, direct mail, etc. And by much lower I mean avg of $0.45 per lead versus upwards of $2-10 per lead. The benefits of PPC (Pay Per Click) are easy.... you get measured value (track your conversion!!!) you have no commitment to spend minimum amounts, you can pace your budget, and yes - there is click fraud detection. Not to mention you are paying for action - not 'readership.' This is SEM (Search Engine Marketing) and should be balanced with SEO (Search Engine Optimization) for sure. It's not a matter of which one to select or finding a magic bullet. While Job boards own 30% of the total US Internet audience (Comscore?) they are losing market share and only target active job seekers. The other 70% is in content and communities. Don't believe me? Head to Alexa and rank the top sites... guarantee you'll find the top 5 to contain at least two search engines - also within the top 10 you'll be hard pressed NOT to find some social network sites like Facebook, MySpace, or YouTube. Recent homework (and my own data) also shows that job seekers are starting their searches in search engines and NOT on job boards. So ensuring that your jobs are optimized to show up in the organic results of google, yahoo, etc. is not to be ignored. There are several places that offer this service (optimizing your jobs or creating micro-sites) that can help get you where you'd like to be - the front page of that job seeker's preferred search engine. (Jobs2Web comes to mind and does greatness with RSS feeds - another topic I could ramble about all day.) Of course, don't forget your goal. SEM for an executive title? SEM for volume? There is a reason you don't hunt birds with a fishing pole. It's important to know what your goal is and to adjust that strategy accordingly. I have no vested interest in any of the services mentioned above - I'm just sharing. So to your original question... SimplyHired and Indeed are definitely players. And if I had to pick a SINGLE form of marketing for a considerable amount of hiring... hands down it's SEM/SEO. No hesitation. Happy to talk directly if you'd like - stepping off my soapbox now. :-)…; Added by RecruiterGuy at 5:29pm on October 3, 2008

Comment on: Topic 'Stunk-Up Deal - What do YOU think?': Your odds of placement were not that strong and your position was not strong from the get go. You didn't have your backup candidates for them..... Now, if this is the first time this has happened to you, then you are one VERY LUCKY or VERY NEW recruiter! :) BTDT. It's not easy, but the reality is is that your client (the CEO AND The Manager) have to work with the new employee for the long term and if something doesn't sit right, it doesn't sit right. There is most likely more to the story than what you were told AND if it is a vendor whom they work with...... then the client will take their word. There may have been some issues and the candidate was pulled from the sales account etc.... we recruiters don't always hear the FULL story. Bottom line, sounds your candidate did not overcome the objections in the interviews, no matter how well they seemed to go. I personally might have taken a different approach from the beginning and worked with not only the CEO, but the Manager as well since it seems like he/she was at least partially the Hiring Authority. I would have found 2 or 3 more candidates who fit the role to a tee and 10% above and beyond so that there was strength to the search. I probably wouldn't have pressed for the ONE candidate. The client is is your client, not the candidate. I hate thinking that the candidate is "just one candidate" but that is the reality in our business. Frustrating? Definitely. Reality? Yes. As for moving onward, a couple of my top clients are relationships that started similarly. You have the benefit right now of having their ear and being able to develop a strong relationship. Once that true partnership is established, you will then be in a better position to influence the hiring process. I personally would tread carefully on this one and take the long view of the client. Then make your decision whether it is worth pursuing a relationship. Building relationships and long term partnerships are the cornerstone to our business. You can take the approach of a one-off job to place or a long term highly profitable relationship with a client. Remember, you can always maintain a connection with the candidate, and maybe use him as a MPC. That way if you are back-doored, you will know it without sneaking around. As for inference about the client turning into a source company, I feel that is poor form.…; Added by Julie Hankins at 3:46pm on May 29, 2009