Search Results - puzzles

Blog Post: Embracing Digital: Added by Josh Mangum at 1:18pm on October 9, 2019

Comment on: Topic 'The Truth about Social Networking, Web 2.0 and Recruiting': or recruiting. I mean, it was still a super conference - I learned a ton. There was just no focus on much outside of research. So anyway, Danny Cahill gives the keynote . . . at which point he says something along the lines of: "Pretty soon, all of us are going to have access to all the names. Yep, pretty soon, most of the names and profiles are all going to be easily findable on the due to new technologies. And when this happens, Recruiting will once again return to its roots as a game of sales and, more importantly, persuasion." Since this was 2007 and many Sourcers at the time were pulling pretty impressive bill rates without focusing on candidate development, you could have heard a pin drop through the audience :) The conversations in the hallways mirrored more, "Who does this guy think he is talking about sales and persuasion?" more than, "Hey, this guy might have a point here." There's nothing wrong with that - it's just how the world works :) SM will evolve, and I think there will come a time when great Recruiters will make better use than we do today (I think of this as a move toward "dealing the drugs instead of taking them.") For example, 30 years from now, current Gen Y-ers and Millenials will be the candidates most Executive Recruiters are focusing on (I say that because most of my experienced candidates today are 35+). Because of the human race's innate desire to connect, I can't imagine what things will really be like tomorrow. (Jeez, just think 18 months ago - was anyone talking about Twitter?) So when the future does get here . . . and the time comes when we're all exponentially better connected than we are today (a scary thought!) . . . will it really matter (even a little bit) if you aren't adept at the skills of sales and persuasion as they relate to recruiting? Building rapport with candidates who are ready to leave their current employer will be just as easy . . . while building relationships with candidates not interested in making a move will be just as challenging.…; Added by Joshua Letourneau at 4:24pm on January 20, 2009

Blog Post: I know them, well do you really??

I know them, well do you really??

One of the…

Added by Dean Da Costa at 9:13pm on April 18, 2013

Blog Post: Three Ways to be a Different Agency Recruiter: As both an agency and corporate recruiter I have heard quite a number of opinions on my role in the business world. Candidates will sometimes seem weary of my phone calls/messages and hiring…; Added by Alexander Otero at 10:13am on March 10, 2015

Comment on: Blog Post 'Should Unemployed Job Seekers be Ruled Out? Some Think So': This can result in the "superstar" either quitting, getting fired, doing the job but hating it or worse doing just enough to get by. Furthermore if someone is happy with their current role, in this economy, why would they leave their job? Studies have shown people are indeed unhappy and ready to bail. There are so many variables to this puzzle and one answer is not sufficient. In addition, if the real issue of not hiring “the unemployed” centers around a high volume of applicants, then the recruiting process may have to change. Many departments eliminated recruiters, causing more work flow to fall on less people. Obviously you can not expect the same quality of work to be performed by a fewer number of people but, you can make adjustments by working smart. When you’re dealing with high volume recruitment there are several components to consider: Location and type of position If the position is local and entry level the recruiter or hiring person can physically manage the flow: • For example, by appointment only, the recruiter can invite candidates into the facility, give them a tour of the building and address questions as well as provide information to the job seeker on the next steps. • You can integrate technology i.e. host a webinar talking about the role, requirements ect. In some cases you can add over 250 or more people on a webinar. You can even invite the hiring manager to speak in the webinar. • Another example, partner with resources to help you screen applicants such as colleges, alumni associations, career centers, professional associations, or employment agencies. These organizations are happy to do this. Those candidates who meet the qualification would go to the next step which would be a phone screen or interview with the recruiter. Sourcing strategy If you are getting a high volume of unqualified applicants from a particular source then • a) The source is not producing the quality of candidate you’re seeking so the obvious strategy here is to change sources- this is an example of how metrics can be used to track and drive results. • b) There may be issues with how the job ad is written • c) There may be issues with the instructions on next steps.…; Added by Heidi at 12:58pm on June 17, 2010

Blog Post: The Essence of Fit

We have all been there. Stressful recruiting situations demand the quest for finding fit. It is the essence of all we do. Regardless of what fit is defined as, the real truth is…

Added by Mike Rasmussen at 1:37am on November 22, 2014

Blog Post: 7 Things to Look for in Your Next Health & Welfare Consulting Gig: What brought you to this Industry? Did you do a lot of research and took all…; Added by Ken Forrester at 11:40am on January 13, 2014

Topic: My Future in Recruiting: -position myself to adapt to whatever change is occurring or will occur in my sphere of influence. My future in this industry we call recruiting is but one example of such environmentally sensitive adaptation. The better I am able to take in all the data points that comprise the practice of talent acquisition, retention and consulting, and assimilate those points into an understandable mosaic, the better position I will be in to interpret and apply business acumen. What are some examples of mosaic-building data points for my future in recruiting? I consider both macro and micro variables as recruiting is not all about me: geo-political and global economics, industrial evolutions (growth, decline and combinations or de-couplings) and how they affect niche and burgeoning markets that trigger hiring, hiring freezes or RIFs, technological advancements and the related speed of absorption that shifts demand, competitors in the recruiting field and their relative market position, and then my composite strengths, capabilities and mind share relative to other recruiting professionals. I try to take these variables in and assemble them as one would a puzzle that presents a map to the future. For me, this assimilation and interpretation is part concerted application of very good teachers and part intuition, and whether I’m right or not is probably part luck and part prayer. Towards the end of 2009, I still see confusion, panic, chaos and apathy in recruiting as a trickled-down effect of global economies struggling to take turns in getting a toe on solid economic footing and a record number of highly-skilled, highly stressed candidates fighting for scarce positions. In 2010, I expect more interim, contract and temp-to-perm placements to improve confidence indices with economic posture stabilizing. Then, as hiring demand increases over the next 18-24 months, recruiting professionals will compete more rationally with fees and volume improving. I will be in the midst, participating and competing alongside my peers. Hopefully, I’ll win more than lose. My approach is to continue to build bridges, take on good work (not ghost work), and be a positive signpost for clients and candidates alike. I am positioned to ride the waves of change and remain open and flexible to adapt to what comes my way. Although it’s a picture that takes a lot of work to put together, the optimist in me sees a very bright and sunny future in recruiting…and it’s a picture worth taking in.…; Added by Suzanne M King at 1:27pm on October 28, 2009

Comment on: Blog Post 'How Marriott Hotels is Beating Facebook at Their Own Game in Social Recruiting': d the world starting in 2010. (We are the "outside consultants" you reference.) The idea for "My Marriott Hotel" came from hearing the same story in almost every market. Folks we spoke to would say, "I came to the big city to find work. I moved in with friends or family, then started networking." Where did they network? Facebook, LinkedIn, the usual suspects. And when they weren't networking, what did they do? Played games. Lots of them. So that was one important piece of the puzzle. The other piece came to light on the last stop of the research trip. Looking out at Juhu Beach from the lovely JW Marriott in Mumbai, I saw a group of people on the beach just looking at the hotel. I asked a girl who'd been in an earlier focus group what they were doing and she said, dismissively, "oh, they're just staring at this place because they don't know what goes on here." That didn't make sense, so I went down to the beach to interview these folks. I walked out the back doors of the hotel, past the pool, around a corner. I was sure there must be a beach exit somewhere. I found it, but it was a surprise. I had to get a badge, sign out, and be escorted down a set of stairs past a blast door. Outside the door, a small group of Indian Army soldiers were set up behind sand bags, guarding the hotel. And it suddenly dawned on me that what looked to me like a hotel looked to most everyone else like a fortress.That wasn't what Marriott wanted, of course. But with the recent terror incidents at the Taj in Mumbai and other hotels less recently, they couldn't be too careful. So it made great sense to solve the issue of access with a game. Marriott loved it, got great media response, and has continued to innovate in game development. The "belong"campaign also emerged from workforce insight. I can't offer details on this campaign--they're proprietary--but I can tell you that the core ideas emerged from and were validated around the world-and that it's the most effective employer brand campaign in hospitality by miles. I'm really proud of the team at Evviva Brands who did the research behind the work and did the game and creative development you've cited here. And of the fantastic partnership we've enjoyed with Marriott over the past several years. Best, David…; Added by David Kippen at 11:33pm on August 5, 2013

Blog Post: The Smart Way to Ask Stupid Interview Questions: Google used to ask brainteasers, but have…; Added by Paul Petrone at 2:03pm on August 19, 2014