Recruiting News Recruiting Jobs Recruiting Social Network Human Resources

Search Results - profitable

Comment on: Blog Post 'When is it OK to fire your client?': ing a profit on the transaction. A perfect example is a large telephone company that no longer exists. It was a huge account, millions of dollar a year in revenue, and yet I couldn't shake the sneaking suspicion that it was actually a money loser for a company. While it was a prestige account - I couldn't ever get answers as to whether or not it was profitable to service. It certainly wasn't for the recruiters unlucky enough to be forced to work on it. In addition to a lot of wasted time, the bill rates were abysmal. When looking at clients, there are two criteria. Are they worth your mental energy to work with, and are they profitable. Number one is often dependent on number 2.…; Added by Jim Durbin at 6:33pm on January 22, 2009

Blog Post: Simply Profitable (TM): Why do some companies achieve nonstop growth and perpetual profits while many others do not? The answer is the simple focus of consistently executing the key actions and behaviors that promote a…; Added by Scott Wintrip at 10:56am on February 14, 2011

Blog Post: My rules of business so far from my short career:: 1. Ideas are not opportunities. Ideas are cheap, plentiful, and disposable.

2. Good opportunities are required for good business.

3. People make up the personality of a…; Added by TJ at 4:16pm on May 17, 2013

Video: Johnston Search: Your 7th Anniversary Contest! [Inbound Recruiter]: http://www.johnstonsearch.com/blog/ Hey friends! I trust all is well... This week, we are celebrating 7 successful and profitable years, since I founded John...; Added by Brian K. Johnston at 12:54pm on October 23, 2013

Blog Post: Rookie Recruiter: 10 months into the game.

Had been seeing the ball pretty well until the September economic crash.

Learning how to think more strategically and trying to use my common sense to…; Added by James Levin at 2:19pm on January 28, 2009

Blog Post: What's your most critical Business pain Area ?: “Hey, I’m just curious — what is the most important activity you do in your business, and do you have any pain associated with that activity? I’m looking to help make your industry easier,…; Added by Satish Chandra at 1:42pm on January 24, 2013

Blog Post: Trial Hires: If your business model requires proven profitability for a given hire, you may use some form of trial hire to make sure your new hire is profitable. Some 100% commission sales positions are a fit…; Added by Todd Kmiec at 9:41am on December 6, 2017

Comment on: Blog Post 'IN DEFENCE OF SALESMEN': Great point! Having a foundational selling process allows sales professionals to overlay their foundation with their personality which will create relationships authentically and profitably.; Added by Ron Mason at 10:52am on July 24, 2008

Topic: Where Guitar Hero III, M&A Activity, And Recruiting Strategy Intersect . . .: they sound cool at first and definitely get the shareholders to vote in favor of the desired course of action!) As Human Capitalists, all of us here know that the talent profile of the organization is likely due to change as well - at the end of the day, lives are affected . . . many times on a grand scale if it's a high-profile merger or acquisition anyway. I admit that I am a Guitar Hero junkie . . . which has little to nothing to do with M&A activity, right? Well, Guitar Hero has quite a few junkies like me out there. Because of GH III's record sales in the last quarter of 2007, Activision had a monster year (~$125+ Million USD in GH III sales alone since 11/07 the last time I checked). For a little history, GH was originally created by Red Octane, who was acquired by Activision in mid-2006. Just 18 months later (December 2007), Activision then merged with Vivendi SA's Blizzard Entertainment Inc. (which leads the market for subscription-based online video games with the World of Warcraft series.) I don't want to include 'too many' numbers here, so I'll try to keep this at more of a high level. Activision's blockbuster product is Guitar Hero III - if you look at GH III's % of total revenue, it is easy to see where Activision should be allocating its top and most talented resources. A basic rule of business is to allocate your 'best' resources to the areas in the organization that most drive share price and sustained profitability (in large, publicly traded companies, this is absolute . . . while not always easy to execute on, the notion is still correct). It's not enough to just have top talent if they're allocated to areas that are less meaningful to the organization - the goal is having the right talent in the right place at the right time. My question is this: How do you identify NOT who your best people are, but rather, which positions are most critical to shareholder value, sustained profitability, and/or short-term/long-term business objectives, etc.? Do you begin with identifying which roles support your most profitable (or just revenue-producing) products? . . . or which roles support not just your cash cows and stars, but your question marks as well? Do you judge which roles are most pivotal by looking at EVA of a product line, customer segment, or business unit? What I've noticed over the last 3 months or so is that as the conversations get more strategic, many Recruitment Leaders and HR Leaders get more and more honest that the volume of active reqs is so high and administrative tasks ('red tape') so daunting that they don't have the time or inclination to stop and take a breath. As for me, my personal strengths include a knowledge of marketing & strategy, including how we can begin defining profitability per differing customer segments. The more we get into this conversation (i.e. seeing your company as different segments of customers and less as functional-silos or product-silos), the more we begin to see what customer segments are creating shareholder value versus which are destroying it. As a result, we are able to identify which roles, positions, and individuals within the organization are most closely responsible for creating value through supporting the most profitable customer segments and/or highest margin or revenue producing products & services. We also have situations where there may exist short-term imperatives, like implementing a new SAP module within the Procurement function. Therefore, if SAP Business Analysts, New Product R&D professionals, and/or Mid-Market Sales Professionals are most critical at Company X, we can then begin sourcing efforts (and/or passive recruiting efforts) at these roles which are most crucial. Will this work in the traditional 'reactive' recruiting organization? No, it will likely not . . . but there is application for certain types of organizations. Now, I'm a 3rd party service provider, so I'm not surprised when some of what I'm saying generates nothing but the sound of crickets in the room at meetings! ("We have 75 open reqs and they're all of the same importance!") For all of you who consider strategy prior to jumping into the trenches and hitting the web & phones, how do YOU go about the process of prioritization? Original Blog Post can be found at: http://lgexec.typepad.com/lg/2008/01/where-guitar-he.html…; Added by Joshua Letourneau at 12:47pm on January 8, 2008

Blog Post: Bad Jobs Report

69,000 new jobs added in May really is a pathetic number. This is not great news for those of us in recruiting, but not for the reasons most people see it as a bad report.

The long-term…

Added by Todd Kmiec at 10:12am on June 1, 2012