rg/wiki/Heuristics_in_judgment_and_decision_making): simple, efficient rules which people often use to form judgments and make decisions. They are mental shortcuts that usually involve focusing on one aspect of a complex problem and ignoring others These rules work well under most circumstances, but they can lead to systematic deviations from logic, probability or rational choice theory. The resulting errors are called "cognitive biases" and many different types have been documented. These have been shown to affect people's choices in situations like valuing a house or deciding the outcome of a legal case. Heuristics usually govern automatic, intuitive judgments but can also be used as deliberate mental strategies when working from limited information.
Amy, I have nothing against doing these, as said before we ALL make generalizations, stereotypes, etc, because we HAVE to. Saying that, I think it's important to try and make ones based on better and more-accurate categories when we have the information...
Keith "As Biased as They Come" Halperin…
There is, however, nothing uncertain about her impact.
A mathematical theoretician, she has made contributions in areas like robotics and biology. Her biggest accomplishment — and at age 39, she is expected to make more — is creating a set of computational tools for artificial intelligence that can be used by scientists and engineers to do things like predict traffic jams, improve machine vision and understand the way cancer spreads.
Ms. Koller’s work, building on an 18th-century theorem about probability, has already had an important commercial impact, and her colleagues say that will grow in the coming decade. Her techniques have been used to improve computer vision systems and in understanding natural language, and in the future they are expected to lead to an improved generation of Web search.
Fascinating article here.
Attend the MagicMethod FREE one hour LIVE phone sourcing chat today and on Thursday, May 8 at noon (est) here!…
/BA degree (ideally in probability or statistical analysis)
5) Ability to plan, collect, analyze, interpret and report quality & productivity metrics
6) Green Card or US Citizen only please
If interested e-mail firstname.lastname@example.org…
are the minority creating noise that is way out of proportion.
Amy is 100% CORRECT. I think these morons that do treat candidates that badly are in some ways good for those of us who are professional: they make us shine when our chance comes.
At the end of the day it is all about setting expectations. If someone applies and comes in for a specific job we posted somewhere, we let them down if we don`t think they will get it. If it is nigh on impossible, be straight so that they and no-one else waste their time: focus on the "high probabilities". I even tell people to apply directly rather than through me as an agent in some cases where that would help them (i.e. very low probability).
For people who we "headhunt" and are looking for suitable roles to pitch, I actually forewarn candidates that I am most likely not going to place them. I work for a select group of clients and if the roles and timing don`t work out then that is our fate. But if they do, I will do everything within my power to assist them to get that job. Even if it is exclusive I have to tell them I am also helping "the other guy" and may the best man win.
Sad to hear how shitty the market is over in the States. But it does explain why some internal recruiters over there treat agents like shit when their company eventually expands into Asia. Such is life though, we just have to prove we are better than that.…
way for volume which, in turn, is a barrier to civility and intimacy.
Yes, the hope (and probability) is that the volume produced by technology results in getting a few viable candidates with whom recruiters can bond, but it's impossible to provide meaningful experiences with volume.
As for recruiters being the front line, amen to that. Yet, I see far too many companies treat the recruiting function as a junior position.…
Opportunities for Talent Pipelines as well?
2) Is your potential Customer the Candidate, Recruiter or someone/something else?
3) How are you using the Price List, Est. Revenue, Est. Close Date, Probability and Rating fields?
success probability assignments that corporate couldn't fill.
They're able to do everything we do, access passive/invisible candidates through technology, and currently cold call into companies networking/recruiting as we do mining for people not concerned about consequences for directly going into competitors. Our advantage was supplying them people they couldn't access, now they're able to access them as well.So it seems there's very little service we can provide them unless it's a discard job they've quit or too busy to work on. The only caveat is what happens if the jobs market/economy picks up and internal corporate can't handle the increased load? I don't know if we're ever getting back to that environment in most disciplines.If this is true, doesn't it make more sense working as an inhouse recruiter as you're assured of a stream of jobs to work on getting paid for recruiting effort, as compared to not knowing if/when you'll receive a low success probability discard job from corporate to work on and how many months it will take to fill it, if at all?Again, if corporate recruiters are working as third party recruiters accessing comparable quality people as we are directly calling into companies networking and cold call recruiting as we do, aren't third party recruiters on the verge of becoming obsolete and extinct?How do we survive if we're indistinguishable from what corporate recuiters are doing?And why have third party skilled recruiters gone in-house?
Used to be the best recruiters were external as that's where the money was.…