sake) - 50. Meals plus hygene (gotta eat and clean yourself): 3 hours/day - 21. That leaves 41 hours of life/family time. To me this evens things out a bit, however, I'm all for a hard/honest days work so that we get to enjoy family time. If the work/life balance along with most anything in life were looked at from a quality versus quantity standpoint we'd all get more out of life.…
who takes time getting to know what I am looking for. Not someone who just wants to make money off ... I will deter away from those professionals... and most of all.. "listening" goes a long way. I agree with you that. I have met quite a few recruiters in the past who only push candidates through the process to make a hire... and that really put a bad tastes in my relationship with that particular person. Listening, mutual respect, quality discussions goes a long way.. however I feel most are pressed for time... and don't really care to get to know you as a candidate. My 2 cents this morning ~ Thanks~ p.s. Quality hire that lasts for more than 90 days to even further = priceless (for the org. brand, bottom-line and mostly quality of life in that org)...…
ource for quality but once in awhile you do get a great resume. And if your client doesn't want to look at leaders who are unemployed, would you really put that in a job posting? Or just weed them out manually?
And coming from the defense & telecom industries, the disparate impact is particularly worrisome from a corporate recruiting standpoint. I'd be interested to hear you views on that topic too.
Thanks for going easy on me though. It's a great name - memorable. I like it :)…
eight year span in my life when I was working to help get a friends company off the ground..we had a line of products that solved fuel and equipment cost issues for diesel powered fleets..among those products was a line of lubricants that extended the life of hydraulic systems..so. one paper I wrote discussed problems with hydraulic systems, why they had these problems, and why the expensive products they were buying in an effort to solve these issues weren't working...I then brought up our solution, and discussed one of our many successful client stories.
I sent the paper to our distributors, and one of them landed a contract for our hydraulic fluid, with a BIG construction firm in the carolinas.
Now to be clear, i researched the heck out of every one of my assertions, and demonstrated my grasp of the issues..I also had a different paper on industrial lubricants published by a steel industry trade association before I wrote this paper, AND my products worked, so I was unassailable from a technical standpoint, and ethical from a solution standpoint.
I also wrote a bunch more white papers that taught fleet managers things they needed to know from a fuels and emissions standpoint, and again, everything was researched five ways to sunday before I released them.
thing was, like recruiting, the common perception of our products was that we were a commodity..and the way to change that perception ( in my view) is to educate the prospects and get them thinking.
We functioned like nothing else ( we were literally 20 years ahead of our time ) but we had to elevate the discussion to a place our competitors feared to tread, and as the senior tech officer, i did that with white papers.
You mentioned permission based marketing..a white paper is just that..the only obligation on the part of the prospect is to read the thing, and if it's pertinent, he will.. if it matches his vision, or answers a question, he'll pick up the phone.. you aren't tricking anyone, honest.. you know a lot about recruiting, and you know about your company's offerings, right? just put the two together, and solve someones problems.
if you want to see the stuff I wrote, shoot me a PM with an email, I can let you check it out.