Search Results - protect

Comment on: Blog Post 'Candididate Care and the Employer Brand': d real management skills. Sadly both are in short supply in far too many ventures these days. Brad's example just one of many that we all know to be the rule rather than the exception.…; Added by Jason Elkin at 12:24pm on February 4, 2010

Comment on: Blog Post 'Battles Worth Fighting': oyees and individuals can tell you to shut the fuck up and withhold privileges due to your speech whenever they want."…; Added by Amy Ala Miller at 4:47pm on March 26, 2015

Comment on: Blog Post 'When Evil Surfaces: Gossip, Recruiting, and References 1': suspect. Also, Frank does need a kick in the head...remember who is paying you Fred and treat them accordingly. Much like Sandra is saying...you should address it further to protect your next/future placements.…; Added by Noel Cocca at 4:03pm on July 26, 2013

Blog Post: Best Tips For Selecting The Right Antivirus For Your System: Whenever you are about to choose the perfect antivirus for your system, you will have to pay close attention to the things that matter the most. There are countless antiviruses available out there…; Added by Jolia at 12:11pm on March 3, 2017

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

Blog Post: Post Sourcecon Fall 2017 PT 7

In part 7 of my Sourcecon posts we will discuss the things that came from the Shelly Sandberg track. …

Added by Dean Da Costa at 12:47pm on November 20, 2017

Comment on: Blog Post 'Dear John...': t working in-house if you’ve never been there. As an in-house recruiter your aim is always to do what is best for the company. Ideally you will do this through direct means in order to return healthy cost and time-per-hire metrics (not forgetting the most important metric – Quality of hire). I am completely of the opinion agencies still play a vital part in the process but come on guys. How many of you are on PSLs with some of your other clients? Where you’ve worked your butts off to be accepted on to that list? Where you’ve built up a REAL partnership with them. You know their culture, the hiring managers, the teams, culture, dynamics etc. And then how do you feel about that company when you hear they’ve gone outside the PSL because an opportunistic firm happened to have one suitable candidate on their books and the client said, “oh what the hell, we don’t value our relationships with our other 3rd parties, let’s just use this guy / gal because they happened to be in the right place at the right time.” Frustrating isn’t it? And I bet you lose all respect for that client don’t you? Anyone would if that lack of integrity, honesty and trust was demonstrated. Okay fair enough. If you know the client has been looking for several weeks / months and still hasn’t successfully hired anyone then that’s your chance to shine. But to fall on the old counter argument of, “but surely you’re ultimate goal is to find the best candidate” is only part correct. Of course we want to find the best candidate but we want to do it ethically, giving our partners (and I emphasise the word “partners”) every opportunity to service the contract they worked so tirelessly to agree in the first place. Hiring managers are naturally an impatient bunch. I’m rarely briefed on a role that wasn’t needed “yesterday!” In their rush to get a bum on a seat they sometimes loose the foresight of quality and longevity. Agencies know this and often use this sense of urgency to good effect. Hell, I was trained on how to use it at every agency I worked for so I guess it’s still being taught to today’s consultants. You know what? To a point someone made earlier. We in-house recruiters are a protective bunch and I’m not going to apologise for this. We want to protect our hiring managers from being bombarded and hassled. We want to protect the agencies we have agreements with and have invested time fostering trusting relationships with. We want to protect our company and its reputation of honesty, integrity and trust with EVERY supplier we partner with. And We want to protect every candidate submitted to us – To ensure the agency representing them knows us as if they were an extension to our HR department, and that the they’re coming to us with their eyes wide open regarding what they’re getting themselves into. I implore you not to confuse this with cutting our noses off to spite our faces.…; Added by Ben at 4:47pm on May 3, 2011

Blog Post: Spamming The LinkedIn Way: Since there are so many ways that as recruiters we're not getting an…; Added by Steve Levy at 12:11pm on March 15, 2015

Blog Post: What Is A Toxic Work Environment – And How Can You Survive One?: Are you aware of the concept of the toxic work environment?

As you’ll gather from the name, it’s not a carefully-designed new system for maximizing work satisfaction and…; Added by Marilyn Louise at 6:32am on July 10, 2019

Blog Post: Recruitment Nightmares- You can't make this stuff up: how not to write a cover letter

This is an actual cover letter, names have been changed to protect the innocent.