Search Results - proposed

Comment on: Blog Post 'Should You Offer Your Employees the Same Referral Fees as Your External Agencie…': lling to reach out and look for researchers open to do it. That way, we won't have to guess, we'll KNOW (or at least have a better idea). I'd also be interested in some formal, objective, peer-reviewed studies which help determine: 1) What is the optimum number of interviews and interviewers to get the best hires? 2) How much onsite face-time is necessary/optimum for effective work? 3) Is having the CEO or a hiring committee review all hires more. less, or about as effective at making good, cost-effective hires in a timely manner as more decentralized methods? 4) What recruiting functions are best kept in-house, and which should be farmed out? 5) Can you use pure Social Media (Sorry,, LinkedIn) to hire people quickly, and not just build "relationships with them? These are all I can think of now Folks, but I bet you can come up with other $64,000 questions for the researchers to investigate.... Cheers, Keith…; Added by Keith Halperin at 9:28pm on July 31, 2014

The PSL model has been the way that Employers manage their Recruitment…

Added by David Palmer at 12:12pm on April 4, 2011

Blog Post: Fridays: Lost and (hope to be) Soon Forgotten: Sunday night you gear up for Monday. Packed the computer - check. Car keys are in place - check. Employee Badge in purse - check. We plan and schedule the…; Added by Tina M. at 5:44pm on October 16, 2009

Blog Post: Order Qualifying...Makes or Breaks Recruiters: When it comes to qualifying, there are 3 questions I live by. The first is "Why is this position open?" The second is "What are the details of the job?" And last, but certainly not least, "What…; Added by Zachary Sines at 12:17pm on December 27, 2011

South Africa recently announced that it's considering a…

Added by Chrissy Nicholas Dooley at 11:48am on February 28, 2017

Blog Post: Work Ban Bills: Added by Sara Gerardo at 4:41pm on November 16, 2018

Comment on: Topic 'Good Fellas': lly slowed down. They did specials, they did value propositions, they did everything the others suggested to do but NOT to say "help....we're struggling here and might have to close if more of you don't patronize us". Well, they did just that and the neighborhood rallied around them, called their friends to come in, and I have to say, five years later, even in tough times they are doing very well by doing exactly what you suggested. They even posted a sign on their door asking the neighborhood for help. Most of us were brought up to be tough and to stand strong and never show our weakness. And where does that really get you in the end? It gets you ulcers, stress, anxiety, etc. Oh wow.....what a payoff! What's so wrong with reaching out and asking for help? It's difficult to do in the beginning, but as people start to come forward and help, because people naturally want to help, we accept it as more normal to our comfort zone which in turn allows our creative process to kick in (less stress) and manage and run our businesses better because we asked for help. I like your suggestion.…; Added by Peter Ceccarelli at 7:37pm on August 27, 2009

Comment on: Topic 'There is no Social Recruiting': need to have 1 hire/week on average, and by the end of 4 months you need 17 hires. Finally, you can acquire all the social networks you need, but they're EMPTY- no connections at all and you use only social networks (no LIR) to source and recruit. Your clock starts NOW: Folks, would YOU volunteer for this? I sure as hell wouldn’t…. @ Chris Russell: "Social Recruiting is many things: sourcing, branding, engaging candidates, and promoting jobs" Except for sourcing, those AREN'T parts of recruiting. IMHO, Recruiting is "putting quality butts in chairs on time and within budget" I’d LOVE to have a contract where I get paid $95 or more/hr to locate and build relationships with people who MIGHT be interested in applying to the company 6, 12, or 18 months down the road, but I don't see too many openings for that.. Furthermore, as a jobseeker, I’m not looking to develop a “relationship with a recruiter and a company- I want a “hookup” i.e., a job NOW. @ Paul: Call me the "Anti-Social Recruiter". Cheers, Keith…; Added by Keith D. Halperin at 3:51pm on February 11, 2014

Comment on: Topic 'Fellow Recruiters: Avoid the Twitter Trap': ss and 20% is personal. I apply this rule as well when deciding who I'm going to follow on Twitter. If I get a request and 80% of the tweets on the persons page are about "eating calzones....." then I don't follow them. I believe there is value in sharing and blending the personal with the professional. If done effectively candidates can get a better feel for the company and benefit from learning more about the type of people the company attracts. If there are multiple people from the company on Twitter and the candidate checks out what they're saying it can begin to paint an interesting picture. Zappos is a great example of this on Twitter. If you follow @Zappos you get a pretty good feel for the culture of the company. Lastly, I would also suggest that if recruiters want to play in Twitter or microblogging that its also important to learn to dance with the language of business that's aligned with their company/industry. The quality of the content shared is important. If your only tossing out tweets about jobs its not likely to be very effective. But, if you share information about the business, the industry, trends, interesting articles.....and intermittently job opportunities...and some personal information there's a more complete and enticing picture.…; Added by Susan Burns at 10:26am on July 3, 2008

Blog Post: A Call To Holiday Action - Take Back Our Holiday Season By Doing Something Positive: There is a lot going on in this past week which shattered what is supposed to be for many a positive time of the year. The airwaves have been flooded with bad news this past week. A quick…; Added by Mike Rasmussen at 1:23am on December 16, 2012