Search Results - quit paying

Comment on: Blog Post '"dirty rotten job searching tricks"': hat was that google would see it as duplicate content so would lower your SEO, so hogwash on that and hogwash on this latest. You have been asked, and warned and told that if you continue to post a self promoting blurb with a link to your site you will receive an invoice for advertising. Your posting here has long been recognized as a cheap attempt to generate traffic to your site thus generating business without paying for advertising on this site as most reputable companies do who are marketing their product or service. In my opinion your blurbs add nothing, your sick need to moderate comments, picking and choosing which you choose to respond to or allow others to see is just another cheap and chickenshit way to promote yourself rather than contribute anything other than a One way projectile puking of promotion. No , I did not read your article, just your distorted blurb but I truly enjoyed when your link was stripped and was not surprised at your determination to post another link in one of your comments. Take this to your newsletter...people here are generally sick of and bored to death with the users and losers who promote and market on this site. It is obvious that you have not been a recruiter for a long time. A great deal of your advice is out of date, self defeating for candidates and just flat a disservice in my opinion. I wouldn't flatter myself that your advice would take food off of my table or any other recruiter's table The reasons you give for this ridiculous advice are so weak that they hardly require a response, but let me address one of them. Yes, we represent the client but in order to provide the best service to our clients it is imperative that we fully represent each qualified candidate in the best possible manner. A good recruiter will normally represent three, at least, good candidates to a company. Thus we do in fact represent candidates, as our client narrows the field being represented by a recruiter means that candidate is not out there on a limb with no ability to get feedback, refute concerns or just simply sell themselves. As to a candidate going around six recruiters when the company has the job posted on a job board or their career site. Are you kidding me. Are you really telling people it is better to go to the career site or respond through a job board when there are six trained hunters ready to bring a bird back and fight for their candidate. I have never heard of one case, not one ,when a cndidate who was remotely qualified ,submitted through a recruiter, got no result then went direct and got hired. There are certainly some dumb recruiters out there, but even the dumb ones will get a resume to a client if the candidate is even half way qualified. By telling a candidate if they don't get a result from a recruiter they should go around a recruiter is setting that candidate up for more failure. More times than I can count I have been asked by a client if I know of a Candidate who has contacted them. Yes, I do I rejected them because...if a client is using a recruiter they normally trust our judgement. Most recruiters do not reject surface qualified candidates, if we do it's because we know something the candidate doesn't know so they won't get the job going around us after we have told them it's not a fit. Why would you denigrate the judgement of a recruiter who rejects a candidate by advising that candidate to do an end run around a recruiter because they don't agree with no. Why advise a person to do something unethical because they don't like "no" How in the hell can any candidate determine if a recruiter has knowledge of the job or a hiring manager. Most probably the recruiter has taken one look at the candidate and the resume, knows it is not. Fit and is not going to provide more information. Great go around th recruiter, you aren't going to get hired but you will have paid some idiot too much if it was over a buck, to get you one more rejection. Are there situations where it is good for a Candidate to apply direct? Of course ,recruiters only fill a small % of jobs. Advising candidates to waste time, do sneaky crap and set themselves up for more rejecting and failure by digging around trying to go around recruiters is in my opinion, just cheap , cheesy advice. As someone said, why waste time trying to climb a greased pole to get through the backdoor,when one can stand on the ground, be ethical, honest and walk through all kinds of front doors. since your clients aren't recruiters and it doesn't make sense for you to advertise on this site, how about you quit taking up space, posting your linked blurbs and trying to generate traffic to your site. Either pay to promote your crap or quit insulting everybody's intelligence. There are no suckers here, so if it's not worth paying for, take your cheap bastard self someplace else.…; Added by Sandra McCartt at 9:13pm on June 19, 2012

Blog Post: To the New Grads and those still looking...: If b.y.o.Résumé were to give a…; Added by Laurie Bell at 2:54pm on June 2, 2010

Blog Post: Employee Satisfaction is More Vital Than You Realize: Added by Maren Hogan at 11:25am on December 29, 2015

Blog Post: Warren Buffett’s Ten Secrets of Success

I’m not 100% sure…

Added by Mark Bregman at 5:10pm on February 24, 2012

Blog Post: [Job Seeker Blog] Other People's Money: There are so many options available to job seekers when the job hunt begins that it can be pretty scary to anyone just getting back into the swing of things - and hoping to not swing for…; Added by RecruiterGuy at 12:33pm on August 14, 2008

Blog Post: Interview practice for a meeting with the CEO of Christmas

Added by HRNasty at 3:25pm on December 14, 2023

Comment on: Topic 'Pre-interview candidate prep: retained versus contingent': er. Bullcrap!!!! Candidate prep in my popcorn stand happens when a candidate is contacted whether i talk to 20 or 2. Candidate prep happens when i am setting up an interview. Candidate prep happens when i debrief a candidate after an interview. There are thousands of contingency recruiters who do not just throw shit at the wall and hope some sticks. I can invest all the time in the world to get any candidate as well prepared for an interview whether i got paid up front to do it; or i have to produce to get paid. On contingency i have skin in the game to earn what i get paid by successful efforts which by god means my candidate better be as well prepared if not better prepared than those that come from a reatined firm or another contingency firm. In fact i would submit to all of you that contingency recruiters may in many cases spend more time prepping a candidate because there may be more candidates in the loop if there are several contingency firms working on a listing. The competition my friends is not who slaps it against the wall first, it's who can bring the best and most well prepared candidate to the table. The only time i prefer a retainer is when it is a very difficult search for a purple squirrel candidate that my client knows may take 3 to 6 months to fill. The value add of a retainer is that the search time takes longer to even find a candidate so the retainer covers the focus of time that can not be devoted to that kind of search. It's my take that good contingency recruiters hit a search faster and harder because there is competition involved to FIND the candidate but a retainer or lack of same has no impact on the time spent to prep a candidate for an interview or interact with that candidate. I have boxed the ears off of some good retained recruiters because i asked to compete with them on a few searches. I got my candidate there not only first but more than prepped and ready while the retained group was still dicking around justifying their upfront payment. My candidate ended up being so much better than those produced by the retained firm that the client was willing to pay my full fee in spite of having paid a retainer. The retained firm didn't get their second payment because my candidate was already in the loop, interviewed and an offer was being prepared by the time the retained firm got their resumes in the loop. That client quit paying retainers when they found out that a good contingency recruiter will bring a candidate to the table many times faster than a retained search and the quality of the informed candidate was in fact as good or better than what they saw two weeks later from the retained firm. The retained firm was happy they got 10K for their efforts. I was happy i got paid for filling the spot. The client was happy they made a good hire and learned about good contingency recruiters. There is certainly a place for both retained and contingent but it has zero to do with the time or dedication to give 110% of time and information to that candidate and that client so both have as much information as it is possible to provide. As to paid vs. consensual. It would seem that would depend on whether fixed cost without emotional involvement is your preference. My stud horse doesn't give a damn either. He gets paid for the act not what that baby horse looks like when it hits the ground. He's on retainer. :) …; Added by Sandra McCartt at 3:26pm on April 14, 2011

Blog Post: 3 Types of Essential Employee Training for Small Business (Plus Why & How)

Small businesses, in general, avoid investing in employee training, because they don’t understand the value of it.

But small businesses specifically benefit because multiple studies show…

Added by Sheza gary at 7:21am on June 4, 2018

Blog Post: Quit Merely Doing Your Job-Focus on Making an Impact

Added by Rick Girard at 7:25pm on April 18, 2017

Blog Post: HOW TO STEP DOWN THE CORPORATE LADDER: How To Step Down The Corporate Ladder…; Added by Mandy Fard - CPRW, CMRW at 10:46am on December 5, 2021