Search Results - puzzle writers

Topic: Graphics on resumes?: art. Something like a puzzle piece or a dollar sign could be a subliminal message that the candidate is the missing piece of the puzzle or that the sales person is money-driven. I am skeptical. I have reviewed a lot of resumes and I don't recall ever being swayed by something like that. I question whether it would do more harm than good. There is a branding aspect, which makes a little more sense but you have to be consistent and it should not look like something copied from Clip Art. What do others think about this? …; Added by Brian Grimmer at 4:02pm on June 13, 2013

Blog Post: What's your motivation??: I recruit recruiters. During the interview process, one of the most

important things that I look for is what drives them to be great, to be

better than the day before, to graduate from…; Added by Kristi Young at 12:47pm on June 6, 2007

Blog Post: TALENT FIRST – HUMAN CAPITAL MANAGEMENT AND ENGAGING EMPLOYEES ARE PIECES TO THE INTEGRATED TALENT MANAGEMENT PUZZLE

by Traci K and BrightMove Applicant Tracking and Recruiting Software

Aberdeen Group, a business research and analysis company, recently released…

Added by Michael Brandt at 1:42am on March 14, 2012

Blog Post: Blogging 101 for the HR Professional: Part II: In my last post, Blogging 101 for HR Professionals, I talked about why blogging…; Added by Tim Giehll at 10:16am on July 7, 2011

Topic: NAPS trashes LinkedIn: This is one of the best things I’ve seen written about why Linked In won’t replace hard core recruiters. Disintermediation. Get rid of the middleman. Monster tried it, CB followed, now LinkedIn and Twitter and Facebook. We don't recruit 'resumes'. We recruit people. The recruiters who use 'resume banks' (which includes LinkedIn) aren't doing what 'recruiters' do; which is recruit. I understand that LinkedIn provides a communication medium that is better than Monster and thereby HR-friendly, but it's still all in the delivery of the message. I have LinkedIn, too but you know what I do more than anything else? Name Gather. How boring and antiquated and mind-numbing; oh and productive, too. as an example, I name gathered 120 operations managers in [town] in my niche. It took me a day to do that. I've called 90 of them and found 6 candidates who are fits. NONE of them are on LinkedIn, Monster or getmeajob.com. Of the 6 NONE had a current resume, ALL had been blissfully employed in their current company for a minimum of 6 years and one for 19 years. My client is willingly paying me $50,000 to get these guys. and I think they made a great investment. HR weenies don't name gather, they blast email and read resumes. I don't read resumes until after I already like the guy. Recruiters only account for about 5% of all placements and the number has held fairly constant throughout all of the above electronic miracles. Clients pay us our ridiculous fees because we do what they can't do... recruit and find people who aren't responsive to Monster, LinkedIn, Facebook or whatever... gotta put my soap box back and market; by name gathering and cold calling... This is what I emailed back... LinkedIn was never meant to replace hardcore recruiters. For that matter, neither was Spoke, Jigsaw, Ryze, Plaxo, Doostang, Unyk, Twitter, blogging, or any of the other forms of social media and online networking. From my point of view and experience (including two lovely days spent at Kennedy’s Executive Search Summit last November as well as far too many to count speaking engagements), the most fervent anti-social media movement is headed by those recruiters who believe that only relationships fostered and maintained through the phone and 3 X 5 index cards are valid. Can we say elitist? Neither LinkedIn, Facebook, Twitter or for that matter most social networking sites are resume banks. Monster sure is and I won’t argue that pulling resumes of resume boards is in itself a relationship building activity. However, since most third party agencies measure success by closing job orders, I don’t see how closing a job order constitutes a relationship building exercise: If the relationship were the goal, the language of closure would be substantively different. But it isn’t. While it is true “…that LinkedIn provides a communication medium that is better than Monster and thereby HR-friendly, but it's still all in the delivery of the message” Monster was never created to be a networking tool while LinkedIn was. What you call “mind numbing” so many more call finding a piece that is part of a larger puzzle; the single piece of the puzzle is only the entire puzzle when you believe that you’ve tapped into the entire talent pool. The fact that none of the “final” ops managers in Chicago were on LinkedIn simply says that based upon your search criterion and how you vetted the slate, LinkedIn produced limited results. Incidentally, to make a better statement you might want to vet the final 30 and see how they fall into LinkedIn. Further, the fact that none of the six had a resume has nothing to do with LinkedIn as a whole – do you know how many on LinkedIn have a current resume? I know one user who doesn’t…me. I never realized that I was a weenie for reading the resume first…whether you like first and read second or read first and like second has nothing to do with one’s skill as a recruiter but more about one’s comfort zone. There are many reasons for reading a resume first – my reason is to know something about the person’s professional background so the conversation can evolve in a semi-formed manner. But I’ve also met plenty of people without a resume; if you’re intimating that reading the resume first biases the recruiter then I’d wonder if what you’re really saying is that you won’t like a person if you dislike their resume. Is this competent recruiting? Just like there are many sources of hire – like the ones showing external recruiter use to be 3.3% in a CareerXRoads 2008 survey – there are many sources of sources. Clients pay us fees because of how we use the information, not where we get it from. In the end, LinkedIn is but one of many tools we should be using. What do you think?…; Added by Steve Levy at 10:14am on March 27, 2009

Blog Post: HIRING GENERATION Y SERIES: STEP FIVE – INTERVIEWING MILLENNIALS: by Traci K and BrightMove Staffing Software and Recruiting Software at http://www.brightmove.com

Entitlement and informality are the words of the…; Added by Michael Brandt at 12:09am on May 11, 2011

Blog Post: JOB CHANGE OR CAREER CHANGE?

There’s a…

Added by Mandy Fard - CPRW, CMRW at 2:41pm on May 19, 2022

Blog Post: The Best Creative Recruiting Strategies for Finding Raw Talent: Human Resource professionals are constantly looking for innovative recruiting strategies to find raw talent. Social restrictions due to the Coronavirus, make it even more imperative. We asked the…; Added by Phil Strazzulla at 8:59pm on July 30, 2020

Blog Post: Top Quick Wins to Boost Your Self-Publishing: One of the most common mistakes of new self-publishing authors is that a great book will produce sales without a lot of marketing effort. Sure, a…; Added by Tom Jager at 11:13am on March 16, 2018

Blog Post: DON’T BE ANTI-SOCIAL. EMBRACE THE ADVANCES IN EMPLOYEE REFERRAL PROGRAMS.: Many HR processes have been transformed in the recent past as the evolution of social media has given rise to new HR issues and methods. Traditional employee recruitment practices are now a small…; Added by Michael Brandt at 11:49am on November 10, 2010